An Associate Fellow of the British Psychological Society, Rob Williams is a Chartered Psychologist with over 25 years of experience working and designing tests. He is also the author of five psychometric test design books and has worked for the leading global psychometric test publishers including SHL, Kenexa IBM, MBTI, CAPP and SOVA Assessment.

Rob Williams Assessment’s EI assessment design clients

Welcome to our feature on EI assessment design and leadership assessment design.

Our other psychometric test design specialities

EI assessment design

Emotional intelligence (EQ) is not necessarily something you are born with. It is a skill that can be developed with consistent effort. EQ is one of those skills that can serve you well if you are not face-to-face with someone.

When we speak virtually, we need to pay extra attention to our tone, explaining context, and develop awareness as to how we are coming across. There is a reason why texts and emails sometimes get misconstrued. It’s because context and how we present something is often just as important as what we say.

Developing our EQ is important to understand how our actions and behaviors might affect others. If we learn to understand our emotions better, we are at less risk of emotional hijacking (a physiological response where emotions override reason) and therefore, saying or acting in a counterproductive way. We are also able to better balance social awareness with relationship management.

EI assessment

What are the core proficiencies that employees need to be developing in the hybrid workplace? In the World Economic Forum’s 2020 Future of Jobs Report, the survey authors designate over a dozen key skills which they call the “top skills” employees need for future success in the workplace.

EI assessment – Emotional Intelligence Profile

We work with PSI – the publisher of the Emotional Intelligence Profile.

Their emotional intelligence EI assessment, the EIP3:

Provides a method for both assessing and developing Emotional Intelligence.

Addresses the underlying attitudes that predict how effectively someone can manage their own emotions and behaviour to perform at work.

EI assessment

Such EI assessment allows organisations to:

Improve assessment decisions by gaining insight into an individual’s Emotional Intelligence and their Defensive Habits under pressure.

Help employees understand their strengths and development areas, and how they can manage their emotions and relationships better.

Maximise employee engagement by developing leaders who will build a positive climate which facilitates innovation, agility and well-being.

Establish and maintain a high-performance culture by cascading the application of EI throughout the organisation.

Think about your own most recent day at the office, and try to recall it in some detail. What would hidden observers have been able to learn had they been watching you?

But would these observers really understand your inner work life that day? Of course not. In having those conversations and writing those reports, you were not only dealing with the task at hand.

What is meant by EI assessment?

Well, emotional intelligence can’t be boiled down to a single score, as is done with IQ. You can’t just say that you’re “good” or “bad” at emotional intelligence.

You experience emotions, maybe mild states of satisfaction or irritation, maybe intense feelings of pride or frustration. And these perceptions and emotions affect your work motivation—with consequences for your performance that day.

Would hidden observers watching you go through the day really understand your inner work life? Of course not.

EI assessment design

Self-assessing your own Emotional Intelligence

Ask yourself these 3 questions:

Q1 – How differently do others see you?

Q2 – What matters the most (and the least) to you?

When you get your feedback from an assessment or your coach, let that inform what you want to improve.

What are your goals? How much do you want to get better at what you do now? Or where you want to go in the future.

Q3 – Which changes are you willing to make to achieve your goals?

  • Once you’ve determined which EI skills you want to focus on, identify specific actions that you’ll take.
  • Keep it specific. That helps you change the target habit.
  • You should also take every naturally occurring opportunity to practice the skill you’re developing, no matter how small.

We are assessment specialists in both work and education settings. For more insights into meaningful assessments contact Rob Williams Assessment for a comprehensive appraisal.