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How do you choose the right emotional intelligence assessment tool for your needs and goals?

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Emotional intelligence (EI) is the ability to understand and manage your own and others' emotions, and to use them effectively in various situations. EI can help you improve your relationships, performance, well-being, and leadership skills. But how do you measure your EI and identify your strengths and areas for improvement? There are many emotional intelligence assessment tools available, but not all of them are reliable, valid, and suitable for your needs and goals. In this article, we will guide you through the process of choosing the right emotional intelligence assessment tool for you.

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Felice Tilin, Ph.D.

Organization Development and Leadership Coach, President and CEO at GroupWorksConsulting LLC and the Coaching Leader…

1 Define your purpose

Before you select an emotional intelligence assessment tool, you need to clarify why you want to measure your EI and what you hope to achieve from it. Do you want to assess your current level of EI and compare it with others? Do you want to develop specific EI skills and competencies? Do you want to use EI as part of your recruitment, selection, or development process? Depending on your purpose, you may need different types of emotional intelligence assessment tools, such as self-report, 360-degree feedback, or performance-based tests.

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Felice Tilin, Ph.D.

Organization Development and Leadership Coach, President and CEO at GroupWorksConsulting LLC and the Coaching Leader Program , Academic Director, Executive Coaching Program, University of Pennsylvania
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I use the ESCI 360 tool (emotional social competency inventory) to help clients gain insight into how people perceive their emotional intelligence at work. The Emotional Social Competency Inventory (ESCI) is a tool for assessing the emotional and social intelligence competencies of individuals in the workplace developed by Richard Boyatzis and Daniel Goleman, the author of the book "Emotional Intelligence". The ESCI assesses 12 key competencies: self-awareness, self-regulation, self-motivation, empathy, social awareness, influence, team leadership, conflict management, collaboration and cooperation, adaptability, achievement orientation, and initiative.

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George Anderson MSW, LCSW, BCD, CAMF

Emotional Intelligence Coach
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As an Emotional Intelligence Coach for Executive Coaches, I use assessments for leadership, disruptive behavior, burnout as well as empathy. I use the EQ-i-2.0 Assessment with different focus and report based on the reason for the referral. I use the 360 degree assessment when a client's results on the EQ-i-2.0 is invalid based on an attempt on the part of the client to make him or herself look good or the opposite. I also use the 360 for leadership in order to gain the views of his or her team or direct reports. Personality tests are rarely useful for Emotional Intelligence.

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Joshua Freedman

Building trust-centered leadership, teams & organizations where people can be & do their best. MCC, CEO of Six Seconds - the global emotional intelligence community
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This question is crucial. Some tools are built for research, some are built for competency profiling. The SEI, from Six Seconds, is build for growing emotional intelligence. After earning certification in and using 3 different popular tests, I found (a) none focused enough on using emotions as a resource, and (b) all were about diagnosis and not what’s next. We built SEI with a global team as part of the 6seconds.org mission to increase the world’s emotional intelligence. So it provides deep insight… and a map for growth. Now over 550k people have used it in 30 languages over 140 countries.

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2 Consider the model and dimensions

Emotional intelligence is not a single construct, but a multidimensional concept that can be defined and measured in different ways. There are various models and frameworks of EI, such as the ability model, the mixed model, the trait model, and the competency model. Each model has its own assumptions, definitions, and dimensions of EI, and each dimension may have different subcomponents or indicators. For example, the ability model consists of four dimensions: perceiving emotions, using emotions, understanding emotions, and managing emotions. The mixed model consists of five dimensions: self-awareness, self-regulation, motivation, empathy, and social skills. You need to consider which model and dimensions best fit your purpose and context, and choose an emotional intelligence assessment tool that aligns with them.

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3 Evaluate the reliability and validity

Reliability and validity are two key criteria to evaluate the quality and accuracy of any psychological measurement. Reliability refers to the consistency and stability of the measurement over time and across different situations. Validity refers to the extent to which the measurement measures what it claims to measure and predicts relevant outcomes. You need to check the reliability and validity of the emotional intelligence assessment tool you are considering, and look for evidence that supports its claims. For example, you can look for information on the test-retest reliability, the internal consistency, the convergent and discriminant validity, the criterion validity, and the predictive validity of the tool.

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Joshua Freedman

Building trust-centered leadership, teams & organizations where people can be & do their best. MCC, CEO of Six Seconds - the global emotional intelligence community
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It’s quite easy to make an assessment and quite difficult to make one that’s got strong psychometric properties AND real-world impact. I’ve coauthored 6 validated tools and dozens of variations of these, and based on that, I created a few short videos to explain what this means and why it’s crucial — https://www.youtube.com/playlist?list=PLspdzb_3PzaEGXo1YCK0t4rV6YGUXX5Oh Short story: look for tools used in real-world published case studies AND peer reviewed research.

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4 Compare the features and benefits

Once you have narrowed down your options based on your purpose, model, and reliability and validity, you can compare the features and benefits of each emotional intelligence assessment tool. Some of the features and benefits to look into include the length and format of the tool, such as how long it takes to complete and if it is online or paper-based. Additionally, consider the feedback and report provided by the tool - does it give scores, interpretations, recommendations, and action plans? Does it include normative data and benchmarks? Furthermore, you should look into the cost and accessibility of the tool - how much does it cost to use? Is it available for individual or organizational use? Is it easy to access and administer? Lastly, research the support and resources provided by the tool provider - what kind of support is available? Are there any additional resources or services available such as coaching, training, or certification?

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5 Try it out

Finally, the best way to choose the right emotional intelligence assessment tool for your needs and goals is to try it out yourself. You can take a sample test or a free trial, if available, and see how you feel about the tool. You can also ask for feedback from others who have used the tool, such as your peers, colleagues, or coaches. You can also compare your results with other tools or methods of measuring your EI, such as self-reflection, observation, or feedback. By trying out the tool, you can get a sense of its strengths and limitations, and decide whether it meets your expectations and requirements.

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Joshua Freedman

Building trust-centered leadership, teams & organizations where people can be & do their best. MCC, CEO of Six Seconds - the global emotional intelligence community
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Also look at the cases to see how the tool is used in the field. There are several on the Consortium for Research on Emotional Intelligence in Organizations and a great searchable library of cases from business, education, social impact, healthcare and govt on www.6seconds.org/cases

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How do you choose the right emotional intelligence assessment tool for your needs and goals?

1

2

3

4

5

1 Define your purpose

2 Consider the model and dimensions

3 Evaluate the reliability and validity

4 Compare the features and benefits

5 Try it out

Emotional Intelligence

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How do you choose the right emotional intelligence assessment tool for your needs and goals?

1

2

3

4

5

1 Define your purpose

2 Consider the model and dimensions

3 Evaluate the reliability and validity

4 Compare the features and benefits

5 Try it out

Emotional Intelligence

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