How to create Emotional Intelligence Test, Measure your Emotional Quotient -EQ

How to create Emotional Intelligence Test, Measure your Emotional Quotient -EQ

How to create Emotional Intelligence Test, Measure your Emotional Quotient (EQ)

What is Emotional Intelligence?

Emotional intelligence is the ability to recognize, understand and manage emotions in ourselves and others. Emotional Intelligence is divided into the four clusters of Self-Awareness, Self-Management, Social Awareness and Relationship Management (often referred to very broadly as “people skills” ). Daniel Goleman,  the author of the best-selling book 'Emotional Intelligence', has identified that successful managers and leaders possess a high percentage of emotional intelligence. By successful he meant those who have; achieved better financial results, developed more effective and supportive organizational climates or culture and achieved higher productivity gains with their workforce. Goleman’s  findings also indicated that Emotional Intelligence contributes 80 to 90% of the competencies that distinguish outstanding leaders from average leaders.

By the way, what is Emotion?

Emotion is a strong feeling deriving from one's circumstances, mood, or relationships with others. During the 1970s, psychologist Paul Ekman identified six basic emotions that he suggested were universally experienced in all human cultures. The emotions he identified were happiness, sadness, disgust, fear, surprise, and anger. He later expanded his list of basic emotions to include such things as pride, shame, embarrassment, and excitement. The list has been expanding ever since, and a lot of emotions are included such as, Acceptance, Affection, Amusement, Anger, Angst, Anguish, Annoyance, Anticipation, Anxiety, Apathy, Arousal, Awe, Boredom, Confidence, Contempt, Contentment, Courage, Curiosity, Depression, Desire, Despair, Disappointment, Disgust, Distrust, Doubt, Ecstasy, Embarrassment, Empathy, Enthusiasm, Envy, Euphoria, Faith, Fear, Frustration, Gratification, Gratitude, Greed, Grief, Guilt, Happiness, Hatred, Hope, Horror, Hostility, Humiliation, Interest, Jealousy, Joy, Kindness, Loneliness, Love, Lust, Nostalgia, Outrage, Panic, Passion, Pity, Pleasure, Pride, Rage, Regret, Rejection, Remorse, Resentment, Sadness, Self-confidence, Self-pity, Shame, Shock, Shyness, Social connection, Sorrow, Suffering, Surprise, Trust, Wonder, Worry.

Emotions arise naturally and emotions are powerful, it's important to acknowledge your feelings while also recognizing that your emotions don't have to control you. An emotionally intelligent person is expected to control and manage his/her emotions and react in a certain manner. On the other hand controlling your emotions is not same as suppressing them.

IQ versus EQ

An intelligence quotient (IQ) is a total score derived from a set of standardized tests or subtests designed to assess human intelligence. Historically, IQ was a score obtained by dividing a person's mental age score, obtained by administering an intelligence test, by the person's chronological age, both expressed in terms of years and months. The resulting fraction (quotient) is multiplied by 100 to obtain the IQ score. For modern IQ tests, the median raw score of the norming sample is defined as IQ 100 and scores each standard deviation (SD) up or down are defined as 15 IQ points greater or less. By this definition, approximately two-thirds of the population scores are between IQ 85 and IQ 115. About 2.5 percent of the population scores above 130, and 2.5 percent below 70.

In professional and technical fields the typical entry-level threshold IQ is 110 to 120. It is generally considered that your IQ, which is largely genetic, will change little from childhood. Since everyone is in the top 10% or so of intelligence category, IQ itself offers relatively little competitive advantage. EI on the other hand can be learned at any age therefore EQ can grow at any point of your life and career. Growing your competency in EQ is not easy or quick, as it takes perseverance in the process of critical self-evaluation, commitment to improvement and of course behavioral practice.

It is also important to note, that competence in Emotional Intelligence does not necessarily increase with age as you might expect. Some people may learn from life’s experiences, but many do not.

How to increase your EQ? People can increase their emotional intelligence by learning to:

  • Reduce negative emotions
  • Stay cool and manage stress
  • Be assertive and express difficult emotions when necessary
  • Stay proactive, not reactive in the face of a difficult person
  • Bounce back from adversity
  • Express intimate emotions in close, personal relationships

Creating a Questionnaire for measuring Emotional Quotient

There are 4 sets of skills or 4 clusters included in Emotional Intelligence and each cluster is further divided in sub categories of skills. To calculate EQ (Emotional Quotient) or measure Emotional Intelligence the sub categories of skills are assessed by self assessment questions/items which are designed to obtain answers on a 5 point rating scale. The main 4 behavioral factors of EQ are Self-Awareness, Self-Management, Social Awareness and Relationship Management which are further divided into sub behavioral factors. By assessing these behavioral factors, the test generates an EQ (emotional quotient) score. EQ is used in conjunction with emotional intelligence. An average EQ score ranges from 91-110, with a perfect score measuring 160.

