EQ 360 leadership assessment

Why a 360

A self-report tells us how you see yourself. The EQ 360 provides a panoramic view of your leadership: feedback from peers, managers, direct reports and others on how you actually use your emotional intelligence. Where the two agree, you have a strength you can trust. Where they diverge, you have found the most useful development area you own.

Published by Multi-Health Systems alongside the EQ-i 2.0, the instrument uses the same 1-5-15 model. A leader who started with the self-report can add rater perspectives without learning a new language.

What leaders get from it

• Self-awareness with precision. Insight into your emotional intelligence that goes beyond introspection, because it includes the people who work closely with you. Strengths and development areas become specific enough to act on.
• Stronger relationships. Leadership runs on authentic connection. Seeing how you land lets you handle conflict with more empathy and build the trust that collaboration depends on.
• Better decisions. Decisions that account for the emotional landscape as well as the facts land better with the team and hold up longer.
• A culture that follows. An organization’s culture reflects its leadership. Leaders who model emotional intelligence get more of it from the people around them.

Key features

• Comprehensive insight. A 360-degree view drawn from colleagues, supervisors and direct reports, with rater groups reported separately.
• A personalized action plan. A development plan built on your results, naming specific growth areas and the strategies for each.
• Professional guidance. A certified practitioner interprets the results with you; the report is never simply handed over.
• A research base. The EQ-i 2.0 model behind it rests on more than twenty years of research and normative data.

How it runs

1. Choose raters. We help you select raters across groups so that no individual response is identifiable.
2. Raters respond online. Invitations, reminders and confidentiality are managed for you.
3. Debrief. Self-view against each rater group, agreement and blind spots, and the one or two areas worth the effort.
4. Close the loop. Anna is a Marshall Goldsmith Stakeholder Centered Coach, and the EQ 360 fits that method: the people who rated you are the people who confirm the change.