Explore Your EQ

Discover your strengths, and areas for development, with the our assessment of your emotional intelligence competencies as they relate to leadership {powered by our own Indicator solution).

Why Emotional Intelligence?

Research has shown that, at the executive and professional level, emotional intelligence or “EQ” (as it is often called) is a better predictor of success than “IQ”.

Emotional Intelligence is the ability to recognize and manage emotions (yours and others).

The emotionally intelligent person exhibits such competencies as accurate self-assessment, self-control, empathy, and influence. The ability to accurately assess and develop these competencies will set your organisation apart.

Research by the Hay Group, Daniel Goleman and Richard Boyatzis has found:

• Software developers with high levels of emotional intelligence can develop effective software three times faster than others.
• Sales Consultants with high levels of emotional intelligence generate twice the revenue of their colleagues.
• A national furniture retailer found that sales people hired based on emotional intelligence had half the drop out rate during their first year.
• Experienced partners in a multi-national consulting firm who were assessed on their levels of emotional intelligence delivered $1.2 million more profit from their accounts than did other partners – a 139% incremental gain.

Measuring Is Only The First Step

We work closely with you to design a programme that meets your specific needs around Emotional Intelligence.

The EQ Indicator can help you, your management team, and your key professionals to increase effectiveness. We never use the EQ Indicator just as an assessment tool – its true value is as a tool to help you develop.

The EQ Indicator uses three sources of knowledge on Emotional Intelligence spanning 35 years of research:

Competencies: David McClelland identified that every competency has a “tipping point” of proficiency that separates high performers from others. For each key behavior, the tipping point provides an attainable development goal.

Development: Richard Boyatzis of Case Western Reserve University has demonstrated how to develop competencies with significant improvement sustained in three-year follow up evaluations.

Emotional Intelligence: Daniel Goleman identified 12 emotional intelligence-based competencies that, together, account for 67% of the measured high performance across 181 job-specific competency models.