  1. Self-Awareness:
    The core of Emotional Intelligence is self-awareness. Self-awareness is comprised of three competencies;
  1. Emotional self-awareness, where you are able to read and understand your emotions as well as recognize their impact on work performance and relationships;

Items/ Questions for measuring Emotional self-awareness:

Emotional Self Awareness: Recognizing one’s emotions and their effects.

Rating Scale

 

Underdeveloped

Needs Improvement

Adequate

Good

Excellent

1

I always know which emotions I am feeling and why

1

2

3

4

5

2

I realize the links between my feelings and what I think, do, and say

1

2

3

4

5

3

I recognize how my feelings affect my performance

1

2

3

4

5

4

I have a guiding awareness of my values and goals

1

2

3

4

5

 

  1. Accurate self-assessment, where you are able to give a realistic evaluation of your strengths and limitations;

Accurate Self-Assessment: Knowing one’s strengths and limits.

 

 

 

 

 

1

I am aware of my strengths and weaknesses

1

2

3

4

5

2

I am reflective and try to learn from experience

1

2

3

4

5

3

I am open to candid feedback, new perspectives, continuous

learning, and self-development

1

2

3

4

5

4

I am able to show a sense of humor and perspective about

myself

1

2

3

4

5

 

  1. Self-confidence, where you have a positive and strong sense of one’s self-worth.

Self-Confidence: Sureness about one’s self-worth and capabilities.

 

 

 

 

 

1

I present myself with self-assurance; I have "presence"

1

2

3

4

5

2

I can voice views that are unpopular and go out on a limb for

what is right

1

2

3

4

5

3

I am decisive, and able to make sound decisions despite

uncertainties and pressures

1

2

3

4

5

The starting point and key in these areas is the ability to be critically self-reflective.

 

  1. Self-Management
    Self-management is comprised of five competencies;
  1. Self-control, which is keeping disruptive emotions and impulses under control;

Self-Control: Managing disruptive emotions and impulses.

 

 

 

 

 

1

I manage my impulsive feelings and distressing emotions well

1

2

3

4

5

2

I stay composed, positive, and unflappable even in trying

moments

1

2

3

4

5

3

I think clearly and stay focused under pressure

1

2

3

4

5

 

  1. Transparency/Trustworthiness, which is maintaining standards of honesty and integrity, managing yourself and responsibilities;

Trustworthiness: Maintaining standards of honesty and integrity.

 

 

 

 

 

 

1

I consistently act ethically and am considered to be above

reproach

1

2

3

4

5

2

I build trust by being reliable and authentic

1

2

3

4

5

3

I admit my own mistakes and confront unethical actions in

others

1

2

3

4

5

4

I take tough, principled stands even if they are unpopular

1

2

3

4

5

 

  1. Adaptability, which is the flexibility in adapting to changing situations and overcoming obstacles;

Adaptability: Flexibility in handling change.

 

 

 

 

 

1

I smoothly handle multiple demands, shifting priorities, and

rapid change

1

2

3

4

5

2

I adapt my responses and tactics to fit fluid circumstances

1

2

3

4

5

3

I am flexible in how I see events

1

2

3

4

5

 

  1. Achievement orientation, which is the guiding drive to meet an internal standard of excellence;
Achievement Drive: Striving to improve or meet a standard of excellence.          

1

I am results-oriented, with a high drive to meet objectives and standards

1

2

3

4

5

2

I set challenging goals and take calculated risks

1

2

3

4

5

3

I pursue information to reduce uncertainty and find ways to do better

1

2

3

4

5

4

I continuously learn in order to improve my performance

1

2

3

4

5

 

  1. Initiative, which is the readiness to seize opportunities and act.

Initiative: Readiness to act on opportunities.

 

 

 

 

 

1

I am always ready to seize opportunities

1

2

3

4

5

2

I pursue goals beyond what’s required or expected of me

1

2

3

4

5

3

I cut through red tape and bend the rules when necessary to get the job done

1

2

3

4

5

4

I mobilize others through unusual, enterprising efforts

1

2

3

4

5

 

  1. Social Awareness
    Social Awareness is comprised of three competencies;
  1. Empathy, which is about understanding others and taking an active interest in their concerns;

Empathy: Sensing others’ feelings and perspective, and taking an active interest in their concerns.

 

 

 

1

I am attentive to emotional cues and am a good listener

1

2

3

4

5

2

I show sensitivity and understand others’ perspectives

1

2

3

4

5

3

I help out based on understanding other people’s needs and feelings

1

2

3

4

5

 

  1. Organizational awareness, which is the ability to read the currents of organizational life, build decision networks and navigate politics;

Organizational awareness: Reading a group’s emotional currents and power relationships.

