Why use the EBW System?


Before I tell you why I became a facilitator of this Business Emotional Intelligence system, firstly let me explain clearly what it is and who developed it.  From the EBW website:

“The EBW System was developed in 1997 by a team of Occupational Psychologists led by Dr Neil Scott (author of ‘This book has feelings’) to improve business performance.

The EBW Emotional Intelligence System for Business is a unique global assessment and development tool for Executive Coaches, HR experts and Psychologists.

Based on over 20 years of worldwide use and research, it enables you to get leaders and teams to understand why they behave the way they do and to use a highly effective coaching framework that improves their occupational performance.”

I set up my coaching business in 2008.  It took me several years to gain any momentum and since then, I have constantly worked on my professional development.   One of the areas I was always fascinated with was Emotional Intelligence.  Why?  Well, I saw what happened in companies when employees, and more particularly managers or leaders lacked EI.   Lack of self-awareness led to poor communication, arrogance, lack of empathy and a demotivated workforce.

I studied everything I could find on EI and recently came upon EBW.   Aha!  Here was a company that was specifically targeting EI to the workplace.  Following a long chat with their head Occupational Psychologist, I knew this was a quality outfit.   With a client list including M&S, Zurich, L’Oréal and many other prestigious firms, the EBW provides proven results in developing leaders’ Emotional Intelligence in the workplace.

As well as a psychometric assessment with detailed feedback, the EBW has a 10-week coaching follow-up programme.  If 10 weeks sounds like too much of a commitment, this can also be distilled down into three two-hour sessions or tailored to suit the situation. 

It enables leaders to further develop their EQ strengths, work to identify their weak spots and improve these areas.  Overall this programme leads to more self-aware leaders and managers who become excellent at negotiating, encouraging, empathizing and motivating their staff and themselves.  

I have personally seen many executives reach a much deeper understanding about their own behaviours, and these revelations have been startling in some cases.  In order to change, leaders and managers must start with self-awareness and there is not one of us who hasn’t work to do in that area.

  To find out more about the EBW System, call me (Justine!) on 0857272135 where I would be delighted to explain the finer details and options available to help you get your company off to the right start in 2019.     

What does your Business EQ say about you?

As you may have gathered by now (if you follow me at all online), I am extremely passionate about Emotional Intelligence and how it can help, not just those in business, but in all walks of life.

Having studied Emotional Intelligence for many years, when I discovered EBW Global and became a facilitator of their Business EQ Psychometric testing and leadership programmes, it provided me with the added bonus of having a professional set of tools to work with, as well as extra knowledge in Business EI and leadership development.

So, what does your Business EQ (emotional quotient) say about you?

Business EQ is the ability to understand how emotions affect behaviour at work and do something with that information.

How self-aware would you say you are on a scale of 1-10?  Be honest now!

What about your levels of motivation or adaptability or influence?  These are all areas that can be improved by developing yourself in each of the eight areas below:

Decisiveness, Motivation, Influence, Adaptability, Empathy, Conscientiousness, Stress Resilience and Self-Awareness.

The beauty of working with the EBW system is that by pinpointing the areas of strength and weakness through the EBW psychometric assessment, you reach a level of absolute clarity about the areas in which you need to develop.  This can be revelatory for business managers and leaders, and it can change their whole approach.   I have seen a senior business leader well up and tell me that in twenty years he had never realized how much a particular issue had been holding him back.  Voila – work on changing the behaviour = improvement.

To help you develop your Business EQ I offer the following:

  • The Boosting Performance Programme – A powerful and enjoyable 1-day training programme that boosts your business EQ by operating at a deeper level on the emotions and feelings that underpin behaviour. (contact me for a free brochure)
  • 10 Step Coaching Programme – Following the EBW assessment this coaching programme is a structured straightforward approach with clear links to leadership and performance to deliver measurable change both to the individual and the organization within three months.
  • Leadership Training Workshops – developing leadership potential with Daniel Goleman’s method of the Six Leadership styles and how your style may be affecting your organization, and more importantly how it can be developed.

The EBW Global EQ assessment and coaching programmes are used by some of the largest and most successful corporations in the world including:  M&S, Zurich International, L’Oreal, Ferrari and the list goes on!

For a free no obligation call to find out how I can help your organization, contact Justine on 0857272135. 



Higher EQ=Increased Success.

Why all leaders need to stop dismissing Emotional Intelligence as an unnecessary soft skill.

It’s incredible how often the people who dismiss a development or training tool out of hand are the ones who need it most.

