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<figure id="figure-7rq2r7ijram2gi5jpd" class=""><img id="7rq2r7ijram2gi5jpd" src="https://cdn.durable.co/blocks/39Xx0ZOWwu0j1dfPLhakhbcQrE5P4TDSjXjIYfihaQA6U5Fe5IaOwRQDFosNN8Fn.png" alt="woman sitting around table holding tablet" title="woman sitting around table holding tablet" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: 0% 0%;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="0%" data-positiony="0%" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/39Xx0ZOWwu0j1dfPLhakhbcQrE5P4TDSjXjIYfihaQA6U5Fe5IaOwRQDFosNN8Fn.png" data-mce-style="aspect-ratio: 16/9; object-position: 0% 0%;"></figure><a data-mce-href="https://www.linkedin.com/pulse/what-disa-model-according-surrounded-idiots-thomas-erikson-bmbyou-am2oe/" href="https://www.linkedin.com/pulse/what-disa-model-according-surrounded-idiots-thomas-erikson-bmbyou-am2oe/" target="_blank" rel="noopener">Original article here</a>The DISA model in Surrounded by Idiots is a behavioural framework that categorises people into four distinct types, represented by colours for simplicity. It’s an adaptation of the earlier DISC model, but Thomas Erikson presents it in a more accessible and practical way.&nbsp;Each colour reflects different behavioural traits:Red (Dominant) – These individuals are goal-oriented, assertive, and decisive. They thrive on challenges, focus on results, and can be seen as direct or even aggressive. Reds are often natural leaders, but their straightforward nature may come across as confrontational or insensitive at times. Yellow (Inspirational) – Yellows are sociable, enthusiastic, and optimistic. They enjoy being the centre of attention, love talking, and are skilled at motivating others. However, they can sometimes be seen as overly talkative or disorganised. Green (Stable) – Greens are calm, patient, and empathetic. They value harmony and avoid conflict. They make excellent listeners and team players, but they can struggle with change and may be perceived as indecisive or passive. Blue (Analytical) – Blues are detail-oriented, logical, and precise. They are driven by data, structure, and order, making them great problem solvers. However, their focus on accuracy can sometimes make them seem critical or emotionally detached.

What is the DISA model, according to Surrounded by Idiots by Thomas Erikson?

<figure id="figure-ibp1d48vzqm2gi2dcg"><img id="ibp1d48vzqm2gi2dcg" src="https://cdn.durable.co/blocks/30vW9wJYbaiFLvDLV5mgmOaDKbCQunBv3Rx9NCgltmazxCqTLSYNvGdSVoXeA7os.png" alt="person walking on beach during daytime" title="person walking on beach during daytime" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/30vW9wJYbaiFLvDLV5mgmOaDKbCQunBv3Rx9NCgltmazxCqTLSYNvGdSVoXeA7os.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><a href="https://www.linkedin.com/pulse/how-does-disa-model-help-improve-communication-relationships-bmbyou-2x9ee/" data-mce-href="https://www.linkedin.com/pulse/how-does-disa-model-help-improve-communication-relationships-bmbyou-2x9ee/">Original article here</a>This model explains why people think and act differently, and how understanding these behaviours can drastically improve communication and relationships. By recognising these colour-coded behavioural types, you can better interpret people’s actions and motivations, resolve conflicts, and create more effective interactions.<blockquote>"If you don’t understand and use the principles, you’ll continue to be surrounded by idiots," Thomas Erikson&nbsp;</blockquote>The above quote reflects his belief that mastering these insights can help avoid misunderstandings and improve social interactions.

How does the DISA model help improve communication and relationships?

