Emotional Intelligence Development.
Build self-awareness, manage relationships, and make better decisions under pressure. Emotional intelligence is the foundation of effective leadership and team performance.
Results, a debrief, and next steps.
The debrief is where a report becomes useful, which is why every assessment includes one. We talk through what the data means for you, then decide what to do with it.
Your results
A detailed report from the emotional intelligence assessment that fits you: EQ-i 2.0, EQ360, or MSCEIT 2.
The debrief
A one-on-one conversation with a certified practitioner about what the results mean in your real situations.
Next steps
A development plan with practices to start right away, and coaching if you want to go further.
Assessment and debrief, ready when you are.
Every option includes the assessment itself and a required one-on-one debrief, purchase below and I'll reach out within 1 business day to get started.
EQ-i 2.0® Assessment
Self-report across 5 EQ dimensions. The starting point for building self-awareness.
- Online assessment (15 min)
- Detailed personal report
- One-on-one debrief & coaching
- Development plan
EQ360® Assessment
Self-assessment plus feedback from 10-20 observers. Shows the gap between how you see yourself and how others experience you, often where growth starts.
- Self-assessment + observer feedback
- Comprehensive 360 comparison report
- Focused executive coaching debrief
- Targeted development plan
MSCEIT® 2 Assessment
An objective, ability-based test rather than self-report. Measures how you actually reason through emotional situations, scored against expert consensus.
- Online ability-based test (30-40 min)
- Expert-scored performance report
- One-on-one debrief & coaching
- Development plan
The ability to understand and manage emotions, yours and others.
Emotional intelligence (EQ) is your capacity to be aware of your own emotions, regulate them effectively, understand how others feel, and navigate relationships with empathy and skill. In today's complex workplace, it matters more than IQ alone.
High-EQ leaders make better decisions under stress, build trust faster, recover from setbacks, and handle conflict without destroying relationships. Teams with strong emotional intelligence communicate more openly, collaborate more effectively, and retain talent longer.
Self-Awareness
Understanding your own emotions, strengths, weaknesses, and how you come across to others.
Self-Regulation
Managing your emotions effectively and maintaining composure under pressure.
Social Awareness
Reading others' emotions and understanding what they need and feel.
Relationship Management
Building strong relationships and influencing others with authenticity and skill.
Motivation
Being driven by purpose and resilience, not just external rewards.
Three ways to measure emotional intelligence.
We offer three assessment options. Choose based on what you want to learn, how deep you want to go, and whether self-report or an objective, ability-based measure fits the situation better.
| EQ-i 2.0® Assessment | EQ360® Assessment | MSCEIT® 2 Assessment | |
|---|---|---|---|
| What you get | Self-assessment only. How you see yourself across 5 EQ dimensions. | Self-assessment plus feedback from 10-20 observers (boss, peers, direct reports). How others see you. | An ability-based test. How you actually reason through emotional situations, scored against expert consensus. |
| Best for | Individual development, coaching, increasing self-awareness | Leadership development, executive coaching, team members | Leaders who want an objective measure that's harder to game than self-report |
| Key insight | Your internal experience and self-perception | The gap between how you see yourself and how others see you (often where growth starts) | What you can actually do, independent of how you rate yourself |
| Time to complete | 15 minutes (assessment only) | 15 minutes (you) + 2 minutes each for 10-20 observers | 30-40 minutes |
| Report depth | Personal profile with scores and development areas | Detailed comparison report showing gaps between self and observer feedback | Performance-based profile across four emotional ability branches |
Assessment and development built for action.
Outcomes that change how you lead and relate.
Where your blind spots are
The gap between self-perception and observer feedback is often eye-opening, and it's usually the biggest driver of how people experience you. Closing it builds trust faster than almost anything else.
How to handle pressure differently
When you understand your emotional patterns under stress, you can interrupt them. A reactive leader becomes a more resilient one.
What to work on first
Development plans that prioritize high-impact changes. Usually one or two specific EQ dimensions unlock the biggest shifts.
Common scenarios where EQ assessment creates lasting value.
New leader transition
Someone steps into a bigger role. EQ assessment gives them insight into their leadership presence and where they might need to adjust.
Coaching & team foundations
Starting a coaching relationship or building a team's leadership bench? EQ anchors the work and gives clear, ongoing metrics for growth, individually or across a group.
Derailed leadership
A leader is creating friction or isolation. Low EQ is often the culprit. Assessment and development can turn it around.
How you feel about change is its own kind of intelligence.
EQ-i 2.0®, EQ360®, and MSCEIT® 2 all look at how a leader manages emotions and relationships. A related but separate question is how they naturally respond when the ground shifts, which is what the Change Style Indicator® (CSI™ 2) measures. Often useful alongside an EQ assessment, especially during a reorg or leadership transition.