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Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Welcome to the EQ-i 2.0/EQ-360 2.0 Certification Course.

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Presentation on theme: "Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Welcome to the EQ-i 2.0/EQ-360 2.0 Certification Course."— Presentation transcript:

1 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Welcome to the EQ-i 2.0/EQ-360 2.0 Certification Course

2 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

3 Agenda Overview Welcome and Review Elements of EQ-i 2.0 : Subscales in Action Interpretation and Feedback Getting Buy-In Planning and Administration EQ-360 2.0 Module Exam and Feedback (online)

4 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Introductions Who You Are: Name, Role, and organization you work in How will you work with the EQ-i 2.0/ EQ- 360 2.0 Expectations for the course

5 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Pre-Work Review Questions, Concerns, Outstanding issues from the pre-work

6 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Administrative Details Schedule Breaks Washrooms Meals Designed Alliance

7 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Course Structure Pre-work Assessment and Feedback E-learning modules In-class 2 days Exam Online after in-class portion Feedback Survey Online after Exam

8 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Exam Expectations Covers all modules Online, to be taken after in-class portion is completed Must obtain minimum of 70% in order to be certified to use the EQ-i 2.0/ EQ-360 2.0 You have 2 hours to complete the exam Once complete, obtain results: If you pass, you will complete the course evaluation survey, and obtain your certificate If you don’t pass, I’ll coach you on areas that you are struggling with and then your profile will be reset to take the exam again

9 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Overall Training Objectives By the end of the certification program, you will be able to: Define emotional intelligence and its importance Describe the components of the EQ-i 2.0 including defining composite scales and subscales Understand the science behind the EQ-i 2.0 Administer the EQ-i 2.0 and the EQ-360 2.0 Interpret the EQ-i 2.0 and the EQ-360 2.0

10 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Overall Training Objectives Prepare for a feedback/debrief/EQ coaching session Demonstrate the ability to conduct an effective assessment feedback session Explain the benefits of EI to client groups Describe how EI applies to different disciplines Identify resources available post-certification Assess which report type is appropriate for your client

11 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Model Review With a partner, take turns explaining the model and how it works as if you were explaining it to a client who was seeing it for the first time.

12 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. The EQ-i 2.0 Model

13 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Understanding the Model Think about the scale you are high in Identify ways in which you demonstrate this skill and what feedback you’ve been given to support it Share your thoughts with the group

14 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Understanding the Model With the subscale card you’ve drawn, think about what it might look like in an exaggerated form Demonstrate this to the others in your group until they guess which subscale you have

15 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Watch the following movie clips observe the character(s) depicted and determine: –What subscale might they be high in? –What subscale might they be low in? –What questions might you ask based on what you’ve seen? Movie Clip Activity

16 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved.

17

18 Module 2: Elements of EQ-i 2.0 : Subscales in Action

19 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 19 EQ-i 2.0 comes alive when we look at how the subscales work together When interpreting, look for patterns: –Subscales that are low –Subscales that are high –Low and high subscales working together Remember: when preparing be curious; make hypotheses, prepare to be wrong ;-) Subscale Interaction

20 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 20 Highs and Lows With a partner: Pick a subscale card How would it look if someone scored high in this subscale and then what it would look like if they scored low in this same subscale Identify a famous person that represents either the high or low use of this subscale Share your thoughts with the larger group

21 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 21 Balancing EI Client Report: one per subscale Coach Report: three per subscale Can turn entire section off

22 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 22 Relationship Between Scales Select two subscale cards. Discuss what it might look like if: A person was high in the first subscale and lower in the second Low in the first subscale and higher in the second Be prepared to share your responses with the group

23 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 23 Relationship Between Scales You are now assigned two subscales based on the Balancing Your EI section of the report Complete the same exercise as before only this time there is one additional task: –Create a coaching question that you can ask your client based on the combination you have been given

24 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Module 3: Interpretation and Giving Feedback