Leaders and managers make constant excuses for why they don’t need to develop their EI, such as:

  • I’ve no time for that stuff
  • I’m too busy making important decisions
  • Sure, I’m already nice to my staff, isn’t that all it is?
  • What a load of ol cobblers (yes, really!!)

I’m delighted to say however, that these people are in the minority.  Many more managers and employees across the board are recognizing the need to increase their business emotional intelligence.

The reason why I partnered with EBW Global to deliver their training and coaching workshops is because they focus specifically on Business Emotional Intelligence.  Find out more at http://www.ebwglobal.com

So why is it so essential to develop your Emotional Intelligence?

Firstly, developing your Emotional Intelligence increases your self-awareness, so you know not only how your behaviours and emotions are impacting on your staff, but visa-versa.

This in turn improves your communication skills so you become better at gauging others’ reactions to your words.   Awareness of your employees’ emotions and behaviours will also mean you are one step ahead in solving a problem before it becomes serious, as in perhaps the case of a person suffering from extreme stress, burnout or anxiety.   I appreciate that we are all exceptionally busy (far too many running around like headless chickens!) but investing the time in developing this awareness will save untold hours of lost work in the future.

Whether we like it or not, emotions are inextricably linked with performance and productivity.  If leaders can harness and develop the positive emotions and behaviours of their team, they are going to be more successful.  Fact.

Emotionally intelligent leaders are adaptable, motivational and inspirational.  In short, a good leader who has the professional and knowledge skills turns into a great leader if he adds Emotional Intelligence to the mix.

The great news – Emotional Intelligence can be developed and we can all improve our EQ.

For further details on how I can help your organization with one day training programmes, coaching programmes and EQ assessments, please give me a no-obligation call on 0857272135.

What the heck is Emotional Intelligence anyway, and why should I care?

I get asked the above question more often than you might think.  More surprisingly, I hear it from people who work in training and personal development.   They may have a vague notion what it is, but they think it is some wishy washy, hippy dippy therapy.   They couldn’t be more wrong as I have great delight in explaining to them.   Emotional Intelligence is one of the most practical ways to improve leadership skills, motivate staff, increase your self-awareness and so much more.

So, what is it?

Emotional Intelligence is, and I quote:

‘the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them and use this information to guide one’s thinking and actions.’  Salovey and Mayer 1990.

Just one definition of many that are out there.  For me though it is so much more than that.  It is how you use the self awareness of how your behaviours and emotions are affecting others, and visa-versa to improve your working life.


The term Emotional Intelligence was used by Michael Beldoch (cannot find any information on the man anywhere) in a paper entitled ‘Sensitivity to Emotional Expression in Three Modes of Communicating,’ as far back as 1964.  However, EI really caught the public imagination with the publication of Daniel Goleman’s book on the subject in the 1990s.

There are as many definitions as there are contradictions, and I’m sure it must be a party favourite topic of debate among educational psychologists.  However, what is important is not to quibble over the various methods, but to use EI to deliver results for individuals, managers and leaders.


Ever since reading Daniel Goleman’s book on the subject and learning about EI during my coaching diploma, I have been fascinated by the topic.   The reason?  I had worked with so many managers/leaders who were so completely lacking in EI and wholly unaware of the effect they were having on others.   Here was the answer right here!  I had found it!

Alas, as with all innovative forward-thinking concepts, there are the sceptics and the naysayers.  I didn’t care.  I knew it was beneficial to those in the workplace, and I set out to show it.

Over the years I have read more books about the subject than I care to tell you, and I have both attended and delivered workshops.  Recently I came across a company who have catapulted my learning and understanding of the Business uses of EI to a whole new level.

The company is called EBW (Emotions and Behaviours at Work) and I am delighted to say that I have partnered up with them in order to be able to deliver their EQ psychometric assessments and coaching programmes.

The EBW model focuses on eight emotional behavioural clusters.   It studies the emotions and underlying behaviour traits that predict success in leaders, teams and organisations.    In short, it is a comprehensive system to ensure individuals, be they managers, leaders or employees have a model to understand their behaviours and emotions, but more importantly, how those behaviours affect other people and visa-versa, AND crucially what to do with that information.

I’m delighted to have discovered EBW.   If you would like more information on how their EI psychometric tests and coaching models can help you or your organisation, please don’t hesitate to contact me at jmcgrath@equilibria-coaching.com    In the meantime, I hope you will consider your own self-awareness.  How are you impacting others today?



