Top Tools for Helping Develop Future Leaders: Part 3

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In part one of our series, we shared insights on popular leadership development tools that explore core leadership skills, while in part two, we focused on personality assessments. In this article, we discuss assessments of emotional intelligence.

Assessing Emotional Intelligence

Another dimension of effective leadership to consider is emotional intelligence. These assessments help explore how individuals manage emotions and navigate social complexities.

1. Emotional Quotient Inventory

The Emotional Quotient Inventory (EQ-i) measures emotional intelligence through self-reported questionnaires. It assesses various dimensions of emotional intelligence, including self-awareness, self-regulation, motivation, empathy, and social skills.

Dr. Reuven Bar-On, a clinical psychologist specializing in emotional and social intelligence, developed the EQ-i in the early 1990s. He created the assessment to provide a reliable and valid measurement of these constructs. This assessment’s rise in popularity among businesses correlates with the growing recognition of emotional intelligence as a predictor of professional success and effective leadership.

“The EQ-i is my favorite leadership assessment to deliver,” says UNC Executive Development Program Director Tony Laffoley. “Many of the leaders we work with are wrestling with the transition from focusing on what gets done to how it gets done. That means focusing more on people skills, which is where emotional intelligence comes to the forefront. Once we help leaders understand the importance of emotional intelligence, it really helps them determine how they can be the best version of themselves and, ultimately, achieve their organization’s goals through others.”

UNC Executive Development Program Director for the Government & Defense Sector Amy Parker also recommends the EQ-i for helping develop emerging leaders. “The EQ-i offers a great introduction to assessments that is non-threatening, can be fully coached around, and supports individuals in setting up goals for their growth and development.”

Additional Considerations

• The EQ-i is widely recognized and respected in both academic and professional circles for its ability to predict leadership effectiveness and team dynamics.
• It covers multiple aspects of emotional intelligence, providing a well-rounded view of an individual’s capabilities.
• As a self-report tool, it may be subject to social desirability bias, with individuals presenting themselves more favorably; organizations may need training to effectively interpret results.
• Emotional intelligence expressions can vary significantly across cultures, which may impact the assessment’s applicability in diverse workplaces.

Final Thoughts

Given that emotional skills are often more critical in today’s collaborative work environments than traditional technical skills, the EQ-i can be particularly valuable.

2. Individual Orientation Profile

The Individual Orientation Profile (IOpt) assessment examines an individual’s approach to various personal and professional domains, such as work, relationships, and self-development. It aims to provide insights into how people approach tasks, manage relationships, and respond to challenges, thereby identifying emerging leaders and high performers in organizations.

The IOpt was developed in the late 20th century by Dr. William D. Garrison, a psychologist with extensive experience in organizational behavior and human resources. Garrison’s work focused on understanding the interplay between personality traits and workplace performance. The IOpt gained popularity with business organizations in the early 2000s as organizations began to recognize the importance of soft skills and personal orientation in leadership effectiveness.

Additional Considerations

• IOpt emphasizes personal growth and development, helping facilitate team dynamics, collaboration, and communication.
• Like many assessments, it can be influenced by how individuals perceive themselves, leading to the potential for biased results.
• IOpt results may require expert interpretation, which can add time and cost to the assessment process.

Final Thoughts

Organizations should evaluate how well the IOpt aligns with their strategic goals and whether this assessment complements other tools to provide a comprehensive view of emerging leaders.

A Comprehensive Strategy for Leadership Development

It is important to remember that the assessments discussed in this series are not the only leadership development tools available; there are many options to choose from. The key is to carefully consider your organization’s objectives, the context in which the assessments will be used, and the full portfolio of leadership development resources available. By taking these factors into account, your organization can select the most appropriate tools to effectively identify and develop emerging talent. This thoughtful approach will help create a comprehensive and tailored leadership development strategy that aligns with your organization’s unique needs, goals, and direction.