What is the EQ-i model of Emotional Intelligence?

The EQ-i 2.0 model of emotional intelligence is an online assessment tool that produces an overall snapshot of one’s emotional intelligence.

The Emotional Quotient Inventory (EQ-i®) and the EQ 360® have been instrumental in helping individuals and organizations predict and improve human performance. The latest revision, the EQ-i® 2.0 and EQ 360® 2.0, integrate feedback from over 700 leaders, coaches, counsellors, participants, and researchers to provide the most advanced and thoroughly researched measure of emotional intelligence in the assessment industry.

Recent research and case studies from premier organizations demonstrate that selection and development initiatives based on the EQ-i 2.0 and EQ 360 2.0 can help organizations cut costs and mitigate risks. The results obtained from this inventory can have a huge impact on an organization’s bottom-line because they provide valuable insight regarding the respondent’s ability to be successful in dealing with environmental demands and pressures.

The EQ-i 2.0 provides a unique feedback experience for the respondent by quantitatively indicating emotional skills that need improvement. Detailed, visually impactful reports help give a balanced view of a person’s potential for succeeding in life.

A common misinterpretation of EQ is that it is about always being nice.

“Rather, it’s about the ability to use the right emotion at the right time to get the right result. It requires the ability to read the other person, know how far you can push their buttons, and knowing when to back off and when to persist. If it is done with good intentions, even though unpleasant at the time, the payoff can be rewarding.”

– Steven Stein, author, The EQ Leader.


What does the EQ-i 2.0 measure?

The EQ-i 2.0 and EQ 360 2.0 measure a set of emotional and social skills that influence the way we:

  1. Perceive and express ourselves,
  2. Develop and maintain social relationships,
  3. Cope with challenges, and
  4. Use emotional information in an effective and meaningful way.

The EQ-i 2.0 model of emotional intelligence is comprised of fifteen factors across five categories of functioning. These skills, which form the building blocks of abilities such as communication, resilience, and time management, can be mapped theoretically and empirically to job competencies, productivity, academic performance, and other measures of success to help predict and improve functioning.

Factors of Emotional & Social Functioning


Feelings of inner strength and confidence, persistence in the pursuit of personally relevant and meaningful goals while understanding what, when, why, and how different emotions impact thoughts and actions.

  • Self-regard
  • Self-actualisation
  • Emotional Self-awareness



Addresses the outward expression/ action component of self-perception. The propensity to remain self-directed and openly expressive of thoughts and feelings, while communicating these feelings in a constructive and socially acceptable way.

  • Emotional Expression
  • Assertiveness
  • Independence

Develop and maintain relationships based on trust and compassion, articulate an understanding of another’s perspective and act responsibly while showing concern for others, their team, or their greater community/ organization.

  • Interpersonal Relationships
  • Empathy
  • Social Responsibility

The way in which one uses emotional information and how well one understands the impact emotions have on decision-making, including the ability to resist or delay impulses and remain objective so to avoid rash behaviours and ineffective problem-solving.

  • Problem-solving
  • Reality Testing
  • Impulse Control
Stress Management

The ability to cope with the emotions associated with change, and unfamiliar and unpredictable circumstances, while remaining hopeful about the future and resilient in the face of setbacks and obstacles.

  • Flexibility
  • Stress Tolerance
  • Optimism

Application of the EQ-i 2.0

In the Workplace

The EQ-i 2.0 and EQ 360 2.0 are versatile in workplace environments. For instance, because of the brevity and the multifaceted information that it supplies, the EQ-i 2.0 can be used by employers (via EQ-i 2.0 certified practitioners) to provide greater insight when looking for emotionally healthy and high potential personnel. Supplemented by additional sources of information, such as interviews and the results of other assessments, the EQ-i 2.0 can make the recruitment and selection process more reliable and more efficient.

Career Development

In a career development context, the EQ-i 2.0 and EQ 360 2.0 can be used with current staff to evaluate ongoing functioning and well-being of employees, particularly when this functioning is linked to organizational competency frameworks or other performance metrics that indicate success within a given organization. It may also be a tool for gauging the impact and effectiveness of organisational change and restructuring (i.e., before and after organizational changes).

