European Institute of Management and Finance | Managing People Successfully: Emotional Intelligence, Coaching, Delegation, Feedback and Development of High Performing Teams
product-template-default,single,single-product,postid-60275,woocommerce,woocommerce-page,woocommerce-no-js,ajax_fade,page_not_loaded,,columns-4,qode-child-theme-ver-1.0.0,qode-theme-ver-6.7,wpb-js-composer js-comp-ver-4.12,vc_responsive

Managing People Successfully: Emotional Intelligence, Coaching, Delegation, Feedback and Development of High Performing Teams

This event has passed

Managing People Successfully: Emotional Intelligence, Coaching, Delegation, Feedback and Development of High Performing Teams


For organisations to maintain their competitive advantage in today’s complex and demanding business environment, all staff need to be engaged, motivated and developed aptly to be able to perform their duties to the best of their abilities. This, however, is no easy feat and makes demands on managers, who are more challenged than ever before. In addition to their technical competencies and tools for effective day-to-day management and coordination, managers also need to develop a leadership mind-set and a set of competencies and tools with which they can successfully lead and develop people and hence achieve personal, departmental and company goals.


In addition, high performing teams are an essential element of an organisation’s competitive advantage and ultimately their success. High performing teams are characterised by engaged and productive members who understand how to contribute in ways that produce results that go beyond what any individual could accomplish alone.


But not all teams reach levels of high performance, and in fact many teams often get stuck in stages of low performance producing results that are sub-par to those that could be achieved by an individual.


Managers play a critical role in the development of teams and determining whether their outcome will high stature and performance or dysfunction and underperformance. In order to achieve the former outcome, managers need skills, knowledge and tools that will guide and assist them in developing their teams to high performance.


Emotional Intelligence (EQ), an essential management requirement of our era, encompasses a set of competencies which allow managers to develop the leadership mind-set and the competencies they need to be successful by enabling them to understand and manage emotions and impulses in themselves and others. Using the competencies of emotional intelligence, managers can develop the correct mind-set and equip themselves with a plethora of tools, skills and techniques to harness the power of EQ and safeguard their success.


This programme zeros-in on the competencies of emotional intelligence that will enable managers to run their departments on a day-to-day basis, develop their staff and enable the creation of a productive climate and corporate culture conducive to the growth and success of the business.  Using learnings from the latest thinking and research in the fields of psychology management and neuroscience, the programme will challenge and stretch managers thinking as well as providing the opportunity for them to practice many of the skills taught.



Programme Objectives


The purpose of the current programme is to help managers nurture a leadership mindset and develop emotional intelligence competencies to bring successful practices, techniques and tools to their everyday tasks and duties, particularly those pertaining to the effective development of their staff as well as to the effective development of high performing teams. Upon completion, participants will be able to:


  • Understand the importance of a leadership mindset and the link between this and emotional intelligence, the effective development of staff through coaching and feedback, and the development of effective and high performing teams.
  • Recognise their management style and the impact that this has on the behaviour, motivation and performance of those around them
  • Realise the potential of cognitive diversity and know how to adapt their approach and communication style to maximize the effectiveness of their collaboration, regardless of the working style of the other person
  • Recognise different personal and team leadership styles and know when to apply these
  • Understand the power of empathy and how to use this as an effective leader to motivate, inspire and engage those around them
  • Understand the different dimensions of coaching and the impact this can have on the on the development of the people within their departments
  • Understand the stages of team development and know the role that they as managers play in each of these stages
  • Prepare and plan for effective feedback
  • Recognise the characteristics of high performing teams, and the symptoms of dysfunctioning teams
  • Consider some of the common causes on conflict as well as strategies for dealing with this effectively within the team
  • Protect their teams from the dysfunctions that often leads teams to underperform or to fail



Programme Outline


Introduction and Warm-up


The current business landscape and the need for new skills

  • Developing a leadership mindset – how emotional intelligence can assist
  • Developing Self-awareness
    • Understanding emotions and their impact on leadership
    • Recognising my style and preferences and how this affects those around me


  • Appreciating that management style is a choice
  • Self-management to be an effective leader


Social awareness

  • Harnessing the power of empathy – seeing things from other’s perspective
  • Effective communication – it’s not just about information
  • Assertive communication


Relationship management:

  • Building cooperative relationships with staff and other key stakeholders


Developing staff for tomorrow through effective use of:

  • Delegation
  • Coaching
  • Feedback



  • What is delegation and what is it not
  • Barriers to delegation
  • How to overcome these and delegate effectively



  • Coaching as a style of management and as a way of thinking
  • Coaching as a tool for effectively developing people



  • How, and on what should managers give feedback
  • A feedback model for effectively reinforcing or redirecting performance and behaviour


Benefits of effective team building


Developing teams for tomorrow through:

  • Tuckman’s stages of team development
  • Characteristics of each stage
  • The manager’s role at each stage


Characteristics of high performing teams

  • The importance of trust in developing high performing teams
  • How conflict can assist team performance
  • Develop and enhance team commitment
  • Promoting accountability
  • Nurturing goal orientation and a mindset which focuses on result



Training Style


This course is interactive in nature and participants will be actively involved, using their own experiences and challenges to reinforce and adapt the new knowledge and skills to their own reality, as well as examples, case studies and simulations provided by the trainer.


Use of self-assessments and reflective exercises will also allow participants to increase their self-awareness and provide opportunity for peer reflection and discussion. All sessions will combine elements of PowerPoint presentations, Flip-chart notes, small group and open discussions, audio/visual material and experiential exercises.



CPD Recognition


This programme may be approved for up to 21 CPD units in HR, Leadership and Management. Eligibility criteria and CPD Units are verified directly by your association, regulator or other bodies which you hold membership.


Professionals requiring CPD units to meet the education requirements for an occupational licence renewal and/or for maintaining other professional memberships/certifications which accept CPD in HR, Leadership and Soft-skills, are advised to consider training subjects in categories that indicate CPD training in HR, Leadership, Management, Personal and Professional Skills.



Who Should Attend


The programme is suitable for managers of all levels, who may or may not lead teams, including:


  • Team Leaders, Supervisors and Managers looking to develop their management and leadership capabilities
  • Experienced managers looking to update, reinforce and/or refine existing knowledge and skills