The SEI can be used in a variety of contexts and in each care must be used to present the tool and interpret the results to gain the most value from the process.

In the introduction to the questionnaire, the person taking the SEI could be advised to focus on one particular sector such as family life or work.  Consequently the feedback and development plan can be adjusted to apply to the particular sector that the person chooses. This personalizes the experience and helps people to apply their learning in a specific arena. That said, many aspects of a person’s profile, such as self-awareness, would be expected to remain stable in different settings at a given point in time.

Other important points to clarify when introducing SEI are that there are no “correct” answers and that the tool is not the only source of evaluation of emotional intelligence.  The SEI measures personal perceptions and impressions, which may very well change with training and other life experiences.  As a person’s emotional intelligence grows and develops, the SEI scores would be expected to reflect these changes.  The SEI profile is best described as a “snapshot” of the moment when the test-taker completed the questionnaire.

It is essential to identify who will receive the SEI results and how results will be used.  In some settings a written release should be obtained if SEI results will be shared with a third party or will become part of an individual’s record.

Remember that feedback is an opportunity for the client to think about her/himself. Since SEI frames EQ in the context of important outcomes, Assessors can use the outcomes to help clients consider why using and developing EQ would be valuable (ie., strengthen Effectiveness, Relationships, Quality of Life, Wellbeing). Everyone can improve his/her emotional intelligence (as defined in our model) and each can choose what aspects of the profile s/he would like to work on.  Sometimes people may decide to work on their strengths rather than their weaker points.  What is unique in this approach is the motivation created when EQ is connected the practical, real-world goals that are important for each person.

Sample Interpretation

This example is of the full profile in the Leadership Report.  “Hank Lennox” is an operational manager in a high tech company.  In the blue section, we can see Hank is modestly self-aware.  If he slows down, he can notice his feelings and choices.  But in the red area, it appears Hank is so busy “doing” he doesn’t deal with the underlying emotional drivers.  Remarkably self-motivated and optimistic, Hank has incredible strengths as an operator — but he is very weak in managing emotion (Navigate Emotions — he’s careful (Apply Consequential Thinking), but he doesn’t create the right emotional drivers to sustain his performance.  In the green area, it’s evident that he is driven by a powerful, meaningful purpose (Pursue Noble Goals), but he’s got an achilles heel in Empathy, and can not enroll people.  (continued below the graph)

In the hands of skills practitioner, this data is incredibly powerful.  We can make numerous inferences and begin to talk to “Hank” about some massive strengths — and what’s holding him back.  Looking at the Navigate Emotions and Pursue Noble Goal scores, it’s evident that he’s emotionally disconnected from his own sense of purpose.  He’s operating at a “head level.”  The massive engines of Engage Intrinsic Motivation + Exercise Optimism might actually be running too fast, causing him to run people ragged — is it enough for him to be a sole star, or does he want a winning team?  Based on the high PNG, we can leverage his vision to make a commitment to bringing others along.  But for Hank, as for so many leaders, his first step is to increase the self-awareness.  Until he tunes into what’s happening internally, he’ll keep tripping over these low scores.  fortunately, he has the capability in Apply Consequential Thinking to see these risks… and the drive in EIM and PNG to do the work.  Of course, the feedback from an assessment is just that:  Feedback.  We use the data to guide the conversation, and we support the client to reach her goals.

One of the key benefits of the SEI (which must be pretty interesting to you if you’re still reading – thank you) is that we actually have two questionnaires in one.  We have the EQ scales, above, and we have a second questionnaire about key success factors.  The results of this questionnaire fall into six categories, four of which appear in the current Leadership Report (all six appear on the Coach Data page as background for the Assessor).  This enables us to have the “so what” — the reason the client will want to explore and develop EQ.  In “Hank’s” case, his self-reported success factors, shown below, represent some serious concerns that he has, particularly about health and relationships, and a lot of room for improvement in other areas.  The Assessor will use this data to help Hank frame up the need for change, and to understand his goals.  Then, as we look at the EQ competencies above, it’s easy to start focusing the conversation on these key outcomes:

For additional information on interpretation, review your EQAC workbook.

Informes SEI: Interpretación

El SEI se puede utilizar en una variedad de contextos y en cada oportunidad, la herramienta debe utilizarse con sumo con cuidado para presentar la interpretación de los resultados de una forma que le agregue valor a este proceso.

En la introducción del cuestionario, se puede recomendar a la persona tomando el SEI, que se concentre en un sector en particular, como la vida familiar o el trabajo. Por consiguiente, la retroalimentación y el plan de desarrollo pueden ajustarse para enfocarse en ese sector particular que la persona elija. Esto personaliza la experiencia y ayuda a las personas a aplicar su aprendizaje en un ámbito específico. Dicho esto, se espera que muchos aspectos del perfil de una persona, como la autoconciencia, se mantengan estables en diferentes entornos en un momento determinado.

