Emotional Intelligence

In Short

Develop self-awareness, self-regulation, empathy and social skill
Best for: EQ assessment and development
Emotional Intelligence is a structured tool for coaching and facilitation. Develop self-awareness, self-regulation, empathy and social skill. It provides a repeatable framework that can be adapted to individual, team, and leadership development contexts.
Type of tool: EQ assessment and development
Expected outcomes:
- Improved ability to develop self-awareness, self-regulation, empathy and social skill
- Improved capacity to the profile -- identify strengths and development priorities
- A concrete action or development plan to take forward from the Emotional Intelligence process

In Detail

Emotional Intelligence is a diagnostic instrument designed to help coaches, leaders, and facilitators develop self-awareness, self-regulation, empathy and social skill. It sits within the category of EQ assessment and development, making it particularly useful for practitioners working on capability development, team performance, and individual growth in organisational settings.

In practice, Emotional Intelligence is delivered as a 5-step process. The process begins by introduce Goleman's five EQ competencies: Self-Awareness, Self-Regulation, Motivation, Empathy, Social Skills. The session closes by build specific behavioural practices for the priority area. The structured approach ensures that participants move through a consistent experience while leaving room for the facilitator to adapt pacing and depth to the group's needs.

Emotional Intelligence is particularly valuable when objective data is needed to anchor a coaching conversation. Assessments reduce the risk of coaching being driven solely by the coachee's self-perception, introducing external reference points that open up new lines of inquiry and development.

How to Use

1. Introduce Goleman's five EQ competencies: Self-Awareness, Self-Regulation, Motivation, Empathy, Social Skills. 2. Administer an EQ assessment (EQ-i, TalentSmart, or Casper Oelofsen's Head/Heart/Gut form in folder). 3. Debrief the profile -- identify strengths and development priorities. 4. Focus on the competency with greatest leverage for the individual's role. 5. Build specific behavioural practices for the priority area.

Pros and Cons

Pros	Cons
Provides objective, data-driven insights that reduce reliance on self-perception alone Creates a concrete baseline for measuring development progress over time Gives the coachee language and evidence to discuss development needs with stakeholders	Requires validated instruments and trained practitioners to administer and interpret correctly Results can be threatening or demoralising if not framed carefully by the coach Data reflects a point-in-time snapshot and may become outdated as context changes

Created by Daniel Goleman (popularised); Salovey & Mayer (originated)

When to Use

This tool is suited to the following coaching and facilitation contexts:

Context	Relevant
Individual Coaching	✓
Team Coaching
Leadership Development
Facilitation / Workshop	✓
Online / Virtual

This tool also appears in the Strategy Catalog (WESC): Emotional Intelligence

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