Reading for CPD. An Essential Habit.

This year I have re-ignited my passion for reading non-fiction books that teach me something either personally or professionally.   Being a lover of reading fiction, it took me some will power to drag myself away from my novels, but the benefits have been well worth it.

There are so many management and leadership development books now currently in the market, but I have discovered great recommendations from various sources, such as ‘Medium’ ‘Harvard Business Review,’ and other coaching or leadership development newsletters to which I subscribe.

If you don’t subscribe to leadership style newsletters, I’m sure a business person you respect would be happy to recommend a few good books and of course there are always online reviews.

I have learnt two things since I have delved back into non-fiction.  Firstly, it pays to be discerning when it comes to your choice of books.  Time is precious, don’t read it wasting something that’s not worth your time.   Read the reviews and if you haven’t learnt at least one valuable idea by the end of the first quarter of the book, then I personally wouldn’t read on.

Secondly, for books with lots of practical tips and learning exercises, the experiential learning experience will be greatly enhanced by note taking, and practising the advice given in your professional life.   I have found this to be so important, because otherwise I may as well not bother reading the book, as I will have forgotten most of it within a week.

Reading for your professional development brings the following benefits:

  • Stimulates thought and floods the brain with new concepts
  • Provides food for thought and discussion
  • Teaches us valuable lessons about ourselves and others
  • Helps us to make better informed decisions
  • Teaches us about our emotions
  • Teaches leadership values
  • Provides examples of how successful people are doing it
  • Encourages further growth and learning
  • Improves our Emotional Intelligence.

I could go on.  If you haven’t read a good non-fiction book lately, turn off Netflix for a couple of nights a week and make this a new habit.  I honestly don’t think you can afford not to if you want to stay on top of your game.  All good business leaders are doing it.   Are you?

Best of luck and please feel free to share any good books!  I am currently reading ‘The Chimp Paradox’ by Dr Steve Peters, which I highly recommend.





The benefits of developing a coaching culture in your organization.

I recently had an interesting conversation with a guy who is the head of training for a large organization.  He was talking about how more companies are recognizing the need to cultivate a coaching and mentoring philosophy in their companies.

I was delighted to hear this, as it is something that has long since baffled me.  Why do certain companies not appear to recognize the benefits of ongoing or follow-up coaching?

So I got to thinking about the many benefits of ongoing coaching; whether you are an SME, a business start-up, or a well-established corporation.

  • A one-day training course is all well and good, but follow through provided by a trusted coach is even better. The results of many studies speak for themselves.  It engages and motivates staff.
  • Coaching and mentoring help leaders develop their EQ which has again been proven to improve the bottom line, not to mention staff morale.
  • Paying for training is worthless if results are not followed up on. A month’s follow up with coaching not only enhances the original training session, but adds increased value.
  • Coaching and mentoring in an organization lead to increased self-awareness, improved motivation, and added social engagement. Three of the tenets of Emotional Intelligence.
  • Managers benefit enormously from coaching, as it leads to an increase in their awareness of how they are perceived by those they manage, and they can consequently work to improve on this if necessary.
  • Looking at the ‘vision’ or bigger picture of the company can be achieved through developing a coaching philosophy in your organization.

I could go on and on, but there are just a few obvious reasons why, if your organization does not invest in coaching, it should seriously consider doing so and pronto.

The sense of achievement and satisfaction I get from coaching clients, come from breakthrough moments of clarity, either during a group session, or when a client has a light bulb moment during a period of reflection.   These moments are gold dust for all concerned.

Equilibria Coaching runs bespoke workshops for companies.  I also provide a one month follow up (around the topic run during the workshop) of coaching and mentoring to further develop, absorb and use the skills learnt during the one-day training.

For a no obligation quote and for further details, please contact Justine on 0857272135.

P.S.  My inspiration piece today is from Tony Robbins and part of an interview he gave to Business Insider Magazine:

Robbins: OK. So, most people are intermediate their whole life.

What happens is, they go, they learn a little bit, and then one day they think they’re on a blue and it’s a double black diamond. And they’re like, “Holy shit, I’m going to die.” And it looks like you’re going to go off the cliff. And those moments are threshold-to-control moments.

