This is a sample report. It shows what you'll receive after completing the assessment. Your real report will be personalised to your answers.
Emotional Intelligence
Your Profile Report
Primary Style:
Social Awareness
Social Awareness as your strongest competency means you read people at unusual depth — emotions, unspoken dynamics, organisational currents. High-empathy profiles excel in customer, leadership, and advisory roles (Riggio & Reichard, 2008).
Your Emotional Intelligence shapeFurther from the centre = higher score on that dimension.
Dimension Scores
Self-AwarenessModerate
58%Developing Self-Awareness — Highly Self-Aware
Recognising your own emotions, strengths, and limitations
Regulating emotions, adapting to change, and maintaining drive
Social AwarenessModerate
62%Developing Social Awareness — Highly Socially Aware
Empathy, organisational awareness, and reading social cues
Relationship ManagementModerate
45%Developing Relationship Skills — Highly Skilled in Relationships
Inspiring others, managing conflict, and building bonds
Your profile in depth
A detailed read of each dimension at your score band, with what's likely a strength, what to watch, and where to invest.
Self-Awareness
Moderate · 58%
You have a working understanding of your emotional patterns and how you come across. You'll notice big signals but may miss subtler ones.
Strengths
Functional self-knowledge
Balanced introspection
Watch for
Subtle patterns slip past you
Triggers catch you off guard
Try this
Debrief hard conversations within 24 hours
Name one thing about your impact you want to learn this quarter
From the research: Self-awareness is the strongest unique predictor of leadership effectiveness among the four EQ factors (Church, 1997); low self-awareness is a signature derailer pattern.
Self-Management
Moderate · 58%
You manage emotion well most of the time and slip under strong stress. Your regulation holds for routine challenges and can be overwhelmed by compound pressure.
Strengths
Reliable under normal demand
Recovers within acceptable range
Watch for
Compound stressors breach threshold
Regulation may come at cost of suppression
Try this
Identify the conditions that push past your threshold
Distinguish healthy regulation from suppression
From the research: Self-management (emotion regulation) predicts both wellbeing and objective performance; reappraisal strategies are especially protective (Gross, 2015).
Social Awareness
Moderate · 62%
You read obvious signals and miss subtler ones. You can engage relationally when you notice the need but don't lead with it.
Strengths
Adequate relational reading
Can shift modes when prompted
Watch for
Misses subtle signal
May under-engage until problems surface
Try this
Make time for relational check-ins on recurring 1:1s
Look for non-verbal cues
From the research: Empathy predicts team performance (Kellett et al., 2006) and correlates with transformational leadership (Barling, Slater & Kelloway, 2000).
Relationship Management
Moderate · 45%
You handle most relational situations competently without being a natural. You'll navigate conflict and build rapport when stakes are clear.
Strengths
Adequate across normal range
Can raise game when needed
Watch for
May default to task mode
Under-invests in stakeholder capital
Try this
Treat relationships as proactive investments
Notice which situations take more effort than they should
From the research: Relationship management is the EQ factor most predictive of leadership effectiveness and team climate (Boyatzis, 2009).
Strengths
No dimensions scored high this time. Your profile is balanced across areas.
Growth Areas
No low-scoring dimensions — nothing stands out as a growth area from this assessment.
Well-being Indicator
A composite view of your emotional resources, weighted toward the EQ dimensions most closely tied to resilience and relational stability: Self-Management, Relationship Management, and Self-Awareness.
holding
You're holding steady — coping well within normal range but with limited slack when demands spike. Composite 55/100. The lever to raise this band is whichever of Self-Management (58%) or Relationship Management (45%) scored lower; the other is already carrying weight.
Emotional Triggers Map
These are the workplace situations most likely to catch your profile off-guard, ordered by how loudly they're likely to land. For each trigger, we've paired a short narrative on how it tends to land with a calming strategy you can practise.
Disagreement
moderate likelihood
You can usually hold a position under pushback without escalating or caving. The strategy below sharpens that skill for high-stakes rooms.
Calming strategy
When disagreement hits, repeat back the other person's core point in your own words before responding. The act of summarising buys you 10 seconds of regulation time and often reframes the disagreement as smaller than it first appeared.
