The base of leading coaching and
trainings with horses is based on the theory of emotional intelligence.
The leading of people (or also horses) means nothing else than
recognizing emotional wellbeing of others, adapting to their model of
behaviour and reacting to it in a suitable way. If you want to control
these patterns of behaviour with the aim of increasing performance, you
need leading competences in the range of emotional intelligence.
The concept “emotional intelligence” has been formed by the American
psychologist D. Goleman, Goleman has remarked in more than 300
examinations that companies, which build mainly on emotional
intelligence on leading personalities and co workers, achieve a better
company result. For Goleman emotional intelligence is an ability, on
which it depends how good people can use their other abilities. Among
them is reason and work competence.
By working with the “colleague” or “co worker” horse, strengths
and weaknesses in communication-and leading skills will become
transparent and visible. The participants work with horses of different
rank and character. Because of the experienced leading situations, which
cannot be simulated in an artificial way, leading persons have the
possibility to test
When, with whom
and with what kind of method they are successful, and in which areas
they can improve
If they can
establish a working climate in which it is possible to work
individually and efficiently
How flexible and
creative they are in the choice of your communication and leading
instruments in the work with different characters.
How they act or
react in a new and unusual surrounding (stress managing)
How and when the
reaction on a work result follows.
What
distinguishes successful people in leading positions?
They focus their
doing and acting on their visions and aims and develop creative
ideas and measures for realisation.
They bring about
decisions and give space and support in finding decision.
They can change
their leading behaviour in a flexible way and adapted to the
situation.
They are
interested in others and meet them with respect.
They are authentic,
credible and represent their position clearly.
They are
consistent and calculable in their behaviour.
They inspire and
motivate people to bring them in and to explore their performance
potential.
They demand
loyalty and are conscious that loyalty is based on reciprocity.
They want to
develop further, they are eager to have new experiences and get the
courage to try new things.
They want to have
success with all partners.
All listed characteristics and strengths can be trained and encouraged
by
As experience proves
most of the learned theoretical knowledge will be forgotten after a
short while. By this method all systems of perception and learn channels
( auditive, visual, kinaesthetic, emotional) are reached. The
experiences are figuratively saved for a long time and can be called
upon long-term.
Sharpening
and reflexion of emotional intelligence through the medium horse
Why choose horses?
Horses live like us, human beings, in a social environment – their herd.
In the herd there are existing hierarchical structures and levels
similar to the hierarchy within a formal group of human beings
comparable with an enterprise or a temporary project team. Within this
structure of herds, horses build relationships of 2 or small groups
based on sympathy or friendship. From the view of organization
psychology this aspect is not strange to us, also in enterprises and
organisation informal group building is common. Horses show similar, if
not the same model of behaviour concerning ranking and the demand in
leading within their group like human beings. Because of their natural
herd behaviour horses react from moment to moment and they neither
disguise nor want to impress us. Their own leading behaviour will be
reflected in seconds because of their reaction, and so it will become
transparent. They show our behaviour like a mirror and give us a direct
an open feedback. This gives us the possibility to react immediately
attentively. If needed changes in leading behaviour are brought about in
order to have a satisfying working result for all partners. So leader
can uncover their manifestation of emotional intelligence and develop
with conscious training. In our job and by dealing with horses we learn
to pay more focused attention to body language, pressure and energy, to
perceive them and to insert or not insert consciously. On the one hand
we learn to claim our room in work relations and to defend it from
violations of personal border; on the other hand we learn to give the
work partner enough room and time to come along. The different
characters and qualities of horses ( like human beings ) make it
possible for us to put our flexibility in communication on the test as
well as our leading behaviour and to learn from all situations.
Increasing
of self-efficacy
Feelings- your own and these of other people – to recognize them faster
and more confidently and to react spontaneous and correctly
Learning to set limits on the own
spatial spheres.
Clarity of communication
Consistency and predictability
Recognize problems in situations,
create a working climate, in which people work motivated and efficiently.
Gaining attention
Improving confidence
Obtaining respect
Achieving authentic presence and credibility
The pillars of management
performance
How do you activate your co-worker?
How do you behave during the performance?
How and when do you react to the result?
Flexibility and movement as a motor of acting
Factor of motivation
The leading mare as a possible
leadership – model
Responsibility – servants – power
Consistency and calculability
The training/ coaching consists in practical units with horses and short
theoretic evaluation of experiences. The situation with the horses will
be partially filmed, then reflected and analysed per video. In the
practical units various parts with horses have to be solved. The tasks
and horse characters will be adapted to the individual leadership method.
The processes and experiences with the horses will be important
foundation for the transfer on an individual work situation of the
leader. Solution possibilities will be discussed and acquired.