The EQ-i 2.0 also enables qualified professionals to create tailor-made training programs to improve the emotional skills and functioning of employees, teams, and the company as a whole.

Team & Group Development

The EQ-i 2.0, can also be useful in group or team development. Particularly useful in this regard is the EQ 360 2.0 assessment, a multi-rater feedback instrument that is invaluable for assessing an individual’s strengths/weakness from a self/others’ perspective (i.e., comparison of ratings from observers together with ratings on the EQ-i 2.0). A large part of effective and smooth teamwork is knowing each member’s strengths and weaknesses and leveraging those strengths whenever possible. Pinpointing this kind of information can prove to be a bonding experience that unifies, synchronizes, and/or strengthens the group.

In Placement (Star Performer Profiles)

The EQ-i 2.0 can be used to predict a candidate’s likelihood of success, compared to high performers in a particular role or position. The process involves benchmarking emotional intelligence skills to determine the subscales that are associated with high performance in specific roles, training or academic programs, or other placements. The resulting profiles sometimes referred to as “star performer profiles,” can be used to increase the reliability and efficiency of a selection or approval process by providing a critical perspective about the skills that candidates will need to perform in their roles.

Benchmarking also provides a way to evaluate a candidate’s fit against organizational/situational culture and results in increased potential for success and retention. Training and coaching become more effective, as they can be targeted at emotional and social skills that are empirically linked with high performance. Additionally, training can give individuals opportunities to learn the specific skills they will need to move along specific career paths.

Types of EQ-i Assessments

Individual Assessment: EQ-i 2.0

The EQ-i 2.0 consists of 133 brief items using a five-point response scale. It takes approximately 20 to 30 minutes to complete the EQ‑i 2.0, but there are no imposed time limits. The EQ-i 2.0 is suitable for individuals 18 years of age and older. The assessment provides:

  • A total EI score,
  • Five composite scale scores, and
  • Fifteen subscale scores.

EQ‑i 2.0 raw scores are converted into standard scores based on a mean of 100 and a standard deviation of 15. As with the EQ-i, raw scores are of limited value on their own. Converting raw scores to standard scores facilitates comparison of the respondent’s scores to the scores of the normative sample and, theoretically, to the rest of the population. High EQ‑i 2.0 scores (above 100), as with the previous version, indicate emotionally intelligent people, while lower scores indicate a need to improve emotional skills in specific areas.

360-degree Assessment: EQ 360 2.0

360-degree assessments (also known as multi-rater feedback or multisource feedback) are a performance evaluation method that provides an individual with the opportunity to receive feedback from his/her co-workers or colleagues (e.g., supervisor, co-workers, peers, direct reports).

The primary goal of a 360-degree assessment is to give an individual a deeper understanding of his/her work functioning from multiple perspectives. 360-degree feedback is usually part of a developmental planning process, with its goal being to create awareness and to establish sustainable, long-term personal growth.

The underlying tenet for use of multi-rater feedback is that data about one’s specific workplace functioning, when compared with internal perceptions, are used as a means for enhancing self-awareness and subsequent behavioural change.

The EQ 360 2.0 is a multirater version of the multi-rater that assesses the same emotional and social skills as the self-report but from an observer’s perspective. Participants nominate who they would like to get feedback from when they complete their self-report. Raters then complete the EQ 360 2.0 online and results are tabulated simultaneously into one comprehensive report for the participant.

The Individual & 360-degree Leadership Report

The EQ-i 2.0 & EQ 360 2.0 Leadership Report were designed for those who work with leaders of all levels, to provide an in-depth look at EQ strengths and weaknesses through the lens of leadership.

An exhaustive review of the literature surrounding EQ and leadership was conducted as well as market research to determine which leadership dimensions were most applicable to EQ-i 2.0 consultants and administrators. The philosophy behind the leadership research was to arrive at a succinct set of leadership dimensions that underpinned most leadership models and provided a framework for organising the EQ-i 2.0 subscales in a way that effectively highlighted leadership development areas for a client.

The review of the literature led to the arrival of four common leadership dimensions that were inherent to most definitions and models of leadership: Authenticity, Coaching, Insight and Innovation.

The Leadership Report determine which EQ-i 2.0 subscales help fuel success in each leadership dimension and which ones contribute to leadership derailment.

Source: MHS.com