When I started my new role with LeedHR, I'll admit, I was worried.

I am a Leadership Coach and Facilitator. One of my responsibilities is to debrief and coach people using the EQ-i 2.0 assessment and the process of becoming a certified practitioner included taking the assessment myself. I thought, "No problem, I love this stuff!" I was excited to get my results and talk about them with my new boss.  

But when they came in, my heart sank a little.  

Miranda Donald CPCC

The results didn't look great to me, mediocre at best. And even though I'm a coach and tell my clients all the time that assessment results are to be taken with grains of salt, it is a tough thing to remember when I'm the one in the hot seat. I thought, "These results are not going to fill my new boss with confidence. How can I teach folks about emotional intelligence if I'm not that good at it?" 

Once I sat down to debrief with him, my worry turned into clarity (and relief). Here are some lessons I learned through my experience that not only helped me glean more useful insights from my own results but also continue to help me better support and coach others using this tool. 

1. This assessment does not measure how "good" or "bad" an individual is at emotional intelligence.

It's measuring how frequently they use the different skills. This shift in perspective will help clients get out of a defensive mindset and into a more curious one. And as coaches, we know that curiosity can completely change how a client receives feedback and how open they are to explore their development.      

2. It's a self-assessment, not an evaluation.

This means, while it is an accurate picture of how the client views their use of the skills, it is not the whole picture. No one sees themselves 100% clearly, so it's important to encourage clients to get outside perspectives too.   

3. No one is perfect at emotional intelligence, and there is no ideal EQ-i score.

The point is to find a balance in how and when we use the skills of emotional intelligence. And a balance that works for one will be different than it is for another. It depends on the context of your role, your team, and your organizational culture. This is why EQ-i 2.0 debriefs are so important. We as coaches can help our clients explore their specific context so their insights can be turned into practical and useful development goals.   

The EQ-i 2.0 is a powerful tool for growth. And feeling surprised or disappointed by the results is quite common. Most people are hard on themselves. But as coaches, it's our job to create an environment in which people can stay curious and open so this tool can have the positive impact it's intended to have.  

What are some helpful lessons you have learned from using this tool and how do they help you support your clients? 

Miranda Donald, Leadership Coach and Facilitator at LeedHR