ASSESSMENT
How someone manages themselves, and how they manage everyone else.
A competency profile that separates personal competence from social competence, so a team can see whether a difficulty sits in what someone notices, what they do about it, or how it lands on other people.
You receive
Emotional and social intelligence is treated here as a set of learnable competencies rather than a single trait. There are 21 competencies across 4 quadrants — 10 personal and 11 social — and the split matters, because the two halves fail in different ways and are developed by different means.
Personal competence. Knowing what is happening in you as it happens — naming a feeling while you are still in it, tracing it to what set it off, and holding a realistic account of your own limits.
Personal competence. What you do with what you notice — holding a reaction long enough to choose it, staying effective when conditions change, and sustaining effort without external pressure.
Social competence. Reading people and situations accurately — what someone is feeling before they say it, and the informal influence and unspoken rules of the wider organisation.
Social competence. What you do with people and groups — persuading, handling disagreement, developing others, and building relationships that outlast the immediate need.
Personal competence — three competencies.
Emotional Self Awareness
You register what you are feeling while it is still happening, and can usually trace it back to what set it off.
Emotional Self Assessment
You hold a realistic account of what you are good at and where you run out of road, and can take hard feedback without dismissing it.
Self Confidence
You back your own judgement without needing the room to agree first, and can stay in an unpopular position while it is examined.
Personal competence — seven competencies.
Self Control
Strong feeling does not automatically become action. You can hold a reaction long enough to choose what to do with it.
Trustworthiness
What you say and what you do stay in the same place, whether or not anyone is checking.
Conscientiousness
You take responsibility for your part and finish it properly, including the details others treat as beneath attention.
Adaptability
A change of plan does not cost you much. You drop an approach once the situation stops rewarding it.
Learned Optimism
You read setbacks as specific and temporary rather than as evidence about you, which is what lets you try again.
Achievement Drive
You measure yourself against a standard rather than against the people around you.
Initiative
You move before being asked. When something needs doing and nobody owns it, you tend to pick it up.
Social competence — three competencies.
Empathy
You pick up what someone is feeling before they have said it, and can hold their view of a situation alongside your own.
Situational Awareness
You read the room and the wider system it sits inside — who carries weight, what is agreed but unspoken — and use it to time things well.
Service Orientation
You work out what someone actually needs, which is not always what they asked for, and follow through past the request.
Social competence — eight competencies.
Developing Others
You notice what someone could become and say so, backing feedback specific enough to act on with a chance to try.
Inspirational Leadership
You put a direction into words that make people want to move toward it, rather than merely accept it.
Influencing Others
You build agreement by working out what matters to the person in front of you, and bring people with you rather than over them.
Communication
You listen properly before responding, and what you say lands close to what you meant, adjusted to who needs to understand it.
Being a Change Catalyst
You name the thing that needs to change while others are still working around it, and take on the discomfort of leading it.
Conflict Management
You move toward disagreement instead of around it, and can hold two opposed positions open long enough for the real problem to surface.
Building Networks
You keep relationships alive at times when you need nothing from them, which is what makes them there when you do.
Teamwork and Collaboration
You work for the outcome the group is after, not the version of it with your name on it, and make the people around you more effective.
Every competency is scored, the four quadrants are scored, and the whole is reported as a band rather than a raw number. The band is the least interesting part of the report. A strong total almost always hides unevenness, and the useful work is nearly always in the lowest quadrant — often in one specific competency inside it rather than a broad weakness.
The quadrants are ordered on purpose. Self-Awareness is the one the other three are built on: if someone cannot name what they are feeling while it is happening, self-management has nothing to act on and social skill is built on an unstable base. Development plans that start at the bottom of that order tend to hold.
Two answer-pattern checks run alongside the scores. A profile where every answer is the same, or almost every answer is the top rating, is flagged so the reader treats it with care. The checks never change a score.
Technically strong people moving into roles where the work is now other people. The failure mode there is well known and badly diagnosed: it gets labelled as attitude when it is almost always a specific, nameable competency that nobody has ever asked the person to build.
It is also useful where a team keeps having the same friction. A profile that separates Other Awareness from Social Skills tells you whether the signals are not being received or are being received and handled badly, and those two problems have nothing in common except the symptom.
It is not a selection instrument, and it is not a personality test. It describes competencies, which means every one of them can be developed — that is the reason to measure them.
Rigour
A competency profile describes how someone sees their own behaviour at one point in time. It is not a measure of ability, and it is not a basis for selection, promotion or performance rating.
Emotional Intelligence Profile