Part IV: Using the Results

Giving Feedback

Goals of the Feedback Process

The feedback process is your opportunity to engage your client, offering the opportunity to discuss his or her results with you. It is strongly encouraged that the feedback process consists of a one-on-one conversation so that the client can feel comfortable and will be open to working through the rich and plentiful information that is presented in the EQ-i 2.0 and EQ 360 2.0. In the event the consultant should engage a group of EQ-i 2.0 users, group feedback should include a discussion of the group’s overall results, and individual results should not be discussed while in the group session. The goals of the feedback session, whether in a group or one-on-one, should include the following:

  1. Ensure the client has gained an accurate understanding of his or her EQ-i 2.0 results. If the EQ 360 2.0 is applicable, it is equally important that the coach and client have worked sufficiently through the self portion of the results prior to proceeding to the rater information.
  2. Ensure the focus is on opportunity, and not on good or bad scores. Where necessary, the consultant should help the client move away from judgment and negative reactions to embrace the opportunities in leveraging their strengths and developing underutilized or underdeveloped skills.
  3. The EQ-i 2.0 and EQ 360 2.0 feedback process is as much about creating self-awareness as it is about promoting change. We must remember that the information provided by EQ-i 2.0 is merely a reflection of the client’s self perception. As a result, it is the coach’s role to help his or her client work through any perceived obstacles that may prevent the client from embracing the feedback process.
  4. Prior to concluding the feedback process the coach should work with the client to develop an Action Plan or Next Steps. Although the feedback process centers on gaining awareness, sustained change cannot occur without deliberate, conscious effort. The coach should encourage the client to establish two to three meaningful development goals that are tied to the EQ-i 2.0. Each goal should be specific and outline steps the client will need to take to reach his or her development objectives.