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EQ Assessment Evaluations

Bullies in the workplace

 In most management positions some level of social skills are required as a part of being an effective leader in order to:

  • Express emotions in order to create a productive, positive work culture for the team
  • Be able to evaluate and influence the emotions of the team in order to promote cohesion, address conflict productively, and to help them accomplish individual, team, and organizational goals
  • Communicate multi-generational goals to ensure an interpersonal style among the difference age groups
  • Be sensitive to others’ emotions as it relates to the group dynamics within the team environment
  • Effectively coach those managers who are inexperienced in a management role due to their lack of experience, developmental opportunities, or age.

On a self-awareness level of a manager, which is critical determinant for success, an EQ survey can:

  • Determine the degree to which a manager is in touch with his/her own emotions
  • Determine the degree the extent at which a manager is sensitive to others’ emotions and thoughts
  • Reveal the degree to which a manager is able to maintain a positive emotional state
  • Reveal the extent to which a manager seems able to intentionally affect others’ moods, thoughts, and behaviors.
  • Determine the degree to which a person seems able to effectively communicate desired emotional states to others
  • Reveal the degree of empathy a manager is able to feel in his/her relationships with others

It has only become  recently (within the past several years) that organizations have begun to realize the importance of Emotional Quotient evaluations in a number of areas in any organization. Most of the these have been  for purposes, to mention a few, pre-employment evaluations to predict behaviors and cultural fit of candidates, cognitive tests for reasoning, or to determine levels of expertise in specified areas.