Many people express concern about behavioural models like Everything DiSC, INsights Discovery, DISC and DISA, fearing that they are being "put into boxes", siloed, or labelled. This hesitation stems from a misunderstanding of the purpose and flexibility of such models. Below, we explore why people feel cautious about these models and explain why this apprehension is often misplaced. Additionally, we’ll differentiate between popular models like Everything DiSC and Insights Discovery, which use colours for marketing purposes, and how they differ from the behavioural focus of the DISA model.<figure id="figure-biw3cqgtadm2hnjknv"><img id="biw3cqgtadm2hnjknv" src="https://media.gettyimages.com/id/79335910/photo/baseball-catcher.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=ocErCMdGwAzyYgtHABCa0nLfTKG7kWp-TPSgc0GhO2s=" alt="Baseball catcher" title="Baseball catcher" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/79335910/photo/baseball-catcher.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=ocErCMdGwAzyYgtHABCa0nLfTKG7kWp-TPSgc0GhO2s=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>1. Fear of Being Labelled or Boxed In Perception of Rigidity: One of the main concerns people have about behavioural models is the belief that they will be rigidly categorised into a single type, such as "Red" or "Blue," without room for complexity. This can lead to fears of being defined by one trait or having their behaviour limited to a narrow description.Fear of Stereotyping: People often worry that these models will oversimplify their individuality, reducing them to a stereotype or caricature based on their primary behaviour. They might fear being seen only as “Dominant” or “Steadfast” without recognition of their multifaceted personality.Resistance to Labels: Many people resist the idea of being labelled, especially in professional environments where they value their unique contributions. They worry that once they are identified as a certain behavioural type, they’ll be typecast and expected to always act a certain way, regardless of the situation. 2. The Truth: Behavioural Models Don’t Put You in a Box Focus on Behaviour, Not Personality: Unlike personality tests, the DISA model and similar assessments focus on behaviour, which is flexible and adaptable. Behavioural models like DISA explain how someone tends to act in different situations but don’t claim to define their entire personality. A person can exhibit different behaviours depending on the context, and the model helps individuals understand their primary behavioural tendencies, not a fixed identity. Recognition of Complexity: The model recognises that people are complex. While a person may primarily behave as a "Red" (Dominant), they may also display traits of other colours, such as "Blue" (Analytical), depending on the situation. The model is not about reducing a person to a single colour but offering insight into their dominant tendencies while acknowledging the broader range of behaviours they might exhibit. Opportunity for Growth: Behavioural models are tools for self-awareness and improvement. Once individuals understand their primary behaviours, they can work on adapting their approach in different situations. For example, a "Red" (Dominant) person can learn to be more patient and empathetic in situations that require collaboration, while a "Green" (Steadfast) person might work on being more assertive when necessary. 3. How Everything DiSC Uses Colours as Marketing DiSC vs. Colours: The Everything DiSC model focuses primarily on the DISC framework, which identifies behaviours as Dominance, Influence, Steadiness, and Conscientiousness (Compliance). While the model uses colours to visually represent each type (often Red for Dominance, Yellow for Influence, Green for Steadiness, and Blue for Compliance), the emphasis is still on the DISC framework itself. Marketing Purpose: The use of colours in Everything DiSC is often a marketing tool designed to make the model more accessible and engaging for users. Colours provide an easy visual shorthand for understanding the different types of behaviour, but the model’s core remains centred around the DISC traits rather than the colours themselves. No Box Mentality: Everything DiSC encourages individuals to see their behaviour as adaptable. The goal is not to box people into a single behavioural type but to provide a framework for understanding how they naturally tend to act in different situations. DiSC highlights the potential for behaviour change and growth through self-awareness.