EQ can be measured, and it can be substantially strengthened and developed. Persons with high EQ are better at influencing people and teams which is a critical skill for leaders. Incorporating Emotional Intelligence as part of leadership coaching supports higher performance. Emotional intelligence skills are critical for building relationships and teams, resolving conflict, solving problems, leading effectively, and building resilience. Influencing people is a critical skill for leaders. Emotional Intelligence assessments are an inexpensive, simple, and very effective way to impact leadership development. A leader who embodies leadership competencies is more likely to increase work satisfaction, create trust, and foster organizational commitment and loyalty.

THE EQ-i 2.0® Emotional Intelligence 360 is an assessment 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.

Executives

Executives who are preparing for a new role, are influencers of others, and who want to refine and develop their own influence.

I Stress Management

1) Flexibility

2) Stress Tolerance

3) Optimism

II Self-Perception

4) Self-Regard

5) Self-Actualization

6) Self-Awareness

The EQ-i 2.0 was originally developed in North America but has been used in all regions of the world. The structure of the test, the consistency and accuracy of the items, and the results produced have been replicated across the globe and continues to enable a wide variety of cultures and languages to use the tool effectively to measure emotional intelligence. Overall, the EQ-i 2.0 has extensive evidence supporting its external validity: It has been used to predict job performance and predict and improve leadership competencies. The underlying structure of the EQ-i 2.0 model holds up in different regions across the world. The EQ-i 2.0 is based on a history of assessment research spanning decades. The EQ-i 2.0 correlates with similar emotional and social measures (i.e., convergent validity) and has been shown to be unrelated to dissimilar constructs, like intelligence (i.e., discriminant validity). The scientific rigor put into the development of the EQ-I 2.o is unmatched in the field.

Best Suited For

High-Performers / Leaders

Aspiring, high-performing, fast-tracked individuals can benefit as well as any leader that may be exhibiting EQ blind spots.

III Self-Expression

7) Emotional Expression

8) Assertiveness

9) Independence

IV Interpersonal

10) Relationships

11) Empathy
12) Social Responsibility

V Decision Making

13) Problem Solving

14) Reality Testing

15) Impulse Control

Emotional Intelligence (EQ) is proven to be a key indicator of human performance and development. People higher in EQ communicate effectively, form strong relationships, and are better at influencing people and teams.

The EQ-i 2.0 provides you with a detailed assessment of areas of strength and potential areas for development. You will receive a comprehensive report describing how your EQ competencies work together for effectiveness. It also provides suggested strategies for bringing your EQ competencies into balance for greater effectiveness.

The results are tabulated into 5 different components about emotional intelligence made up of 15 competencies that contribute to the main components. The EQ-i 2.0 subscales are strongly related to leadership competencies that in turn may be associated with productivity, decreased employee turnover, and increased efficiency. A leader who embodies the competencies below is more likely to increase work satisfaction, create trust, and foster organizational commitment and loyalty.

How it Works

Meet and Greet

We begin our journey with a kick off meeting to set goals, timeline and determine your needs and hopes for the 360.

Assessment

We work to gather assessments from you and a selected group of individuals which can include members of the board, leaders, peers, and reports.

Applied Results

After all results are in, I will compile a detailed report. We will review the findings in detail and discuss how to use them in real-life actionable scenarios.

Coaching

Over the next 6-12 coaching meetings we will use the data that we gathered along with the CCL Compass™, a digital tool, to put a roadmap in place to implement transformation.