Emotional Intelligence is a set of emotional and social skills that collectively establish our capacity to perceive, assess and manage our emotions and the emotions of others. Emotional Intelligence is necessary to express ourselves, develop and maintain social relationships, cope with challenges, and improve our decision-making skills. Emotional Quotient (EQ) is how one measures emotional intelligence.
How Important is Emotional Intelligence?
Emotional Intelligence is proven to be a key indicator of human performance and development. People higher in EI communicate effectively, form strong relationships, and create powerful coping strategies. EQ can be measured more easily and less controversially than IQ, and unlike IQ which typically peaks around the age of 17, EQ can be substantially strengthened and developed by people at any age, with most people’s EI peaking in their late 40s.
Rob Killen is trained and certified in the EQ-i 2.0® Emotional Quotient-Inventory 2.0® and EQ 360, the world’s leading assessment tools used for evaluating and measuring emotional and social intelligence. Our consultation will determine which one of the following specific reports are best for each client:
The Emotional Quotient Inventory (EQ-i 2.0) is an excellent way to understand the emotional competencies of an individual. The EQ-i 2.0 provides you with a picture of how you operate emotionally, your areas of strength and potential areas for development. The assessment tool is delivered online, using a secure site and involves responding to 133 statements, taking approximately twenty minutes to complete. The total EI is at the core, or center of the building block. Your EI is made up of 5 composite scales, which are the high-level categories. Each of the 5 composite scales contain 3 subscales, for a total of 15 subscales. The subscales are the building blocks of your EI.
The EQ-i 2.0 Model of Emotional Intelligence
EQ-i-2.0 Leadership Report
The EQ-i 2.0 Leadership Report is ideal for employees in leadership and managerial positions, and people being considered for new leadership roles. The Leadership Report assesses the same 5 composite scales and 15 subscales as the EQ-i 2.0, with an added focus on leadership development, executive development and coaching development. The EQ-i 2.0 Leadership Report provides a great deal of useful information to improve the leadership effectiveness of your organization and is an excellent tool to use in the recruitment and hiring process. The Leadership Report examines results through four key dimensions: Authenticity, Coaching, Insight, and Innovation. The report also contains insights on the possible implications of results, and which skills have the highest potential to hinder leadership potential. This report also compares results against other top leaders as a benchmark.
Workplace EQ 360 REPORT
The Workplace EQ 360 Report provide in-depth analyses by having those who work with the employee in various capacities personally provide feedback, in addition to the employee’s self-assessment. The other rater groups most often used are the employee’s manager, peers and co-workers, direct reports, friends and family. These observer ratings are compared with the self-assessment in order to provide the individual with a 360-degree view of his or her effectiveness. These reports provide valuable insight and opportunities for development. The EQ 360 allows various individuals to anonymously assess the same person, on the same things, based on their relationship and interaction with the person. It is a feedback mechanism that allows an individual to compare how they see themselves to how others see them. As such, the EQ 360 is also known as a Multi-Rater Assessment.
WHEN TO USE THE WORKPLACE EQ 360 REPORT?
When working in an organization, it’s important to be cognizant of the impact of one’s actions on colleagues. This report can be used for results specific to a workplace context, enabling career and organizational development. It identifies blind spots, strengths, and developmental opportunities in the workplace. The Workplace 360 report lends itself well to a follow-up with the same group of evaluators to compare results and track progress.