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    Interactive assessment

    Emotional Intelligence Leadership Audit

    A self-reflection tool for EI leadership.

    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 result 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 result bands, section scores and development guidance.

    How this interactive diagnostic works

    Read what it covers here first. Nothing is saved or sent until you continue. Your result is calculated once every required item is answered.

    If it asks for your first name and work email, you enter them in the diagnostic itself. This page sends nothing.

    Statements in this diagnostic

    Statements are grouped by section. Answer each one for the situation named in the instructions, using the scale shown.

    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

    Your answers are totalled for each section and overall. Each total falls into one of the bands below.

    • 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.
    • 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 totalled within each section and across the diagnostic, and each total falls into a result band.

    What happens after I complete the Emotional Intelligence Leadership Audit?

    Once the required items are answered, you enter your first name and email to see your results: an overall interpretation, section scores and development guidance.