Mike Gosling Ph.D. Executive Leadership Coaching

Executive Leadership Coaching

NEW Coaching Experience

Benefits of Coaching

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The benefits of coaching are often couched in terms of whether executive feel that the process contributes both to the organization’s bottom line and to “making a difference” as a leader and organization. Legitimization of the coaching process implies demonstrating the benefits of executive coaching and by providing evidence indirectly versus direct intervention as might be the case with consulting.

As an advocate of stakeholder centered coaching, my Emotional Leader Coaching programs include many aspects of the Stakeholder Centered Coaching (SCC) approach, which is based on an empirically-tested method of executive coaching developed by Dr. Marshall Goldsmith, a leading authority in the field. Marshall’s straightforward and highly effective process has consistently delivered successful results for many leaders in a broad spectrum of professions. The focus of SCC is behavioral change. By identifying specific behaviors to improve and choosing concrete methods of change, stakeholder centered coaching supports leaders in making positive and measurable behavior improvements.

Stakeholder Centered Coaching differs from other behavioral coaching models in that :

  • The focus is on only one or two behaviors to improve
  • It is a visible process that involves key constituents
  • There is systematic measurement of the leader’s progress by stakeholders

Coaching is one way of creating positively directed change, or learning, which helps individuals to develop their potential and the organization to develop sustainability in an increasingly complex and fast paced world.

Coaching is a structured process over a finite period of time that is evidence based and psychologically grounded whereby one individual helps another to perform, learn and achieve at a superior level through:

  • Increasing their sense of self-responsibility and ownership of their performance
  • Unlocking the individual’s natural ability
  • Increasing their awareness of the factors which determine their performance
  • Assisting the individuals to identify and remove internal barriers to achievement
  • Enabling the individual to self-coach

Coaching is not

  • Therapy or counseling
    • Coaching is not about unraveling ‘personal’ problems. It is about guiding individuals who are functioning or performing very well towards even better performance.
    • Counseling provides clients opportunity to ventilate and raise their issues. It is more client directed and the therapist responds to the client and teaches strategies and/or different perspectives as relevant to the issues discussed. counseling can go on for an indefinite time and clients can keep extending.
  • Mentoring, consulting, training
    • Coaching is not about imparting expert knowledge in a particular field. It is about guiding individuals in self-directed learning and development. The coach may not have specific expertise in the area of influence of the person, but they are able to assist the individual to maximizing their influence.
  • Just a conversation
    • Coaching is a structured conversation, drawing upon established psychological principles, designed to guide individuals towards considered action. This planned action aims to generate greater sustainable personal and professional performance.

Performance-Based-Coaching (PBC)

Individual one-on-one performance based coaching (PBC) has been identified as the best approach for individuals to enhance their emotional intelligence and interpersonal skills. Experience alone does not necessarily ensure accurate learning or development; in this way coaching is critical to behavioral change.

Coaching can provide individuals with an opportunity to think differently about the way they conduct themselves within their organization, identify themes and patterns in what they do that are habitual or self-limiting, and to challenge and question assumptions about what they suppose works for them and to recognize what doesn’t.

Performance Based Coaching makes use of evidence-based indicators to help improve an individual’s emotional intelligence, emotional knowledge, and interpersonal skills. PBC follows a proven model for behavioral change. It involves an evidence-based outcome focused coaching approach, combining:-

  1. Assessment of emotional intelligence abilities and competencies known to underlie and contribute to emotional knowledge and interpersonal skills; and
  2. Skill development via cognitive-behavioral restructuring utilizing activities that can be tailored to the specific needs of the individual

EASEQuadrantPro Coaching

Emotional Leader Coaching makes use of evidence-based indicators of emotional intelligence in performance-based coaching. Additional coaching of the way you respond to events through behaviors, via cognitive behavioral restructuring, develops your personality and interpersonal skills. The benefits of this process can be seen clearly by comparing results of psychometric testing at the commencement and completion of the emotional leadership coaching program.

