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At the IE Group we offer several scientific assessments as follows:
Assessments should be aligned to your strategy and values to inform the selection of leadership assessment batteries to be administered. Include the results of the above elements into the proposed executive coaching programme. It is important to understand the scope and extent of the leadership challenges and opportunities prior to conducting any assessments.
Emotional Intelligence, Reuven Bar-on EQi Assessment tool and feedback with one of our resident psychologists/Bar-on EQi Practitioner
Why the Bar-on EQi?
As 93% of leadership effectiveness is entrenched in Emotional and Social Intelligence, the Emotional Quotient Inventory (EQ-iŸ) is the first scientifically validated and most widely used Emotional Intelligence assessment in the world. Based on more than 20 years of research worldwide, the EQ-i examines an individual’s social and emotional strengths and weaknesses. The scientific assessment was designed by Professor Reuven Bar-on who developed the tool utilizing 10 000 South Africans thus being perfectly adapted for South African conditions. Respondents self-report on their life and workplace performance in 15 key areas of emotional skill that have been proven to contribute to proficiency in complex business activities such as conflict resolution and planning. By identifying the areas that need improvement, the candidate can immediately begin developing those areas. At the same time, areas where the individual excels can be leveraged to their full potential to maximize effectiveness in daily tasks.
This assessment profile indicates aspects of emotional competencies that influence cognitive style. We will then link this to your communicative output to ensure holistic development.
What Is EQ?
Emotional Intelligence is being able to monitor and regulate one’s own and others’ feelings to guide thought and action” – Peter Salovey, Yale & John Mayer, University of New Hampshire Emotional intelligence is an ability distinct from academic intelligence – the cognitive capacities measured by IQ. These two different kinds of intelligence intellection and emotional express the activity of different parts of the brain. It is EQ that underpins many of the best decisions that dynamic organisations make and has been scientifically proven to provide 93% of leadership effectiveness.
EQ In Leadership and Business
Emotional competence is particularly central to leadership as the essence of leadership is getting others to do their jobs more effectively. For success at the highest levels in leadership positions, emotional competence accounts for virtually the entire advantage. In order for leaders to define meanings for others, it is vital to understand meanings for themselves. Knowing one’s emotions (self-awareness), managing emotions, driving oneself, recognizing emotions and appropriately handling relationships are indicative of a leader who understands the nature of the forces within themselves and can direct energy to promote a shared sense of high quality performance. Effective communication depends on emotional intelligence. Self-confidence and the ability to know own strengths and limitations, self-control, flexibility and persistence are crucial personal competencies required for effective leadership. Understanding others, the need to be of service, as well as an ability to influence with integrity, inspire others, collaborate and nurture important relationships, encompasses some of the crucial social competencies of effective leadership.
Why Is EQ Important?
There is a growing awareness of the false but widely embraced notion that intellect or IQ alone is what matters for success. A two-year exhaustive inquiry conducted by Dr. Daniel Goleman, the influential Harvard Psychologist has illuminated the need of emotional intelligence in star performers. His scientific analysis has involved hundreds of companies in establishing a precise metric for quantifying the value of emotional intelligence. His research is detailed in his new book Working With Emotional Intelligence. His findings proved that IQ takes second place to EQ in determining outstanding job performance. Further analyses conducted by different experts in over five hundred organisations, government agencies and NGO’s worldwide have arrived independently at remarkably similar conclusions. The conclusions are compelling as they all point to the importance of emotional intelligence for excellence on the job in virtually any job.
Exploring and establishing shared team and individual purpose, vision, values and objectives kick-starts the coaching engagement. As an individual’s Emotional intelligence (EQ), Social Intelligence (SI) and communicative capabilities are strong indicators for overall team performance, these are focused on for each team member.
The IE Group provides a holistic, scientific and integrated approach to building effective teams. Coaching engagements thus begin with gathering data (scientific) in order to establish current reality both on team and individual levels.
Individual assessments include NBI® General Adult Profile to determine brain thinking and communication preferences.
The Instrument is the result of several years’ study by Dr Kobus Neethling’s of the most successful Fortune 500 companies in the world to identify methods and approaches to create a positive work ethic. Ten critical factors, essential for achieving success were identified. The research results regarding the effect of these factors were unambiguous; if any of the factors start moving below the critical point; they begin to affect parts of the organisation, or in severe cases, the entire organisation.
Based on the concept of neuroplasticity: “The brain’s ability to reorganise itself by forming new neural connections throughout life” (www.medicine.net), our coaching approach focuses on creating awareness of current behaviours, supporting team members to action new behaviours, reflect on these and adjust or refine them in order to develop more positive and effective behavioural habits. Practical simulation is utilised to facilitate processing of new knowledge and development of more positive behaviours – teams and team members have the opportunity to practice their new skill in a safe environment through role play and reflection.
Our NBI Practitioner will share the team’s results to ensure awareness and effective communication to enhance team collaboration.
A structured assessment method that evaluates an individual’s cognitive processing ability and potential to handle different levels of work complexity, helping organisations predict future performance and leadership capability.
What the CPP Measures
The assessment focuses on how people process information rather than what they already know. It evaluates:
- Strategic thinking – ability to see the big picture and plan ahead
- Problem-solving ability – how a person analyses and resolves challenges
- Learning agility – how quickly someone learns and adapts
- Decision-making capacity – how well someone evaluates options and chooses actions
- Handling complexity – ability to work with simple vs complex tasks
The Occupational Personality Questionnaire (OPQ) is a psychometric assessment used to measure a person’s behavioural style and personality traits in the workplace, helping organisations understand how individuals are likely to behave at work.
What the OPQ Measures
The OPQ focuses on work-related personality characteristics, including:
- Relationships with people – teamwork, influence, empathy
- Thinking style – analysis, creativity, attention to detail
- Feelings and emotions – resilience, optimism, stress tolerance
- Leadership tendencies – initiative, decision making, drive
The OPQ is commonly used for:
- Recruitment and selection
- Leadership development
- Talent management
- Coaching and personal development
- Succession planning
Why It Is Useful
The OPQ helps organisations:
- Predict how a person will behave at work
- Identify strengths and development areas
- Match people to roles and organisational culture
- Support leadership and team development
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