How to give feedback on Emotional Intelligence results?

Emotional intelligence refers to the ability to recognise, understand, and manage emotions—both your own and those of others. When providing feedback based on emotional intelligence assessment results, the goal is to help individuals gain a deeper understanding of their emotional strengths and areas for improvement. This process goes beyond merely discussing the results; it involves having a meaningful conversation that supports personal development. Therefore, ensuring psychological safety is essential.

Before the conversation:

Set the stage:

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:

Establish connection and encourage ownership:

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. 
• Emphasise that the results are a snapshot, not a label. 
  
  

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?” 
  “Are there any areas you would like to explore more deeply?” 
  
  

Start with strengths:

• Recognise and celebrate what is going well.
• Reinforcing strengths fosters a positive mindset for addressing areas for development.
  
  

Explore growth opportunities with care: 

• Guide the conversation with curiosity and compassion.
• 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?” 
  
  

Foster growth and establish clear intentions:

• Each EI facet is linked to specific development behaviours.
• Discuss how these can be applied through practical actions in the workplace.
  
  

Use coaching prompts: 

• Coaching prompts can help guide conversations and foster deeper reflection, allowing individuals to examine their thoughts and feelings in a more meaningful way.
• Here are some examples:
  Self-Reflection: “What practices do you use to check in with yourself before reacting?” 
  Agility: “When things do not go as planned, what helps you bounce back?” 
  Compassion: “What helps you tune into others’ emotions effectively?” 

Collaborate on next steps:

• Ask them which behaviors 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. 
  
  

Use supportive language:

• “How can I best support you as you create this habit?” 
• “What kind of recognition or feedback is most meaningful to you?” 
• “What can we do together to ensure this feels sustainable?” 
  
  

Conclude the conversation with clarity and encouragement:

• Outline the key takeaways.
• Summarise the specific actions they have decided to implement.
• Discuss when you will check in to reflect on their progress.
  
  

Closing questions: 

• “What has been the most helpful part of our conversation today?” 
• “What is one small step you feel ready to take?” 
• “When would be a good time to review our progress?” 
  
  
  

Providing feedback on Emotional Intelligence results should be a conversation, not an evaluation. When approached with empathy, openness, and a growth mindset, this process becomes a valuable opportunity to strengthen relationships and help individuals flourish both emotionally and professionally.

Remember: connection, trust and growth go hand in hand.