EQ-i 2.0 Emotional Intelligence Assessment
Top Rated by forbes, Science-backed Emotional intelligence Testing For Leadership and career development.
So, what is Emotional Intelligence?
Emotional intelligence is a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges and use emotional information in an effective and meaningful way. People with high levels of emotional intelligence are more successful and build deeper relationships. Emotional intelligence as defined here and applied in the Emotional Quotient Inventory (EQ-i 2.0) reflects one’s overall wellbeing and ability to succeed in life. Think of it this way: IQ can get you into the game, and EQ-i is the strategy and actions to win the game.
Why is Emotional Intelligence important in a workplace?
Emotional intelligence is emerging as one of the most important qualities to look for in the modern job candidate and serves as a the key predictor of human performance and development potential. Emotional intelligence refers to a person’s ability to understand emotions and to use them productively. In the workplace, emotional intelligence can help us collaborate with others, understand how others are feeling, and influence and inspire people.
Emotional intelligence tests measure this ability, and research has found strong correlations between EI and important organizational behaviors, including leadership, job performance, commitment, job attitudes, stress, well-being, and teamwork.
According to Harvard Business Review, 90% of the difference between star performers and average performers is attributable to emotional intelligence...When senior managers have a critical mass of emotional intelligence capabilities, they outperform yearly earnings goals by 20%.
Emotional Intelligence in Leadership
The key to effective leadership lies in a few things, one of the most important things being emotional intelligence. Leaders set the tone of their organization. If they lack emotional intelligence, it could have more far-reaching consequences, resulting in lower employee engagement and a higher turnover rate.
While you might excel at your job technically, if you can’t effectively communicate with your team or collaborate with others, those technical skills will get overlooked. By mastering emotional intelligence, you can continue to advance your career and organization.
A lack of leader’s emotional intelligence can be devastating for the team, and they might not even be aware of it. First-line leaders and their development is one of the most crucial aspects to organizational success and their levels of emotional intelligence is directly tied to that.
Alternatively, a highly emotional intelligent leader is capable of creating deep bonds within their teams and achieving the true potential of their teams.
Emotional intelligence for employee development
Employee Development The EQ-i 2.0 measures the interaction between a person and the environment they operate in. Assessing and evaluating an individual’s emotional intelligence can help establish the need for targeted development programs and measures. This, in turn, can lead to dramatic increases in the person’s performance, interaction with others, and leadership potential. The development potentials the EQ-i 2.0 identifies, along with the targeted strategies it provides, make it a highly effective employee development tool.
The EQ-i 2.0 Accurately measures key indicators of human performance and development potential.
Applications of EQ-i 2.0 include:
The EQ-i 2.0 is a psychometric assessment which measures emotional intelligence (EI) and how it can impact people and the workplace. It provides insight into topics such as:
- Individual performance and development potential
- Individual self-awareness, social skills, and the capacity to feel empathy
- Interpersonal relationships, decision-making, and stress management
- Leadership Development
- Employee Selection
- Employee Engagement & Retention
- Organizational Development
- Selecting highly qualified future leaders
Why the EQ-i 2.0® Instrument?
The Emotional Quotient Inventory (EQ-i 2.0®) is one of the first scientifically validated and one of the most widely used Emotional Intelligence instruments in the world. It builds on the success and insights of the Bar On EQ-i instrument by introducing an updated model of emotional intelligence and introduces some differences that stem from changes, based on extensive feedback, to assessment items, updated norms and rigorous reliability and validity studies.
Based on more than 20 years of research worldwide, the EQ-i 2.0® examines an individual’s social and emotional strengths and weaknesses. Respondents self-report on their life and workplace performance in 15 key areas of emotional skill that have been proven to contribute to proficiency in complex business activities such as conflict resolution and planning
The EQ-i 2.0 model below shows how five Composite Scales and fifteen Subscales interact to predict behaviors. The circular nature of the model is a visual representation of how each area of Emotional Intelligence influences the next.
As a result of completing the EQ-i 2.0, a person receives specific, measurable results that allow them to identify and leverage strengths and to put containment on any out-of-balance areas that could interfere with his/her ability to fully access strengths.
Areas that eq-i 2.0 measures
The EQ-i 2.0 model is a 1-5-15 factor structure which contains 133 questions. Each report gives an overarching EI score (Total EI), broken down into five composite scores which, in turn, are broken down into a total of 15 sub-scales as shown below.
Self-Regard – Respecting oneself while understanding and accepting one’s strengths and weaknesses. Self-Regard is often associated with feelings of inner strength and self-confidence.
Self-Actualization – Persistently trying to improve oneself and engage in the pursuit of personally relevant and meaningful objectives that lead to a rich and enjoyable life.
Emotional Self-Awareness – Recognizing and understanding one’s emotions. This includes the ability to differentiate between subtleties in one’s own emotions while understanding the cause of these emotions and the impact that they have on the thoughts and actions of oneself and others.
Flexibility – Adapting emotions, thoughts and behaviors to unfamiliar, unpredictable, and dynamic circumstances or ideas.
Stress Tolerance – Coping with stressful or difficult situations and believing that one can manage or influence situations in a positive manner.
Optimism – Remaining hopeful and resilient, despite occasional setbacks. It is an indicator of one’s positive attitude and outlook on life.
Emotional Expression – Openly expressing one’s feelings verbally and non-verbally.
Assertiveness – Communicating feelings, beliefs and thoughts openly, and defending personal rights and values in a socially acceptable, non-offensive, and non-destructive manner.
Independence – Being self directed and free from emotional dependency on others. Decision-making, planning, and daily tasks are completed autonomously.
Problem Solving -Finding solutions to problems in situations where emotions are involved. Problem solving includes the ability to understand how emotions impact decision making.
Reality Testing – Remaining objective by seeing things as they really are. This capacity involves recognizing when emotions or personal bias can cause one to be less objective.
Impulse Control – Resisting or delaying an impulse, drive or temptation to act and involves avoiding rash behaviors and decision making.
Interpersonal Relationships – Developing and maintaining mutually satisfying relationships that are characterized by trust and compassion.
Empathy – Recognizing, understanding, and appreciating how other people feel. Empathy involves being able to articulate your understanding of another person’s perspective and behaving in a way that respects others’ feelings.
Social Responsibility – Willingly contributing to society, to one’s social groups, and generally to the welfare of others. Social Responsibility involves acting responsibly, having social consciousness, and showing concern for the greater community.
EQ-i 2.0 Benefits
Identifies challenge areas
Focused on professional development
Focused on Personal Development
Promotes greater organizational effectiveness
Excellent selection tool
Excellent Employee Engagement and Retention Tool
Excellent succession planning tool
Great for developing leaders
Great for improving decision-making ability
Great tool for boosting morale & promoting sense of teamwork
Types of EQ-i 2.0 Reports
The EQ-i 2.0: Workplace - Self-Assessment offers valuable insight on the impact emotional intelligence plays in a work setting. In particular, it provides concrete suggestions for establishing and maintaining positive relationships with colleagues, supervisors, and clients. It’s designed for use in a wide variety of development and coaching situations within a work environment. Furthermore, it will result in identifying potential training and development needs.
EQ-i 2.0: Leadership – Self-Assessment provides awareness of one's emotional intelligence level regarding leadership competencies. It offers a leadership assessment, leadership skills training, and understanding potential success detailers. All of which come from data collected from over 200 successful leaders (senior managers to C-level executives). The results are linked to this comparison group and critical relationships between EQ-i 2.0 subscales to determine leadership outcomes.