Frequently asked questions about EI and EQ and the EQ-i 2.0
The EQ-i 2.0 emotional intelligence certification builds your knowledge of emotional intelligence as well as providing you with the skills to administer and debrief individual EQ-i 2.0 results. The training includes information on emotional intelligence as a discipline, its development, and why it has become more prevalent when discussing personal and professional development.
In addition, our facilitator has extensive experience in the use of the tool and is able to provide case studies of when it has been used to great success and when it is less effective.
By building your knowledge of the EQ-i 2.0 model, you also develop expertise in emotional intelligence as a discipline. Add to this the opportunity for you to self reflect on your own capability in relation to emotional intelligence, you will find you look at behaviour through a different lens.
Look at each model and decide which is the most useful for your purposes. We like the Bar-On Model because of the many years of research that went into its creation and the many research studies that support its ability to measure emotional intelligence skills accurately AND the fact that it is available as a self-report instrument and as a 360 degree (multi-rater) instrument. This makes it unique in the world of emotional intelligence assessments and makes the EQ-i 2.0 very flexible for use with a wide variety of types of clients.
Different models emphasis slightly different aspects. The Mayer-Salovey Model suggests that we all have a genetically pre-determined capacity for processing emotions and their assessment tool seems to be more like an IQ test in which the respondent is unlikely to obtain a higher score despite focused development efforts. On the other hand, the Goleman Model and the Bar-On Model are quite clear that their focus is learned competencies. However, personality type and/or other factors may predispose individuals to certain learned ‘EQ skills.’
According to the Encyclopedia of Applied Psychology, there are 3 major conceptual and psychometric models of emotional intelligence: 1) the Mayer-Salovey Model, as measured by the Mayer Salovey Caruso Emotional Intelligence Test (MSCEIT); 2) the Goleman Model, as measured by the Emotional and Social Competence Inventory (ESCI); and 3) the Bar-On Model, as measured by the Emotional Quotient Inventory EQ-i 2.0. Therefore, a definition is needed that includes all 3 approaches. Something like “being intelligent about emotions” is one that we like. We’ll be publishing a comparison of the 3 leading models soon.
The term “emotional intelligence” can sometimes be slightly misleading on first interpretation. It is not just about emotions and how we manage them as often stated. Rather the best definition I have read, as provided by MHS Assessments who own the EQ-i 2.0®, is that it is “a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way”.
It is important to note the emphasis on “social skills”. We are ultimately social beings, including in the workplace, and our ability to manage relationships and ourselves is paramount to our success.
We use the EQ-i 2.0 as a ‘first step’ in the process of EQ development. We are asking individuals to assess their own EQ and in our conversations with them about their results they increase their awareness of their own EQ and the various competencies they may want to focus on to improve their effectiveness. We then suggest the EQ 360 six to nine months later to deepen the learning by comparing the individual’s own assessment of their EQ with raters who see them ‘in action’ on a regular basis. This comparison is often very eye opening and leads to greater learning, growth, and development.
The EQ-i 2.0 is also used extensively as part of recruitment process with the Leadership Report particularly helpful when recruiting executives. The EQ360 is more often used when promoting from within the organisation.
Only people who have been trained by MHS Assessments can become EQ-i 2.0 accredited trainers. A list of trainers and distributors can be found on the MHS website under ‘Talent Assessments”. With changes in technology it is now possible for us to deliver training globally by utilising video conferencing. We run “virtual” certifications a number of times a year. If you are outside of Australia, you may wish to consider participating in one of our online certification programs. Details can be found here