What is the Emotional Competency Inventory?

Measuring Emotional Intelligence:

It’s a real dilemma.  We all want to find out just how emotionally intelligent we are.  At the same time we are bit alarmed at what we might discover.  But despite any initial worries, our experience is that often people are more surprised by just how many strengths they have.  What we need to understand is that the power lies in understanding.  By discovering how emotionally intelligent we are, by understanding the principles involved, we can learn how best to use and develop our abilities.

There’s not much we don’t know about Emotional Intelligence.  It was Daniel Goleman who kicked the whole thing off about 10 years ago.  Since then, Daniel and other gurus in the field, such as Richard Boyatzis, have developed ways to measure your Emotional Intelligence.  The result is the Emotional Competence Inventory 360°. (ECI)

The ECI is a structured and systematic way of asking people who know you well, how they see you consistently behaving.  Of course, the competencies it measures are those, which are most relevant to work. It uses 360-degree feedback to assess your Emotional Intelligence, compared to a target group of successful leaders and managers.  Then it helps you start to identify what you can do to develop it.

More of a Science than an Art

After you agree with a consultant how you are going to use the instrument, we set up the diagnostics administration process.  This involves participants answering a questionnaire of 72 questions about themselves

  • This is a totally confidential service; we never let anyone see individuals’ responses (not even if they beg us)
  • We then ask them to nominate some colleagues who know them well (their manager, direct reports, clients etc.).  Once participants have given us their colleagues contact details we contact them and ask them to fill in an online questionnaire.
  • Once everyone’s answered all the questions we analyse the results and produce a feedback report.  If there is a group of people doing this, we can create a special ‘composite’ report that shows the strengths and weaknesses of the entire group – without showing anyone’s name of course.

One of the things our clients get really excited about when using this tool is the ‘verbatim comments’ section in the feedback reports.  After the questions, everyone gets a blank sheet to talk about their view of a person’s key strengths and make suggestions about how they could develop.  For many people this is the first real feedback they’ve had.  After reading these comments people walk away clearer about what their unique contribution is and their value to the organisation.  That’s got to be good for motivation and productivity.