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EQ assessment: how we measure emotional intelligence

We become better leaders and build better relationships through awareness of our own and others’ emotions, communicating better, making more effective decisions and increasing our stress resilience. Assessment of your emotional quotient, or EQ, is not an end in itself. It’s a means to an end. The EQ-i 2.0 gives you information about your EQ competencies so you can best decide your next steps to becoming a more effective leader, a stronger team player.

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Fifteen dimensions of human nature

We don’t stow our emotions in the overhead. They’re a part of us that affects our behaviour, our actions and our effectiveness. We ignore emotions at our peril. And when we’re intelligent about our emotional operating system, we make better decisions, increase our capacity to cope with stress and build strong relationships.

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assess, predict, perfectAssess, predict, perform

So measurement of your EQ is the first step. But how can emotional intelligence be measured? Is it reliable? Does it have predictive value? Is it scientific? These are the kinds of questions that, over two decades, have led us to recommend using the EQ-i 2.0, a Level B Psychometric assessment based on the research of Dr. Reuven Bar-On, licensed by Multi-Health System Inc, or MHS. It is one of the most reliable, valid and highly researched EQ assessment tools [pdf link]. Because it is a Level B Psychometric, this means that the EQ-i 2.0 can only be given by a certified administrator.

The EQ-i 2.0 model of emotional intelligence is based on fifteen competencies grouped into five composites: Self-Perception, Self-Expression, Interpersonal, Decision Making and Stress Management. The fifteen competencies, taken together, provide a total EQ. The EQ-i 2.0 report also provides some initial interpretation of the fifteen competencies. A one-to-one debrief is always included with an EQ-i 2.0 assessment, as results need to be interpreted by a certified administrator.

The fifteen competencies in the EQ-i 2.0 act as building blocks for developing competencies. To do this, each subscale must measure different skills. For example, your ability to have strong interpersonal skills is different than your capacity to be intelligently aware of yourself. So, these capacities need to be measured separately. Further, your ability to be intelligently aware of yourself, or self-perception, can be further analyzed into its component parts: self-regard, self-actualization, and emotional self-awareness. When we have a refined set of competencies, that relate to each other but measure different skills, we can build development plans that produce real change.

In addition to the fifteen competencies and the five composites, the EQ-i 2.0 report provides a total EQ inventory and a well-being indicator, providing information about the big picture of someone’s life.

The model

model for eq-i 2.0

Report features

  • total EQ
  • five composite scales
  • fifteen competencies, or subscales
  • well-being indicator
  • interpretation and elaboration of the potential meanings and impacts of these measures

 

Assessment for EQ takes place in two ways

EQ-i 2.0: self assessment

The EQ-i 2.0 is a self-report tool. It’s a series of questions that can be responded to in about twenty minutes.

Find out more about the EQ-i 2.0

EQ 360: multi-rater assessment

The Multi-Rater Assessment or 360 degree Assessment combines your personal assessment, based on your personal perceptions, with the perceptions of others who know you well. It requires both you and others to fill out an assessment.

Find out more about the EQ 360

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