When should I use the EQ-i 2.0 Workplace Report versus the Leadership Report?

The choice between the EQ-i 2.0 Workplace Report and the EQ-i 2.0 Leadership Report is guided by the purpose of the engagement, rather than job title alone.

The EQ-i 2.0 Workplace Report is appropriate when:

• You are working with individual contributors or non-management roles
• The focus is on improving effectiveness, confidence, wellbeing, or performance at work
• You want to explore emotional intelligence as a foundational capability that supports role success
• The organisation already has an established leadership framework or capability model, and you want to keep the emotional intelligence conversation simple and aligned
• You are supporting coaching, team development, recruitment, or career transition conversations

The EQ-i 2.0 Leadership Report is appropriate when:

• You are working with people leaders, executives, or high-potential talent
• The development focus is explicitly on leadership impact, influence, and decision making
• You want to explore leadership strengths, blind spots, and potential EI-related derailers
• You are supporting leadership development programs, executive coaching, succession planning, or senior selection
• A leadership benchmark and leadership-specific framing will add value to the conversation

Both reports can be used with leaders. The key distinction is how much leadership framing is needed to support the outcomes you are seeking.

As part of the EQ-i 2.0 certification, we guide you through how to confidently select the right report for the right context, ensuring your insights are relevant, credible, and aligned to the role and development goals of the individual or organisation.