 

 

 

 

1

I am good at accurately read key power relationships

1

2

3

4

5

2

I can usually detect crucial social networks

1

2

3

4

5

3

I have a good understanding of the forces that shape the views and actions of clients, customers, or competitors

1

2

3

4

5

4

I usually accurately read situations and organizational and

external realities

1

2

3

4

5

 

  1. Service orientation, which is recognizing and meeting customers’ needs.

Service Orientation: Anticipating, recognizing, and meeting customers’ needs.

 

 

 

 

1

I understand customers’ needs and match them to services or products

1

2

3

4

5

2

I seek ways to increase customers’ satisfaction and loyalty

1

2

3

4

5

3

I gladly offer appropriate assistance

1

2

3

4

5

4

I grasp a customer’s perspective, acting as a trusted advisor

1

2

3

4

5

 

  1. Relationship Management
    The Social cluster of Relationship Management is comprised of seven competencies;
    1. Visionary leadership, which is inspiring and guiding groups and individuals;

Leadership: Inspiring and guiding groups and people.

 

 

 

 

 

1

I am articulate and able to arouse enthusiasm for a shared

vision and mission

1

2

3

4

5

2

I step forward to lead as needed, regardless of position

1

2

3

4

5

3

I guide the performance of others while holding them

accountable

1

2

3

4

5

4

I lead by example

1

2

3

4

5

 

2. Developing others, which is the propensity to strengthen and support the abilities of others through feedback and guidance;

Developing Others: Sensing what others need in order to develop, and bolstering their abilities.

 

 

 

1

I acknowledge and reward people’s strengths, accomplishments, and development

1

2

3

4

5

2

I offer useful feedback and identify people’s needs for

development

1

2

3

4

5

3

I mentor, give timely coaching, and offer assignments that

challenge and grow a person’s skill

1

2

3

4

5

 

3. Influence, which is the ability to exercise a wide range of persuasive strategies with integrity, and also includes listening and sending clear, convincing and well-tuned messages;

Influence: Wielding effective tactics for persuasion.

 

 

 

 

 

1

I am skilled at the art of persuasion

1

2

3

4

5

2

I make sure I fine-tune presentations to appeal to the listener

1

2

3

4

5

3

I am able to use complex strategies like indirect influence to build consensus and support

1

2

3

4

5

4

I can orchestrate dramatic events to effectively make a point

1

2

3

4

5

 

  1. Change catalyst, which is the proficiency in initiating new ideas and leading people in a new direction;

Change Catalyst: Initiating or managing change.

 

 

 

 

 

1

I recognize the need for change and remove barriers to it

1

2

3

4

5

2

I acknowledge the need for change and challenge the status quo

1

2

3

4

5

3

I champion the change and enlist others in its pursuit

1

2

3

4

5

4

I model the change expected of others

1

2

3

4

5

 

  1. Conflict management, which is resolving disagreements and collaboratively developing resolutions;

Conflict Management: Negotiating and resolving disagreements.

 

 

 

 

 

1

I handle difficult people and tense situations with diplomacy and tact

1

2

3

4

5

2

I spot potential conflict, bring disagreements into the open, and help deescalate the conflict

1

2

3

4

5

3

I encourage debate and open discussion

1

2

3

4

5

4

I orchestrate win-win solutions

1

2

3

4

5

 

  1. Building bonds, which is building and maintaining relationships with others;

Building Bonds: Cultivating opportunities through diverse people.

 

 

 

 

 

1

I respect and relate well to people from varied backgrounds

1

2

3

4

5

2

I try to understand diverse worldviews and be sensitive to group differences

1

2

3

4

5

3

I see diversity as opportunity, creating an environment where diverse people can thrive

1

2

3

4

5

4

I consistently challenge bias and intolerance

1

2

3

4

5

 

  1. Teamwork and collaboration, which is the promotion of cooperation and building of teams.

Team Work: Promoting Team Work.

 

 

 

 

 

1

I am good at give-and-take, and am able to attune my message according to the emotional cues I pick up

1

2

3

4

5

2

I deal with difficult issues straightforwardly

1

2

3

4

5

3

I listen well, seek mutual understanding, and fully welcome sharing of information

1

2

3

4

5

4

I foster open communication and stay receptive to bad news as well as good

1

2

3

4

5

 

Interpreting the Data/ Calculating Emotional Quotient

We have obtained responses of an individual for carrying out sample interpretation of the data and for calculating Emotional Quotient (EQ, which is a numerical expression or a quantified index of Emotional Intelligence of an individual).