&nbsp; <figure id="figure-mjr5mgy4pfm2hnr83q"><img id="mjr5mgy4pfm2hnr83q" src="https://cdn.durable.co/blocks/0vKULDwygEw0xcG0tJ5qzxrAgvD8LpFD2Rysv2s9qTjTLkK5Kx0e5qOKmqq4uuvL.png" alt="person using laptop computer" title="person using laptop computer" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: 0% 0%;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="0%" data-positiony="0%" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/0vKULDwygEw0xcG0tJ5qzxrAgvD8LpFD2Rysv2s9qTjTLkK5Kx0e5qOKmqq4uuvL.png" data-mce-style="aspect-ratio: 16/9; object-position: 0% 0%;"></figure><a data-mce-href="https://www.discgb.co.uk/" href="https://www.discgb.co.uk/">Visit my friend and mentor Gary's business website for more information in relation to Everything DiSC.</a>4. How Insights Discovery Utilises Colours Focus on DISC with Colour Integration: Insights Discovery builds on the traditional DISC framework but adds a focus on colour psychology to create a memorable and accessible system. They associate different DISC behaviours with colours (Red, Yellow, Green, and Blue), much like Everything DiSC, but focus on using these colours as helpful representations rather than strict labels. Help Rather than Restriction: In Insights Discovery, the colours are designed to be helpful and serve as a visual tool to quickly understand how different behaviours interact. While someone may primarily identify with Red (Dominant), they aren’t locked into this behaviour; instead, they are encouraged to use other colours and adapt to different situations. Dynamic Behaviour: Like the DISA model, Insights Discovery emphasises the dynamic nature of behaviour. People are encouraged to understand their dominant colour but also to flex their style when needed, depending on the context. It doesn’t pigeonhole individuals but helps them understand their behavioural preferences. 5. Why the Caution is Misplaced Flexibility and Adaptability: Behavioural models like DISA, Everything DiSC, and Insights Discovery are flexible frameworks. They are designed to provide a foundation for understanding how someone behaves in certain situations, not a strict set of rules. Rather than boxing people in, these models help individuals see where their strengths lie and where they can improve their interactions. A Starting Point, Not the End: These models are intended to be starting points for personal growth, not final definitions of who someone is. They offer insights that allow individuals to improve communication, resolve conflicts, and build better relationships by understanding both their own behaviour and the behaviour of others. Holistic View: While each model identifies a person’s primary or most dominant behaviour, it also acknowledges that individuals are capable of displaying a variety of behaviours. No one is locked into being just a "Red" or a "Blue"; they can exhibit all colours depending on the situation. 6. Empowerment Through Self-Awareness Personal and Professional Development: Once individuals understand their primary behavioural style, they can use this knowledge to adapt their approach in different contexts. For example, a primarily Blue (Analytical) individual can focus on improving their communication with a more spontaneous Yellow (Influential) colleague. Similarly, a Red (Dominant) individual can learn to slow down and consider others' perspectives when working with a Green (Steadfast) team member. Improved Communication and Collaboration: Far from putting people in boxes, behavioural models empower individuals to understand their tendencies and communicate more effectively with others. By recognising behavioural differences, people can collaborate better and avoid unnecessary misunderstandings. The caution people feel about being labelled or put into boxes with behavioural models like DISA, Everything DiSC, and Insights Discovery is understandable but largely misplaced. These models are designed to provide self-awareness, not restrictions. By focusing on behaviour (which is adaptable) rather than personality (which is more fixed), these models offer valuable insights into how people tend to act and how they can grow. Colours are used as a marketing tool in some models to make the frameworks more accessible, but the underlying focus remains on behaviour, not limiting labels. When used correctly, these models help individuals and teams thrive by improving communication, collaboration, and self-understanding.

