What is EI?

As the EQ-i 2.0 measures emotional intelligence (EI), it’s important to consider what EI is, what it measures, and how is can impact people and the workplace.


Emotional intelligence is defined as “a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way.” Emotional intelligence (EI) as defined here and applied in the Emotional Quotient Inventory (EQ-i 2.0) reflects one’s overall well-being and ability to succeed in life.


While emotional intelligence isn’t the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas. Emotional intelligence is also not a static factor — to the contrary, one’s emotional intelligence can change over time and can be developed in targeted areas.


The EQ-i 2.0 measures the interaction between a person and the environment he/she operates in. Assessing and evaluating an individual’s emotional intelligence can help establish the need for targeted development programs and measures. This, in turn, can lead to dramatic increases in the person’s performance, interaction with others, and leadership potential. The development potentials the EQ-i 2.0 identifies, along with the targeted strategies it provides, make it a highly effective employee development tool.


The EQ-i 2.0 is versatile in workplace environments and can be used by employers — via HR and OD consultants, psychologists, or EQ-i 2.0 certified professionals — as a screening tool in hiring, leading to the selection of emotionally intelligent, emotionally healthy, and the mostlikely successful employees. Supplemented by other sources of information, such as interviews, the EQ-i 2.0 can make the recruitment and selection process more reliable and efficient. A sound recruiting process leads to higher retention rates and reduced turnover which can result in significant cost savings, improved employee effectiveness and increased morale.

Almost 25% of first-year students leave before their sophomore year. It is known that post-secondary life and increased rigor can be very demanding on students, thus affecting their future endeavors, as well as the post-secondary institutions' retention of students. Students often cite reasons for exiting higher education early as feeling overwhelmed, lonely, isolated, and having difficulty adjusting to the demands of college and university.

A student being emotionally self-aware is critical to mitigating these natural occurrences. It gives them the ability to develop strategies that will enable them to use their strengths, while improving on areas for enrichment. Emotional intelligence (EI) is related to both student grades and student retention. A higher EI, specifically interpersonal and stress management skills, translate into better grades and increased persistence in postsecondary education.

Using the EQ-i 2.0 Higher Education Report, will give you the information to help you not only identify these at risk students, but also allow you to pool resources to support the targeted population. This in turn will increase the overall educational satisfaction for students and increase the retention rate for institutions.

“It is very important to understand that emotional intelligence is not the opposite of intelligence, it is not the triumph of heart over head -- it is the unique intersection of both.”  -David Caruso

Leadership Development

Like most business people, you need to be bottom line focused and show real results in order to get buy-in from your key decision makers and clients. In other words, you need to prove how the EQ-i will really make a difference in: 

  • the TRAINING and DEVELOPMENT of your employees,
  • the development of your LEADERS, and
  • the SELECTION of highly qualified future leaders to your organization

I know what you’re up against. It’s not enough to say that it will work. You need to bring to the table evidence of a clear return on investment; that is: clear statistics and research that link the EQ-i to:

  • Higher sales and profits
  • Increased performance
  • Improved customer satisfaction
  • Decreased attrition rates
  • Reduction in training costs

So I want you to hear it right from them and show you their stories of success. “They” are the reputable organizations that have used the EQ-i and gone on to see exceptional performance improvements, and real bottom line results. These success stories go beyond mere testimonials. They give evidence of what you’re looking for: specific, measurable, and scientifically validated results that prove the EQ-i will be your most valuable and successful assessment tool for selecting and developing leaders of tomorrow.

Return on Investment 

EI & Leadership

Higher Education

Using Intangible Variables to Get Tangible Results