The EQ-i 2.0 is now live!

You can expect the following with EQ-i 2.0:

• A new model of Emotional Intelligence.
• Reports that are customizable, easy to interpret and allow you to integrate your brand: essentially, reports as unique as the people you deal with everyday – see sample reports.
• An easy-to-use scoring platform where saving you time is paramount.
• Access to resources that will help you grow your business (including PowerPoint slides, best-practices, articles, research, the latest EI News and marketing materials)
• Access to a private global community of EQ-i 2.0 users. This community will give you the opportunity to connect with other EQ-i 2.0 Practitioners, gain/share expertise and find specific information on how the EQ-i 2.0 is being used around the world.

On behalf of everyone at MHS, we hope you enjoy your new EQ-i 2.0 Experience!

Sincerely,

James 

James Buchanan
Divisional Director
Emotional Intelligence Assessments Division
MHS Inc.

PS. If you have any questions, please contact us. As always, feedback is a gift and we welcome your comments.

In the United States: 1-800-456-3003
In Canada: 1-800-268-6011
Or by email at customerservice@mhs.com

@Coachzoelewis Tweets the London EQ-i 2.0 Experience

In April 2011, Zoe Lewis attended the EQ-i 2.0 launch event in London, UK. I virtually met her on Twitter while tweeting about the HRD conference! As an user of the EQ-i, Zoe had perspective on the impact of the new model, platform, and online Catalyst portal. From her tweets via @coachzoelewis, you can share in her first-hand experience of the launch event.

An enormous thank you to Zoe for her tweeting, and all the best with her work ahead with the EQ-i 2.0! Ready to learn more about the EQ-i 2.0? Tweet me at @eiconnection or email growyourbusiness@mhs.com

 

Chicago Memories of the EQ-i 2.0 Launch Event

It was a wonderful 2 days in Chicago for the launch event, introducing the new EQ-i 2.0 for the very first time. Here is a glimpse of the networking cocktail reception and EQ-i 2.0 introduction session.

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Thank you to everyone who made the effort to come (let’s keep in touch via The Emotional Intelligence Connection on LinkedIn). Also, there was a lot of positive feedback from our esteemed guests.

The feedback? Here are some words to share:

“I love the EQ-i as an asessment, and I was really, really hoping they did listen to the community that used it. I found that they have, and I’m so pleased and impressed with putting a bow on such a wonderful package of an assessment” - Mary Marvin Walter, EQ-i user

“What I like the best is the improvement of the actual instrument. I think that it’s more intuitive, it works better. I love how we are going to be able to use it better. That’s the best.” – Alan Graham, EQ-i user

 

“I came here to learn the EQ-i 2.0 because I’ve experienced it a few times. I think it’s a great tool to add to my toolbox that will just help me grow my business…(certification) is fun, we are learning the different constructs and how they join together and it seems like the tool does a lot of it for you now” – David Wetzel, newly certified EQ-i 2.0 user.

“As far as Whirlpool using EQ-i, I work in a centre that handles customer experience so what we try to do is to get our agents that take the call to be able be in touch with the customer’s emotion to some extent. Then, we can manage the customer’s emotions. But, not only that, but so they (agents) can be in tune with their own (EI) to help themselves and recognize if they are out of control or pull the call back to what it needs to be…I think the EQ-i would help us help our agents understand themselves better. That’s pretty much why I’m here so that I can get a grasp of what it is and then make a pitch!” – Maxwell Murray, Non-user of the EQ-i

* Watch out for the next blog post with a video including the complete launch event pictures and commentary from our guests.

* Join in our next launch events in London (UK), Toronto, New York, Orlando or San Francisco. They are filling up fast,  register here today.

Q&A with Diana Durek: How To Successfully Market Emotional Intelligence to Your Clients

 

Interview with Diana Durek, M.S. (Emotional Intelligence Advisor)
Article by Judy Lee

A typical and negative response: “It’s too touchy feely,” says the brow-raising executive.

What do you do? Keep your poise, and breathe.

This is your opportunity to uncover the truths behind emotional intelligence to make a difference for a client or organization. Diana Durek, Emotional Intelligence Advisor at MHS, knows this all too well with her work with Fortune 500 companies such as American Express and General Electric. In my Q&A with Diana, she uncovers information to help you market emotional intelligence  successfully to win over that brow-raising client.

Judy: What are the greatest obstacles in selling emotional intelligence? How can you work around them?

Diana: The misconceptions surrounding emotional intelligence act as the greatest obstacle. In my experience, the most common misconceptions include:

1)        EI is too touchy-feely including the group hug mentality

2)        The very words emotional intelligence

To get around this, I make an effort to show concrete examples of how emotional intelligence has worked along with the true impact on business. There is one brochure that I always bring with me, and that is the “Emotional Intelligence & Return On Investment”. It features case studies of clients where there has been proven ROI through the use of an emotional intelligence initiative. For example, the United States Air Force has implemented cost avoidance programs in their selection of pararescue jumpers. As a result, they are expected to save up to $19 million while improving retention rates. Other case studies in that brochure provide credibility, and they speak for themselves with examples from the likes of American Express, Center for Creative Leadership and CIBC.