Breaking Free from Labels: How Behavioural Models Empower Growth Without Boxing You In

<h3>How Emotional Intelligence Transforms Coaching Experiences</h3>When it comes to coaching, not all coaches are created equal. While qualifications, experience and coaching models matter, one often overlooked yet critical factor is the coach's Emotional Intelligence (EQ). A high EQ coach can make all the difference in a coaching relationship, providing not just guidance but a deeply transformative experience for the coachee. But what exactly does it mean to have a high EQ coach, and why does it benefit the coachee so profoundly?Emotional Intelligence (EQ) is defined by Daniel Goleman (1995) as the ability to recognise, understand, manage, and influence emotions, both in oneself and others. High EQ involves key competencies such as self-awareness, self-regulation, motivation, empathy, and social skills. In a coaching context, these competencies allow coaches to navigate complex emotional landscapes, build strong rapport, and create a safe space for exploration and growth (Goleman, 1998). Research by TalentSmart (2022) found that 90% of top performers have high EQ, demonstrating its critical role in success, including within coaching settings.A high EQ coach is attuned to the emotional needs of the coachee, creating an environment of trust and psychological safety. This safety net is crucial, as it allows the coachee to open up honestly without fear of judgment. Edmondson (1999) found that teams and individuals who experience psychological safety are 35% more likely to engage in learning behaviours, take risks, and innovate. These are principles that align seamlessly with the coaching process. According to the Institute of Coaching (2022), 75% of coachees reported improved work relationships when coached by an emotionally intelligent coach, highlighting the tangible benefits of high EQ in coaching.<figure id="figure-5mex48scgm7xjtqmv"><img id="5mex48scgm7xjtqmv" src="https://media.gettyimages.com/id/1340905438/photo/shot-of-a-doctor-holding-hands-with-her-patient-during-a-consultation.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=uqtuLZ0ISPiZDxEvpMcMWK5KDQ3L4gxGI62LfgXfuEY=" alt="Shot of a doctor holding hands with her patient during a consultation" title="Shot of a doctor holding hands with her patient during a consultation" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1340905438/photo/shot-of-a-doctor-holding-hands-with-her-patient-during-a-consultation.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=uqtuLZ0ISPiZDxEvpMcMWK5KDQ3L4gxGI62LfgXfuEY=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Empathy is a cornerstone of high EQCoaches who listen not only to the words spoken but also to the emotions behind them provide support that feels personalised and validating (Goleman, 1998). Research by Batson et al. (1997) suggests that empathetic interactions can reduce stress, promote a sense of connection and encourage pro-social behaviour. This empathetic approach fosters a stronger connection, ensuring that coaching sessions meet the coachee’s unique needs and contributing to a 20% increase in coaching effectiveness (ICF, 2021).Coaching often involves discussing sensitive or challenging topics. High EQ coaches can regulate their own emotions, maintaining composure and objectivity. This skill is critical in preventing biases or emotions from clouding the coaching process (Grant, 2014). Coaches with high EQ also ask powerful, thought-provoking questions that challenge the coachee to reflect and gain insights. Self-awareness enables the coach to choose questions that guide the coachee to explore underlying beliefs and emotions. For example, instead of asking, "Why did you do that?" a high EQ coach might ask, "What feelings led you to that decision?" This subtle shift encourages deeper self-exploration and promotes a growth mindset (Rock, 2006).<figure id="figure-h0p73qda8jm7xjt34w"><img id="h0p73qda8jm7xjt34w" src="https://media.gettyimages.com/id/624116822/photo/cute-boy-is-showing-height-on-a-wall-scale.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=RA4r9KQ2jTAdt92NfixZlmM73Q6qyGsXTMzEcv3te08=" alt="Cute boy is showing height on a wall scale" title="Cute boy is showing height on a wall scale" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/624116822/photo/cute-boy-is-showing-height-on-a-wall-scale.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=RA4r9KQ2jTAdt92NfixZlmM73Q6qyGsXTMzEcv3te08=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Coaching is not a one-size-fits-all practice. High EQ coaches adapt their approach based on the emotional state and needs of the coachee, shifting between being supportive and challenging as needed (Boyatzis &amp; McKee, 2005). This adaptability ensures that coaching remains relevant and impactful, leading to a 25% improvement in coachee satisfaction (Gallup, 2022).However, challenges can arise when there is a mismatch in EQ levels between coach and coachee. When a coach has high EQ but the coachee has low EQ, potential issues may include resistance to feedback, limited self-awareness, and emotional blockages (Goleman, 1998). A low EQ coachee may struggle with processing emotions and accepting feedback, leading to disengagement. According to a study by the International Coach Federation (ICF, 2021), 30% of coachees with low EQ reported difficulties in benefiting from coaching, underscoring the challenge. High EQ coaches can manage this by setting clear boundaries, offering structured support, and gradually introducing emotional awareness techniques (Grant, 2014).Conversely, a low EQ coach working with a high EQ coachee can also present difficulties. Coaches with low EQ may struggle with empathy, react dismissively, and fail to adapt to the coachee’s needs (Boyatzis &amp; McKee, 2005). Research indicates that 40% of coachees with high EQ felt disconnected when working with a coach who lacked empathy (Institute of Coaching, 2022). Low EQ coaches may also project their own emotions onto the coachee, creating a biased and ineffective coaching environment (Grant, 2014). A lack of empathy from the coach can increase the coachee’s stress, reducing their willingness to engage openly in the process (Batson et al., 1997).The benefits of a high EQ coach are rooted in psychological principles. At its core, coaching aims to facilitate change, which can often trigger resistance, anxiety, and fear (Lewin, 1947). A coach with high EQ can recognise these emotions early, helping the coachee navigate them in a healthy way. Psychological theories, such as Carl Rogers' (1961) Person-Centred Approach, align closely with high EQ coaching. Rogers emphasised the importance of empathy, congruence, and unconditional positive regard; all attributes of a high EQ coach. By providing a non-judgmental and understanding environment, a high EQ coach can support the coachee's journey of self-discovery and change (Rogers, 1961).Neuroscience also supports the impact of high EQ on coaching outcomes. <figure id="figure-ul359kil3im7xjs1tz"><img id="ul359kil3im7xjs1tz" src="https://media.gettyimages.com/id/2155262914/photo/cartoon-brain-lifting-weights-on-a-purple-background.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=HW3qNh4xYZPk_fXnLUeb1Wullx0KWsnCP9eiDTSF-DE=" alt="Cartoon Brain Lifting Weights on a Purple Background." title="Cartoon Brain Lifting Weights on a Purple Background." class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/2155262914/photo/cartoon-brain-lifting-weights-on-a-purple-background.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=HW3qNh4xYZPk_fXnLUeb1Wullx0KWsnCP9eiDTSF-DE=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>The limbic system, responsible for emotional responses, is more likely to trigger defensive behaviours when individuals feel threatened or misunderstood (Goleman, 2006). However, when a high EQ coach provides a safe and empathetic environment, it activates the prefrontal cortex, associated with rational thinking and problem-solving. This shift helps the coachee approach challenges more constructively, enhancing their ability to find solutions and achieve their goals (Rock, 2006).A high EQ coach is not merely a guide but a catalyst for deep, sustainable change. By creating a trusting and empathetic environment, regulating emotions, and offering insightful questions, high EQ coaches help coachees move beyond surface-level challenges to achieve meaningful growth. The contrast between high and low EQ coaching highlights how essential empathy and emotional intelligence are in promoting a positive and productive coaching experience.For anyone seeking a coach, considering their level of emotional intelligence is as important as their qualifications and experience. After all, the most impactful coaching relationships are not just about achieving goals but about transforming how individuals understand and manage their emotions—benefits that a high EQ coach is uniquely equipped to deliver.ReferencesBatson, C.D., Fultz, J., &amp; Schoenrade, P.A. (1997). Distress and Empathy: Two Qualitatively Distinct Vicarious Emotions with Different Motivational Consequences. Journal of Personality, 55(1), pp. 19-39.Boyatzis, R.E. &amp; McKee, A. (2005). Resonant Leadership. Harvard Business Press.Edmondson, A.C. (1999). Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, 44(2), pp. 350-383.Goleman, D. (1995). Emotional Intelligence: Why It Can Matter More Than IQ. Bloomsbury Publishing.Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books.Goleman, D. (2006). Social Intelligence: The New Science of Human Relationships. Hutchinson.Grant, A.M. (2014). The Efficacy of Executive Coaching in Times of Organisational Change. Journal of Change Management, 14(2), pp. 258-274.Institute of Coaching (2022). Coaching and Emotional Intelligence: Research Insights. McLean Hospital, Harvard Medical School Affiliate.International Coach Federation (ICF) (2021). Global Coaching Study. ICF Research.Lewin, K. (1947). Frontiers in Group Dynamics. Human Relations, 1(1), pp. 5-41.Rock, D. (2006). Quiet Leadership: Six Steps to Transforming Performance at Work. HarperCollins.Rogers, C.R. (1961). On Becoming a Person: A Therapist's View of Psychotherapy. Houghton Mifflin.TalentSmart (2022). Emotional Intelligence 2.0 Report. TalentSmart, Inc.

