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    Interactive assessment

    Emotional Intelligence Leadership Audit

    A self-reflection tool based on the Genos Emotional Intelligence model.

    Research shows that 90% of top performers have high emotional intelligence, and EI-led transformation efforts are 2.6 times more likely to succeed (EY, 2025). This audit helps you assess your current EI practice.

    Questions or items
    24 questions or items
    Completion time
    Around 12 minutes
    Dimensions
    Self-Awareness, Awareness of Others, Authenticity, Emotional Reasoning, Self-Management, Inspiring Performance
    What you receive
    Personalised results with configured interpretation bands, section scores and development guidance.

    What it covers

    • Self-Awareness
    • Awareness of Others
    • Authenticity
    • Emotional Reasoning
    • Self-Management
    • Inspiring Performance

    Rate how frequently you demonstrate each behaviour: 1 (Rarely) to 5 (Almost Always).

    Results: Personalised results with configured interpretation bands, section scores and development guidance.

    How this interactive diagnostic works

    This page provides the documented overview before the interactive experience is loaded. It lets you read the purpose, the material covered and the way the result is presented without entering answers or sending a request. When you choose to continue, the interactive version uses the same material shown here. It records your selections while you work and only calculates its result when its required items are complete.

    Analytics consent is required before the interactive experience is mounted. Declining consent does not start the diagnostic or its tracking. If you continue, the existing experience remains responsible for its own input, score and lead-capture step. Where the route requests a first name and work email, its existing form handles validation and submission. This overview does not replace those steps or submit a lead.

    Statements in this diagnostic

    The interactive version groups the statements below by section. Read them in relation to the situation named in the instructions, then use the response scale shown by the diagnostic. The section descriptions are part of the existing configuration and explain the aspect each group is intended to examine.

    Self-Awareness

    The ability to recognise and understand your own emotions.

    1. I can accurately identify what I'm feeling in the moment
    2. I understand how my emotional state affects my decision-making
    3. I recognise my emotional triggers and patterns
    4. I understand how my behaviour affects others' emotions and performance

    Awareness of Others

    The ability to perceive and acknowledge the feelings of others.

    1. I notice when a team member is anxious, disengaged, or struggling
    2. I actively listen to understand, not just to respond
    3. I consider others' perspectives before making decisions that affect them
    4. I can read the emotional tone of a meeting and adapt my approach accordingly

    Authenticity

    The ability to express yourself genuinely and act in accordance with your values.

    1. I express my genuine views even when they may be unpopular
    2. I openly admit when I don't know something or have made a mistake
    3. I give honest, constructive feedback rather than avoiding difficult conversations
    4. My actions align with my stated values

    Emotional Reasoning

    The ability to use emotional information to enhance decision-making.

    1. I consider emotional data alongside analytical data in decisions
    2. When someone reacts emotionally, I explore what's driving the reaction
    3. I use my understanding of people's concerns to plan how I communicate change
    4. I recognise when a decision that's analytically correct may be emotionally wrong

    Self-Management

    The ability to manage your own emotions effectively under pressure.

    1. I remain composed and constructive under pressure
    2. I manage frustration rather than taking it out on others
    3. I recover quickly from setbacks and maintain a productive focus
    4. I regulate my emotional reactions in difficult conversations

    Inspiring Performance

    The ability to generate positive emotional states in others.

    1. I help my team feel energised and motivated, even during difficult periods
    2. I celebrate team achievements and recognise individual contributions meaningfully
    3. I create an environment where people feel they can do their best work
    4. I help people connect their work to a broader sense of purpose and meaning

    How the result is read

    The interactive diagnostic totals the selected item scores by section and across the whole assessment. It then matches those totals to the configured interpretation bands and shows the section-level results alongside the overall result.

    • Developing, 24 to 48: Significant EI development needed. Focus on self-awareness as the foundation.
    • Emerging, 49 to 72: Some EI strengths with notable gaps. Focus on your two lowest competencies.
    • Capable, 73 to 96: Good EI practice with areas to strengthen.
    • Advanced, 97 to 120: Strong EI leadership. Focus on sustaining and coaching others.

    Sources named in this diagnostic

    • EY (2025) The EQ advantage: Emotional intelligence in the age of AI. London: Ernst & Young.
    • Genos International (2020) The Genos Emotional Intelligence Model. Melbourne: Genos International.
    • Goleman, D. (1995) Emotional Intelligence: Why It Can Matter More Than IQ. New York: Bantam Books.
    • Palmer, B.R. and Stough, C. (2001) 'Workplace SUEIT', Organisational Psychology Research Unit, Swinburne University.

    Where to take the next step

    Our EI programmes build the self-awareness, empathy and relational skill that underpin high-performing leadership.

    Explore Emotional Intelligence Development

    Frequently asked questions

    What does the Emotional Intelligence Leadership Audit measure?

    Research shows that 90% of top performers have high emotional intelligence, and EI-led transformation efforts are 2.6 times more likely to succeed (EY, 2025). This audit helps you assess your current EI practice.

    How many questions are in the Emotional Intelligence Leadership Audit?

    It contains 24 questions grouped into 6 dimensions: Self-Awareness, Awareness of Others, Authenticity, Emotional Reasoning, Self-Management, Inspiring Performance.

    How is the Emotional Intelligence Leadership Audit scored?

    Responses are scored within each section and totalled across the diagnostic. The total is compared with the configured interpretation bands.

    What happens after I complete the Emotional Intelligence Leadership Audit?

    After the required items are answered, the existing first-name and email gate is shown before the results are displayed. The result includes an overall interpretation, section scores and development guidance.

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