Welcome to the EQ-i 2 0 EQ-360 2 0

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3 Leading Models of Emotional Intelligence Bar-On, 1985 - coined the term “EQ” to refer to social and emotional functioning, created a model of skills and competencies used to cope with demands and pressures *Mayer & Salovey, 1990 - 4 branch model of how the brain processes emotions and emotional information (Perceive, Use, Understand, and Manage) Goleman, 1995 - 4 quadrant model of “emotional competence” (Self and Social Awareness, Self-Mgt, Relationship Mgt) 3 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 49

Agenda Overview • • Welcome and Review Elements of EQ-i 2. 0: Subscales in Action Interpretation and Feedback Getting Buy-In Planning and Administration EQ-3602. 0 Module Link to Exam and Feedback (online) 4 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Introductions Who You Are: • • Name, Role, and Organization How will you work with the EQ-i 2. 0/EQ-3602. 0 Who are the biggest influences in your life? Expectations for the course 5 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Components of Certification (Page 3 in your manual) Part 1: Pre-work • Inventory and Feedback • E-learning modules Part 2: In-class • 2 days Part 3: Evaluation • Online after in-class portion - next slide Feedback Survey • Online after Exam • Receive Account Information • ICF CCEU’s - contact Crystal 8 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Exam Expectations • Covers all modules • Online, to be taken after in-class portion is completed • Must obtain minimum of 70% in order to be certified to use the EQ-i 2. 0/EQ-3602. 0 • You have 2 hours to complete the exam • Once complete, obtain results: • If you pass, you will complete the course evaluation survey, and obtain your certificate • If you don’t pass, I’ll coach you on areas that you are struggling with and then your profile will be reset to take the exam again 9 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Certification Overall Objectives (Page 4 in your manual) By the end of the certification program, you will be able to: • Define emotional intelligence and its importance – N. B. bottom of Page 4 • Describe the components of the EQ-i 2. 0 including defining composite scales and subscales • Understand the science behind the EQ-i 2. 0 • Administer the EQ-i 2. 0 and the EQ-3602. 0 • Interpret the EQ-i 2. 0 and the EQ-3602. 0 10 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Overall Training Objectives • Prepare for a feedback/debrief/EQ coaching session • Demonstrate the ability to conduct an effective inventory feedback session • Explain the benefits of EI to client groups • Describe how EI applies to different disciplines • Identify resources available post-certification • Assess which report type is appropriate for your client 11 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Model Review With a partner, take turns explaining the model and how it works as if you were explaining it to a client who was seeing it for the first time. 12 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Composite Scale Review (Page 6 in your manual) • Think about the composite scale you are high in • Identify ways in which you demonstrate this skill and what feedback you’ve been given to support it • Share your thoughts with the group 14 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Understanding the Model • With the subscale card you’ve drawn, think about what it might look like in an exaggerated form • Demonstrate this to the others in your group until they guess which subscale you have 15 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Subscale Interaction • EQ-i 2. 0 comes alive when we look at how the subscales work together • When interpreting, look for patterns: – Subscales that are low – Subscales that are high – Low and high subscales working together • Remember: when preparing be curious; make hypotheses, prepare to be wrong ; -) 17 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 16

Highs and Lows (Page 8 in your manual) With a partner: • Pick a subscale card • How would it look if someone scored high in this subscale and then what it would look like if they scored low in this same subscale • Identify a famous person that represents either the high or low use of this subscale • Share your thoughts with the larger group 18 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 17

Balancing Your EI (Page 10 in your manual) Self Perception Self-Regard Self-Actualization Problem Solving Reality Testing Emotional Self-Awareness Reality Testing Emotional Expression Stress Tolerance Self-Actualization Self-Regard Optimism Reality Testing 19 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 18

Balancing EI In the Reports: • Client Report: one comparison per subscale • Coach Report: three comparisons per subscale • Several report options - can turn entire section off 20 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 18

Relationship Between Scales (Page 9 in your manual) Select two subscale cards. Discuss what it might look like if: • A person was high in the first subscale and lower in the second • Low in the first subscale and higher in the second • Be prepared to share your responses with the group 21 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 19

