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Emotional Intelligence

Distinct from cognitive intelligence or IQ, Emotional Intelligence (EQ) refers to our capacity to perceive, generate, and manage emotions in ourselves and others.  A large and growing body of independent scientific research has identified it as the single most important determinant of superior functioning.  Emotionally intelligent people succeed because they are better able to read and deal with social complexity.  As confirmed by independent academic research, 25%-50% of all job success can be attributed to Emotional Intelligence.

The assessment we use for our work in emotional intelligence is Dr. Reuven Bar-On’s Emotional Quotient Inventory (EQ-i).  The EQ-i is the world’s most widely used, scientifically validated tool for zeroing in on one of the true drivers of high performance and one of the essential building blocks for success -- Emotional Intelligence.  The new version of this assessment, the EQ-i 2.0, is available in self-report and multi-rater formats. 

EQ-I 2.0 Model:  the new emotional intelligence model focuses on a 1-5-15 structure.  The "1" represents one, overarching EQ (emotional intelligence) score.  This score is then broken down into "5" composite scores; and these are further broken down into "15" subscales.
 
Below we have outlined the 5 composite scores and listed the subscales associated with each:

  • Self-Perception: Self-Regard, Self-Actualization, and Emotional Self-Awareness
  • Self-Expression: Emotional Expression, Assertiveness, and Independence 
  • Interpersonal: Interpersonal Relationships, Empathy, and Social Responsibility 
  • Decision Making: Problem Solving, Reality Testing, and Impulse Control 
  • Stress Management: Flexibility, Stress Tolerance, and Optimism 

The following three EQ-i 2.0 reports are available:

Workplace Report:   designed for use in a wide variety of situations and work settings, it focuses on the impact of emotional intelligence at work and offers suggestions for working with colleagues, supervisors, and clients.  In recruiting, this report is useful when using scores to guide the selection of follow-up interview questions, and in identifying potential training and development needs.

Leadership Report:  displaying results for the 15 subscales and 5 composite scales, this report provides you with a snapshot of how your EQ compares to that of other leaders and insight into your leadership strengths and potential areas for development.  This report also examines your results on the EQ-i 2.0 through four key dimensions of leadership:

  1. Authenticity:  an authentic leader serves as a role model for moral and fair behavior.  A transparent approach commands esteem and confidence from employees.
  2. Coaching:  a leader who coaches effectively is seen as a mentor who supports employee growth.  Employees are nurtured towards achieving their highest levels of performance.
  3. Insight:  a leader provides insight by sharing a purpose and hopeful vision for colleagues to follow.  Employees are compelled and inspired to exceed goals.
  4. Innovation:  an innovative leader focuses on taking risks, spurring colleagues' ingenuity and autonomous thought.  Knowledge is valued and challenges are viewed as learning opportunities.

 EQ-360 Report:  this multi-rater report enables the participant (ratee) to receive feedback from a wide pool of raters who are able to observe the individual’s daily behavior from all possible angles.  When these ratings are combined with the individual’s own EQ-i scores, the results create a context of insights that enriches the individual’s growth experience.  This report also features a one-page overview, as well as providing a gap analysis which is a visual representation of the ratee's responses directly compared to the responses of the nominated raters.  The gap analysis points out the areas where there is a high versus a low level of agreement between the ratee and the raters, and it highlights potential blind spots.