The Power of a High EQ Coach

Yes, challenges can arise when there is a mismatch in Emotional Intelligence (EQ) between a coach and a coachee, whether it is a high EQ coach with a low EQ coachee or a low EQ coach with a high EQ coachee. These dynamics can impact the coaching relationship, communication, and overall effectiveness of the coaching process.<figure id="figure-d3f0ok0bkjm7xk2wou"><img id="d3f0ok0bkjm7xk2wou" src="https://media.gettyimages.com/id/526181515/photo/pulling-the-rope-for-teamwork.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=gE2K1TfMsN2lw72VGIPmNxgSoc9DFfywz81Htv8Zhgo=" alt="pulling the rope for teamwork" title="pulling the rope for teamwork" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/526181515/photo/pulling-the-rope-for-teamwork.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=gE2K1TfMsN2lw72VGIPmNxgSoc9DFfywz81Htv8Zhgo=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Challenges with a High EQ Coach and a Low EQ Coachee When a coach has high EQ and the coachee has low EQ, potential challenges may include:<ul><li>Resistance to Feedback: Coachees with low EQ may struggle to handle constructive feedback. They might react defensively, misinterpret the coach's intentions, or feel personally attacked (Goleman, 1998).</li><li>Limited Self-Awareness: A low EQ coachee might not easily recognise or articulate their emotions. This can make reflective exercises and self-exploration challenging, potentially leading to superficial coaching sessions (Grant, 2014).</li><li>Emotional Blockages: A high EQ coach might guide the coachee to explore underlying emotions and motivations. However, if the coachee lacks the ability to process these emotions, they could become overwhelmed, shut down, or disengage (Rock, 2006).</li><li>Difficulty in Establishing Trust: High EQ coaches often use empathy and active listening to build rapport. However, a low EQ coachee may misinterpret empathy as overstepping boundaries or feel uncomfortable with deep emotional discussions (Boyatzis &amp; McKee, 2005).</li><li>Misalignment in Communication: A coach with high EQ might ask open-ended and reflective questions, which could confuse or frustrate a coachee with low EQ. The coachee might need more directive guidance than a high EQ coach typically provides. </li></ul>To manage these challenges, a high EQ coach can adapt their style by offering more structured and tangible support, setting clear boundaries, and gently introducing emotional awareness techniques. The coach might focus on building the coachee’s EQ incrementally through exercises that develop self-awareness, self-regulation, and empathy.<figure id="figure-ikjt25av1m7xk3cv9"><img id="ikjt25av1m7xk3cv9" src="https://media.gettyimages.com/id/529676980/photo/using-scissors-cut-the-word-on-paper-impossible-become-possible.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=24sjp0JVli5b0YaQEZ5uWirwaZ6ixWLoASDA3JNaLEc=" alt="Using Scissors Cut the Word on Paper Impossible Become Possible" title="Using Scissors Cut the Word on Paper Impossible Become Possible" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/529676980/photo/using-scissors-cut-the-word-on-paper-impossible-become-possible.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=24sjp0JVli5b0YaQEZ5uWirwaZ6ixWLoASDA3JNaLEc=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Challenges with a Low EQ Coach and a High EQ CoacheeThe reverse scenario—where the coach has low EQ and the coachee has high EQ, can also present difficulties:<ul><li>Lack of Empathy: A low EQ coach may struggle to demonstrate empathy, potentially leaving the coachee feeling misunderstood or unsupported. This can lead to a lack of trust and openness in the coaching relationship (Batson et al., 1997).</li><li>Inadequate Emotional Support: High EQ coachees are often attuned to their emotions and may expect a coach who can match this depth of understanding. A low EQ coach might focus too much on tasks or goals without addressing the coachee’s emotional landscape (Goleman, 1995).</li><li>Poor Emotional Regulation: If a low EQ coach cannot manage their emotions, they might react negatively to the coachee’s feedback or challenges, leading to a breakdown in the coaching dynamic (Grant, 2014).</li><li>Missed Cues: High EQ coachees often give subtle emotional cues that a low EQ coach might not pick up on. This can result in missed opportunities for deeper insights and growth (Rock, 2006).</li><li>Frustration and Disconnection: A high EQ coachee may become frustrated if the coach is not emotionally present or responsive. They might perceive the coach as lacking authenticity or depth, potentially disengaging from the process (Boyatzis &amp; McKee, 2005).</li></ul>A low EQ coach working with a high EQ coachee might benefit from training and development to enhance their own EQ. The coach could also use structured coaching models, like GROW or TGROW, to provide a framework that supports effective coaching even when emotional intelligence is not fully developed.<figure id="figure-74j9fefoqsm7xk3ts8"><img id="74j9fefoqsm7xk3ts8" src="https://media.gettyimages.com/id/954703124/photo/maze-with-arrow-shortcut-solution-3d-rendering.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=EO9Ta6AaPi0uFvkB19HhweVle9Dw7CrxBmuv3R0uBww=" alt="Maze with Arrow Shortcut Solution - 3D Rendering" title="Maze with Arrow Shortcut Solution - 3D Rendering" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/954703124/photo/maze-with-arrow-shortcut-solution-3d-rendering.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=EO9Ta6AaPi0uFvkB19HhweVle9Dw7CrxBmuv3R0uBww=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Mitigating These Challenges The key to overcoming these challenges lies in self-awareness and adaptability. High EQ coaches can adjust their coaching approach to meet the coachee where they are emotionally, while low EQ coaches can develop their own emotional competencies to better support high EQ coachees. Additionally, both scenarios benefit from setting clear expectations, open communication, and a willingness to adjust the coaching approach as needed.A good coaching relationship is built on trust, empathy, and mutual understanding. When the EQ levels between coach and coachee are misaligned, addressing this gap early can prevent miscommunication and ensure that coaching remains a positive and productive experience.