Social rejection
low likelihood
You notice relational cooling early and usually know whether it's your work to repair. The strategy below helps when it isn't obvious.
Calming strategy
Before spiralling on "why weren't we included", test the cheapest hypothesis: ask. A single direct message ("noticed I wasn't on the invite — anything I should know?") resolves 80% of these without drama.
Criticism
low likelihood
Critique still stings, but your Self-Awareness helps you separate the feedback from your identity within a minute or two. The strategy below keeps that gap short.
Calming strategy
When critique lands, name the feeling out loud or on paper ("this feels like an attack") before engaging with the content. Give yourself 60 seconds before responding — just long enough for the limbic reaction to subside.
Perceived incompetence
low likelihood
You notice the incompetence-shame reaction quickly, which is half the battle. The strategy below helps you keep engaging rather than retreating.
Calming strategy
Reframe "I don't know this yet" as the actual truth — not as evidence of permanent deficit. Ask the dumb question in the first 30 seconds of the meeting; the longer you wait, the harder it becomes.
Scenario-Based Guidance
Four workplace situations where emotional intelligence is the active ingredient. Each response is tuned to where your profile is strongest — and where it's most likely to need a deliberate move.
A teammate tears your work apart in a review — in front of others, using language that feels more dismissive than constructive.
You'll feel the sting more than you'd like, but you can work with it. Don't respond in the moment — "let me come back to you on this" is a complete sentence. Within a day, separate what was useful (there's usually some) from what wasn't (the delivery, the audience). Address both privately.
You're handed a role or project you feel genuinely unprepared for, and the person handing it to you clearly expects you to figure it out.
The gap between where you are and where the role needs you is real, and pretending otherwise costs more than admitting it. Ask for a weekly 30-minute check-in for the first month — not to be managed, but to have a sanctioned space to say "I'm stuck on X." People who hand out stretch roles almost always underestimate how much early scaffolding helps; make it easy for them to provide it.
Your manager has gone silent on a decision you need, and the silence has stretched from days into a week. You're starting to read meaning into it.
Don't read meaning into silence that may just be overload on their end. Send one clear message: what you need, by when, and what you'll assume if you don't hear back. If you still don't hear back in 48 hours, escalate at the next calendar handle you have — a standup, a 1:1, a Slack thread. The issue is the decision, not the relationship.
A colleague you work with daily is visibly struggling — not asking for help, but the signs are there. You're not sure whether to say something.
You've noticed, which matters. Keep the intervention small: a 30-second check-in in a moment that already exists (after a meeting, in a hallway) carries less social weight than a scheduled conversation and is easier for them to accept or deflect. Once is enough; forcing it is worse than not asking.
Empathy Profile
Empathy isn't one thing. It comes in three forms — thinking with, feeling with, and acting for — and they don't always move together. These bars approximate your balance across the three.
Cognitive EmpathyUnderstanding what others think and why
60%
Emotional EmpathyFeeling what others feel
61%
Compassionate EmpathyMotivated to help and act
52%
These three bars are approximated from your Self-Awareness, Social Awareness, and Relationship Management scores — the instrument doesn't ask granular empathy items, so treat this as a lens on your profile, not a standalone measurement. Your strongest lean is Emotional Empathy — you feel what others feel, which makes rooms safer and conversations deeper. Watch the cost: without matching Self-Management, emotional empathy can leave you absorbing other people's weight all week. Protect recovery time and practise naming what's yours versus what you've picked up.
About this assessment
Emotional Intelligence synthesises two research traditions: Salovey & Mayer's (1990) ability model, which treats EI as skills for perceiving and regulating emotion, and Goleman's (1995) mixed model, which adds competencies like motivation and social skill. This assessment covers four modern competencies: Self-Awareness, Self-Management, Social Awareness, and Relationship Management.
Meta-analyses show EI predicts job performance above and beyond cognitive ability and Big Five traits, especially in emotionally demanding roles (O'Boyle et al., 2011; ρ ≈ 0.24). Unlike personality, EI is substantially trainable — structured interventions produce reliable gains (Schutte et al., 2013).