Looking at EI assessments can be very confusing as there are a number of different ways to measure emotional intelligence with no real consensus from research, from the academics and from the experts. This is partially due to the fact that there is no consistent model of emotional intelligence.
At the present time there are three ways that you can assess emotional intelligence.
Emotional competencies are not inborn talents, but are learned capabilities that can be worked on and developed to achieve outstanding performance. This is where coaching is helpful.
Working as a coach you can look at assessing emotional intelligence as part of the coaching process. The best approach is to find an emotional intelligence assessment that you are comfortable with using; one that you understand in terms of its application and its limitations and one that you know well.
Remember – your role is to coach not to act solely as an assessor and so your EI assessment should be used to identify, and agree, which areas to coach.
A specific assessment is, therefore, not as important as being able to use your chosen assessment efficiently and effectively. This must be done with the full agreement and understanding of the person that you are coaching in order to raise their self awareness.
The emotional intelligence assessment can be used to measure the success of you and your coaching by getting the person you are coaching to complete an assessment before you start coaching and then again after a few months of your coaching interventions. Changes in EI ability or subtle changes in personality traits, or a mix of both, will show up in the assessment to demonstrate how effective your coaching has been.
The Emotional Intelligence Pocketbook (The Pocketbook) by Margaret Chapman (Paperback - 20 Oct 2001)
The New Leaders: Transforming the Art of Leadership into the Science of Results by Daniel Goleman, Richard E. Boyatzis, and Annie McKee (Paperback - 6 Jun 2002)
Working with Emotional Intelligence by Daniel Goleman (Hardcover - 24 Sep 1998)
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