The Emotional Quotient Inventory 2.0® (EQ-i 2.0®) measures an individual’s emotional intelligence.
What is emotional intelligence?
Emotional Intelligence (EI) is 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 emotional intelligence important?
Emotional Intelligence is proven to be a key indicator of human 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.
The Emotional Quotient Inventory 2.0 (EQ-i 2.0®) gives a snapshot of an individual’s level of emotional intelligence (EI) using one total score, five composite scores and specific subscale scores as per demonstrated by the EQ-i 2.0® Model based on the Bar-On EQ-i® model by Reuven Bar-On.
- Predict job performance.
- Measure distinct aspects of the emotional and social functioning of an individual and generate multi-level results; a total score of EI, five composite scores, 15 subscale scores and a well-being indicator score.
- Gain insight and a deeper understanding of how the results affect an individual’s workplace performance (e.g. conflict resolution, change management, teamwork, decision-making and more) with strategies customized based on individual results.
- Make instant connections between subscales and help participants leverage EI strengths and improve EI weaknesses.
- Use the Well-Being Indicator to measure your client’s level of happiness; resulting in additional developmental opportunities.
- Target solutions at every level with a multi-level approach to developing EI.
- Reports are designed with clear instructions, interpretation guidelines and results-driven content setting you up for success.
Reliability and validity are important concepts to evaluate when selecting a psychological assessment for use in your organization.
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 CONSISTENCY— Refers to how well all the items of a certain scale measure the same idea.
- TEST-RETEST— 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.
The validity of an assessment 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. 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.).
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 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 rigour and effort that MHS has put into its development.
Focuses on the impact of emotional intelligence at work and offers suggestions for working with colleagues, supervisors, and clients in a variety of coaching development and work setting. For recruiting, this report is useful when using scores to guide the selection of the follow-up interviews questions, and for identifying potential training and development needs.
Examines the EQ-i 2.0® results through four key dimensions of leadership: Authenticity, Coaching, Insight and Innovation. As an option, compare the client results against those of top leaders, creating a coaching benchmark for exceptional EI performance. The leadership report also contains insights on the leadership and organizational implications of client results, as well as strategies for development aimed to help clients reach their true leadership potential.
Combines the scores of individuals in a manner that will allow for interpretations to be a mage at the group level. An overview of group results is presented to assist with identifying group strengths as well as the areas where the group as a whole is still in need of improvement. The organizational implications of a group’s emotional intelligence score is presented and strategies for action are recommended to further develop the group’s potential.
- Leadership Development
- High Potential Identification
- Team Effectiveness
- Succession Planning
- Conflict Management
- Individual or Group Professional Coaching
15 to 20 minutes
Online (Administration & Scoring)
Must be administered by a certified practitioner.
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