EQ Assessment Tools

EQi

Assesses Emotional intelligence/ intrapersonal (self-regard, emotional self-awareness, assertiveness, independence, and self-actualization) Interpersonal (empathy, social responsibility, and interpersonal relationships) Adaptability (reality testing, flexibility and problem-solving) Stress Management (stress tolerance and impulse control) and General Mood (optimism).

MBTI

Measures personality across four continuums: Extroversion/Introversion (E/I), Sensing/Intuition (S/N), Thinking/Feeling (T/F) and Judging/Perceiving (J/P).

CDP

 An assessment instrument that deals with conflict behaviors in the workplace and provides a powerful way to improve self-awareness of what triggers conflict in individuals as well as how they respond to conflict.

FIRO-B

The FIRO-B identifies interpersonal qualities and dynamics of wanted vs. expressed behaviors. Produces scores on 6 dimensions and reveals how preferences for social patterns affect behavior patterns related to interacting with others, directing conversation and getting involved in supportive behaviors. 

EMOTIONAL INTELLIGENCE/BAR-ON EQi
(EMOTIONAL QUOTIENT INVENTORY)

  • Emotional Intelligence can be learned and improved. It is not fixed like IQ. It can be divided into two skill categories: Self-management skills and Relationship-management skills. Self-management skills are made up of three competencies: self-awareness, self-regulation, and self-motivation. Relationship-management skills are made up of two competencies: empathy and effective relationships.
  • Leadership skills rest upon four cornerstones: self-awareness, relationships, continuous learning, and credibility. Emotional intelligence includes self-awareness, continuous learning (resilience) and effective relationships.
  • The Bar-On EQi measures  emotional intelligence competencies based on Reuven BarOn’s model of emotional intelligence. Your individual report will give you a total EQ score and sub-scores divided among five composite scales and fifteen content sub-scales. These composite scales and content sub-scales break out as: Intrapersonal (self-regard, emotional self-awareness, assertiveness, independence, and self-actualization), Interpersonal (empathy, social responsibility, and interpersonal relationships), Adaptability (reality testing, flexibility and problem-solving), Stress Management (stress tolerance and impulse control) and General Mood (optimism and happiness).

CONFLICT DYNAMICS PROFILE

  • The Conflict Dynamics Profile provides information on how others perceive someone in a conflict situation and the events that trigger stress and conflict for you.  (We call these buttons.)
  • Provides better management of hot buttons in real life situations using one's own emotions to help motivate difficult conversations and an understanding of differing perspectives.

MBTI

  • The Meyers Briggs Temperament Type Indicator Step II measures your personality across four continuums: Extroversion/Introversion (E/I), Sensing/Intuition (S/N), Thinking/Feeling (T/F) and Judging/Perceiving (J/P).
  • The E/I continuum measures your attitude toward the world; the source of your energy. An extrovert’s essential stimulation is from the environment—the outer world of people and things. Introverts get their essential stimulation from within—the inner world of thoughts and reflections.
  • The S/N continuum measures your ways of gathering information. The sensing function gathers information by way of the five senses—sight, sound, feel, taste, and smell. The intuition function processes information by way of a “sixth sense” or hunch.
  • The T/F continuum measures ways of making decisions. The thinking function decides on the basis of logic and objective consideration. The feeling function decides on the basis of personal subjective values.
  • The J/P continuum measures the manner in which you live (lifestyle). The judging lifestyle is decisive, planned, and orderly. The perceptive lifestyle is flexible, adaptable, and spontaneous.

FIRO-B

  • The FIRO-B identifies interpersonal qualities and dynamics of wanted vs. expressed behaviors. Produces scores on 6 dimensions and reveals how preferences for social patterns affect behavior patterns related to interacting with others, directing conversation and getting involved in supportive behaviors. 
  • The FIRO-B helps to understand how need for inclusion, control and affection can shape interactions with others at work or in their personal life. The instrument discerns the respondent’s own needs for inclusion, control and affection, as well as their expression of desire for inclusion, control and affection from others.

CANDIDATE  INTEGRATION  FEEDBACK
“BREAKFAST  OF  CHAMPIONS”

  • The ability to effectively give and receive feedback is an important assessment and leadership skill after the hire. The ability to give effective feedback correlates with the emotional intelligence competencies: emotional self-awareness, self-regulation, impulse control, empathy and interpersonal skills during the first 180 days. The feedback will only be shared among the evaluation team and candidate, and is treated as confidential
  • The evaluation feedback process is a structured exercise in which you learn to use the Situation, Behavior, Impact (SBI) model to assess another person’s behaviors and comments and then formulate and deliver feedback based on the impact their behavior has on you and others. The evaluators will provide information to help the new hire quickly integrate in real time with anonymous safe feedback at the end of 30,60,90 and 180 days. The candidate will also provide feedback to the evaluators during the same time period. This is not a performance review, but description of  situations and behaviors that will foster high performance, alignment and cultural fit
  • Learning to identify thoughts (perceived impact) about why someone is behaving the way they are and how to share these thoughts and feelings appropriately is at the heart of the SBI feedback model.



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