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Coaching for Emotional Intelligence: The…
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Coaching for Emotional Intelligence: The Secret to Developing the Star… (vuoden 2006 painos)

– tekijä: Bob Wall (Tekijä)

JäseniäKirja-arvostelujaSuosituimmuussijaKeskimääräinen arvioKeskustelut
331582,033 (4.5)-
"At some point in their careers, all managers face a frustrating and seemingly insurmountable challenge -- the highly intelligent, highly skilled direct report who is failing when he should be excelling. Often, this employee is destroying not only his own career, but also the morale of the rest of the team. While this behavior may initially seem willful, it is more than likely due to a lack of emotional intelligence -- the ability to comprehend one's emotions, empathize with the feelings of others, and interact with people in ways that promote congenial working relationships. More than any other trait, emotional intelligence is the one variable that can transform a mediocre employee into an exceptional one. Managers now have a new and demanding role. They must become coaches who help their employees to develop emotional intelligence and the positive interpersonal relationships that result. And while this kind of corrective coaching may seem daunting and unpleasant to many managers, it is also achievable with the right tools. In Coaching for Emotional Intelligence, Bob Wall offers coaching strategies that will enable every manager to elicit excellence by improving the negative behaviors and communications flaws that are undermining an employee's performance. The book provides a structured format for formulating and delivering both praise and corrective feedback, as well as a step-by-step method and sample scripts for conducting a coaching session. Readers will: Overcome the fear of coaching on sensitive, personal issues. Learn the critical importance of praise--and how to give it. Understand the influences that shaped the behaviors of the individual being coached. Determine whether an employee is responding to corrective coaching, when to keep him -- and when to fire him. Create an action plan for teaching employees to identify and alter unwanted behavior. Master spontaneous coaching: delivering praise in 15-20 seconds -- and corrective feedback within 45 seconds. Formulate structured conversations when corrective coaching isn't working. Create successful, detailed, and clear personal, team, and work evaluations and mission statements. The first book of its kind, Coaching for Emotional Intelligence is a thoughtful, realistic, and accessible guide that will change the way managers lead in the workplace -- and will ensure that their employees are reaching their full potential."… (lisätietoja)
Jäsen:freikowsky
Teoksen nimi:Coaching for Emotional Intelligence: The Secret to Developing the Star Potential in Your Employees
Kirjailijat:Bob Wall (Tekijä)
Info:AMACOM (2006), Edition: First, 240 pages
Kokoelmat:Oma kirjasto
Arvio (tähdet):*****
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Coaching for Emotional Intelligence: The Secret to Developing the Star Potential in Your Employees (tekijä: Bob Wall)

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Sheri's biggest take away's:
· When I comment on someone's work, I shouldn’t just say “that was great” or “that needs improvement”. I need to also give reasons why I have said that.
· I need to describe my observations and my expectations so clearly that there is little room for my associates to be confused or leave the conversation misunderstanding what I was saying.
· When I provide corrective feedback, I must describe what aspect of performance was either below standards or could be improved. I must also provide a clear description of what the person needs to do to improve.
· This book confirmed that when people know I have their best interest at heart, they are naturally more open to hearing how they need to improve. …The book also went on to say that corrective coaching must be provided in the spirit of helping people constantly improve. How true!
· In addition, I found it comforting to know that something we just started to do is also something the author suggests. That is... ...To form a pact with the staff in which we promise to work together to help all perform at our very best. This makes coaching a partnership rather than an interaction based on authority and negative consequences. It changes the focus of our relationships with people to a mutual commitment to excellence. …Yea!!! We are on the right track!...
· Great reference points are the mission statement, goals and values of the organization. From here I can praise work that aligns well and offer redirection for work that does not.
  charmmd | Apr 18, 2008 |
ei arvosteluja | lisää arvostelu
Sinun täytyy kirjautua sisään voidaksesi muokata Yhteistä tietoa
Katso lisäohjeita Common Knowledge -sivuilta (englanniksi).
Kanoninen teoksen nimi
Alkuteoksen nimi
Teoksen muut nimet
Alkuperäinen julkaisuvuosi
Henkilöt/hahmot
Tärkeät paikat
Tärkeät tapahtumat
Kirjaan liittyvät elokuvat
Palkinnot ja kunnianosoitukset
Epigrafi (motto tai mietelause kirjan alussa)
Omistuskirjoitus
Ensimmäiset sanat
Sitaatit
Viimeiset sanat
Erotteluhuomautus
Julkaisutoimittajat
Kirjan kehujat
Alkuteoksen kieli
Canonical DDC/MDS

Viittaukset tähän teokseen muissa lähteissä.

Englanninkielinen Wikipedia

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"At some point in their careers, all managers face a frustrating and seemingly insurmountable challenge -- the highly intelligent, highly skilled direct report who is failing when he should be excelling. Often, this employee is destroying not only his own career, but also the morale of the rest of the team. While this behavior may initially seem willful, it is more than likely due to a lack of emotional intelligence -- the ability to comprehend one's emotions, empathize with the feelings of others, and interact with people in ways that promote congenial working relationships. More than any other trait, emotional intelligence is the one variable that can transform a mediocre employee into an exceptional one. Managers now have a new and demanding role. They must become coaches who help their employees to develop emotional intelligence and the positive interpersonal relationships that result. And while this kind of corrective coaching may seem daunting and unpleasant to many managers, it is also achievable with the right tools. In Coaching for Emotional Intelligence, Bob Wall offers coaching strategies that will enable every manager to elicit excellence by improving the negative behaviors and communications flaws that are undermining an employee's performance. The book provides a structured format for formulating and delivering both praise and corrective feedback, as well as a step-by-step method and sample scripts for conducting a coaching session. Readers will: Overcome the fear of coaching on sensitive, personal issues. Learn the critical importance of praise--and how to give it. Understand the influences that shaped the behaviors of the individual being coached. Determine whether an employee is responding to corrective coaching, when to keep him -- and when to fire him. Create an action plan for teaching employees to identify and alter unwanted behavior. Master spontaneous coaching: delivering praise in 15-20 seconds -- and corrective feedback within 45 seconds. Formulate structured conversations when corrective coaching isn't working. Create successful, detailed, and clear personal, team, and work evaluations and mission statements. The first book of its kind, Coaching for Emotional Intelligence is a thoughtful, realistic, and accessible guide that will change the way managers lead in the workplace -- and will ensure that their employees are reaching their full potential."

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