Judy: What resources d0 you bring with you to supplement your presentation or meeting with an organization to discuss EQ-i (emotional intelligence asessment tool) use?

Diana: First off, I bring reports. They are tangible. They immediately demonstrate the value that comes from the EQ-i and they help people to make connections between emotional intelligence and organizational performance.

If we were to look at the EQ-i, the upcoming availability of the EQ-i 2.0 reports will bring a new level of engagement. The reports aren’t static, and they will act as a resource. Not only do the reports enable accurate and more in-depth interpretation, but they appeal to business executives.

Other resources that I consider include The EQ Edge by Dr. Steven Stein. It gives a solid understanding of the EQ-i model for those people who need a grasp of what it is and how you can use it.

Judy: Who in the organization should you involve in the conversations about using emotional intelligence?

Diana: I try to call on everyone relevant to the goal at hand to participate in the discussions involving emotional intelligence. For example, if the organization is looking to increase the performance of the customer service team, then I would invite the departments including human resources, customer service and operations.

Judy: What are the best marketing mechanisms or tactics that you’ve seen used by consultants and coaches to help them get the word out about emotional intelligence and what they do?

Diana: Be informed and share that knowledge with others. A great way to show your expertise is by conducting conference presentations (Organizational Development Summit and ASTD are coming up in May) and workshops, writing articles, and participating in discussion forums such as the ones on LinkedIn. One of the groups that I am in is The Emotional Intelligence Connection; it has a strong community of consultants, coaches and HR professionals that help each other in building their businesses.

Judy: How will the new EQ-i 2.0 experience help consultants and coaches market their services even more effectively?

Diana: The EQ-i 2.0 serves as a one-stop shop. I’ve mentioned that the reports have been completely revised, and in addition, we’ve improved the entire experience. The model has been revised to allow you and your clients to gain an even deeper understanding of emotional intelligence. Overall, EQ-i 2.0 offers more resources and more support to consultants, coaches or HR professionals.

Judy: How can a consultant or coach transition effectively from the EQ-i to the EQ-i 2.0?

Diana: There are a series of launch events that are being held in several locations. They are going to be structured to provide an inside (and first) look into what the EQ-i 2.0 is all about. One person who would be there is Dr. Steven Stein, and he feels so strongly about this new phase of where the assessment industry is going.

Also, one question that will get asked is if one needs to be re-certified. The answer is no. While the tool itself and the supporting services have been revamped or are completely new, the fundamental process for interpreting the EQ-i 2.0 remains unchanged. You can apply your existing knowledge and experience of the EQ-i to this new tool.

TIP – Print this out, and keep it by your desk for daily inspiration on marketing your success.

Leadership and the New EQ-i 2.0

Written by Researcher & OD Consultant Katie Ziemer, MOrgPsych

You often hear people remark, “I know a good leader when I see one,” because in many cases the success of a leader is observable yet not always easy to define. With the success of leadership development efforts often tied to a measureable competency model, what role can Emotional Intelligence (EI) play in building remarkable leaders?

Take a look at any well-developed competency model and you will likely see a mix of competencies that are either emotion-based such as Motivating Others (classically defined as “soft-skills”) or technically-based such as Business Acumen.  Here is where EI comes into play, as many of these emotion-based competencies have underpinning emotional and social skills, that when developed, help a leader execute on the broader competency. For example, developing the broader competency Motivating Others may seem vague and daunting to tackle, but by identifying the precise, underlying EI skills (e.g., interpersonal relationships, assertiveness, and empathy) leaders are able to refine their development plans and focus on skills that can often apply across an entire competency model. Can EI provide a bigger ‘bang’ for your development efforts? We say yes it can.

The EQ-i 2.0 is more relevant to leadership than ever before. Successful leaders are often seen encouraging and engaging their team to reach performance levels that exceed expectations. They facilitate and empower personal transformation in their people, but are also able to determine when situations call for a more operational approach. With new business-relevant items, EQ-i 2.0 results are related to these leadership behaviors making clear empirical and theoretical links to leadership competency models in today’s organizations.

Linking EI to leadership competency models just makes sense. It’s intuitive and holds a lot of weight with stakeholders. When validated measurements of EI are used (e.g., EQ-i 2.0), EI can provide a measureable roadmap for helping leaders reach their fullest potential.

Changing the Accessment Industry FOREVER: EQ-i 2.0 Launch Events

BIG STATEMENT? IT SURE IS.

How do we know? We talked to over 700 consultants, coaches and HR professionals…people just like you. They told us what they wanted and we listened. Introducing the new EQ-i 2.0 Experience—making you the authority in emotional intelligence.

BE AMONG THE FIRST TO EXPERIENCE THE NEW EQ-i 2.0

For an exclusive sneak peek, be among the first to experience the new EQ-i 2.0 at a prelaunch event near you. Please book early as space is limited.

Find more information, or to sign up, go to:

www.mhs.com/LaunchEvents