A Mismatch in Emotional Intelligence (EQ) between a Coach and a Coachee

<a data-mce-href="https://www.linkedin.com/pulse/magic-behaviour-unveiling-parallels-between-disc-stephen-m-/" href="https://www.linkedin.com/pulse/magic-behaviour-unveiling-parallels-between-disc-stephen-m-/" target="_blank" rel="noopener">Original article here</a><figure id="figure-7g1u9pbnlam2gidoip"><img id="7g1u9pbnlam2gidoip" src="https://cdn.durable.co/covers/38bgOqnJCwsUKgS5rgpFN9gOX0uBIP8x6qU18Qizf0psJ7vJ9Y3Vccd0wERk5suq.png" alt="right arrow sign on wall" title="right arrow sign on wall" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure>By the Way (BtW) - this is my opinion, not doctrine. Hope you like it!I hope this newsletter finds you all well this Monday! I am feeling drained toady. Its the early hours and work starts in a few.Today, I want to share some enlightening parallels between the world of Everything DiSC and the magical universe of Harry Potter. The idea struck me during a recent trip to London with my daughter Holly, a staunch Potterhead (can I say this?). As we explored the myriad of colours, scarves, hoodies and symbols associated with the Hogwarts houses (see image above), I noticed striking similarities to the various DiSC behaviours and colours that we assess and use at the wonderful Ulster University. As someone who's involved in people development and an approved DISCGB trainer, I couldn't help but dig deeper. The phones camera was clicking away for my research.What is Disc / Everything DiSC?Before we jump on our broomsticks, let's establish what Everything DiSC is. Developed by Wiley, Everything DiSC is a research-validated model designed to improve interpersonal skills by focusing on four primary personality styles: Dominance, Influence, Steadiness, and Conscientiousness. Much like the different Hogwarts houses, each DiSC style is associated with specific traits and behaviours.The colour scheme serves as a visual aid only, making it easier to quickly identify and understand the different styles.&nbsp;Personality or Behavioural?Everything DiSC is often classified as a behavioural assessment rather than a strict personality test. The key difference lies in the focus:&nbsp;personality assessments aim to measure innate traits that are usually consistent across various situations behavioural assessments like DiSC focus on understanding how an individual is likely to behave in specific contexts.&nbsp; Think of it like piloting an aircraft or a broom; you may have a preferred style, but you adjust based on current conditions. In a workplace or learning environment, understanding these behavioural tendencies is often more actionable for development and communication strategies.A Deep Dive into DiSC and Hogwarts HousesUnderstanding the attributes of these Hogwarts houses and DiSC profiles is akin to an entrepreneur deeply understanding market segments. So, let's break it down -&nbsp; Gryffindor and DominanceThe red of Gryffindor symbolises courage, bravery, and leadership. These are much like 'D' types in DiSC, who are quick to act and unafraid to take the lead. However, they need to remember that leadership also involves listening.&nbsp; Hufflepuff and SteadinessAssociated with yellow, Hufflepuff stands for loyalty and dependability. In the world of DiSC, this aligns with the 'Steadiness' profile. These are the individuals who bring teams together, much like the backbone of a start-up.&nbsp; Ravenclaw and ConscientiousnessRavenclaw's blue is for wisdom and intellect, much like 'C' types in DiSC, who focus on details and analytics. They are ideal for roles requiring deep analysis or problem-solving.&nbsp; Slytherin and InfluenceSlytherin’s green stands for ambition and resourcefulness, echoing the 'Influence' trait in DiSC. Slytherins are the networkers, the influencers, the ones you want in roles requiring persuasion or external liaison.By understanding how these Hogwarts houses mirror Everything DiSC profiles, you're better equipped to navigate professional and personal relationships.&nbsp;Interested in Learning More?&nbsp;If the magical world of Everything DiSC intrigues you, feel free to reach out to my friend and mentor, Gary, at DISCGB. (https://www.discgb.co.uk/).

The Magic of Behaviour: Unveiling the Parallels Between Everything DiSC and Hogwarts Houses

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bmbyou Ltd. is a behavioural coaching and learning facilitation business based in Craigavon, Northern Ireland. We specialise in delivering tailored workshops, coaching sessions, and assessments for educational institutions, businesses, and NGOs. Using evidence-based models like DISA (DISC), we empower individuals and teams to enhance communication, leadership, and collaboration.

Our services are inclusive and neurodiverse-friendly, designed to unlock potential and drive measurable growth. With a focus on personal and professional development, bmbyou Ltd. is committed to fostering transformation and success through innovative, customised solutions.

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