The EQ-i 2.0 assessment is the most widely used self-report measure of emotional intelligence in the world. It evaluates 15 subscales across five composite areas, revealing how effectively a person perceives, expresses, and manages emotions at work. Developed by Dr. Reuven Bar-On and published by Multi-Health Systems (MHS), this 133-item emotional quotient inventory takes just 20–30 minutes to complete. But its impact on team performance, leadership development, and hiring decisions can last an entire career.
Wondering whether an emotional intelligence test is worth the investment? This guide covers how the instrument works, what it costs, and when pairing it with another tool delivers more value.
Key Takeaways
- The EQ-i 2.0 measures 15 subscales across Self-Perception, Self-Expression, Interpersonal, Decision Making, and Stress Management — far more granular than a single “EQ score.”
- Emotional intelligence accounts for 90% of what distinguishes top performers from average performers in senior leadership roles (Goleman, 1998).
- 75% of hiring managers value EQ over IQ when making hiring decisions (CareerBuilder, 2017).
- Three report types — Workplace, Leadership, and 360 — let you tailor EQ insights to individual contributors, managers, or multi-rater feedback.
- OptimizeTeamwork is tool-agnostic: we use the EQ-i 2.0 when it fits, and we pair it with DiSC, Hogan, or 12 Driving Forces when your situation calls for deeper or broader insight.
- 4,000+ workshops and 30,000+ leaders trained — we’ve seen exactly what EQ data can (and can’t) do on its own.
What Is the EQ-i 2.0, Exactly?
The EQ-i 2.0 is a validated, self-report emotional quotient inventory. It measures how effectively someone recognizes, understands, and manages emotions — both their own and other people’s. It quantifies emotional intelligence across 15 subscales grouped into five composite areas: Self-Perception, Self-Expression, Interpersonal, Decision Making, and Stress Management.
Built on Dr. Reuven Bar-On’s research dating back to the 1980s and now published by MHS, the EQ-i 2.0 is normed on over 4,000 individuals and cross-validated across cultures. It’s not a personality test. It’s not an intelligence test. It measures a distinct, developable capacity: the ability to integrate thinking and feeling to navigate social complexity. That’s exactly the skill set that separates thriving teams from dysfunctional ones.
In practical terms, the EQ-i 2.0 gives each participant a detailed profile. It shows where their emotional skills are strong, where gaps exist, and which specific behaviors to develop. That precision makes it one of the most respected tools in the emotional intelligence workplace toolkit.
The Science Behind the EQ-i 2.0 Assessment
Where It Started: Dr. Reuven Bar-On and the Birth of the EQ-i
In the mid-1980s, Israeli psychologist Dr. Reuven Bar-On asked a bold question: Can we measure emotional and social intelligence the same way we measure cognitive intelligence? The answer became the Emotional Quotient Inventory (EQ-i). It was published in 1997 after more than a decade of research, factor analysis, and normative studies.
The EQ-i 2.0, released in 2011, refined the original model with updated norms, improved item wording, stronger validity data, and a more intuitive report design. Bar-On’s model is explicitly skills-based — it treats emotional intelligence as a set of learnable competencies, not a fixed trait. That philosophy matters for L&D professionals: if EQ were hardwired, there’d be little point in measuring it for development.
MHS: Publisher and Quality Gatekeeper
Multi-Health Systems (MHS) publishes and maintains the EQ-i 2.0. MHS enforces rigorous certification requirements — only professionals who complete an EQ-i 2.0 certification program can purchase and interpret the instrument. This protects the tool’s integrity and ensures debriefs happen with trained practitioners, not armchair analysts.
Validation You Can Actually Trust
The EQ-i 2.0 was normed on a stratified sample of over 4,000 individuals representative of the U.S. and Canadian populations by age, gender, ethnicity, and region. It’s been cross-validated in dozens of countries and translated into more than 25 languages. Reliability coefficients for the 15 subscales range from .71 to .88 (Cronbach’s alpha). Test-retest reliability over several weeks exceeds .75 — well within accepted psychometric standards.
