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12% of your success comes from your rational brain....but
88% is born in the emotional brain.

Get Smart - Be Emotionally Intelligent

The Emotional Quotient Inventory 2.0 (EQ-i 2.0) measures an individual’s emotional intelligence. Science and professional feedback from the EQ-i® strengthened the direction of this second generation assessment. Now, it’s a complete experience with a new and intuitive model, customizable reports, and an online platform for easy administration.


The reliability of an assessment is often referred to as its consistency.

 The two most important types of reliability for assessments are:

  • Internal Consistency: refers to how well all the items of a certain scale measure the same idea

  • Test-Retest: refers to how well the assessment can produce the same results over time for the same person

The EQ-i 2.0 exhibits strong reliability, both in terms of internal consistency and test-retest. This means that your clients’ scores will remain stable over time (unless development efforts are used to improve their scores) and that items measuring a certain subscale all tap into aspects of that subscale. 


Validity ensures the accuracy and usefulness of an assessment. Although there are many different types of validity, they all focus on ensuring the assessment is measuring what it was designed to measure and whether it can predict important outcomes and can be assessed through a combination of several different types of validity evidence.

The EQ-i 2.0 was originally developed in North America but has been used in all regions of the world. The structure of the test, the consistency and accuracy of the items, and the results produced have been replicated across the globe and continues to enable a wide variety of cultures and languages to use the tool effectively to measure emotional intelligence. Overall, the EQ-i 2.0 has extensive evidence supporting its external validity: Predicts job performance, can be used to predict and improve leadership competencies, holds up in different regions across the world and is based on a history of assessment research spanning decades.

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Designed for use in a wide variety of coaching and development situations and work settings. It focuses on the impact of emotional intelligence at work and offers suggestions for working more effectively with colleagues, supervisors, and clients. Both a coach and client version are generated. 

Specific applications for this report are:

  • Individual Development

  • Organizational Development

  • Career Counseling/Outplacement Services


Examines EQ-i 2.0 results through four key dimensions of leadership: Authenticity, Coaching, Insight, and Innovation. As an option, client's results can be compared against those of top leaders, creating a coaching benchmark for exceptional EI performance. The leadership report also contains insights on the leadership and organizational implications of your client's results, information about which skills have the highest potential to be leadership derailers, as well as strategies for development aimed to help your client reach their true leadership potential.

Specific applications for this report are:

  • Leadership development

  • Executive development and coaching

  • Developing high potential leaders

  • Compare results against the top leader as a benchmark

Creative Working


Used when an organization wishes to work on team-level strategies as it enables discussion around team-level implications of EI. The Group Report combines the EQ-i 2.0 scores of individuals in a manner that enables interpretation at the group or team level. This report provides the participants' individual scores while maintaining their anonymity. An overview that identifies group strengths, as well as areas where the group can be more effective, is presented. Implications at an organizational level are examined and strategies for action that can further develop the group's potential are recommended.

Specific applications for this report are: 

  • Providing group or team feedback on EQ-i 2.0 results

  • Team building

  • Improving group dynamics

  • Providing an organizational summary or report of an EQ-i 2.0 program

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