The Emotional Leader Program Coaching Process:

  • Is “evidence-based” and recognizes the ability model of emotional intelligence as the medium for development and assessment results as the primary source of information.
  • Is “outcome focused”; participants are guided through reflective questioning to discover how they can do things differently rather than what the organization needs to do differently or who is to blame.
  • Recognizes that learning takes time, however, that learning is cumulative. Simple behavioral activities centered on specific abilities are utilized, and the process involves small actions ‘one-step-at-a-time’.
  • Is evaluative and monitors what is working for participants and what is not. We adopt our approach to meet individual learning capabilities and styles to ensure lasting change. We do not demand our clients succeed at every attempt but rather encourage them to view shortcomings as further opportunities for learning.
  • Incorporates Marshall Goldsmith’s Stakeholder Centered Coaching Process which delivers the systematic and consistent application of behavioral coaching to individuals and across large populations of executives.
  • Empowers behavioral change through developing and applying emotional knowledge and skills.
  • Is evaluated against leadership and business outcomes.

Current and Recent Clients

My current and recent clients include senior level executives in financial services, banking, global branding consultancy, global resources industry, transportation, and manufacturing.

  • CEO for an international financial planning company to develop his emotional intelligence and interaction with employees
  • CFO in a global branding consultancy transitioning to a closer collaborative role with the CEO
  • Mid-level team manager to accelerate readiness for more senior role
  • Vice-President in a resource company seeking to demonstrate more self-confidence in a highly extroverted, aggressive culture
  • Senior deal maker of a major bank to develop and communicate greater conviction on key investment decisions or transition out of the industry
  • Senior manager of a major international bank to develop greater understanding of anxiety in connection with bank compliance responsibilities
  • Vice-President in a global resource company to develop greater emotional control and to strengthen relationships with key internal stakeholders
  • Marketing executive transitioning out of the transportation industry to establish own business
  • Chairman of an Asian manufacturing company looking to leave the day-to-day business to CEO and take on an overarching consultative role
  • MD seeking to develop personal emotional management when faced with increasingly difficult financial business operating conditions

Free Radicals and Your Antioxidant Defences

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mvlogoHaving better relationships is not only a matter of emotional balance. Good nutrition providing antioxidant balance is essential to maintaining good health as you deal with emotional issues.

Many health-conscious people are familiar with the term “antioxidant” and understand that it refers to nutrients such as vitamins C and E (and many others) that help to protect your body from “free radicals” (highly-reactive oxygen molecules) created during the normal course of metabolism (basically, any time we breathe oxygen, we also create free radicals). Unchecked free radical activity is what leads to the cellular damage known as “oxidation” and the cycle of inflammation and tissue dysfunction that follows.

If you’re overexposed to free radicals on a regular basis (i.e., polluted air, cigarette smoke, exhaust fumes) or your diet is less than optimal (low in fruits/veggies or high in processed carbs and sugars), then it is almost certain that you could benefit from a daily antioxidant supplement. Although the body increases its production of its own “endogenous” antioxidant enzymes (glutathione peroxidase, catalase, superoxide dismutase), supplemental levels of “exogenous” or dietary antioxidants may be needed to prevent excessive oxidative damage to cells throughout the entire body.

When it comes to antioxidant nutrition, your best approach is to eat 10–12 servings of brightly coloured fruits and veggies throughout the day. In general, brighter is better, with each color group representing a major class of antioxidants from Red tomatoes (lycopene), Orange carrots (beta-carotene), Green tea (catechins), Blueberries (flavonoids) and Purple grapes or açai berries (anthocyanins). You want to try to get a few servings of each colour group every day.

If you have trouble consuming all the fruits and veggies that you need, and you choose to supplement your diet to boost your antioxidant levels, then keep in mind that it’s the overall collection of several antioxidants that is important, rather than any single “super” antioxidant. Often, you’ll see advertisements touting the “best” or “most powerful” antioxidant nutrient, but recent research clearly shows us that supplementing with too many isolated or unbalanced antioxidants may be just as bad for long-term health as getting too few antioxidants.

Excessive levels of antioxidant supplementation (for example, too much isolated vitamin E), can actually lead to an increase in oxidation and tissue damage rather than a protection from oxidation.

Networking Your Nutrition 
This concept of antioxidant balance—not too many and not too few—is what scientists refer to as the “Antioxidant Network”—that network being made up of 5 major classes of antioxidants: Vitamin E, Vitamin C, Carotenoids, Bioflavonoids, and Thiols—and your cells need representatives from each and every one of these categories in order to mount the strongest antioxidant defence.

Think of it in baseball terms. If you had the best homerun hitter in the world, but poor pitching and fielding, then your baseball team would not be the best team. Same thing with your antioxidant defences. Green tea, or vitamin E, or astaxanthin, or beta-carotene are all wonderful antioxidants on their own, but combining them to create a network that performs together in different parts of the body and against different types of free radicals is the most effective way to go.