EQ accounts for nearly 90% of what distinguishes top performers from average performers in senior leadership, according to Daniel Goleman’s landmark research on emotional intelligence in the workplace.
The 15 Subscales: What the EQ-i 2.0 Actually Measures
The real power of the EQ-i 2.0 isn’t a single number. It’s the 15 subscale scores that tell you why someone’s overall EQ is what it is — and where development will yield the highest return.
| Composite Area | Subscale | What It Measures |
|---|---|---|
| Self-Perception | Self-Regard | Respect for and acceptance of oneself |
| Self-Actualization | Pursuit of meaning and personal improvement | |
| Emotional Self-Awareness | Recognition and understanding of one’s own emotions | |
| Self-Expression | Emotional Expression | Constructive expression of emotions |
| Assertiveness | Communicating feelings and beliefs without hostility | |
| Independence | Self-directed thinking and action | |
| Interpersonal | Interpersonal Relationships | Building and maintaining mutually satisfying relationships |
| Empathy | Understanding and appreciating others’ feelings | |
| Social Responsibility | Contributing to one’s social group and cooperating with others | |
| Decision Making | Problem Solving | Finding programs when emotions are involved |
| Reality Testing | Objectivity and staying grounded in the present | |
| Impulse Control | Resisting or delaying impulses and acting thoughtfully | |
| Stress Management | Flexibility | Adapting to changing emotions and circumstances |
| Stress Tolerance | Coping with and managing stressful situations | |
| Optimism | Maintaining a positive outlook and resilience |
Each subscale produces a standard score (mean = 100, SD = 15). Scores between 90 and 110 fall in the “effectively functioning” range. Scores below 90 flag potential derailers. Scores above 110 highlight signature strengths. But here’s the nuance: very high scores aren’t always positive. Extremely high Assertiveness, for instance, can signal dominance that alienates colleagues.
That nuance — understanding that more isn’t always better — is exactly what a certified debrief delivers. It’s also why running the EQ-i 2.0 without a qualified facilitator leaves most of its value on the table.
How the EQ-i 2.0 Works: From Login to Debrief
Step 1: Take the assessment (20–30 minutes). Participants receive a secure link from MHS. They respond to 133 items on a 5-point Likert scale (from “Very seldom or not true of me” to “Very often or true of me”). No right or wrong answers. No time pressure. Most people finish in a single sitting.
Step 2: Scoring and report generation. MHS’s scoring engine calculates all 15 subscale scores, five composite scores, and a total EQ score. It also flags inconsistency indices (random responding) and impression indicators (over- or under-reporting). The selected report — Workplace, Leadership, or 360 — is auto-generated and delivered to the certified practitioner.
Step 3: The debrief (45–90 minutes). This is where transformation happens. A certified facilitator walks the participant through their profile, connects scores to real workplace scenarios, identifies blind spots, and co-creates a development plan. Without this step, the report is just data. With it, the report becomes a roadmap.
Step 4: Team-level insights. When a full team completes the EQ-i 2.0, aggregate data reveals patterns: low Empathy across the group? A cluster of high Self-Regard paired with low Interpersonal Relationships — a classic recipe for confident but disconnected leaders? These insights inform team coaching, conflict resolution strategies, and communication norms. Learn more about how we build on these patterns in our team workshops.
Which Report Type Do You Need?
| Feature | Workplace Report | Leadership Report | 360 Report |
|---|---|---|---|
| Best for | Individual contributors, general employees | Managers, directors, senior leaders | Leaders seeking multi-rater feedback |
| Self-report | ✅ | ✅ | ✅ |
| Rater feedback | — | — | ✅ (up to 8 raters) |
| Leadership context | — | ✅ (maps EQ to leadership competencies) | ✅ (gap analysis between self and others) |
| Development strategies | General workplace focus | Leadership-specific action steps | Prioritized by largest self–other gaps |
| Typical use case | Onboarding, team building, coaching | Executive development, high-potential programs | Senior leadership 360s, culture change |
| Price range (per report) | $50–$100 | $75–$125 | $150–$250 |
How to choose: Start with the Workplace Report for broad team development. Upgrade to the Leadership Report when you’re coaching people managers. Deploy the 360 Report when perception gaps — between how a leader sees themselves and how others experience them — are the core development opportunity.
