Emotional Intelligence at Work (Advanced)Irritated, off-topic and about to show it: emotional intelligence tested where it is hardest.
Twenty-four items — six high-emotion situations and 18 behavioural statements — measure whether you perceive and regulate your own emotions, read others across words and tone, stay composed when it stings and de-escalate when both parties are flooded. Four banded competencies and a growth plan come back.
The instinctive response makes it worse, and every option feels right
The six situations are set at the moment emotional intelligence is actually needed. You notice irritation sharpening your tone in a meeting, and part of it belongs to something earlier in the day. Feedback lands that stings and points at a blind spot you did not know you had. A colleague keeps leaning on you emotionally, you care, it is draining you and they act on nothing. In a tense conversation the other person's words say fine while their tone says otherwise. The options include pushing the feeling down, voicing it openly, stepping out until fully calm — and the regulated move.
Options are weighted against public research on the ability model of emotional intelligence — perceiving, understanding, using and managing emotions — on emotion regulation under acute stress, on compassion with boundaries versus empathic distress, on cross-channel perception of others' emotions, and on de-escalation under emotional flooding. Each weight carries a written rationale. The bank uses the public ability model only; no trademarked emotional-intelligence test or vendor vocabulary is used, and no item is copied from any branded instrument. The 18 behavioural statements ask what you actually do when stung, with reverse-keyed items to catch the serene self-portrait.
The report bands Self-Awareness, Resilience & Composure, People Acumen and Conflict Navigation beneath a 0–100 score, each with a coaching interpretation for the next charged conversation. A narrative generated from your own responses says which emotional habit holds and which fails first under pressure. The growth plan is built from the lowest competencies and proposes specific practices — a source check before reacting, a boundary sentence for the draining colleague, a pause protocol for flooding — and the item review explains every weight so you can see what the suppressed irritation would have done.
What you walk away with
Self-Awareness, Resilience & Composure, People Acumen and Conflict Navigation each land in Emerging, Developing, Strong or Exceptional beneath your 0–100 score. The radar shows the common shapes — the perceptive manager who cannot regulate, the composed one who misses what the other person is feeling.
Each band carries a coaching paragraph about what it does under pressure: how Developing on Self-Awareness handles feedback that stings, what Strong on Conflict Navigation does when both parties in a meeting are flooded and neither is listening.
Built from your lowest competencies, the plan proposes practices sized for a working day — naming the real source of a feeling before acting, a boundary you can hold with warmth, a cue to pause a flooded conversation — rather than a meditation programme.
The item review shows your choice, the evidence-favoured option and the rationale for each weight across all 24 items. Where you read the words and missed the tone, the explanation shows what cross-channel perception would have caught, and what it would have changed.
Inside the report
Illustrative sample — your report is generated from your own responses.
Every competency this test declares, scored from the items tagged to it — so the shape is yours, not a template.
One number, one band, and a two-sentence summary of what the band means for you — then the breakdown that explains it.
Band edges at 40, 60 and 80. Each band carries its own coaching interpretation for that competency.
Built for
- Managers who have taken a basic emotional-intelligence profile and want the applied, harder version
- Client-facing leads, account managers and consultants whose conversations carry emotion
- HR business partners, mediators and people-operations staff handling charged situations
- Anyone told they are perceptive but reactive, or calm but oblivious, who wants to know which
Emotional intelligence is easy when nothing is at stake. Measure it when something is.
Twenty-four items in about 28 minutes, then four banded competencies, a narrative and a growth plan delivered immediately.
₹999 (incl. GST) · assessment and full report, nothing further to pay
Frequently asked questions
A basic profile asks how you generally are. This asks what you do at the moment it is hard: irritation with an unrelated source sharpening your tone, feedback that stings, a colleague draining you, a tone that contradicts the words. Four competencies — Self-Awareness, Resilience & Composure, People Acumen and Conflict Navigation — are measured through six high-emotion situations and 18 behavioural statements, built on the public ability model of emotional intelligence.
Each option is weighted against published research on emotion regulation, perception and de-escalation, with a written rationale per weight. The situations are built so that the emotionally intelligent-sounding move — express the feeling openly, step away until fully calm — is often the weaker one, so choosing what sounds mature does not reliably help. Reverse-keyed behavioural statements make a serene self-portrait read as inconsistent rather than as a high score.
Around 22 to 30 minutes within a 28-minute window. You receive a 0–100 score with its band, four banded competencies with coaching interpretations, a radar, a narrative generated from your own responses, a strengths-and-development summary, a growth plan built from your lowest competencies and a full item review with the evidence behind each weight. The report is complete when it arrives; there is nothing further to unlock.
Managers use the growth plan as a set of small practices for charged moments and retake after six months. Coaches use the item review to anchor sessions in specific situations rather than general traits. Hiring teams for client-facing and people roles use the bands to structure interviews — asking a candidate Developing on People Acumen how they last noticed a tone that contradicted the words. It is a competency battery, not a personality verdict.
Yes. The situations are ordinary workplace moments — a meeting, a feedback conversation, a draining colleague — and the research base is international. Emotional display norms vary, and the interpretations note where a band may look different in a more reserved or more expressive setting. Professionals in India, the Gulf, Europe, Southeast Asia and North America sit the same items. It is priced in INR and USD, and the price on this page is the whole price.
Each battery takes one management capability — delegation, coaching, conflict, influence, decision-making, change — and measures it through situational judgement scored against published evidence, with a competency profile, coaching interpretations and a prioritised growth plan. For the level-by-level readiness verdicts, see Leadership & Management Premium.
See the leadership catalogue →Methodology: Original AssessAll scenarios and items operationalising public, well-established emotional-intelligence constructs: the ability model of EI — perceiving, understanding, using and managing emotions (Mayer & Salovey); emotion regulation under acute stress; compassion with boundaries versus empathic distress (Singer & Klimecki); cross-channel perception of others' emotions (words versus tone); and de-escalation under emotional flooding / the amygdala hijack (Gottman; Goleman). Situational-judgement scoring is literature-keyed with a documented per-option rationale citing the evidence for each weight. The assessment uses the public Mayer-Salovey ability model and related public constructs only; it does not use any trademarked EI test name or vendor-coined vocabulary, and no items are copied or paraphrased from any branded instrument. Flagship items are tagged for optional human SME validation.