Part V: creating the EQ-i 2.0 and EQ 360 2.0

EQ-i 2.0 Group Report Supplement

Section Three: Benefits of Having Coach and Client Reports

I.   Coach Report:

You can use the Coach Report to guide your interactions with the group. For example, before diving right into the group’s subscale results, take a moment to assess the information provided on the Group Response Style Explained page regarding validity indicators. This page will identify the group’s response tendencies. If this page raises any validity concerns, you may have to vary the approach you use to give group feedback.

• Inconsistency Index: If multiple group members are inconsistent in their responses, then this may imply that they rushed through the assessment or randomly responded to items, are indecisive or unsure of themselves, or are being overly influenced by the wording nuances of the assessment items. Check to see if flags are raised in the “average time to completion” section of the Group Response Style Explained page and then engage in further discussion with the group to discuss their experience of completing the EQ-i 2.0 assessment.


• Positive Impression and Negative Impression: When multiple members of the group use an overly positive or overly negative response style when completing the EQ-i 2.0, this may influence the approach that you use when introducing developmental strategies to the group. If a high percentage of group members use an overly positive response style, they may for example, be unwilling to face their limitations, may be attempting to avoid criticism, or may lack personal insight. References to the group’s potential weaknesses may be met with resistance, denial, or hostility. Conversely, if multiple members of the group have an overly negative response style, then these group members may focus only on the group’s lower-scoring areas and you might need to make a greater effort to raise the group’s self-esteem so that they are more motivated to engage in developmental behaviors.


• Item 133 (My responses to the preceding sentences were open and honest): If a high percentage of group members choose a response of “3” or lower, indicating that they may not have provided honest responses to the assessment items, then a group discussion should be held to explore the reasons why group members feel they are unable to respond honestly.


• Omitted Items: If a high percentage of group members omitted 9 or more items on their EQ-i 2.0 assessment, you might find it helpful to examine the % Distribution of Responses table on each subscale page to see whether you can identify a pattern in the items that are being omitted. For example, while scanning through the % Distribution tables, you might find that there are items that all group members chose to omit. In that case, you can engage in further discussion with the group to determine whether the omission is due to the item(s) not being relevant to their work context or if there is some other underlying cause for the omitted responses (e.g., organization culture).

II.   Client Report:

Having the option to hand out Client Reports during a group feedback session may benefit you and the group in many ways. For example, generating client reports:

• Saves Time! You will no longer have to spend time and effort figuring out what information is appropriate for sharing with the group because we will already have done that for you. Instead of cutting and pasting graphs or tables into a separate document for handouts, the Client Report presents group results in an organized and visually appealing manner.


• Increases Group Engagement. Providing group members with Client Reports can increase the amount of engagement or interaction that they have with the results. Because the Client Report is composed of the overall summary pages of the Group Report, group members can compare their individual Workplace or Leadership results to the group’s scores at later points in time.


• Assists with Interpretation. There may be times when group members are able to provide alternative explanations for results because they are privy to insider information or are able to see trends that are not readily apparent to people outside of the group. These types of revelations are more likely to come about if clients also have access to group results and are encouraged to voice their thoughts regarding the issues discussed during group feedback sessions.