EQ-i 2.0 Leadership Report (SAMPLE)

High impact, leadership-focused insight that drives measurable behaviour change

The EQ-i 2.0 Leadership Report translates emotional intelligence data into clear, practical insight about how a leader shows up, how they impact others, and where they can strengthen their leadership effectiveness. It combines the standard EQ-i model with research on high-performing leaders to provide a tailored leadership lens.

1. Executive summary

• Total emotional intelligence score

• Highest three subscales

• Lowest three subscales

• Leadership benchmarks that compare the leader’s results to top-performing leaders

• Early insight into potential strengths and risk areas

Impact for leaders

• Immediate clarity on where they naturally excel

• Pinpoints the most important development priorities

• Creates a sharp, focused starting point for coaching

2. Leadership model and context

• Four key leadership dimensions derived from research on 220 leaders:

• Authenticity

• Coaching

• Insight

• Innovation

  • How the 15 EQ-i subscales map to each leadership dimension

  • Comparison to top-performing leaders via the Leadership Bar

Impact for leaders

• Shows how emotional intelligence connects to real leadership behaviour

• Clearly illustrates which EI behaviours are driving or limiting leadership impact

• Helps leaders understand the gap between typical and exceptional leadership

3. Full EQ-i subscale interpretation (15 detailed pages)

Each of the 15 emotional intelligence subscales receives a full page including:

• What your score means

• Leadership implications

• Organisational implications

• Targeted strategies for action

• A “Balancing your EI” section comparing that score with related subscales

• Practical tips for immediate application

Impact for leaders

• Deep, personalised insight into strengths, blind spots, and behavioural patterns

• Clear guidance on how each emotion-related skill affects decision making, influence, communication, coaching, and resilience

• Practical actions that can be applied immediately on the job

4. Leadership strengths and potential derailers

• A summary of the EQ-i skills most strongly associated with effective leadership

• A visual showing how the leader scores relative to high-performing leaders

• A leadership derailers section identifying any risk behaviours (e.g. avoidance, rigidity, emotional reactivity)

Impact for leaders

• Offers a clear strengths narrative they can use for performance reviews

• Highlights any patterns that may limit influence, credibility, or team trust

• Helps leaders prevent derailment under pressure or change

5. Coaching-focused recommendations

• Subscale-by-subscale development strategies

• Practical tips for building new habits

• Scenario-based actions that link directly to real leadership tasks such as:

• difficult conversations

• decision making

• conflict management

• coaching others

• leading change

• building engagement

Impact for leaders

• Provides a concrete development plan for building emotional intelligence

• Helps leaders translate insight into behaviour change

• Supports coaching and oversight for long-term improvement

6. A clear, visual story of leadership impact

Across the report, the leader receives:

• Graphs comparing them to the top 50 percent of leaders

• Colour-coded score ranges

• Visual summaries of emotional intelligence patterns

Impact for leaders

• Makes complex personal data simple, intuitive, and actionable

• Helps leaders see immediately what “good” looks like

• Creates a sense of ownership and accountability for development

EQ 360 Leadership Report (SAMPLE)

High-value, multi-perspective insight that transforms leadership effectiveness

The EQ 360 Leadership Report combines the full EQ-i 2.0 model with feedback from multiple rater groups to deliver a comprehensive, reality-grounded view of a leader’s emotional intelligence. Unlike a self-report alone, this report reveals how leadership behaviours are experienced by others, where perception gaps exist, and how to convert those insights into meaningful development.

