Description

The Emotional Competence Inventory (ECI) is a multi-rater tool designed to assess emotional intelligence. The ECI is based on the seminal work of Dr. Daniel Goleman and Dr. Richard Boyatzis and builds on the Hay Group's 35 years of competency research (research begun and initially carried out by McBer and Company) and field-proven assessment technology . The result is an assessment and development tool of unmatched precision and authenticity. The ECI is designed to be administered and delivered by qualified professionals.

How can the ECI be used?
The ECI can evaluate both the individuals within an organization (Individual Feedback Reports) as well as the organization as a whole (Work Force Audits).  These audits can provide an organizational profile for any size group within the company.

Executive coaches can use the ECI to provide clients precise and focused feedback on their strengths and limits.  Based on the feedback from a variety of rater groups (i.e. self, manager, direct reports, peers, others), the ECI indicates the specific emotional competencies where development is needed to enhance the individual's emotional intelligence and leadership effectiveness.

For organizations, the ECI can be used to diagnose an entire unit, profiling its overall strengths and development opportunities.  Pooling the individual assessments of an entire work unit provides a comprehensive profile of the organization's emotional intelligence. This work force audit can reveal key emotional gaps that may be limiting performance effectiveness.

An ECI 360° Assessment will assess a leader in the following competencies:

• Self-Awareness
  • Emotional Self-Awareness - The ability to read your own emotions and to appreciate their impact on your actions, reactions, and decisions
  • Accurate Self-Assessment - The ability to know your own strengths and weaknesses
  • Self-Confidence - Having a reasonable sense of self-worth and abilities

   

• Self-Management
  • Emotional Self-Control - The ability to control emotions that are inappropriate
  • Transparency - Being honest and trustworthy, and having integrity
  • Adaptability - The ability to be flexible in changing situations
  • Achievement - The drive to meet inner standards of excellence
  • Initiative - Being ready to act and seize opportunities

  • Optimism - The ability to see the positive in events

   

• Social Awareness

  • Empathy - The ability to sense others' emotions and to understand their perspective
  • Organizational Awareness - The ability to sense the politics and networks of the organization
  • Service Orientation- The ability to understand and fulfill the needs of customers and followers

   

• Relationship Management
  • Developing Others - Building others' abilities
  • Inspirational Leadership - Having a compelling vision to lead with
  • Change Catalyst - The ability to initiate, manage, and lead in a new direction
  • Influence - The ability to utilize persuasion
  • Conflict Management - The ability to resolve disagreements
  • Teamwork and Collaboration - The ability to build and guide teams

This assessment is appropriate for leaders at all levels - from Senior Executives to Front-Line Managers

Role-Specific Competency Portfolios:

These three additional Competency Portfolios ^TM are role-specific:

• Manager (First Level to Mid Level)
• Salesperson (Technical and Relationship Sales)
• Sales Manager

These models were developed under the leadership of Signe Spencer, co-author of the groundbreaking work, Competence at Work, and are based on analysis of Hay Group's unrivaled competency database.