25 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 25 Coach’s Report Response Style Explained – customized Overview of Your Results – customized Well Being Indicator – customized Balancing Your EI – customized Item Responses – customized Follow-up Questions – standard Action Plan – standard Development Commitment – standard Coach’s Guide to an EQ-i 2.0 Debrief – standard

26 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 26 Interpretation of Results Response Style: Participant Summary Inconsistency Index Positive/Negative Impression Item 133 Omitted Items Response Distribution

27 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 27 Interpretation of Results Results Overview of Your Results Deeper examination of individual scores (highs and lows) Patterns (Balancing Your EI) Well Being Indicator (Happiness) Item Responses

28 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 28 Interpreting Profile #1 In triads, use page 13 to: Review the Response Style Explained page to interpret the client’s results Come up with three questions you would have for this client, based on what you see in the Balancing EI section Be prepared to share your ideas with the larger group

29 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 29 Interpreting Profile #2 On page 14: Review the Response Style Explained page to interpret the client’s results Come up with three questions you would have for this client, based on what you see in the Balancing EI section Be prepared to share your ideas with the larger group

30 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 30 Coaching Best Practices With your table group, write down as many best practices as you can think of in five minutes. Be prepared to share your ideas with the larger group.

31 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 31 Coach’s Guide to an EQ-i 2.0 Debrief Phase 1: Build Rapport –Set context –Review goals of session Phase 2: Validate Facts –Ask for their first impressions –Ensure they validate results Phase 3: Discovery –Use follow-up questions to probe in areas –Focus on strengths and challenges

32 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 32 Phase 4: Establish Relevance –Connect results back to their roles Phase 5: Explore Benefits –Start moving to development plan –Gain buy-in for change Phase 6: Transition –Gain accountability/commitment –Begin closing the meeting Coach’s Guide to an EQ-i 2.0 Debrief

33 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 33 Feedback Practice With a partner: Decide who will be the coach first Take 5 minutes to prepare for when you are the coach When you are ready, the coach starts the feedback session with the client

34 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 34 Skill Practice Roles In triads, you will each take turns being the Coach, the Client, and the Observer: Coach: review the EQ-i 2.0 report and prepare for your discussion Client: either provide your own EQ-i 2.0 or a sample to the coach Observer: you will take notes using the checklist and provide feedback to the Coach after the practice is over

35 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 35 Skill Practice Preparation Everyone at the same time, using the profile your “Client” has provided to you Determine who will play which role When you are ready the coach can begin Feedback Practice #1 You will have: –5 minutes to prepare –20 minutes to practice –5 minutes to provide feedback to the coach Once you have completed the full cycle, begin again with Feedback Practice #2, then #3

36 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 36 Skill Practice Debrief What went well? What was more challenging than you thought? What would you do differently? General thoughts?

37 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 37 Ethics and the EQ-i 2.0 You are governed by the psychological association in your part of the world In North America, it is the American Psychological Association (APA) and Canadian Psychological Association (CPA) Ensure you are familiar with your local guidelines We will focus on three main areas: Ownership of the results Ethics around the security of the test Ethics around the person taking the test

38 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 38 Who Owns the Results? Is it the individual test-taker? Is it the organization that hired you? Is it the person signing the contract? This is the question we need to address as far in advance as possible – why?

39 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 39 Test Security Relevant part of APA/CPA Guidelines for the EQ-i 2.0 : Maintaining Test Security – are you ensuring the security of the results?

40 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 40 The ‘Respondent’ Relevant parts of APA Guidelines for the EQ-i 2.0 : Use of Assessments – what is the purpose of administering the assessment? Informed Consent in Assessments – does the individual consent to taking the assessment? Release of Test Data – who gets to see the results? Interpreting Assessment Results – are you taking everything into account? Explaining Assessment Results – are you going over the results with the individual?

