What is Emotional Intelligence

Emotional Intelligence (EI) can be defined as 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.

Why is EI important?

While emotional intelligence isn’t the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas. Emotional intelligence is part nature and part nurture. While we can’t change our genetic make-up, we can become aware of what we’ve learned and we can choose to learn to do better. When we turn our attention to these 15 ‘EQ’ competencies, we can make better decisions, communicate with greater clarity, increase our capacity to cope with stress and build stronger, more connected relationships.

Applications of emotional intelligence include:

• Executive Coaching
• Leadership Development
• Team Building
• Organizational Development
• Selection
• Student Development

A Scientific Approach to Talent Development

The EQ-i 2.0 is a psychometric assessment which measures emotional intelligence (EI) and how it can impact people and the workplace. Being the first scientifically validated measure of EI, coupled with research from premier organizations, means you can count on the EQ-i 2.0 to add robustness and accuracy to your talent management initiatives. It is one of the most reliable, valid and highly researched EQ assessment tools (PDF). 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.

EQ-i 2.0 Model