MonaVie products are formulated with the concept of “balance” in mind when it comes to your antioxidant nutrition. It’s this balance that keeps our bodies healthier and stronger and more able to respond to the demands of living and working and playing at the highest level possible.

Join our Monavie Network for antioxidant balance >>

 

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ABOUT THE AUTHOR:

Shawn Talbott, MonaVie’s Chief Science Office, holds a PhD in Nutritional Biochemistry (Rutgers) and a MS in Exercise Science (Massachusetts). He trains for iron-distance triathlons and ultramarathons in Utah—and is always sure to keep his antioxidant defences topped off by drinking MonaVie juice.

Meet Mike Gosling

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mikegoslingI am intrigued with all things coaching. I have a strong background in training and teaching and yet my days in the classroom left me hungry for more. I am a life-long learner in the field of human performance and coaching. I help people grow. Behavioral coaching provides me an opportunity to share my knowledge and supports my natural desire to learn and grow within this exciting field of study while I support you. I empower you to let go of negativity, reduce your stress, and achieve personal and professional success through effective emotional leadership.

I was born and raised in the beautiful multicultural Fiji Islands, emigrating to Australia at age 23. I am a Fijian, Australian and British citizen. In Australia I have worked as a professional accountant, corporate executive, university academic, and small business proprietor. I hold a BA (Acc), BTh, Grad. Cert. in Management, MBA, and Ph.D. in emotional intelligence. I am a successful author and the founder of the popular online emotional development community site EmotionMatters.com.

For 12 years until February 2009, my wife, Karen Gosling, and I conducted a privately owned successful coaching and counselling clinic in Singapore, South East Asia. We are now based on the Gold Coast, Queensland, Australia, from where I teach people to develop sound emotional leadership habits for ongoing success and influence in their family and work relationships. Through these life experiences I have a sound understanding of needs of people from different nationalities, cultures and religions.

In my work as an Executive Coach to personal leaders, top CEOs and senior level executive in corporations worldwide, I feel privileged and honoured to work with committed people to help them succeed in positive, measurable, long-term behavioral change and the progressive realization of their goals. I feel fulfilled in this role as it allows me to utilise all my teaching, business, counselling, coaching and emotional skills as I witness them achieve their desired level of success.

I have spent a lifetime searching for the keys to being emotionally happy and a successful entrepreneur and businessman. Today, after more than 25 years living in Australia, I’m happy to say that I get to live a truly contented life on the Gold Coast, Queensland, Australia with fabulous relationships, work I am passionate about, and the confidence that I can achieve anything.

I love living on the Gold Coast and the proximity to my extended family and friends. I love being near the ocean and endless sandy beaches to walk along, the forested hinterland tracks, the vibrant people, the abundant shopping and recreational facilities, and the weather – beautiful one day, exceptional the next!

I have written The Emotional Leader Program manual and workbook, and co-authored three books with Karen, my business partner, professional counselor, and mental health social worker.

As authors, international speakers, trainers, and consultants, Karen and I have helped change the minds, change the lives of thousands of people from 83 nationalities globally over more than 35 years. We know the keys to help you reach a new level of self-understanding and greater effectiveness in your personal and professional life.

I look forward to meeting you and serving you as your Emotional Leader Coach.

Applying Emotional Intelligence

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The term emotional intelligence conveys some aspects of present-day zeitgeists; it captures something of the many competing interests or spirits of our age (Mayer, Salovey & Caruso 2000b, p. 97).

Emotional Intelligence is an emerging idea and as such there is no absolute definition for it. Over the last two decades a number of definitions have been developed. Psychologists Dr John Mayer, of the University of New Hampshire, and Dr Peter Salovey, of Yale University, first published two scientific articles on emotional intelligence in 1990. The literature on emotional intelligence derives largely from these two articles in the research area of scientific psychology; specifically the areas of personality psychology and social intelligence (Brackett & Mayer 2003; Mayer 2000b; Mayer & Salovey 1997; Mayer et al. 2000a; Mayer et al. 2001; Salovey & Mayer 1990).

Available literature on the topic since 1990, discusses the conception, measurement, models, and utility of emotional intelligence, including vigorous debate as to whether emotional intelligence is intelligence at all (Davies et al. 1998; Emmerling & Goleman 2003; Mayer & Salovey 1993; Mayer & Salovey 1997; Palmer et al. 2005; Roberts et al. 2001; Salovey & Mayer 1990). The final form of emotional intelligence – perhaps as the best predictor of success in life (Freedman 2005) – was yet to emerge. The history of the field was still being written (Caruso 2005).