In statistics, 5 point rating scale is known as a Likert Scale (Likert scale rating system is used in questionnaires, that is designed to measure people's attitudes, opinions, or perceptions). A Likert scale assumes that the strength/intensity of an attitude is linear, i.e. on a continuum from strongly agree to strongly disagree, (In our case, the level of individual’s skills are assumed on a continuum from “Underdeveloped to Excellent”) and makes the assumption that attitudes can be measured and quantified. From a statistical standpoint, this suggested an interval level of measurement. Rather than analyzing the individual items, Likert combined the individual items via summation or taking the arithmetic mean.

Well, let’s forget expert statistical analysis, and let’s try to develop an easy to understand guide for interpretation of responses so it can also be used by the layman.

Remember, an average EQ ranges from 91-110, with a perfect score measuring 160. We have used total 67 items/questions with a 5 point rating scale.

Putting weigh of scores to the recorded responses on the 5 point rating scale

Score for response – 5 = 160 x 5 / 67 x 5 = 2.39

Score for response – 4 = 2.39/5 x 4 = 1.91

Score for response – 3 = 2.39/5 x 3 = 1.43

Score for response – 2 = 2.39/5 x 2 = .96

Score for response – 1 = 2.39/5 x 1 = .48

Now that we know the weigh of scores for each response, let’s put the scores in below table.

Main Factor

Sub Factor

Questions/Items

Recorded Responses

Score

Self-Awareness

Emotional Self Awareness

Item no. 1

3

1.43

Item no. 2

4

1.91

Item no. 3

4

1.91

Item no. 4

5

2.39

Accurate Self-Assessment

Item no. 1

3

1.43

Item no. 2

2

.96

Item no. 3

2

.96

Item no. 4

4

1.91

Self Confidence

Item no. 1

3

1.43

Item no. 2

2

.96

Item no. 3

2

.96

Self-Management

Self-Control

Item no. 1

5

2.39

Item no. 2

4

1.91

Item no. 3

2

.96

Transparency/Trustworthiness

Item no. 1

5

2.39

Item no. 2

4

1.91

Item no. 3

3

1.43

Item no. 4

4

1.91

Adaptability

Item no. 1

1

.48

Item no. 2

3

1.43

Item no. 3

2

.96

Achievement Drive

Item no. 1

3

1.43

Item no. 2

2

.96

Item no. 3

3

1.43

Item no. 4

5

2.39

Initiative

Item no. 1

4

1.43

Item no. 2

2

.96

Item no. 3

2

.96

Item no. 4

3

1.43

Social Awareness

Empathy

Item no. 1

3

1.43

Item no. 2

2

.96

Item no. 3

3

1.43

Organizational awareness

Item no. 1

3

1.43

Item no. 2

4

1.91

Item no. 3

4

1.91

Item no. 4

2

.96

Service Orientation

Item no. 1

4

1.91

Item no. 2

4

1.91

Item no. 3

5

2.39

Item no. 4

3

1.43

Relationship Management

Leadership

Item no. 1

3

1.43

Item no. 2

2

.96

Item no. 3

4

1.91

Item no. 4

4

1.91

Developing Others

Item no. 1

5

2.39

Item no. 2

5

2.39

Item no. 3

3

1.43

Influence

Item no. 1

4

1.91

Item no. 2

5

2.39

Item no. 3

4

1.91

Item no. 4

4

1.91

Change Catalyst

Item no. 1

3

1.43

Item no. 2

4

1.91

Item no. 3

2

.96

Item no. 4

3

1.43

Conflict Management

Item no. 1

4

1.91

Item no. 2

5

2.39

Item no. 3

3

1.43

Item no. 4

4

1.91

Building Bonds

Item no. 1

3

1.43

Item no. 2

4

1.91

Item no. 3

3

1.43

Item no. 4

4

1.91

Team Work

Item no. 1

2

.96

Item no. 2

5

2.39

Item no. 3

2

.96

Item no. 4

3

1.43

Emotional Quotient

Grand Total

 

 

107.01

What does the total score mean?

Table of score interpretation:

Total Score

Below 50

51 to 90

91 to 110

111 to 140

141 to 160

Interpretation

Underdeveloped

Need Improvement

Adequate

Good

Excellent

Global Category of EQ

Poor

Below Average

Average

Above Average

 

Excellent, among highly Emotional Intelligent People

As per above table and interpretation guide, the individual who was tested and who scored 107.01 (Emotional Quotient=107.01 or round off 107) falls under the category of adequate so he/she is an average emotionally intelligent person.

Disclaimer: The above test is solely designed for educational purpose to acquaint readers on creating emotional intelligence test and measuring Emotional Quotient. No study has been done to test the reliability or validity (statistical acceptance) of the questions/ items used in the test or for the test as a whole. 

Generally speaking or statistically speaking smiley , while using Likert scales, if you have two groups and you’re analyzing five-point Likert data, both the 2-samples t-test and Mann-Whitney test have nearly equivalent type I error rate. The results are consistent across many group sizes. You already know what this mean if you are an expert in Statistics. smiley