EQi 2.0 / EQi 2.0 360 
EQ-i 2.0 360 and EQ 360® Emotional Intelligence

Why This Assessment

The EQ-i 2.0 360 is a multi-rater assessment that gathers feedback from various sources, including self-assessment, peers, supervisors, and direct reports. This 360-degree approach provides a well-rounded view of an individual’s emotional intelligence and allows for a more accurate and comprehensive assessment.

By utilizing this assessment, individuals can gain insights into their emotional strengths and areas for improvement, leading to personal and professional growth. Additionally, organizations can use the EQ-i 2.0 360 assessment to identify and develop leaders with high emotional intelligence, ultimately fostering a more productive and positive work environment.

For almost 20 years, consultants and organizations have trusted the science that underpins the EQ-i 2.0® to help improve human performance. The EQ-i 2.0 is a psychometric assessment which measures emotional intelligence and how it can impact people and the workplace. Being the first scientifically validated measure of emotional intelligence, coupled with research from premier organizations, means you can count on the EQ-i 2.0 to add robustness and accuracy to your talent management initiatives.

What You’ll Learn About Yourself

E.Q.-i 2.0 measure the following:

  • Self-perception – how emotionally aware are you?
  • Self-expression – how effectively do you express your emotions?
  • Stress management – are you managing your own emotions and those of others in times of change and conflict?
  • Interpersonal – are you building strong and lasting relationships at work?
  • Decision-making – can you solve problems and control your impulses when making important decisions?

At A Glance


Individual OR 360 personality assessment

What it Measures

Based on research that Emotional Intelligence is a better indicator of success than IQ, this assessment measures “soft” skills, relating to and understanding people.

Time to Complete

30 minutes for individual assessment

When to Use

When leaders are typically more comfortable using their analytic or technical skills and their learning edges are around developing better people skills.

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