What Does the EQ-i 2.0 Cost?
Pricing depends on whether you’re purchasing individual reports or investing in a facilitated workshop. Here’s a practical range:
| Level | What’s Included | Typical Cost |
|---|---|---|
| Individual assessment only | One report + self-debrief guide | $100–$250 |
| Assessment + 1:1 debrief | Report + 45–60 min certified coach debrief | $250–$500 |
| Half-day team workshop | Assessments for 10–20 people, group debrief, team aggregate report | $3,000–$5,000 |
| Full-day workshop + coaching | Assessments, team workshop, individual debriefs, follow-up plan | $5,000–$10,000 |
The per-assessment cost drops significantly at volume. If you’re assessing 50+ employees, ask about MHS enterprise licensing or bundled facilitation packages through a certified provider.
At OptimizeTeamwork, Dr. Rachel Cubas-Wilkinson has delivered over 4,000 workshops and coached more than 30,000 leaders using instruments like the EQ-i 2.0, DiSC, Hogan, and others. Your cost depends on team size, report type, and whether you want a stand-alone EQ engagement or an integrated multi-instrument program. Book a free strategy call to get a tailored quote.
When the EQ-i 2.0 Is the Right Choice for Your Team
Not every situation calls for an emotional intelligence test. But when these dynamics show up, the EQ-i 2.0 delivers outsized value:
- New leadership teams are forming and need to build trust fast. The EQ-i 2.0 gives people a shared language for talking about emotional patterns that otherwise stay invisible.
- High-conflict teams keep cycling through the same misunderstandings. Low Empathy or poor Impulse Control scores often explain what’s really going on.
- Promotions are stalling because technically strong individuals struggle to influence, collaborate, or regulate under pressure. The Leadership Report pinpoints exactly which subscales need development.
- Mergers or reorgs are creating cultural friction. An EQ assessment for teams reveals whether the friction is structural (roles, processes) or relational (emotional skills gaps).
- You need validated, defensible data. Unlike informal EQ quizzes floating around the internet, the EQ-i 2.0 is psychometrically sound — critical when results inform promotions, development budgets, or hiring decisions.
75% of hiring managers say they value emotional intelligence over IQ when evaluating candidates (CareerBuilder, 2017).
When EQ Alone Isn’t Enough: Pairing the EQ-i 2.0
Emotional intelligence is powerful. But it’s not the whole picture. Sometimes you need to understand how someone behaves (behavioral style), why they’re motivated (motivators), or what lurks beneath the surface (dark-side personality). That’s where our tool-agnostic philosophy pays off.
EQ-i 2.0 + DiSC
DiSC reveals behavioral style — Dominance, Influence, Steadiness, Conscientiousness. It tells you how someone tends to act. The EQ-i 2.0 tells you how emotionally skilled they are at executing that style. Together, you get behavior plus emotional capability. Example: A high-D leader who also scores high on Assertiveness and low on Empathy gets a clear picture of why they’re driving results but burning out their team. See how this pairing works in practice on our DiSC workshop page.
EQ-i 2.0 + Hogan
Hogan assesses dark-side personality traits — the derailers that emerge under stress, fatigue, or lack of feedback. The EQ-i 2.0’s Stress Management composite (Flexibility, Stress Tolerance, Optimism) maps directly onto Hogan’s derailment risk. Pairing the two gives you a comprehensive view of how someone performs when the pressure is on.
EQ-i 2.0 + 12 Driving Forces (Motivators)
Knowing someone’s emotional skills tells you can they — but not will they. The 12 Driving Forces assessment (based on Spranger’s value theory) reveals what intrinsically motivates a person. Pair it with the EQ-i 2.0 and you understand both capacity (EQ) and drive (motivators). That’s essential for engagement, role fit, and retention strategies. Explore the 12 Driving Forces assessment for more detail.