41 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 41 Ethics Activity With your group: Brainstorm all issues surrounding either test security or the individual The other team will ‘solve’ your issues for you

42 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Module 4: Gaining Buy-In

43 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 43 Steps to Gaining Buy-In 1.Investigate Underlying Needs 2.Know Your Audience 3.Anticipate Resistance 4.Present Your Value Proposition

44 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 44 Steps to Gaining Buy-In 1.Investigate Underlying Needs 2.Know Your Audience 3.Anticipate Resistance 4.Present Your Value Proposition

45 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 45 Investigate Underlying Needs The EQ-i 2.0 is used in the following areas: Leadership Selection (Star Performer) Succession planning Self – Awareness High Potential development opportunity Executive coaching Life coaching Team effectiveness Management Development

46 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 46 Underlying Needs Activity Choose one need from the list and respond to the following questions: –How would you use the assessment to address the identified need? –How would you highlight the benefits for a leader?

47 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 47 Steps to Gaining Buy-In 1.Investigate Underlying Needs 2.Know Your Audience 3.Anticipate Resistance 4.Present Your Value Proposition

48 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 48 Internal vs. External Consultant In your group, come up with a plan on how you would introduce emotional intelligence into an organization based on your role of internal or external consultant. Things to consider: –What challenges might you face? –Who might be your biggest supporters and how would you leverage them? –Who might be the biggest obstacles and how would you overcome them? –What would you include in your business case?

49 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 49 Steps to Gaining Buy-In 1.Investigate Underlying Needs 2.Know Your Audience 3.Anticipate Resistance 4.Present Your Value Proposition

50 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 50 Leader Resistance Leader thinks it’s a flavor of the month Leader thinks it isn’t tied to business results Leader knows little about EI, and thinks it’s all ‘touchy-feely’ HR stuff Leader thinks their team isn’t ready for this kind of thing (but can’t articulate why) Leader has their own anxiety or fears around taking an EQ-i 2.0 assessment Leader doesn’t see the ROI Leader thinks it’s important for some roles, like HR, but not for other, more technical roles

51 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 51 Leader Resistance Activity Determine which resistance statement your group will work on Come up with some ways to overcome that resistance Be prepared to share your ideas with the larger group

52 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 52 EQ-i 2.0 and MSCEIT Mayer-Salovey-Caruso-Emotional-Intelligence- Test –Tests the respondent's ability to perceive, use, understand, and regulate emotions –Based on scenarios typical of everyday life, it measures how well people perform tasks and solve emotional problems, rather than having them provide their own subjective assessment of their emotional skills

53 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 53 EQ-i 2.0 and the ECI/ESCI Emotional Competency Indicator/Emotional Social Competency Indicator (ECI/ESCI) 360 assessment Several subscales can roll up into one competency (e.g., Developing Others competency can include Interpersonal Relationships, Empathy, Social Responsibility, etc.) Relationship Management includes leadership skills, may not be a fit with people who are not leaders

54 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 54 EQ-i 2.0 and the Genos The Genos Emotional Intelligence Multirater Assessment 360 assessment Measures seven dimensions that are a combination of: Personality traits Character Behaviors Dispositions

55 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 55 Steps to Gaining Buy-In 1.Investigate Underlying Needs 2.Know Your Audience 3.Anticipate Resistance 4.Present Your Value Proposition

56 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 56 The MHS Portal Assessment Centre –Invite, Manage, Report all in one place –Purchase tokens to be used towards reports Resource Centre –Access articles, websites, marketing material Online Community –Talk to other EQ-i 2.0 practitioners about topics that are relevant to you and your work

57 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Introduction to Emotional Intelligence

58 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. What is Emotional Intelligence? Emotional intelligence is a set of emotional and social skills that collectively establish how well we: Perceive and express ourselves Develop and maintain social relationships Cope with challenges Use emotional information in an effective and meaningful way It is a predictor of success in life and work

59 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. What is the EQ-i 2.0 ? A way to accurately assess strengths and blind spots: take the assessment in less than 20 minutes A predictable way to measure current level of emotional and social functioning: receive feedback on your results A vehicle for developing effectiveness in order to improve performance: develop a customized action plan in order to ensure you are focusing on the right development needs

60 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. How Accurate is it? Great amount of rigor went into the research and development of the tool 4,000 people took the assessment in order to ensure results are accurate: you are compared to your norm group Checks and balances built into the tool to ensure the most accurate results

