The ECI 2.0 is a 360-degree tool designed to assess the emotional and social competencies of individuals in organizations. The test is based on emotional competencies identified by Dr. Daniel Goleman in Working with Emotional Intelligence (1998). The use of the ECI and the ESCI is limited to accredited users who can demonstrate their ability to give accurate, comprehensive feedback to their clients. The instruments are designed for use only as development tools, not for hiring or compensation decisions (Wolff, 2006).

Basic Information

Administration: Multi - Rater
Administration Time: 30 - 45Minutes
Qualification Level: Certification Required
Additional Information

• Click here to download the Technical Manual of the ECI 2.0

Emotional Competence Inventory 360 - Scales

The ECI measures 18 competencies organized into four clusters: Self-Awareness, Self-Management, Social Awareness, and Relationship Management.

Self-Awareness concerns knowing one's internal states, preferences, resources, and intuitions. The Self-Awareness cluster contains three competencies:

• Emotional Awareness: Recognizing one's emotions and their effects
• Accurate Self-Assessment: Knowing one's strengths and limits
• Self-Confidence: A strong sense of one's self-worth and capabilities

Self-Management refers to managing ones' internal states, impulses, and resources. The Self-Management cluster contains six competencies:

• Emotional Self-Control: Keeping disruptive emotions and impulses in check
• Transparency: Maintaining integrity, acting congruently with one’s values
• Adaptability: Flexibility in handling change
• Achievement: Striving to improve or meeting a standard of excellence
• Initiative: Readiness to act on opportunities
• Optimism: Persistence in pursuing goals despite obstacles and setbacks

Social Awareness refers to how people handle relationships and awareness of others’ feelings, needs, and concerns. The Social Awareness cluster contains three competencies:

• Empathy: Sensing others' feelings and perspectives, and taking an active interest in their concerns
• Organizational Awareness: Reading a group's emotional currents and power relationships
• Service Orientation: Anticipating, recognizing, and meeting customers' needs

Relationship Management concerns the skill or adeptness at inducing desirable responses in others. The Relationship Management cluster contains six competencies:

• Developing Others: Sensing others' development needs and bolstering their abilities
• Inspirational Leadership: Inspiring and guiding individuals and groups
• Change Catalyst: Initiating or managing change
• Influence: Wielding effective tactics for persuasion
• Conflict Management: Negotiating and resolving disagreements
• Teamwork & Collaboration: Working with others toward shared goals. Creating group synergy in pursuing collective goals.

Boyatzis, R.E., Goleman, D., & Rhee, K. (1999). Clustering competence in emotional intelligence: Insights from the Emotional Competence Inventory (ECI). In Bar-On, R. & J.D. Parker (Ed's.), Handbook of Emotional Intelligence. San Francisco: Jossey-Bass.

Boyatzis, R. E. & Sala, F. (in press). The Assessment of Emotional Intelligence Competencies. To appear in Glenn Geher (ed.), The Measurement of Emotional Intelligence, Hauppauge, NY: Nova Science Publishers.

Byrne, J. C., Dominick, P. G., Smither, J. W. & Reilly, R. R. (2007). Examination of the discriminant, convergent, and criterion-related validity of self-ratings on the emotional competence inventory. International Journal of Selection and Assessment, 15(3), 341-353.

Cavallo, K. & Brienza, D. (2002). Emotional competence and leadership excellence at Johnson & Johnson: The Emotional Intelligence and Leadership Study. New Brunswick, NJ, Consortium for Research on Emotional Intelligence in Organizations, Rutgers University.

Hopkins, M. M., & Bilimoria, D. (in press). Social and emotional competencies predicting success for male and female executives. Journal of Management Development.

Koman, E. S., & Wolff, S. B. (in press). Emotional intelligence competencies in the team and team leader: A multi-level examination of the impact of emotional intelligence on team performance. Journal of Management Development.

Offermann, L. R., Bailey, J. R., Vasilopoulos, N. L., Seal, C., & Sass, M. (2004). The relative contribution of emotional competence and cognitive ability to individual and team performance. Human Performance, 17(2), 219-243.

Sala, F. (2005). Making the Business Case: Emotional Intelligence Competencies and Important Business Outcomes. In Druskat, V., Sala, F., & Mount, G. (Eds.). Linking Emotional Intelligence and Performance at Work: Current Research Evidence. San Francisco: Jossey-Bass.

Singh, S. K. (2007). Role of emotional intelligence in organizational learning: An empirical study. Singapore Management Review, 29(2), 55-74.

Singh, S. K. (2007). Emotional intelligence and organizational leadership:
A gender study in Indian context. International Journal of Indian Culture and Business Management, 1 (1/2), 48-63.

The ESCI is the latest 360-feedback tool based on ECI 1.0, ECI 2.0, and ECI-University Edition. The ESCI offers a way to assess the strengths and weaknesses of individuals, giving them precise, focused information on exactly which competencies they will want to improve on in order to meet their career goals. The ESCI covers the full spectrum of the emotional competencies that matter most for outstanding and effective performance (Boyatzis, 2007).

Basic Information

Administration: Multi - Rater
Administration Time: 30 - 45Minutes
Qualification Level: Certification Required
Additional Information

• Click here to download the Technical Manual of the ECI 2.0
• Click here for the Technical Manual of the ESCI

The Emotional and Social Competency Inventory (ESCI) - Scales*

The ESCI measures 12 competencies organized into four clusters: Self-Awareness, Self-Management, Social Awareness, and Relationship Management.

Self Awareness

• Emotional Self-Awareness: Recognizing one’s emotions and their effects

Self Management

• Emotional Self-Control: Keeping disruptive emotions and impulses in check
• Adaptability: Flexibility in handling change
• Achievement Orientation: Striving to improve or meeting a standard of excellence
• Positive Outlook: Persistence in pursuing goals despite obstacles and setbacks

Social Awareness

• Empathy: Sensing others’ feelings and perspectives, and taking an active interest in their concerns
• Organizational Awareness: Reading a group’s emotional currents and power relationships

Relationship Management

• Coach and Mentor: Sensing others’ development needs and bolstering their abilities
• Inspirational Leadership: Inspiring and guiding individuals and groups
• Influence: Wielding effective tactics for persuasion
• Conflict Management: Negotiating and resolving disagreements
• Teamwork: Working with others toward shared goals. Creating group synergy in pursuing collective goals

*From “The Creation of the Emotional and Social Competency Inventory (ESCI), by R. Boyatzis, 2007, Boston: Hay Group. Reprinted with permission of the author.