What I mean by that is, you’re going, like, out of control, you know you literally can die, you could go over the edge, and so you have two choices: Focus like crazy on what you want and carve, find the way to carve, or focus on what you’re afraid of. And then if you do that, all you’re going to do is slam yourself on the ground and try to hang on for dear life. Well, most people do the latter, so they’re terminally intermediate. They never become a master at anything. The people who become the masters are the ones that the fear is there, and it’s uncontrollable fear. Courage isn’t that you’re not afraid; it’s you’re scared shitless but you decide that you’re going to focus on what you’re here to do versus on what you fear and you push yourself. Once you figure out how to do that first carve and then another, another, then all of a sudden, the black diamond is your bitch. You’re no longer afraid of that. And you become a masterful skier or snowboarder or whatever it is. And when you learn how to overcome those instead of collapsing. I think that is the single most important thing.’    Tony Robbins.



The Three P’s You Need to Thrive during a Career Change.

The very thought of going through a career change makes me want to go and have a lie down!

It’s exhausting and that is why you need, among other qualities, a huge dollop of patience.

This is the first quality I recommend all my clients develop because I know it will make the transition a lot less painful.

So why do you need patience?  Well, if you are serious about making the best possible career move, then jumping into the next job that comes along isn’t going to be for you.  A career change takes research, it takes networking and it takes time.  Time requires patience.  I always say to my clients up front, that it will take at least three months if they want to do it properly.  If you just want any old job, then coming to me is a waste of both your time and your money.

I am here to help you find a career in which you can develop your skills, fulfill your goals and be your best wonderful self.

So, take a deep breath and decide if you are prepared to give it the necessary time and dedication.  If so, welcome!

Next, you will need perseverance.   Dogged determination to persevere in face of any potential setbacks.    If you do the ground work properly, then hopefully once you start interviewing for the positions you have identified, you will not be long in finding your ideal job.  However, it is also necessary to be prepared for the rejection.  Nowadays, some of the top firms have employees go through five or six interviews.  It can be soul destroying to go for several interviews and not land the job.  It happens.  Persevere.  Your ability to persevere will be the difference between getting on the right career path or settling.  Never settle.

Finally, you will need to be a planner.  As it says in ‘The Mind Gym: Give me Time,’ ‘Are you a planner or a spanner?’   Becoming a planner is essential when you are looking to change career.  Firstly, you need to do a lot of research, particularly if you are changing industry.  Secondly, you need to plan your networking calls and thirdly, you need to track and record all your preparation (including interview preparation, job applications, calls etc.)  If you treat your career change like a job in itself, you are more likely to achieve what you want.  Patience, perseverance and planning will not only make the journey smoother, but means you are more likely to secure a successful outcome.

I wish you well.  If you would like some help to plan your career move, or to discuss any aspect of your career (or other related issues), please don’t hesitate to get in touch for an initial free consultation.



What I’ve learnt about Managing Change

During the last six weeks I have been through a period of change.  I learnt very quickly that I have quite a long way to go when it comes to adapting and managing change.

This was a new type of change for me, (temporarily moving house, I won’t bore you with the details!) and one which I haven’t experienced before.

Children have a routine for a reason.  It makes them feel safe.  I’m a bit the same with my routine.  I guard it preciously.   I believe I am pretty good at adapting to changes in my work.  I like variety in my work and can be flexible and adaptable.  But change in my routine and my life I have found has brought up all kinds of doubt and resistance.

So, I’m going to share what I’ve learnt in the hope that it will help you, either with a career change or change in whatever circumstances arise in your life.

Firstly, trying to fight against it or going into denial is not helpful.  It made it all the harder when I found myself in the middle of it.  I was not prepared for the feelings that arose and the resistance I experienced.  I learnt that I needed to talk to someone about my concerns or write them out of my system, and to do my best to row downstream and accept the inevitable discomfort.

Secondly, it helps to have patience and a lot of it.  You can’t control if events will happen as planned, but you can control your reaction to them.  Things will go wrong.  It’s how you deal with them that counts.  I have learnt that to be patient and step back from the situation and let it simmer for a while is helpful.  I made a lot of unnecessary phone calls to  check on something  repeatedly for fear it would not happen as planned.

Thirdly, planning and organization are absolutely key.  I learnt this as I went along, but a bit more forward planning would have helped immeasurably.  I did my best, but I learnt a lot about planning and organization in the process.   There’s no point having a plan if you don’t stick to it!  It needs to be flexible, but you need to be checking in to your plan every day to ensure you stay on track.  I had a plan, but it went out the window when all it required was a little adjustment.

Finally, I learnt that a little self-compassion never goes amiss.  Change is hard.  I have learnt a lot about myself in the process and that is always a good thing.  Next time I will be more efficient as a result of what I have learnt this time around.

