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Emotional Intelligence

Emotional Intelligence (often referred to as EQ) became common parlance in business in 1996 following the bestselling book by Daniel Goleman. His book (Emotional Intelligence: Why it can matter more than IQ) describes how individuals with equal IQ, schooling and opportunity can have such different outcomes in their work. EQ was hailed by the Harvard Business review as ‘…one of the most influential business ideas of the decade.’ Since then it has been used by many organisations to ensure they recruit and develop the best people.

But what is it??

In Goleman’s follow up book (The New Leaders: Transforming the Art of Leadership into the Science of Results) he describes the Emotional Intelligence ‘Leadership Competencies’ as falling into four broad areas:

Self-Awareness Social-Awareness
- Emotional self-awareness - Empathy
- Self-confidence - Service
Self-Management Relationship Management
- Self-control - Inspiration
- Transparency - Influence
- Adaptability - Developing others
- Achievement - Change catalyst
- Initiative - Conflict management
- Optimism - Teamwork and collaboration

The following questionnaire has been designed to measure key aspects of the model, namely:


  • Accurate self-assessment: Individuals high on this, know their strengths and limitations, and can laugh at themselves. They are opening to understanding where they need to improve and they invite and welcome feedback on their own performance. By having this accurate self-assessment, it helps them to know when to ask for help and where to focus their efforts to cultivate new strengths.
  • Self-confidence: Individuals high in this area, are able to play to their strengths. They are open to challenge and welcome difficult projects and assignments. They often have a sense of presence and demonstrate a self-assurance that means they stand out in a group.


  • Self-control: High scorers in this area are good at managing disturbing emotions and impulses and they learn can channel them productively. Someone high in self-management will be regarded by others as someone who stays calm in a crisis. They remain clear-headed and even when faced with difficult situations, they remain unflappable.
  • Adaptability: A high scorer in this area is well placed to juggle multiple demands and to remain focused and energised whilst doing so. They can handle ambiguous situations and tasks with ease, and are flexible when faced with new or changing circumstances. They can easily adjust their thinking when new realities or information comes their way.


  • Empathy: Empathic people are attuned to a wide range of emotional signals. They can feel and read the emotions in another person or group, even when they remain unspoken. They are good listeners and quickly understand the perspective other others. They are likely to be able to get along with a wide range of people from different backgrounds or cultures.
  • Service: Fostering a great relationship with customers or clients will be a high priority for people who score well in this area. They are likely to put processes in places to monitor client or customer satisfaction. It is important for them to understand what clients need and whether they are getting it. They make time for customers.

Relationship Management

  • Influence High scorers in this area, tend to know how to appeal to people. They know what to say and how to say it, in order to get buy-in from key people or to build support or networks. They are persuasive and others find them engaging when in a group.
  • Teamwork and collaboration: Creating a sense of team spirit is important to people who score high in this area. They are great team players and they create harmonious and friendly atmospheres in the teams where they operate. Not only that, they create similar enthusiasm amongst team members, resulting in strong collective effort. They expend energy creating and maintaining close relationships beyond the basics of what is required a work.

Complete the Emotional Intelligence questionnaire to find out which areas you score highest and lowest on.

Further reading

Your Results

The table below presents your scores ranked in order from the highest to the lowest, based on the way you responded. Remember, the questionnaire offers just a snapshot of this area and is not equivalent to a full questionnaire that might be used by employers. It merely provides an indication of where your scores might lie in this area. Go back to the definition of each scale to get a better understanding of what this means for you.

Scale Name Ranked Score classification
Scale 1 1 High
Scale 2 2 High
Scale 3 3 Medium
Scale 4 4 Medium
Scale 5 5 Low

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