61 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. The EQ-i 2.0 Model

62 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. What Does it Measure? The EQ-i 2.0 measures five distinct aspects of emotional and social functioning: Self-Perception – understanding your emotions Self-Expression – expressing your emotions Interpersonal – develop and maintain relationships Decision Making – use emotions to make better decisions Stress Management – cope with challenges

63 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Self-Perception Consists of the following sub-categories: Self-Regard – confidence Self-Actualization – continuous development Emotional Self-Awareness – understanding my emotions

64 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Self - Expression Consists of the following: Emotional Expression – saying how you feel Assertiveness – standing up for yourself effectively Independence – standing on your own two feet

65 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Interpersonal Consists of the following: Interpersonal Relationships – developing and maintaining good relationships Empathy – recognizing and appreciating how others feel Social Responsibility – contributing to society

66 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Decision Making Consists of the following: Problem Solving – effectively managing emotions when solving problems Reality Testing – seeing things as they really are Impulse Control – ability to resist or delay impulses

67 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Stress Management Consists of the following: Flexibility – adapting to change effectively Stress Tolerance – successfully coping with stressful situations Optimism – having a positive outlook

68 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Happiness Feeling satisfied, enjoying life An indicator of overall well-being Not included in overall EQ-i 2.0 results Impacts overall EQ-i 2.0, closely linked to: –Self-Regard –Optimism –Interpersonal Relationships –Self-Actualization

69 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Results You get an overall EQ-i 2.0 result, as well as individual results for each component You will receive feedback on your results and what they mean Your report includes strategies to further develop your emotional intelligence and a development plan template to help you make your commitment real Improving your Emotional Intelligence will not only help you be more successful at work, but outside of work too!

70 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Applying EQ-i 2.0 There are many ways the EQ-i 2.0 can be used: Selection Self-Awareness Succession Planning Leadership Development Executive Coaching Team Effectiveness

71 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Case Studies/ROI Add some case studies to further build credibility in you and the assessment. Go to the portal and download the information that works best for you: http://catalyst.mhs.com

72 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Module 5: EQ-360 2.0 Certification

73 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 73 What is a 360° Assessment? In the workplace, a 360° assessment is a way of assessing a person’s performance from ‘360 degrees around them’ e.g. from –His or her own perspective –His or her leader’s perspective –His or her direct report’s perspective –His or her peer’s perspective –Where appropriate, his or her friend’s and family’s perspective It is a holistic view of an individual’s effectiveness in one or more areas

74 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 74 What is a 360° Assessment? It allows various individuals to anonymously assess the same person, on the same things, based on their relationship and interaction with the person It is a feedback mechanism that allows an individual to compare how they see themselves to how others see them

75 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 75 Benefits of 360° Feedback: Organization It can impact business results by providing feedback to employees in order for them to increase their effectiveness It can help build effectiveness within an organization It can be seen as a great investment in leaders, teams, high potential individuals

76 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 76 Benefits of 360° Feedback: Individual It identifies blind spots that an individual might not otherwise be aware of It allows the individual to focus his or her development on where it will make the biggest impact

77 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 77 How 360° Assessments are Used Some ways organizations use 360° assessments are: –Leadership development –Individual development –High potential identification –Team effectiveness –Succession planning initiative –General coaching –Performance management

78 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 78 EQ360 Definitions Ratee – person being assessed (respondent) Rater – person assessing the ratee Manager – person the ratee reports to, either directly or indirectly Peer – ratee’s colleague, at same level in the organization as ratee Direct Report – person reporting to ratee, either directly or indirectly Family/Friend – immediate or extended family members, friend or acquaintances Other – anyone else such as customers, clients, or used when less than 3 raters appear in one category, other than manager

79 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 79 What does the EQ360 Measure? The individual’s current level of emotional intelligence competency as reported by him or herself and his or her raters The EQ360 mirrors the EQ-i 2.0: –The individual completes the self-assessment –The raters complete the EQ360, responding to the same items, worded from their perspectives: EQ-i 2.0 ItemEQ 360 Item “I feel sure of myself”“This person feels sure of himself or herself” “I am self-motivated”“This person is self-motivated”