Relationship Between Scales (Page 11 in your manual) • You are now assigned two subscales based on the Balancing Your EI section of the report • Complete the same exercise as before only this time there is one additional task: – Create a coaching question that you can ask your client based on the combination you have been given 22 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 20

Coach’s Report • • • Response Style Explained – customized Overview of Your Results – customized Well Being Indicator – customized Balancing Your EI – customized Item Responses – customized Follow-up Questions – standard Action Plan – standard Development Commitment – standard Coach’s Guide to an EQ-i 2. 0 Debrief – standard 26 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 24

Interpretation of Results Response Style: • • • Participant Summary Inconsistency Index Positive/Negative Impression Item 133 Omitted Items Response Distribution 27 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 25

Interpretation of Results • Overview of Results • Deeper examination of individual scores (highs and lows) • Patterns (Balancing Your EI) • Well Being Indicator (Happiness) • Item Responses 29 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 26

Coach’s Guide to an EQ-i 2. 0 Debrief Phase 1: Build Rapport – Set context – Review goals of session Phase 2: Validate Facts – Ask for their first impressions – Ensure they validate results Phase 3: Discovery – Use follow-up questions to probe in areas – Focus on strengths and challenges 30 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 30

Coach’s Guide to an EQ-i 2. 0 Debrief Phase 4: Establish Relevance – Connect results back to their roles Phase 5: Explore Benefits – Start moving to development plan – Gain buy-in for change Phase 6: Transition – Gain accountability/commitment – Begin closing the meeting 31 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 31

Coaching Best Practices • The debrief has much in common with a coaching session. • What ‘coaching best practices’ should we keep in mind as we enter into a debrief session? 32 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 29

Skill Practice Roles In triads, you will each take turns being the Coach, the Client, and the Observer: • Coach: review the EQ-i 2. 0 report and prepare for your discussion • Client: either provide your own EQ-i 2. 0 or a sample to the coach • Observer: you will take notes using the checklist and provide feedback to the Coach after the practice is over 34 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 33

Skill Practice Preparation (Page 18, 19, 20 in your manual) • Everyone at the same time, using the profile your “Client” has provided to you • Determine who will play which role • When you are ready the coach can begin Feedback Practice #1 • You will have: – 5 minutes to prepare – 20 minutes to practice – 5 minutes to provide feedback to the coach • Once you have completed the full cycle, begin again with Feedback Practice #2, then #3 35 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 34

Skill Practice Debrief • What went well? • What was more challenging than you thought? • What would you do differently? • General thoughts? 36 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 35

Ethics and the EQ-i 2. 0 • You are governed by the psychological association in your part of the world • In North America, it is the American Psychological Association (APA) and Canadian Psychological Association (CPA) • Ensure you are familiar with whichever guidelines govern you, e. g. Coaches = ICF 37 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 36

Who Owns the Results? Is it the individual inventory-taker? Is it the organization that hired you? Is it the person signing the contract? This is the question we need to address as far in advance as possible – why? 38 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 37

The ‘Respondent’ Relevant parts of CPA Guidelines for the EQ-i 2. 0: • • • Purpose Release of Data Interpreting Results Explaining Results Goal: Informed Consent 40 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 39

Steps to Gaining Buy-In (Page 27 -30 in your manual) 1. 2. 3. 4. Investigate Underlying Needs Know Your Audience Anticipate Resistance Present Your Value Proposition 42 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 42

Step 1: Investigate Underlying Needs The EQ-i 2. 0 is used in the following areas: • Leadership • Selection (Star Performer) • Succession Planning • Self – Awareness • High Potential Development • Coaching • Team effectiveness 43 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 44

Step 2: Know Your Audience (Page 29 in your manual) • Introducing EI/EQ-i • Things to consider: – Challenges? – Supporters/Champions? – Who might be the biggest obstacles and how would you overcome them? – ‘Business Case’- for managers, employees, senior leaders - the CFO? 44 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 47

Leader Resistance • Leader thinks it’s a flavor of the month • Leader thinks it isn’t tied to business results • Leader knows little about EI, and thinks it’s all ‘touchy-feely’ HR stuff • Leader thinks their team isn’t ready for this kind of thing (but can’t articulate why) • Leader has their own anxiety or fears around taking an EQ-i 2. 0 inventory • Leader doesn’t see the ROI • Leader thinks it’s important for some roles, like HR, but not for other, more technical roles 45 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 49

