Build on Your Success through Emotional Intelligence!
While there are many contributors to success, one key factor is our level of Emotional Intelligence (EQi). While IQ plays an important part in our development and is a strong predictor of performance, only 1% is attributed to success. Research indicates, however, that strong Emotional Intelligence contributes almost 27% to your overall success.
As Certified Accreditors in the Reuven BarOnTM Emotional Intelligence Profiling, we can conduct a detailed analysis of your current level of Emotional Intelligence. We can also develop a complete profile of your entire team and highlight strengths and learning needs.
The good news is that our Emotional Intelligence can always be improved and developing your initial awareness of your strengths and development needs is a positive step forward. Through our focused coaching and training programmes, we can enhance and develop your social and emotional awareness that will lead to greater success both personally and professionally.
The Reuven Bar-On EQi Assessment Tool
The BarOn EQ-i® Assessment tool is based on over 20 years of research by Dr. Reuven Bar-On and tested on over 85,000 individuals worldwide. It measures emotionally and socially intelligent behavior as reported by respondents.
BarOn EQ-i® 125 consists of 125 items and includes four validity indices and a sophisticated correction factor rendering scores for the following components:
(Self-Regard, Emotional Self-Awareness, Assertiveness, Independence, and Self-Actualization)
(Empathy, Social Responsibility, and Interpersonal Relationship)
- Stress Management
(Stress Tolerance and Impulse Control)
(Reality Testing, Flexibility, and Problem Solving)
- General Mood Scale
(Optimism and Happiness)
If you would like to focus on achieving greater success, just contact us at firstname.lastname@example.org and we will arrange your own confidential online profile.
Do you want to develop a better understanding and awareness of your own communicative and behavioural style and significantly improve interpersonal relationships with peers, colleagues, customers and senior management?
Then Success InsightsTM will provide you with an in-depth picture of the steps you need to take.
What is Success InsightsTM?
This personal assessment tool is based on 4 Colours – Red, (Driver), Yellow (Expressive), Green, (Relationship type) and Blue, (Analyser). and is based on the DiSC Profiling system.
The personal profile also provides you with a breakdown of these overall style preferences into 8 professional temperament types – The Analyser, The Persuader, The Conducter, The Promoter, The Co-ordinator, The Relator, The Implementor, and The Supporter.
How can Success InsightsTM help you?
Through this excellent tool, you will be able to discover and recognise your natural strengths and how you can build upon these and minimize your weaknesses. You will also be able to more easily assess and understand the style preferences of others with whom you come into contact.
It provides an in-depth insight into different behaviours within the team and is extremely well researched and validated. It is a web-based product which can be completed in 10 minutes online.
Each participant is provided with a full report on their profile and is provided with one hour coaching feedback individually on their own personal style.
If you would like more information on Success InsightsTM, please contact email@example.com for more details.
CheckpointTM The 360 degree Profile Assessment.
Learn more about your leadership style and the impact you have on direct reports, peers and your boss with CheckpointTM The 360 degree Profile Assessment.
Individual and Team Profiles and Assessments:
One of our business partners, Susan Mulholland from Job Match Ireland will be able to provide you within a comprehensive 360 degree feedback analysis within your chosen team.
As well as offering an objective 360 degree developmental assessment from your manager, peers and team members, this product it now offers the additional facility of providing an Organizational Management Analysis. This consists of a team summary of all the individual 360 feedback – i.e. a team leader/manager can evaluate the team as a whole in terms of terms of the eight management and leadership competencies.
Myers-Briggs Type Indicator (MBTI®) Profile. Learn more about your personal style
Learn more about you own personal preferences and your leadership style with the Myers Briggs (MBTI®) Assessment, created by Isabel Briggs Myers and her mother, Katharine Briggs, They developed their model and inventory around the ideas and theories of psychologist Carl Jung, a contemporary of Sigmund Freud and a leading exponent of Gestalt personality theory. The MBTI® indicator is based on 20 years of research and is one of the most widely-used psychometric profiles world-wide. It describes 16 types of people. Your “type” consists of four letters that represent your four preferences. It is not a test, therefore, there is no right or wrong style. The Indicator questions deal with the way you like to use your perception and judgment-the way you gather information and make decisions. There are four separate preference scales and two opposite preferences on each scale. The four scales describe where you like to focus your attention (E or I), the way you gather information (S or N), the way you make decisions (T or F), and how you deal with the outer world (J or P).
|E (Extraversion) means that you probably relate more easily to the outer world of people and things than to the inner world of ideas.||I (Introversion) means that you probably relate more easily to the inner world of ideas than to the outer world of people and things.|
|S (Sensing) means that you probably would rather work with known facts than look for possibilities and relationships.||N (iNtuition) means that you probably would rather look for possibilities and relationships than work with known facts.|
|T (Thinking) means that you probably base your judgments more on impersonal analysis and logic than on personal values.||F (Feeling) means that you probably base your judgments more on personal values than on impersonal analysis and logic.|
|J (Judging) means that you probably like a planned, decided, orderly way of life better than a flexible, spontaneous way.||P (Perceiving) means that you probably like a flexible, spontaneous way of life better than a planned, decided orderly way.|
What can the Myers-Briggs (MBTI) tool be used for?
Developing Self Awareness: Having knowledge of our preference type develops our self awareness and an understanding of the differing personalities of those around us. We learn to recognise different styles in each person and develop a greater tolerance for different preferences and ways of working. It encourages us to focus positively on our strengths and understand development needs.
Building Strong Relationships: Knowing your MBTI type and that of others in your life can help you appreciate and improve the quality of relationships with your colleagues, boss and direct reports, as well as family, friends and partners.
16pf ® Profiling Personality for Potential
The 16PF® Questionnaire is used globally by organisations and human resource professionals to assess the 16 personality factors identified forty years ago by Dr. Cattell. The assessment measures levels of Warmth, Reasoning, Emotional Stability, Dominance. Liveliness, Rule-Consciousness, Social Boldness, Sensitivity, Vigilance, Abstractedness, Privateness, Apprehension, Openness to Change, Self-Reliance, Perfectionism and Tension. For further details on these competencies click here
Five additional global factors are also measured: Extraversion, Anxiety, Tough-Mindedness, Independence, and Self-Control. The 16PF® administration time is approximately 35 – 40 minutes.
What benefits can the 16PF® bring?
It allows you
- Plan for precise work and career performance objectives.
- Assess your management style.
- Provide effective training for career development.
Psychometric testing allows individuals to gain further insight into their own strengths and weaknesses, and also about those of the team around them. This promotes more effective working relationships and improves team performance. As Fiona Dent, Ashridge Management School’s Director of Executive Education, states,“Introducing people to an issue and to different ways of approaching it can have a real impact on interactions in the workplace.”