Since the popularization of the concept of emotional intelligence in a social science book of the same name (Goleman 1995), the appearance of emotional intelligence on the cover of TIME Magazine (Gibbs 1995), and the Mayer and Salovey (1997) article, “What is emotional intelligence?”, a lot has been written on the subject in the psychology, social science, neuropsychology, and management disciplines.

Despite this, a clearly identified construct of emotional intelligence had not been identified and there was no consensual definition of the term “emotional intelligence” (Davies et al. 1998; Matthews et al. 2004; Palmer, Gardiner & Stough 2003b), but work on identifying this construct has begun (Bar-On & Parker 2000). Several authors have since constructed further models of emotional intelligence.

Since its beginnings in the early 1990s a number of different models and measures of Emotional Intelligence have been developed including: Bar-On, 1997; Cooper & Sawaf, 1997; Mayer & Salovey, 1997;Goleman, 1998; Palmer & Stough 2001. You can read my 2006 summary of models of emotional intelligence here. Of these, arguably one of most theoretically advanced is Mayer and Salovey’s (1997) ability model.

The ability model has been conceptualized from research and theory on moods, emotions, and the processing of emotional information. It describes Emotional Intelligence as intelligence in the traditional sense. That is, as a conceptually related set of abilities to do with emotions and the processing of emotional information that are a part of, and contribute to, logical thought and intelligence in general.

It is the Mayer, Salovey and Caruso ability model, Bar-on EQ-i trait approach, and Genos competency model of emotional intelligence that inform EASEQuadrant, my systematic method of learning for applying emotional intelligence in your personal life, home, community and work place.

I am certified to administer three emotional intelligence psychometric tests: MSCEIT, EQ-i and Genos, and will provide you written personal development reports on where to strengthen your emotional skills. My Emotional Leader Programs guarantee that you will get from where you are to where you want to be when you apply your emotional intelligence. To review my leadership programs click here.

Emotional Intelligence Links

Dr. Mike Gosling’s 2006 Thesis – The Emotional Intelligence of Managers in Singapore

Dr. Mike Gosling’s 2006 Thesis Reference List

Emotional Leadership. Using emotionally intelligent behaviour to enjoy a life of EASE – Chapter 1

MSCEIT – Ability model of emotional intelligence

David Caruso’s EI Skills Group

Recommended Books on Emotional Intelligence

Genos EI Overview

The Emotionally Intelligent Leader – Dr. Ben Palmer

Consortium for Research on Emotional Intelligence in Organizations

Complete the Genos EI Short Inventory

Emotional Competency Inventory

Bar-On Emotional Quotient Inventory – EQ-i

The EQ-i 2.0 ® Experience

Meet Karen Gosling

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ksg160hHello, I’m Karen Gosling

Thank you for visiting my website.

I hope that you are extremely successful, and that life is all you’ve imagined it could be.

If, on the other hand, you’re wanting some guidance to deal with emotional distress, are simply troubled by your feelings or want to strengthen behaviors that may be stopping you from being where you want to be, let me assure you that the seeds of greatness are within you to be manifested now.

How can I know this? Because I provide you tips, tools and strategies that I use in my own life to deal with life’s dramas and people, situations and events that can cause us stress. Emotion management is perhaps the most vital part of the process.

I’m the author of five books, a professional counselor, social worker, and the Co-Founder of Gosling International, the world’s fastest-growing provider of emotional leadership counseling and coaching services. Join me in our online community at www.EmotionMatters.com, which is centered on How To Make Better Relationships.

I provide professional face-to-face cognitive-behavioral counseling in my rooms at Ashmore, Gold Coast, Queensland. I have helped more than 4,500 people from 83 nationalities in more than 30 years in Australia ans South East Asia to become emotionally healthy, wealthy and wise – I can help you too! I’ll help you manage your stress, anger or anxiety, infidelity, marriage relationship, family conflict, or adult ADD partner and create a blueprint to regain control in your life – so that you can live the extraordinary life you’ve always wanted.

My relationship secrets is an exclusive suite of resources, and it’s making a positive, measurable, long-term difference in the lives of many clients around the world.

I work closely with Mike to provide a highly effective, highly valued professional counseling and coaching service. I look forward to serving you. Please call me on +61. 413.750.699.