Emotional Intelligence
Measure self-awareness, empathy and emotional regulation to understand how someone handles themselves before asking how they would handle a difficult situation.
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Emotional Intelligence Report
Four-branch ability model (Mayer–Salovey) · 32 situational items scored to expert consensus
Maya Coleman
Customer Success Manager
Four-branch ability pyramid
Percentile
4. Managing emotion
Self and others
3. Understanding emotion
Causes and progression
2. Using emotion
Channelling mood to task
1. Perceiving emotion
Reading tone and cues
Higher branches depend on the ones beneath them: perception is strong, management is the development edge.
Standard score placement
M = 100, SD = 15 · 78th percentile above average against 15,700 US client-facing professionals.
Scenario performance
Consensus match
Escalating renewal call
Peer takes credit
Hostile inbound ticket
Bad news to a champion
Boundary on scope creep
Recovering after conflict
Development edge
Holds position poorly when the customer is emotive softened commitments in two conflict items. Response quality also dips on the interaction following a hostile call.
Coaching plan · 4 weeks
Consensus base 1,240 expert raters · item consistency 0.88 · test–retest r = 0.84 at 6 weeks · generated by Xobin
What actually happens
Situational judgment items that measure how someone reads emotion.
- 1
Situations, not self-flattery
Instead of asking if they are empathetic, the test shows a workplace moment and asks what they would actually do next.
EQ Assessment / Scenario 4 of 16
Scenario
A teammate snaps at you in a client call, then apologizes over chat an hour later.
MWMegan Whitfield
Accept it, then ask in person what was going on before the call.
Scenario
She says she is fine and changes the subject. Next move?
MWMegan Whitfield
Leave it, and flag the client-facing part separately so it does not repeat.
Response compared against expert consensus panel
- 2
Four EQ branches get scored
Perceiving, using, understanding and managing emotion are rated separately, so a warm communicator with poor self-regulation is visible.
EQ / Branch scores Megan WhitfieldPerceiving emotion86Using emotion74Understanding emotion81Managing emotion63Consensus agreement 0.87 across the expert panel.
- 3
Coaching that names the moment
The report quotes the responses that lowered a branch score and gives the manager one thing to work on first.
Reports / EQ Megan WhitfieldOverall EQ
76 / 100
Self-awareness82Self-regulation63Social awareness86Relationship management78Development focus: pausing before responding when a decision is challenged publicly.
What you get out of it
Measure the composure customer-facing roles depend on.
- ~30%less first-year attrition
Self-regulation and empathy predict who lasts in high-pressure, people-heavy roles.
- 5 domainsscored
Self-awareness, regulation, motivation, empathy and social skill each get their own read.
- Coachableoutput
Every low domain comes with a development note, so the report survives the hire.
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Before you ask.
Self-awareness, self-regulation, empathy, social skill and motivation, each with situational items rather than self-rating alone.
Managers, client-facing teams and anyone whose job is largely handling other people under pressure.
Yes. Each dimension comes with practical development actions, and a retake after six months shows movement.
Yes. Items are built with I/O psychologists, checked for reliability (Cronbach's alpha above 0.80 on core scales), and reviewed for adverse impact. Norms are refreshed against a working-population sample.
Yes. Employee, manager and department data syncs from Workday, BambooHR, SAP SuccessFactors, HiBob or a CSV feed, so hierarchy and access stay current without manual upkeep.
Data stays inside your account and is never used to train models outside it. Xobin is SOC 2 Type II and ISO 27001 certified, with GDPR-aligned data processing and configurable retention.
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