80 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 80 Rater Participation The ratee may determine who the raters will be Either the ratee or coach will invite raters Rater responses are completely anonymous To protect anonymity, each rater category must have a minimum of three raters in order to be scored Where a minimum of three raters doesn’t exist, those raters become part of the “Other” category The only exception is the manager category – this will be scored with any number of raters

81 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 81 Rater Participation Questions Raters will be asked: –How long they have known the ratee –How often they interact with the ratee –How well they know the ratee Raters have no rights to viewing the final results, the assessment results belong to the ratee

82 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 82 Rater Selection Criteria When selecting raters, ratees should choose: –A mix of people including those who have known ratee a long time and those who ratee has known a shorter time; –Those who know ratee well and those who know ratee less well, N.B. should interact on a regular basis –Raters who trust the ratee and do not feel pressured into responding in a given way A variety of raters allows for a better overall picture of the ratee Inform Raters their responses will be anonymous, unless they are the Manager

83 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 83 Norms for the EQ360 Norm Group Size: 3,200 people The norm group is within 4% of Census data: Race/ethnicity Geographic region Rater Type MaleFemale Total Manager400 800 Direct Report400 800 Peer400 800 Family/Friend400 800 Total 1,600 3,200

84 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 84 Rater Details Provides information on how many raters responded by rater group Provides responses to the following questions: –How long have you known the person being assessed? –How often do you interact with the person being assessed? –How well do you know the person being assessed?

85 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 85 Rater Response Style Explained Provides the same information as EQ-i 2.0 Response Style Explained page, categorized by rater group Flags will never appear on this page since the information is there to provide insight into the raters’ response patterns, not to invalidate an EQ360 profile

86 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 86 Profile Gap Analysis Displays two things: self-rating and agreement It is a visual representation of an individual’s self-ratings (y-axis), and the level of agreement between the self-report and the raters (x-axis) There are four quadrants: –Allied Strengths Quadrant –Reinforced Opportunities Quadrant –2 Blind Spots Quadrants

87 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 87 Allied Strengths Quadrant Any subscales appearing in this quadrant reveal that your client rated him or herself above 100, and that the rater groups are in agreement with this score Example: S: 120; M: 122; P: 118; DR: 125 This feedback reveals that this is a strength for your client, and that his or her perception has been confirmed by the raters

88 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 88 Reinforced Opportunities Quadrant Any subscales appearing in this quadrant reveal that your client rated him or herself low, and that the rater groups are in agreement with this score Example: S: 74; M: 78; P: 70 This feedback reveals that this is a developmental area for your client, and his or her perception has been confirmed by the raters

89 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 89 Blind Spots Quadrants Two quadrants: Upper Left and Lower Left Upper Left Quadrant: –Any subscales appearing in this quadrant reveal that your client had a higher self-rating, and that there is less agreement with his or her raters Example: S: 120; M: 90; P: 95; DR:131 This is a blind spot since your client sees himself very differently than his raters see him on this subscale, and warrants further investigation

90 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 90 Blind Spots Quadrants Lower Left Quadrant: –Any subscales appearing in this quadrant reveal that your client had a lower self-rating, and that there is less agreement with his or her raters Example: S: 75; M: 90; P: 95 This can be a development opportunity for your client since he or she sees themselves as using this subscale very differently than what is perceived by his or her raters This warrants further discussion with your client to better understand the cause of such differences in how his EI skills are perceived

91 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 91 Profile Gap Analysis Any subscales appearing in the Allied Strengths and Reinforced Opportunities Quadrants are points of agreement between your client and his or her raters, in other words, your client sees him or herself in the same way others see him or her Any subscales appearing in the Blind Spots Quadrants are points of disagreement between your client and his or her raters, in other words, gaps between how your client sees him or herself and how others see him or her

92 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 92 Profile Gap Analysis Any subscales appearing in the bottom two quadrants indicate that the client rated him or herself below 100 Any subscales appearing in the upper two quadrants indicate that the client rated him or herself higher than 100

