EQ-i (Emotional Intelligence)

The EQ-i 2.0 (Emotional Quotient Inventory) is the world's standard tool for measuring emotional intelligence. It assesses a person's ability to perceive, understand, manage and use their own emotions and those of others — a key factor in leadership performance and executive coaching.

Category Emotional and social intelligence (an emotional-competency model)

Average cost Paid (Multi-Health Systems — MHS licence) — pay-per-use pricing, annual subscription

Certification required Yes — EQ-i 2.0 certification is mandatory (2-day MHS-accredited course)

When to use it

Where it applies

→Recruitment. Excellent predictive validity for roles with a strong relational component (management, sales, HR, customer service). Assesses emotional maturity and the ability to handle pressure.
→One-to-one coaching. The tool of choice for executive coaching and leadership development. The detailed report gives a concrete roadmap for developing emotional competencies. An EQ-i 360 version is available for multi-source feedback.
→Team-building & management. Mapping a team's collective emotional intelligence. Identifies collective emotional blind spots and helps define targeted development plans.

The underlying model

How the model works

The EQ-i 2.0 rests on Reuven Bar-On's model, which defines emotional intelligence as a set of learned, developable competencies — unlike IQ, EI can keep growing throughout life. The model is organised into 5 composites and 15 competencies.

1Self-perception. Emotional self-awareness, self-regard, self-actualisation — the foundation for everything else.
2Self-expression. Emotional expression, independence, assertiveness.
3Interpersonal intelligence. Interpersonal relationships, empathy, social responsibility.
4Decision-making. Problem-solving, reality testing, impulse control.
5Stress management. Flexibility, stress tolerance, optimism.

The report also computes a Well-Being Indicator, a meta-score reflecting overall emotional state at the time of testing — often the first thing a coach looks at. The EQ-i 360 version crosses self-perception with the perception of colleagues, managers and the team: the gap between the two reveals excessive modesty or critical blind spots.

References: mhs.com · eq-i.fr (French distributor).

Wrap-up

Strengths and limits

Strengths

✓The best predictive validity for management and leadership performance among all EI tools.
✓An actionable report with specific development recommendations per competency.
✓A 360 version is available to cross self-perception with others' perception — ideal for executive coaching.

Limits and biases

✕A self-report tool: sensitive to social desirability (a person with low self-awareness can overrate themselves).
✕Higher cost and certification complexity than average — an investment to plan for.
✕Measures competencies as the person perceives them, not necessarily as others observe them (hence the value of the 360 version).

Resources

Other personality assessments

Psychometric traits Big Five / OCEAN 5 fundamental traits in continuous scores, the most scientifically validated framework. Typological MBTI / 16Personalities 16 personality types from 4 Jungian dichotomies, team-building's tool of choice. Behavioural DISC / Colour Method 4 observable behavioural styles, widely used in management and sales. Psychometric SOSIE Crosses values, traits and professional interests — the French standard in executive recruitment. Deep motivations Enneagram 9 personality structures rooted in fundamental motivations and fears.

Want to go further with the EQ-i?

Whether you are a candidate preparing for interviews or a company running a hiring process, this assessment can be built into your approach.