The bottom line: the EQ-i 2.0 is excellent at what it does. But team transformation rarely comes from one instrument alone. The organizations that see the deepest, most durable change layer emotional intelligence insights with behavioral, motivational, and personality data.
Frequently Asked Questions
What does the EQ-i 2.0 measure?
The EQ-i 2.0 measures emotional intelligence across 15 subscales in five composite areas: Self-Perception, Self-Expression, Interpersonal, Decision Making, and Stress Management. It produces both individual subscale and composite scores, plus an overall EQ score.
How long does the EQ-i 2.0 take to complete?
The EQ-i 2.0 consists of 133 items and typically takes 20–30 minutes in a single sitting. There are no right or wrong answers.
Can you study or prepare for the EQ-i 2.0?
No. The EQ-i 2.0 measures emotional skills as they currently exist, not learned content. The instrument includes validity scales that detect inconsistent or impression-managed responding, so gaming it is counterproductive.
Who can administer and interpret the EQ-i 2.0?
Only professionals who hold a current EQ-i 2.0 certification through MHS or an approved certification provider can purchase, administer, and interpret the instrument. This ensures ethical use and accurate debriefs.
Is the EQ-i 2.0 scientifically validated?
Yes. The EQ-i 2.0 was normed on over 4,000 individuals and validated across cultures in more than 25 languages. Subscale reliability coefficients range from .71 to .88, and the instrument has demonstrated strong construct, convergent, and discriminant validity.
How much does the EQ-i 2.0 cost?
Individual assessments typically cost $100–$250 including a report. With a certified 1:1 debrief, expect $250–$500. Team workshops with facilitated group debriefs range from $3,000–$10,000 depending on group size, report type, and coaching scope.
What’s the difference between the EQ-i 2.0 and other EQ tests?
Unlike informal online quizzes, the EQ-i 2.0 is psychometrically validated with established norms, reliability data, and enforced certification standards. It measures 15 distinct subscales — not a single EQ score — and produces detailed, development-oriented reports suitable for high-stakes organizational decisions.
Build Stronger Teams with the Right EQ Data
The research is unambiguous: emotional intelligence is a stronger predictor of leadership effectiveness and team performance than technical skill or cognitive ability alone. The EQ-i 2.0 assessment gives you the most granular, validated view of emotional intelligence available. Think 15 subscales, five composite areas, three report types, and a certification framework that ensures every debrief adds real value.
But measurement without action is just an expense. The organizations that see transformation pair EQ data with expert facilitation and follow-up coaching. When the situation demands it, they add instruments that fill in the behavioral and motivational picture.
That’s exactly what we do at OptimizeTeamwork. Dr. Rachel Cubas-Wilkinson brings decades of experience — 4,000+ workshops delivered, 30,000+ leaders trained, a former VP role at The Myers-Briggs Company, and a former Head of Learning Consulting at Pearson — to every engagement. We’re tool-agnostic across 7+ validated assessments: we use the EQ-i 2.0 when it’s the right answer, and we layer in DiSC, Hogan, 12 Driving Forces, and other instruments when the situation calls for it.
About our facilitator: Dr. Rachel Cubas-Wilkinson, former VP at The Myers-Briggs Company and former Head of Learning Consulting at Pearson.
Related workshop: Communication Workshop
Ready to explore what an EQ-i 2.0 workshop could look like for your team?
👉 Explore our EQ Workshop — or Book a Free Strategy Call and let’s talk about which assessment approach will create the biggest impact for your people.
Sources:
- Bar-On, R. (1997). The Emotional Quotient Inventory (EQ-i): A test of emotional intelligence. Toronto: Multi-Health Systems.
- Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books.
- MHS (2011). EQ-i 2.0 Technical Manual. Multi-Health Systems Inc.
- CareerBuilder (2017). Hiring Managers Value Emotional Intelligence Over IQ. CareerBuilder Survey.
- Stys, Y. & Stys, T. (2018). Emotional Intelligence: What Is It and How Does It Affect Team Performance?