93 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 93 Rater Response Summary The first page shows self and rater group results on Total EI, and all five Composite Area results, identified by unique symbol A visual summary is provided as well as the scores (including self-report scores) Where the symbols are close together, there is more agreement Where the symbols are further apart, there is less agreement

94 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 94 Rater Response Summary Page 2 shows the same information broken down by subscale First line indicates how many raters were within each category Regarding scores, whenever there is a difference of 10 or more points between raters and the self, an asterisk * appears

95 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 95 Subscale Pages Two pages: Self –Report Results (EQ-i 2.0) page and EQ360 Results page EQ360 Results Page provides: –Biggest Gap: text illustrating the rater group(s) whose score was most different from your client’s self- assessment Only appears where there is at least a 10 point difference in scores –Closest Agreement: text illustrating the rater group(s) who agreed most closely with your client’s self- assessment Only appears where there is less than a 10 point difference in scores –Depending on scores, client may have either Biggest Gap, or Closest Agreement, or both

96 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 96 Subscale Pages Item stems and the average scores for each rater group as well as the self- reported score also appear on each subscale page This information allows you to dig deeper at the subscale level

97 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. 97 Open-Ended Questions You can choose open-ended questions from the database or create your own Choose up to 5 questions All verbatim responses listed under each question All responses are listed by rater group: e.g. DR1, DR2, etc.

98 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. EQ360 Report In your group, go over your assigned page(s) and share your responses to the following questions with the rest of us: –What is the main purpose of this page? –What are the key features and benefits of this page? –Why is it important to review this information? –What information do you get about this client based on what you see?

99 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. EQ360 Interpretation As a group, take the rater group you’ve been assigned and go through the results, responding to the following questions: –What do you notice regarding the response style of your assigned rater group? –Reviewing the report, where are the points of agreement? –Where are the points of difference? –What are three questions you would ask based on this rater group’s results? –What are three areas you would want to probe further based on patterns?

100 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Giving Feedback Take a look at the Rater Response Summary page you’ve been given Prepare to provide feedback to your partner based on the information found on this page When you are ready, decide who will go first as the coach and begin your feedback session Once the first person has finished, switch roles and begin the second feedback

101 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Giving Feedback #2 With your assigned EQ360 report, you have: –20 minutes to prepare for when you are the coach –15 minutes for your discussion with your partner –5 minutes for your partner to give you feedback You will then switch roles and begin the process again Debrief What challenges did you have as you went through this activity? What questions do you have about the EQ360 report or feedback process?

102 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Overcoming Obstacles In your groups, come up with 2 challenges you have either experienced when implementing a 360 degree assessment into an organization, or anticipate might be a challenge for you as you move forward With the challenges you’ve been assigned: –Record ways to overcome these challenges on your flipchart

103 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Interpretation Exercise n Interpret: n Flexibility n Self = 106 n Manager = 102, n Peer = 115 n Direct Report = 85 n Family/Friends = 92 n Clients = 96

104 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Interpretation Exercise n Interpret: n Interpersonal Relationship n Self = 101 n Manager = 102, n Peer = 98 n Direct Report = 103 n Family/Friends = 100

105 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Interpretation Exercise n Interpret: n Stress Tolerance n Self = 115 n Manager = 102, n Peer = 98 n Direct Report = 104 n Family/Friends = 90

106 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. The Basics of Using the EQ-360 Who to call for assistance –MHS Customer Service Rep 1- 800-268-6011, press ‘0’ –MHS Tech Support EQ Hotline –Vancouver: 604-224-2358 –Calgary: 403-775-0041 –Toronto: 416-907-4215

107 Copyright © 1997, 2011 Multi-Health Systems Inc. All rights reserved. Administering Your First EQ- 360 2.0 a)Set up your account b)Login and click EQ-360 c)‘Transfer’ EQ-I 2.0 results if necessary d)Request Rater List from your Ratee or make them responsible for communication with Raters e)Monitor progress f)Create report for meeting with Ratee


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