Behavioural Assessment

Emotional Intelligence has a huge impact on our Personal & Professional lives. Every thought of ours passes through the emotional filter. While emotional intelligence isn’t the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas. The good news is that Emotional intelligence is not a static factor. Emotional intelligence changes over time and can be developed in targeted areas.

We use EQ-i 2.0 and EQ 360 Assessment developed by Multi-Health Systems (MHS) team. The EQ-i® is the first scientifically validated Emotional Intelligence (EI) tool in the world ( source ei.mhs.com). EQ-i 2.0 captures emotional intelligence by dividing it into five general areas and 15 sub sections or scales.

Emotional Intelligence EQ i 2.0


The EQ-i 2.0 measures emotional intelligence (EI) and how it can impact people and the workplace.

Applications of emotional intelligence include:

This comprehensive assessment examines the following Emotional Intelligence competencies:

EQ-I- 2.0 – Five Key Areas With 15 Scales Of Measurement
The 1- 5 – 15 factor structure of the EQ-I 2.0 model features one overarching EI score (Total EI), broken down into five composite scores, which, in turn, are broken down into a total of 15 subscales.

The On EQ-I- 2.0 Assessment Instrument measures the client’s level of functioning in the areas of:

The scales on the EQ-I- 2.0 are interrelated, meaning that a deficit in one area can indicate and lead to a deficit in other areas, and the strengthening of one area, will lead to the strengthening of other areas.

Clients may choose between below:

Workplace Report vs. Leadership Report
The Workplace Report focuses on the impact of emotional intelligence on coworkers, supervisors, and clients, which can be used to develop current employees, or in evaluating the strength of prospective employees.
The Workplace Report is designed for use in a wide variety of development situations and work settings. It focuses on the impact of emotional intelligence at work and offers suggestions for working with colleagues, supervisors, and clients.
In recruiting, this report is useful when using scores to guide the selection of follow-up interview questions, and in identifying potential training and development needs.
The Leadership Report evaluates an individual’s strengths and weaknesses in emotional intelligence that correlate with leadership performance.
This report can help answer questions like: How will this individual manage a conflict, come up with creative solutions, or lead a multigenerational staff?

The Science Behind EQ-i 2.0 (Source: Multihealth Systems & Assessments www.mhs.com)

Several changes and advancements were made within the science behind EQ-i 2.0. While some of these changes are merely basic improvements over the previous version, others reflect major shifts in society and use of the assessment, and they will make a vast difference for assessment users.

Norms

With our rigorous process in building a large and highly representative normative sample, we set the basis for precise performance prediction. The EQ-i 2.0 normative sample includes 4,000 self-report ratings from adults residing in the U.S. (90% of the sample) and Canada (10% of the sample).
Data were gathered from all 50 U.S. states and the District of Columbia, as well as from all ten Canadian provinces. This sample includes 200 men and 200 women in each of the following age groups: 18–24, 25–29, 30–34, 35–39, 40–44, 45–49, 50–54, 60–64, 65+. Race/ethnicity, education level, and geographic region distributions are all within 4% of Census targets. This close match to Census means that the EQ-i 2.0 normative sample is highly representative of the North American general population; therefore meeting the highest scientific standards for norm sample development.
The need for an updated normative sample is of paramount importance, given the dramatic shift in cultural diversity levels, as well as changing attitudes and value systems in the North American population that have occurred since the original EQ-i was released.

Reliability and Validity

Reliability refers to the consistency or precision of scores (i.e., how consistently does the EQ-i 2.0 measure emotional intelligence?), and validity refers to how effectively the EQ-i 2.0 measures emotional intelligence (i.e., how well does the EQ-i 2.0 do what it is supposed to do).
Based on results from numerous statistical analyses, users of the EQ-i 2.0 can be confident that the scores generated by this assessment will be consistent and reliable. Results also revealed that the EQ-i 2.0 very accurately measures emotional intelligence. For example, decades of research now show the effectiveness of the EQ-i in measuring emotional intelligence, related concepts, and relevant outcomes. A very strong relationship has been found between the scores on the original EQ-i and the EQ-i 2.0 & EQ-360

Emotional Intelligence Assessment EQ 360

While the EQ-i 2.0® identifies the level of a cli­ent’s emotional and social functioning based on his or her responses, the EQ 360 assess­ment provides a more in-depth analysis by having those who work with the client pro­vide information as well. When observer rat­ings are compared with the results of an EQ-i 2.0 self-report, a more complete 360-degree profile emerges.

(Source: Multihealth Systems & Assessments, www.mhs.com)

The EQ 360 identifies key employee strengths that can be leveraged to the benefit of the organization, as well as impediments to high performance that could be improved. As with the EQ-i 2.0, the EQ 360 fea­tures significant changes based on data and feedback gathered over several years.

This feedback resulted in:

Clear Alignment with EQ-i 2.0

One important change that was requested was a better alignment between the EQ-i and the EQ 360. In the EQ 360, each of the 133 assessment items has a correspond­ing and equivalent item in the EQ-i 2.0. In addition, the EQ 360 reports are now set up in such a way that participants can view the results for each item across all rater groups; this even includes their self-report results. This improved alignment creates higher face validity because the results can be much more easily understood and report better interpreted. And, of course, the new EQ-i 2.0 model also applies to EQ 360.

Automated Set-up

The EQ 360 provides simplicity and automation — all based on direct customer feedback. For example, after participants have nominated their own raters, the system emails raters automatically with a unique URL that they then use to access the tool and to rate the participant. Having an auto­mated process makes it easy to work with the EQ 360 and it saves you time.

Workplace EQ 360 Report

The Workplace EQ 360 Report includes not only the feedback of all the raters but also the feedback of the participant — all in one consolidated report in both and client and coach’s version. This saves the participant time and effort in working through multiple reports, and it allows for better comparison and understanding of the feedback received. Reports are structured in a very clear and linear manner that is easy to follow and reference — making the Workplace EQ 360 an entirely positive user experience for both the client and the administrator.

Report Appearance

The Workplace EQ 360 features a one-page over­view, as well as providing a gap analysis which is a visual representation of the rate’s responses directly compared to the responses of the nominated raters. The gap analysis points out the areas where there is a high versus a low level of agreement between the rate and the raters, and it high­lights potential blind spots.

Personal Assessments

 

We use well-known Personality Assessments like DISC,MBTI & HOGAN.

DISC (Dominance, Influence, Steadiness, Conscientiousness)

DISC is a behavioral assessment tool that identifies an individual’s preferred behavioral style in a work environment. It’s a quick and easy tool to understand basic behavioral tendencies.

MBTI (Myers-Briggs Type Indicator)

MBTI is a personality assessment tool that explores how people perceive the world and make decisions. It focuses on cognitive preferences and categorizes people into 16 distinct personality types.

HOGAN

These assessments are a suite of personality assessments based on the Big Five model that delve deeper into potential derailers and motivations. They are designed for leadership development and selection purposes.

 

Culture Assessment

 

Culture Assessment Tests Organisational Culture Assessment Instrument (OCAI)

The OCAI serves as a diagnostic tool to uncover an organization’s current cultural makeup. The OCAI helps organizations identify their current culture, their desired culture, and the gaps between the two. This information can then be used to develop strategies for improving the organization’s culture.

We have our own House Behavioural Assessments designed by experts

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