Providing feedback on Emotional Intelligence results
When giving feedback on emotional intelligence assessment results, aim to help individuals better understand their emotional strengths and areas where they can improve.
Before the conversation:
To make this a productive, respectful, and empowering experience, preparation is key.
- Review their results: Get to know the individual's results in the three key areas:
1. Self-Awareness: Recognising and reflecting on your emotions and thoughts, believing in your potential, and taking ownership of your actions and decisions.
2. Self-Management: The ability to regulate impulses and emotions while persevering through challenges and adapting positively to change.
3. Relationship Management: Navigating social interactions by fostering meaningful connections through empathy, appreciation, and trust. - Understand the context: Consider the person’s current role, the challenges they face, and recent interactions that may affect their results.
- Create a safe space: Choose a quiet and private setting, and let the person know in advance that the conversation is centered on their personal growth, rather than on any judgment.
- Be transparent: If you requested the assessment, explain why. Reassure them that their results will be kept confidential and will only be shared with their consent.
During the conversation:
Approach the conversation with warmth and curiosity. Psychological safety is built through trust and transparency.
Start on a positive note:
- Thank them for completing the assessment and for their openness. Reassure them that there are no “good” or “bad” scores, just insights to enhance self-understanding and support development goals.
- Start with strengths - recognise and celebrate what is going well.
Ask reflective and open-ended questions:
- Encourage them to express their thoughts about their results. For example:
“Did anything in the results surprise you?”
“Which areas do you feel most reflect your day-to-day experience?”
Explore growth opportunities with care:
- Rather than presenting results as problems, frame your questions differently:
“In which situations do you find it challenging to manage your emotions?”
“Which relationships at work energise you? Which ones challenge you?”
“What would help you feel more in control when navigating stress or setbacks?”
Collaborate on next steps:
- Ask them which behaviours or habits they would like to strengthen.
- Explore how you can support their progress, this may include regular check-ins, resources, or co-creating new team habits.