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Emotional Intelligence: Using the EQ-i 2.0

When I first started to use the EQ-i at the New York Times, it had just been introduced and the focus was on executive and leadership development.  Over the years, I have expanded the applications of the EQ-i 2.0 into areas including diversity & inclusion initiatives, pre-hiring, career development and emotional intelligence research.


Executive Coaching

Studies show that executives begin to lose their leadership effectiveness over time due to a decrease in Emotional Self-Awareness. This skill is among the 15 emotional intelligence skills that are measured by the EQ-i and can help an executive quickly identify areas to focus his or her energies.

Team Development

Working with high-caliber teams begins with coaching each member around his or her EQ-i results to get an understanding of individual strengths. The team's collective EQ-i data is shared anonymously by presenting a range of scores and can provide a clear direction on where the team needs to focus developmental energy.
 

Leadership Development

Every organization wants inclusive leaders who are effective listeners, honest communicators and who can consistently cope with frequent work pressures. You should look at all of these as emotional intelligence capabilities which can be measured and developed. Leaders who embrace diversity often score high in emotional intelligence.

Research and Expertise

I have used EQ-i data to assist in identifying emotional intelligence skills associated with specific job groups. For example, I conducted one study involving 36 global supply chain executives and another with 55 global D&I executives who completed the EQ-i. The results provide insight into EI skills required in certain professions.
 

Pre-Hiring Instrument

As referenced in the 2015 HBR article, while organizations want to hire employees with emotional intelligence, there are few instruments to cost-effectively measure these skills. In pre-hiring situations, I have administered the EQ-i and consulted with the managers to discuss a candidate's results against their job criteria.

Career Development

Career transitions are about making changes, both exciting and intimidating, and often represent a time for self-reflection. Having an opportunity to step back and consider different professional choices should involve identifying and applying your strengths while continuing to lessen your weaknesses.
 
 
 
 

EQi 2.0 & EQ 360 2-Day Certification Cohort

With 20 years of experience using the EQ-i 2.0 and EQ 360 for individual and team development, it is an exciting opportunity for me to share my understanding and knowledge by working with training cohorts who are interested in applying emotional intelligence skills. In addition to the 2-day certification training, which is offered either on-line or on-site, I also provide 30 and 60-day follow-up sessions via Zoom to each training cohort.

 
 
 

Learn About EQ-2.0 Certification Process

Let’s Zoom. I really enjoy using Zoom since it allows me to connect with you directly. Please use the form below to contact me regarding your emotional intelligence assessment needs.  Once we find an agreeable time, I will send you a Zoom link.  Please use the space below to provide any non-confidential information.  

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Please do not include confidential or sensitive information in your message. If you prefer to speak over the phone, please provide your number.
 
 

 “When dealing with people, remember you are not dealing with creatures of logic, but with creatures of emotion. 

— Dale Carnegie.