EQ-i 2. 0 vs. Other EI Measures Mayer-Salovey-Caruso-Emotional-Intelligence. Test (MSCEIT) – “Tests” the respondent's ability to perceive, use, understand, and regulate emotions – Based on scenarios typical of everyday life, it measures how well people perform tasks and solve emotional problems, rather than having them provide their own subjective inventory of their emotional skills 46 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 51

EQ-i 2. 0 & ESCI (Goleman & Hay Group) Emotional Social Competency Indicator (ESCI) • 360 degree only, no self-report option • Measures Hay Competencies e. g. , Developing Others which can include Interpersonal Relationships, Empathy, Social Responsibility, etc. • Others: SEI, Talent. Smart, Genos, etc. 47 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 52

EQ-i 2. 0 & ‘Personality’ • ‘Personality Type Indicators, e. g. MBTI, DISC, Insights, etc. determine preference or tendency - not necessarily about ‘competency’ • EQ-i indicates ‘competency’ 48 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 52

Step 4: Unique Selling Proposition: ‘Power Benefits’ 1. Saves or Makes Money - increase efficiency, reduce accidents/grievances 2. Saves Time - go deep fast 3. Safe to Use - confidential process 4. Easy to Use - just click on the link 5. Unique: first scientifically validated measure of EQ, more research studies than any other, more languages and more books and resources 49 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 54

Benefits of 360° Feedback: Individual • It identifies blind spots that an individual might not otherwise be aware of • It allows the individual to focus his or her development on where it will make the biggest impact 51 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 75

EQ 360 Definitions • Participant – person being assessed (respondent) • Rater – person assessing the participant • Manager – person the participant reports to, either directly or indirectly • Peer – participant’s colleague, at same level in the organization as participant • Direct Report – person reporting to partcipant, either directly or indirectly • Family Friend – immediate or extended family members, friend or acquaintances • Other – anyone else such as customers, clients, or used when less than 3 raters appear in one category, other than manager 52 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 77

What does the EQ 360 Measure? • The individual’s current level of emotional intelligence competency as reported by him or herself and his or her raters • The EQ 360 mirrors the EQ-i 2. 0: – The individual completes the self-inventory – The raters complete the EQ 360, responding to the same items, worded from their perspectives: EQ-i 2. 0 Item EQ 360 Item “I feel sure of myself” “This person feels sure of himself or herself” “I am self-motivated” “This person is self-motivated” Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 53 78

Rater Participation • • The participant may determine who the raters will be Either the participant or coach will invite raters Rater responses are completely anonymous To protect anonymity, each rater category must have a minimum of three raters in order to be scored • Where a minimum of three raters doesn’t exist, those raters become part of the “Other” category • The only exception is the manager category – this will be scored with any number of raters 54 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 79

Rater Participation Questions • Raters will be asked: – How long they have known the participant – How often they interact with the participant – How well they know the participant • Raters have no rights to viewing the final results, the inventory results belong to the participant 55 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 80

Rater Selection Criteria • When selecting raters, participants should choose: – A mix of people including those who have known participant a long time and those who participant has known a shorter time; – Those who know participant well and those who know participant less well, N. B. should interact on a regular basis – Raters who trust the participant and do not feel pressured into responding in a given way • A variety of raters allows for a better overall picture of the participant 81 56 • Inform Raters their responses will be anonymous, Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Interpretation Exercise Interpret: n Flexibility n Self = 106 n Manager = 102, n Peer = 115 n Direct Report = 85 n Family/Friends = 92 n Clients = 96 n 57 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Interpretation Exercise Interpret: n Interpersonal Relationship n Self = 101 n Manager = 102, n Peer = 98 n Direct Report = 103 n Family/Friends = 100 n 58 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Interpretation Exercise Interpret: n Stress Tolerance n Self = 115 n Manager = 102, n Peer = 98 n Direct Report = 104 n Family/Friends = 90 n 59 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

Who to call? • Who to call for assistance – MHS Customer Service Rep 1 -800 -268 -6011, press ‘ 0’ – MHS Tech Support EQ Hotline (24/7/365) – Vancouver: 604 -224 -2358 – Calgary: 403 -775 -0041 – Toronto: 416 -907 -4215 77 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.