Emotional Intelligence 

EQ i 2.0

 

Emotional Intelligence  has a huge impact on our Personal & Professional lives. Every thought of ours passes through the emotional filter. 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. Good news is that Emotional intelligence is not a static factor.  Emotional intelligence changes over time and can be developed in targeted areas.

 

The EQ-i 2.0 measures emotional intelligence (EI) and how it can impact people and the workplace.

 

Applications of emotional intelligence include:

•  Leadership Development

•  Selection

•  Organizational Development

•  Executive Coaching

•  Team Building

•  Student Development

 

This comprehensive assessment examines the following Emotional Intelligence competencies:

 

EQ-I- 2.0 – Five Key Areas With 15 Scales Of Measurement

The 1- 5 – 15 factor structure of the EQ-I 2.0 model features one overarching EI score (Total EI), broken down into five composite scores, which, in turn, are broken down into a total of 15 subscales.

 

The On EQ-I- 2.0 Assessment Instrument measures the client’s level of functioning in the areas of:

  • Emotional Self Awareness

  • Self Actualization

  • Self Regard

  • Independence

  • Assertiveness

  • Emotional Expression

  • Social Responsibility

  • Empathy

  • Interpersonal Relationships

  • Optimism

  • Stress Tolerance

  • Flexibility

  • Impulse Control

  • Reality Testing

  • Problem Solving

 

The scales on the EQ-I- 2.0 are interrelated, meaning that a deficit in one area can indicate and lead to a deficit in other areas, and the strengthening of one area, will lead to the strengthening of other areas.

 

Clients may choose between below:

 

Workplace Report vs. Leadership Report

 

The Workplace Report focuses on the impact of emotional intelligence on coworkers, supervisors, and clients, which can be used to develop current employees, or in evaluating the strength of prospective employees.

 

The Workplace Report is designed for use in a wide variety of development situations and work settings. It focuses on the impact of emotional intelligence at work and offers suggestions for working with colleagues, supervisors, and clients.

 

In recruiting, this report is useful when using scores to guide the selection of follow-up interview questions, and in identifying potential training and development needs.

 

The Leadership Report evaluates an individuals strengths and weaknesses in emotional intelligence that correlate with leadership performance.

 

This report can help answer questions like: How will this individual manage a conflict, come up with creative solutions, or lead a multigenerational staff?

The Science Behind EQ-i 2.0       (Source : Multihealth Systems & Assessments

 www.mhs.com)

 

Several changes and advancements were made within the science behind EQ-i 2.0. While some of these changes are merely basic improvements over the previous version, others reflect major shifts in society and use of the assessment, and they will make a vast difference for assessment users.

Norms 

With our rigorous process in building a large and highly representative normative sample, we set the basis for precise performance prediction. The EQ-i 2.0 normative sample includes 4,000 self-report ratings from adults residing in the U.S. (90% of the sample) and Canada (10% of the sample). 

Data were gathered from all 50 U.S. states and the District of Columbia, as well as from all ten Canadian provinces. This sample includes 200 men and 200 women in each of the following age groups: 18–24, 25–29, 30–34, 35–39, 40–44, 45–49, 50–54, 60–64, 65+. Race/ethnicity, education level, and geographic region distributions are all within 4% of Census targets. This close match to Census means that the EQ-i 2.0 normative sample is highly representative of the North American general population; therefore meeting the highest scientific standards for norm sample development. 

The need for an updated normative sample is of paramount importance, given the dramatic shift in cultural diversity levels, as well as changing attitudes and value systems in the North American population that have occurred since the original EQ-i was released.



Reliability and Validity 

Reliability refers to the consistency or precision of scores (i.e., how consistently does the EQ-i 2.0 measure emotional intelligence?), and validity refers to how effectively the EQ-i 2.0 measures emotional intelligence (i.e., how well does the EQ-i 2.0 do what it is supposed to do). 

Based on results from numerous statistical analyses, users of the EQ-i 2.0 can be confident that the scores generated by this assessment will be consistent and reliable. Results also revealed that the EQ-i 2.0 very accurately measures emotional intelligence. For example, decades of research now show the effectiveness of the EQ-i in measuring emotional intelligence, related concepts, and relevant outcomes. A very strong relationship has been found between the scores on the original EQ-i and the
EQ-i 2.0 & EQ-360

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