Otros puntos importantes para explicar al participante en el momento de presentar el SEI, es que no hay respuestas "correctas" y que la herramienta no es la única fuente de evaluación de la inteligencia emocional. El SEI mide las percepciones personales y las impresiones, que pueden muy bien cambiar con la formación y otras experiencias de vida. A medida que la inteligencia emocional de una persona crece y se desarrolla, se espera que las puntuaciones de SEI reflejen estos cambios. En realidad, el perfil SEI se describe como una "instantánea" del momento en que el examinador completó el cuestionario.

Es esencial identificar quién recibirá los resultados de SEI y cómo se utilizarán estos resultados. En algunos escenarios se debe obtener un comunicado por escrito si los resultados de SEI se compartirán con un tercero o se convertirán en parte del registro de un individuo.

Recuerde que la retroalimentación es una oportunidad para que el cliente piense acerca de sí mismo. Dado que SEI enmarca EQ en el contexto de resultados importantes, los asesores pueden usar los resultados para ayudar a los clientes a considerar por qué el uso y desarrollo de EQ sería valioso (es decir para fortalecer la efectividad, las relaciones, la calidad de vida y el bienestar). Todo el mundo puede mejorar su inteligencia emocional (como se define en nuestro modelo) y cada uno puede elegir qué aspectos del perfil le gustarían trabajar. En ocasiones, las personas pueden decidir trabajar en sus fortalezas en lugar de orientarse en sus puntos más débiles. Lo que es único en este enfoque es la motivación creada cuando EQ está conectada a las metas prácticas del mundo real, que son importantes para cada persona.

Ejemplo de una Interpretación SEI

Este ejemplo es del perfil completo en el Informe de Liderazgo. "Hank Lennox" es un gerente operacional en una empresa de alta tecnología. En la sección azul, podemos ver que Hank es modestamente consciente de sí mismo. Sin embargo, si Hank mira las cosas con detenimiento puede notar sus sentimientos y opciones. Por otro lado, en el área roja, parece que Hank está tan ocupado "haciendo" que no se ocupa de los conductores emocionales operando en su interior. Hank tiene increíbles fortalezas en esta área - pero es muy débil en el manejo de la emoción (Navegar Emociones - tiene cuidado (Aplicar Pensamiento Consecuente), pero no llega a alcanzar conexiones emocionales adecuadas para mantener su rendimiento. En la zona verde, aunque es evidente que Hank se impulsa por un propósito poderoso y significativo (Perseguir Metas Nobles), tiene un talón de Aquiles en Empatía por lo que no puede conseguir que las personas lo sigan en su emprendimiento.

En manos del profesional habilidoso, estos datos son increíblemente poderosos. Podemos hacer numerosas inferencias y comenzar a hablar con "Hank" acerca de algunas de sus fortalezas - y de lo que lo está deteniendo. Observando las secciones de Navegar Emociones y Perseguir Metas Nobles, es evidente que "Hank" está emocionalmente desconectado de su propio sentido de propósito. Él está operando a un "nivel cognitiva". Sus factores de motivación en Activar Motivación Intrínseca + Ejercitar Optimismo podrían causar que este yendo demasiado rápido, lo que ocasiona que las personas se sientan avasalladas - ¿ es que desea ser la estrella única en el equipo o quiere avanzar junto con el grupo? Teniendo un alto PMN, podemos aprovechar su visión para crear un contexto de compromiso que atraiga a las demás personas. Sin embargo, para Hank, como para tantos líderes, el primer paso es aumentar la auto-conciencia. Hasta que no sea consciente de lo que está sucediendo internamente, se mantendrá con estas puntuaciones bajas. Afortunadamente, posee la capacidad de aplicar Pensamiento Consecuente para ver estos riesgos ... y la unidad en AMI y PMN para lograr sus metas.Finalmente, es importante tener en cuenta que la retroalimentación de una evaluación es sólo eso: Retroalimentación. Usamos los datos para guiar la conversación, y apoyamos al cliente para alcanzar sus metas.

