Emotional Intelligence is a proven key barometer of a persons performance and development. People higher in EI communicate effectively, form strong relationships, and create powerful coping strategies. EI can be measured – more accessibly and less controversially than IQ – and unlike IQ, it can be substantially strengthened and developed.

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The Assessment Model

Self Perception

Self-Regard is 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 is the willingness to persistently try 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 includes recognizing and understanding one's own emotions. This includes the ability to differentiate between subtleties in one's own emotions while understanding the cause of these emotions and the impact they have on one's own thoughts and actions and those of others.

Stress Management

Flexibility is adapting emotions, thoughts and behaviors to unfamiliar, unpredictable, and dynamic circumstances or ideas.

Stress Tolerance involves coping with stressful or difficult situations and believing that one can manage or influence situations in a positive manner.

Optimism is an indicator of one's positive attitude and outlook on life. It involves remaining hopeful and resilient, despite occasional setbacks.

Decision Making

Problem Solving is the ability to find solutions to problems in situations where emotions are involved. Problem solving includes the ability to understand how emotions impact decision making.

Reality Testing is the capacity to remain 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 is the ability to resist or delay an impulse, drive or temptation to act and involves avoiding rash behaviors and decision making.


Interpersonal Relationships refers to the skill of developing and maintaining mutually satisfying relationships that are characterized by trust and compassion.

Empathy is recognizing, understanding, and appreciating how other people feel. Empathy involves being able to articulate your understanding of another's perspective and behaving in a way that respects others' feelings.

Social Responsibility is 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.

Self Expression

Emotional Expression is openly expressing one's feelings verbally and non-verbally.

Assertiveness involves communicating feelings, beliefs and thoughts openly, and defending personal rights and values in a socially acceptable, non-offensive, and non-destructive manner.

Independence is the ability to be self directed and free from emotional dependency on others. Decision-making, planning, and daily tasks are completed autonomously

Why Is Emotional Intelligence Important

“Emotional intelligence is at the core of being able to make these behavioral shifts and ultimately helping you attain all those adjectives describing stellar leadership. Research shows that EQ [emotional intelligence] accounts for nearly 90% of what sets high performers apart from others with similar technical skills and knowledge.”
- John Hopkins University

“Prioritize EQ [emotional intelligence] when promoting and hiring.  As competition for talent ramps up, enterprises should recognize that good leadership demands high emotional intelligence.”  
- Forbes Magazine

Features Of The Assessment

•   A Total EI score with 5 composite scores measuring 5 distinct aspects of emotional and social functioning.
•  15 Sub-scales that hone in on EI skills critical to workplace success.
•  A Well-Being Indicator that measures your client’s level of happiness; resulting in additional development opportunities.

What is validity?

Validity ensures the accuracy and usefulness of an assessment. Although there are many different types of validity, they all focus on ensuring the assessment is measuring what it was designed to measure and whether it can predict important outcomes. However, it is important to understand that there is no single number to represent the validity of a test, it is assessed through the combination of several different types of validity evidence.

The EQ-i 2.0 was developed through an extensive process that ensured its content:

• Reflects the model and scope of EI
• Truly measures the concept of EI
• Has a structure that is dependable and applicable to a wide variety of contexts (e.g., development, coaching, leadership, etc.)

What validity evidence is there?

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
• EQ-i 2.0 skills can be used to 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 EQ-i 2.0 is now included in the Nineteenth Buros Mental Measurements Yearbook (MMY), published in 2014 and widely considered an important marker of proper test development. The inclusion of the EQ-i 2.0 in the Buros MMY and its positive review is an important milestone for the assessment and acknowledges the scientific rigor and effort that has been put into its development.

What is reliability?

The reliability of an assessment is often referred to as its consistency. That is, how consistent it is at measuring what it aims to measure. The two most important types of reliability for assessments are:

Internal consistencyRefers to how well all the items of a certain scale measure the same idea.

Refers to how well the assessment can produce the same results over time for the same person. Overall, the EQ-i 2.0 exhibits strong reliability, both in terms of internal consistency and test-retest. This means that scores will remain stable over time (unless development efforts are used to improve the scores) and that items measuring a certain subscale all tap into aspects of that subscale (e.g., all Empathy items are measuring the idea of Empathy).

Why This Should Matter To You?

While reliability and validity matter greatly from a scientific and statistical perspective, understanding how this translates into practical terms is crucial in order to effectively integrate the EQ-i 2.0 into your business. Knowing that the EQ-i 2.0 can reliably measure EI ensures that you can always count on the consistency of the tool. Further, knowing that the EQ-i 2.0 accurately measures EI, your development efforts will have meaningful impact on increasing EI and related outcomes (e.g. job performance, leadership competencies, intrapersonal skills, etc.)

The Report Assessment Suite

How is leadership affected by EQ?
All organizations are made up of multiple levels and the design of the EQ-i 2.0 Report Assessment Suite targets solutions at every level. This multi-level approach to developing emotional intelligence shows that developing EI at the individual level can impact team performance, which in turn influences the organization. Based on your needs and workplace, this diagram may be used to choose the assessments that will best help develop targeted EI solutions.
EQ-i 2.0 Report Suite

Emotional Intelligence Workshop

Register today and start gaining the necessary tools to help you succeed!

Alex Rider
CEO of Polester
Get full access for 648$

By attending this workshop you'll gain an understanding of how mastering your emotions leads to better decision making, managing stress levels more effectively, building empathy skills, improving problem-solving abilities and strengthens relationships with other people.

Leadership Assessment:

A person in a leadership role or aspiring to become a senior leader - can benefit greatly from taking an assessment. The information can be used to define an action plan for areas of growth or improvement. By recognizing achievements and opportunities for development, each persons unique professional journey is enhanced.

Workplace Assessment:

Assessments can be an invaluable tool for individual contributors to boost their performance and career success. Assessment provide insight into strengths and weaknesses, enabling them to make informed decisions about how they use their time and energy in order to maximize their potential.

360 Assessment:

Taking a 360 degree assessment can be a powerful tool for individual contributors and business leaders alike. Through assessments, they not only receive feedback anonymously from peers, managers, family members and close friends, but also benefit from the opportunity for self-reflection on the progress that has been made so far.

Team/Group Aggregated Assessment:

Regardless of whether a group works harmoniously with great collaboration and cohesion, or finds itself with conflicting opinions that affect the balance of the group, assessments can allow for deeper insights into a group’s strengths as well as areas where they can be more effective and develop to their full potential..