Project Description

Including both ‘Workplace’ and ‘Leadership’ options, the 360 Emotional Intelligence feedback assessment enables an individual to have their own Emotional Intelligence assessed, not only by themselves but also based on how others (peers, subordinates, line-managers etc) see them. This is an excellent indicator of how an individual demonstrates their Emotional Intelligence in the workplace.

What is the EQ 360 2.0?

The EQ 360 2.0 is a multirater version of the EQ-i 2.0 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 assessment online and results are tabulated simultaneously into one comprehensive report for the participant.

The Assessment Process

A link will be sent to the client taking the test and also to each person that they have nominated to also provide their anonymous EQ 360 2.0 assessment. The EQ assessment consists of 133 brief items using a five-point response scale. It takes approximately 15 to 30 minutes to complete the 360 version of the assessment online from any computer with an Internet connection and there are no imposed time limits. The EQ 360 2.0 is suitable for individuals 18 years of age and older.

Once completed, the client will receive a detailed EQ 360 assessment report, and the EQ Coach, who will be in receipt of a separate ‘Coaching Report’, will deliver a 1-2hr feedback session on the results.

Click here for a sample EQ 360 2.0 report

The assessment report provides:

  • a total Emotional Intelligence score,
  • five composite scale scores, and
  • fifteen subscale scores.

The EQ 360 2.0 and EQ-i 2.0 has excellent psychometric properties and is scientifically derived.

Optional next steps for the client to consider are, over a period of time, coaching sessions with the EQ Coach so that they may develop their EQ scores.

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The EQ-i 2.0 is a professional and reliable measure of emotional intelligence. It is the latest version of the renowned BarOn EQ-i, the world’s most popular emotional intelligence assessment.

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.

This questionnaire measures emotional intelligence in 5 composite areas with 15 separate sub-scales by asking candidates how frequently they use different emotional skills. Interpretation of scores on each scale focuses on the importance of achieving a balance across the profile. Unlike personality, which is considered relatively stable over time, emotional intelligence skills can be learned and developed as people develop in their careers.

Application of EQ-i 2.0

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 HR and OD consultants, psychologists, or EQ-i 2.0 certified users) 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.

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 organisational competency frameworks or other performance metrics that indicate success within a given organisation. It may also be a tool for gauging the impact and effectiveness of organisational change and restructuring (i.e., before and after organisational 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.

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 multirater 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, synchronises, 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 organisational/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.

In Academic Institutions

In the last decade, the topic of emotional intelligence has become integral to many post-secondary school curricula. From first-year Psychology survey courses to Master’s-level HR and MBA programs, the principle of balancing academic with emotional and social strengths has become a cornerstone in the education of many.

The EQ-i 2.0 provides a powerful teaching tool because it:

  • Employs a teachable, multifactor model of EI that makes it easy to orient students to the concept of EI,
  • Provides insightful, personalised results to students in a time-efficient manner; and is a real-life example of HR tools being used in successful businesses

The EQ-i 2.0 can be used to help educate students to be more aware of their emotions and those of others, to be successful reality testers and problem solvers, to cope better with stress, to be less impulsive, to be more positive about themselves, to get along better with others, and to enjoy their lives. Such “emotional training” adds an important aspect to education in that it would prepare learners to better cope with environmental demands and increase their ability to function and succeed in life.

The EQ-i 2.0 can also be used in educational settings, such as high schools, technical schools, colleges, and universities, to help school psychologists and counsellors identify students who are less likely to adequately cope with scholastic demands that could lead to dropping out of school and/or the possible development of emotional problems. Low scores in general, or as compared to well-performing student profiles (see the previous section), can offer insight into counselling these students.

For guidance and career counsellors, EQ-i 2.0 results may also serve as a basis for discussions about vocational and educational options. For instance, if a student is found to have difficulty in handling stress, becoming an air traffic controller may not be the best career choice. Further, if the EI profile indicates that a respondent currently has poor interpersonal skills, counsellors could advise the student to take a course or enrol in a training program in this area.

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Mark’s training style was very good. I liked how he got us to participate in role playing activities.

Nancy Rennie

I felt that Mark was able to use his own personal experience to add to a professional, focused and well-structured course. Would definitely use him again.

Rachel Jones

Great instructor skills, engaging and effective.

Imran Khan (IBM)

Excellent throughout, learnt lots of new knowledge to deal with conflict prevention.

William Mackie

Mark is very well organised and enjoys an excellent social element to his training and engages with the delegates. I enjoyed the course and learned a lot from him and his experience.

Ahmad El Masri

Very informative with great use of practical examples which I could encounter. Very well recommended to anyone in a similar role.

Steve Towers