Uno de los beneficios fundamentales del SEI (que debe parecerte bastante interesante, si todavía estás leyendo - ¡gracias!) es que en realidad tenemos dos cuestionarios en uno. Tenemos las escalas de EQ, mostradas en la parte superior, y tenemos un segundo cuestionario sobre factores claves de éxito. Los resultados de este cuestionario se dividen en seis categorías, cuatro de las cuales aparecen en el Informe de Liderazgo actual (las seis aparecen en la página Datos del Coach o Data Sheet como información preliminar para el Asesor). Esto nos permite entender la razón por la que el cliente querrá explorar y desarrollar EQ. En el caso de "Hank", sus factores de éxito ( gráfico inferior) se han construido en base a su "auto-reporte". Estos resultados podrían representa algunas de sus serias preocupaciones acerca de salud y relaciones, y mucho margen para mejorar en otras áreas. El Asesor usará estos datos para ayudar a "Hank" a poner en contexto la necesidad del cambio, y a entender sus propias metas. Luego, observando las competencias de EQ es fácil comenzar a enfocar la conversación sobre estos resultados clave:

The SEI can be used in a variety of contexts and in each care must be used to present the tool and interpret the results to gain the most value from the process.

In the introduction to the questionnaire, the person taking the SEI could be advised to focus on one particular sector such as family life or work.  Consequently the feedback and development plan can be adjusted to apply to the particular sector that the person chooses. This personalizes the experience and helps people to apply their learning in a specific arena. That said, many aspects of a person’s profile, such as self-awareness, would be expected to remain stable in different settings at a given point in time.

Other important points to clarify when introducing SEI are that there are no “correct” answers and that the tool is not the only source of evaluation of emotional intelligence.  The SEI measures personal perceptions and impressions, which may very well change with training and other life experiences.  As a person’s emotional intelligence grows and develops, the SEI scores would be expected to reflect these changes.  The SEI profile is best described as a “snapshot” of the moment when the test-taker completed the questionnaire.

It is essential to identify who will receive the SEI results and how results will be used.  In some settings a written release should be obtained if SEI results will be shared with a third party or will become part of an individual’s record.

Remember that feedback is an opportunity for the client to think about her/himself. Since SEI frames EQ in the context of important outcomes, Assessors can use the outcomes to help clients consider why using and developing EQ would be valuable (ie., strengthen Effectiveness, Relationships, Quality of Life, Wellbeing). Everyone can improve his/her emotional intelligence (as defined in our model) and each can choose what aspects of the profile s/he would like to work on.  Sometimes people may decide to work on their strengths rather than their weaker points.  What is unique in this approach is the motivation created when EQ is connected the practical, real-world goals that are important for each person.

Sample Interpretation

This example is of the full profile in the Leadership Report.  “Hank Lennox” is an operational manager in a high tech company.  In the blue section, we can see Hank is modestly self-aware.  If he slows down, he can notice his feelings and choices.  But in the red area, it appears Hank is so busy “doing” he doesn’t deal with the underlying emotional drivers.  Remarkably self-motivated and optimistic, Hank has incredible strengths as an operator — but he is very weak in managing emotion (Navigate Emotions — he’s careful (Apply Consequential Thinking), but he doesn’t create the right emotional drivers to sustain his performance.  In the green area, it’s evident that he is driven by a powerful, meaningful purpose (Pursue Noble Goals), but he’s got an achilles heel in Empathy, and can not enroll people.  (continued below the graph)

In the hands of skills practitioner, this data is incredibly powerful.  We can make numerous inferences and begin to talk to “Hank” about some massive strengths — and what’s holding him back.  Looking at the Navigate Emotions and Pursue Noble Goal scores, it’s evident that he’s emotionally disconnected from his own sense of purpose.  He’s operating at a “head level.”  The massive engines of Engage Intrinsic Motivation + Exercise Optimism might actually be running too fast, causing him to run people ragged — is it enough for him to be a sole star, or does he want a winning team?  Based on the high PNG, we can leverage his vision to make a commitment to bringing others along.  But for Hank, as for so many leaders, his first step is to increase the self-awareness.  Until he tunes into what’s happening internally, he’ll keep tripping over these low scores.  fortunately, he has the capability in Apply Consequential Thinking to see these risks… and the drive in EIM and PNG to do the work.  Of course, the feedback from an assessment is just that:  Feedback.  We use the data to guide the conversation, and we support the client to reach her goals.

One of the key benefits of the SEI (which must be pretty interesting to you if you’re still reading – thank you) is that we actually have two questionnaires in one.  We have the EQ scales, above, and we have a second questionnaire about key success factors.  The results of this questionnaire fall into six categories, four of which appear in the current Leadership Report (all six appear on the Coach Data page as background for the Assessor).  This enables us to have the “so what” — the reason the client will want to explore and develop EQ.  In “Hank’s” case, his self-reported success factors, shown below, represent some serious concerns that he has, particularly about health and relationships, and a lot of room for improvement in other areas.  The Assessor will use this data to help Hank frame up the need for change, and to understand his goals.  Then, as we look at the EQ competencies above, it’s easy to start focusing the conversation on these key outcomes:

For additional information on interpretation, review your EQAC workbook.