1. Executive summary

• Total EI score and composite overview (Self-Perception, Self-Expression, Interpersonal, Decision Making, Stress Management)

• Highest three subscale strengths

• Lowest three subscale challenges

• Leadership Bar comparisons showing how self scores compare to top-performing leaders

• Immediate insight into gaps between how the leader sees themselves and how others experience them

Impact for leaders

• Clear, concise understanding of current leadership impact

• Fast identification of both strengths and risk patterns

• Establishes a powerful baseline for coaching and development

2. Understanding the 360° view

• Explanation of rater groups (manager, peers, direct reports, family/friends, other) and scoring

• Description of confidentiality thresholds

• What agreement and gaps mean

• Why starting with self-ratings matters, followed by rater views

• Visual guides explaining how to interpret gaps of 10 points or more

Impact for leaders

• Helps leaders understand how others truly experience their behaviour

• Reinforces the importance of self-awareness as the foundation of growth

• Builds openness to feedback and reduces defensiveness

3. Leadership model and context

• The four leadership dimensions derived from research on leaders:

• Authenticity

• Coaching

• Insight

• Innovation

  • Mapping of EQ-i subscales to each leadership dimension

  • Explanation of the Leadership Bar and how the leader compares to top-performing leaders

Impact for leaders

• Makes the link between EI and high-impact leadership explicit

• Shows which EI skills most strongly influence influence, trust, culture, and performance

• Creates a direct route from data to leadership behaviour change

4. Full multi-rater EI analysis (by composite and subscale)

Each composite and each of the 15 subscales include:

• Self-score versus each rater group

• Significant gaps clearly marked

• Interpretation of results

• Leadership implications

• Organisational implications

• Strategies for action

• “Balancing your EI” comparisons linking related subscales

• Tables showing rater behaviour items and scoring patterns

Impact for leaders

• Deep insight into how behaviour is actually being shown to others

• Highlights blind spots, hidden strengths, and relationship dynamics

• Gives leaders highly personalised guidance on what to adjust and how

5. Leadership strengths, potential derailers, and gap analysis

• A Profile Gap Analysis chart showing degree of agreement and disagreement across all raters

• Identification of blind spots and reinforced strengths

• Subscales most associated with derailment (Impulse Control, Stress Tolerance, Problem Solving, Independence)

• Visuals showing rater distribution on key leadership dimensions

Impact for leaders

• Reveals where perceptions differ most and where awareness is needed

• Identifies Habits that could undermine leadership impact under stress or pressure

• Strengthens the leader’s capacity to self-monitor and adapt

6. How your raters responded (leadership potential pages)

• Leadership Potential pages for Authenticity, Coaching, Insight, Innovation

• Rater group ratings for each of the six subscales tied to each leadership dimension

• Comparison of self views versus manager, peers, direct reports, and others

Impact for leaders

• Leaders see where they are inspiring confidence – and where not

• Helps leaders understand how style and behaviour differ across audiences

• Enables targeted changes in communication, coaching, and relationship-building

7. Subscale deep dives with rater commentary

For each of the 15 subscales, leaders receive:

• How You Responded (self)

• How Your Raters Responded (group-by-group)

• Behaviour-level item breakdown (Never / Rarely to Always / Almost Always)

• Emotional, relational, and organisational implications

• Specific leadership impact insights

• Guided strategies for change

Impact for leaders

• Turns subjective feedback into practical, measurable actions

• Highlights how behaviour is interpreted differently across hierarchies

• Provides development actions that can be implemented immediately

8. Well-Being Indicator

What it contains

• A happiness score tied to four related subscales:

• Self-Regard

• Optimism

• Interpersonal Relationships

• Self-Actualization

  • Interpretation and development opportunities

Impact for leaders

• Shows how overall well-being affects leadership presence and resilience

• Helps leaders boost energy, optimism, and sustainable performance

9. Action planning and development commitment

• SMART goal templates

• Leadership development commitment page

• Step-by-step action planning tool

• Space for coach and participant signatures

Impact for leaders

• Converts insight into sustained behaviour change

• Encourages accountability and progress tracking

• Provides a structured framework for meaningful leadership development

10. Leadership guidance sections

The report includes high-value advice sections, such as:

• Conflict management and emotional intelligence

• Work-life balance and EI

• Leading across generations

Impact for leaders

• Helps leaders apply EI in real-world leadership challenges

• Offers practical tips for everyday interactions and complex scenarios

• Strengthens effectiveness in multi-generational and high-pressure environments