On the plus side there have also been many advantages and good things that have come from this period of change, and that is usually the case with change.  You have to get through the obstacles to reach the good stuff!

If you are dealing with change, go easy on yourself, have patience and have a good plan in place.

“Some people don’t like change.  But you need to embrace change if the alternative is disaster.”

Elon Musk.


In saying ‘Yes,’ what are you saying ‘No’ to?

Time.  Precious commodity.  Never enough of it.  If only there were more hours in the day.  Well, there aren’t, so we better  learn to use the time we have to greatest effect. To ensure we live a life that isn’t constantly stressful, we prioritize.  Most executives and employees are fairly used to this.  However, we are also becoming a workforce who are under slept, overworked, stressed and frankly, in far too many instances, not living the quality of life we deserve.

I am going to share one simple exercise with you that I have seen have a profound effect on some of my clients.   If you find it hard to say no to anyone, be it colleagues, your boss, or your friends and family, you will soon find yourself fraught with far too much to fit into your day.

The exercise is simply to ask yourself this:

‘If I say ‘yes’ to this, what am I saying ‘no’ to? You can also turn it around.   For some reason, women seem to suffer more from this syndrome of feeling they have to say ‘yes’ to everything.

For example:  I worked with a female client who began saying ‘yes’ to writing an extra report that was not her responsibility.  She was asked to do it, and could never find the words to say ‘no.’  This report would take her about four hours and she said she always missed her weekly yoga class when the report was due.   Yoga helped her stress levels and helped her to relax, so it was important to her.   What are you saying ‘yes’ to that means you are saying ‘no’ to something else?

It may take a little more prioritizing and negotiation, but the quality of your life can improve dramatically by asking yourself this one simple question.

So next time you find yourself saying yes (or indeed, no) to something, ask yourself either what you are giving up (or gaining as the case may be.)

I wish you happy questioning.    The list is  below.

Saying Yes—Saying No

By saying YES to………… I am saying NO to





By saying NO to………. I am saying YES to






P.S.  I am now doing more coaching by Skype, so if you don’t live in Ireland, but would like to discuss a coaching consult, please do get in touch.  A free initial consult  will help you decide whether you wish to proceed with coaching, and whether I am the right person to assist you.


How to Use ‘The Job Performance Wheel’ to Measure Future Success.

When I was training to become a coach, our training manual was:

‘Co-Active Coaching.  New Skills for Coaching People Toward Success in Work and Life.’ By Laura Whitworth, Karen Kimsey-House, Henry Kimsey-House and Phillip Sandahl.

A lot of authors, yes, but an excellent and comprehensive book on coaching.  The reason I tell you this, is that I am going to share one of their tools with you today – The Job Performance Wheel.

In coaching we often use the model of the wheel to measure change.

This wheel is fully adaptable to your own needs.  You can change any of the labels on the outside.

It is simple to use.   In each section mark out of ten where your level of satisfaction with this particular area lies.  For example, in the section entitled Time Management, you might be a 4 out of 10, whereas in the section entitled Satisfied with my Team Participation, you might be an 8 out of 10.

10 is the outside of the circle and is most satisfied, whereas 1 is at the innermost part of the circle and is the least satisfied.  Once you have scored each section, you draw in  the circle.  It may not look like a circle at all, seeing as it may be a bit bumpy!

This is your starting point.  Then you identify the areas you need to work on, draw up a list of actions you will take , and when you will complete the actions.  Then you make a note to re-do the circle in a month of two, whenever you have had sufficient time to action the areas required.

Now, word to the wise, don’t be fooled by the simplicity of this.  It is a very powerful technique.  Some of my clients have been astonished when they have re-done the circle at the end, both by the changes they have managed to implement, and sometimes more importantly where there is still attention and action required.

The circle can change from day to day and week to week, but I would suggest measuring it on a monthly basis .

Best of luck and let me know how you go with the results.


P.S.  You can use the circle for any aspect of your life whatsoever.  Just put in the relevant words that speak to you for each section.  Areas where you wish to make improvements.  I had a client do one for weight loss and it was incredibly successful!!  One of her sections was simply called ‘Chocolate biscuits!’  She cut down from having two chocolate biscuits every day to having two  a week.  That action alone resulted in a weight loss of 5 kilos in one month!

For leaders and executives there is also a Management Competencies wheel and an L&D wheel.  For a free half hour consultation please get in touch via the online form.  Thank you.