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"Sapphire Consulting has been a great partner to me as I've sought out coaching support for individuals with needs in leadership development or behavior change. In those engagements I was pleased with the approach and the results. Jim Kimberly uses tools and one-on-one conversations to get a person to understand their strengths and weaknesses and come to a self-realization about behavioral issues that were causing difficulties. His practical, approachable style really resonates with people."
Emotional Quotient Inventory (EQ-i 2.0®)
Based on twenty years of research (Reuven Bar-On, PhD and Multi Health Systems) and tested on over 1 million individuals worldwide, the Emotional Quotient Inventory (EQ-i 2.0®) is one of the newest scientifically developed and validated measure of emotional intelligence. Emotional intelligence reflects one’s ability to deal with daily environment challenges and helps predict one’s success in life, including professional and personal pursuits. A growing body of research suggests that emotional intelligence, measured by Emotional Quotient (EQ), is a better predictor of “success” than the more traditional measures of cognitive intelligence (IQ).
Applications of the EQ-i 2.0®
The EQi® is highly versatile as it can be employed in various settings and situations. It is appropriate in:
What Does the EQ-i 2.0® Measure?
The EQ-i 2.0® measures fifteen distinct aspects of emotional and social functioning within five major areas:
Self-Perception – understanding your emotions
Self-Expression – expressing your emotions
Interpersonal – develop and maintain relationships
Decision Making – use emotions to make better decisions
Stress Management – cope with challenges
How Can the EQ-i 2.0® be used?
The EQ-i 2.0® can be employed in many ways and in a variety of settings. It is appropriate for use in corporate, educational, and research settings. Potential users of the EQ-i 2.0® include human resources professionals, organizational development consultants and career counselors.
It can be employed in identifying those emotional and social skills that are important to develop in leadership coaching, leadership development programs, team building, and in enhancing managerial competencies at work. The EQ-i 2.0® can also be used by organizations for screening as part of the recruiting or promotional process to aid in identifying potentially successful employees.
Research indicates that there is a strong correlation between emotional intelligence and job performance. You can even create a profile of the top performers in your organization to determine what skills are most valuable in your company or for any particular position.
Skills associated with emotional intelligence develop throughout life and can be improved through training, making the EQ-i 2.0® a valuable instrument for identifying potential areas for improvement and for measuring the effectiveness of organizational development programs.
You may take the EQi® and schedule a feedback session by calling Jim Kimberly (603) 889-1099 right now. After your nominal investment, you will gain valuable information on your emotional and social functioning and identify areas for development. Please call for current pricing levels and services.
If you are interested in becoming certified in using this instrument with your organization or clients, please click on upcoming training.
The EQ-360 assesses emotional intelligence from a multi-rater perspective. Individuals who work with the leader on a regular basis complete the survey, including direct reports, peers and their manager (s). With the EQ-360, observer ratings are compared with the results of a standard Emotional Quotient Inventory (EQ-i 2.0) self-assessment that has been completed by the individual of focus. A more complete 360-degree profile emerges in which external impressions of a person's EQ are combined with that person's self-rating.
EQ-360 is ideal for use in corporate environments where developing successful human interaction in leadership, team, and the entire organization is crucial. EQ-360 identifies key employee strengths and identifies impediments to high performance and factors that could be improved or further developed. The assessment process can also be used as a developmental strategy in EQ "skill enhancement," and where reassessment is used to measure progress. The strength of EQ-360 lies mainly in its ability to improve the connections between individuals and their peers, subordinates, and superiors to enhance performance in the organization as a whole.
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