Soft Skills Measurement Tools

ECR (Emotional Capital Report) Self-Assessment:

Get curious about the graph and how it is structured. This typology of Questionnaire is undertaken by the candidate autonomously, with a calm and genuine attitude (the positive impact score will detect if the responses are genuine). On the side You can see the graph only, the full report is 20 pages in which each soft skill has its own page with an extended explanation of what the skill means, the interpretation of the value obtained from the test (it changes depending upon what the bar shows), and a coaching suggestion about the skill.

The interaction with the EI coach helps interpret the skills-combination, having a deeper insight in regard to what behaviours are likely to show up when these different skills act together, in relation to their predominancy shown by the report. At the end of the full report, there is the “Action Plan” with seven points, where the EI coach and the candidate rationalise the skills to strengthen and how to strengthen them using coaching tools and real-life alternative behaviours and activities. The 20 pages report is the self-learning part. After the delivery session, the candidate/client/athlete receives the full report having the chance for deepening the knowledge.

The test is delivered in five hours: the first meeting by one hour is ice-breaking and informational, then the candidate undertakes the test which is delivered only to the EI coach, the delivery session and set of activities last two hours and the follow-up session also two hours, arranged after two weeks.

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ECR 360 (Emotional Capital Report 360) Multi-Rater Assessment:

Here You can notice the same candidate (from the ECR sample above) who applied for the Multi-Rater Report too. With this typology of test, we involve several people around the candidate to undertake the same test evaluating the candidate, the closest people, the ones that can provide a reliable view. The intent is to empower him/her with a broader view of himself, from the outside.

The candidate cannot see what each individual responded but is possible to see what the different groups responded to. It is useful to avoid personal disappointments and deepen the understanding concerning what the different environments around the candidate think and evaluate.

This test is a game-changer for Employers, Business Owners, Coaches, Managers, Apex-level positions, C-suite roles, Leaders and Board Members as this Multi-Rater provides both the personal view and the “others” view.

The candidate here can indeed realise how his environment sees him/her and what is required for performing more efficiently, hence s/he can facilitate growth processes, smoothly.

As You can notice there are huge differences between the blue bars (multi-rater report) and the red dots (self-assessment report). Based on those differences, during the sessions the candidate and the EI coach rationalise where is better to improve, depending on the candidate’s will, needs, ambitions, objectives, and goals both individual and group-shared.

The delivery takes at least three sessions by two hours each, two weeks distant from each other, plus the initial informational session of sixty minutes. The Multi-Rater test includes the self-assessment test too.

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Emotional Intelligence Sports Inventory:

This is developed specifically for Sports Athletes. The soft skills analysed and measured are slightly different from the ECR, these skills are considered more determinant in understanding the sportive attitudes.

This is the graph from a football athlete aged 21, and it’s only the graph page, the full report is 20 pages. Each soft skill has its own page with an explanation of the single competency analysed, the characteristics and a section with coaching suggestions for the athlete’s self-learning.

The support of the EI coach favours and facilitates the realisation, and the interpretation of behaviours likely generated when these soft skills act in combination.

Thanks to these tests we can foresee who is the most suitable for becoming a leader or the team’s captain, for instance. We can also understand their behavioural role in the team, beyond the technical and tactical characteristics. By doing so we can then develop an intervention aiming to support feeling natural and unleashing higher performance effortlessly, leveraging the psycho-emotional spectrum, and consequently, tangibly, physical performance.

It’s a test that also athletes can undertake independently, rationalising their inner strengths and weaknesses, to then develop one or the other accordingly to their goals, ambitions, opportunities, objectives, and obstacles, of course, aligned with the club’s goals, both in the short and long run.

This the most loved test by agents, scouts, recruiters, coaches, and clubs to evaluate the players emotionally and behaviourally before making a move or, when they are already part of a team, to evaluate what are the strengths to use for informed and strategic development, first individually and as a part of a team secondly.

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ECR Group Teams:

This more complex test is indeed developed for a larger number of groups that interacts on a common shared objective.

We can spot -in numbers, -on a graph, three areas of interest, namely:

Psychological Safety – (Team awareness, Team Trust, Stress Management),

Team Efficacy – (Team Confidence, Team Communication, Agility & Adaptability), and

Team Identity – (Team Responsibility, Team motivation, Relationships, and Teamwork).

Having this tool, the EI coach can direct a planned intervention towards the improvement of one or the other area considered as an area of weakness, ultimately bringing a balanced emotional intelligence overall degree in the group that will lead to higher and smoother success achievement and overall wellbeing.

The Team test shows the percentage of responses, the highest and lowest scores for each competency, alongside much more information. The full report is 25 pages with several of information and insights that need a deeper thorough delivery and interpretation before addressing the tailored EI intervention. There are no one-size-fits-all interventions.

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ECR Recruitment Selection:

This test is developed specifically to support Hr Departments during the recruitment processes, suitable for companies and corporates, as well as for small and medium-sized companies. This includes the ECR self-assessment of the “potential right candidates” and comes together with the extra document for the one-to-one interview between the recruiter and the “right candidate”. The Recruiter can follow the test step by step and skill by skill, taking advantage of the suggested follow-up questions for each inner competency, ultimately realising if they have the right emotional-behavioural skills for that specific role in the company/group, before processing the application further and eventually hiring him/her. This might be part of the train-the-trainer service provided, in other words, enabling the recruiters to analyse by themselves the emotional competencies of the candidates for the vacancy available, and the most suitable emotional skills needed to suit the role currently vacant. In the picture You can see a sample of one skill with the results from the candidate self-assessment, the follow-up questions for the recruiter to feel guided and the final evaluation set up. Each skill has its page hence the recruiter is enabled to run through all of them as they feel.

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Inner Strengths Profiles:

Twenty-four inner strengths on a chart are determined by a ninety-two test questionnaire autonomously fulfilled by the candidate.

The candidate, with the EI coach, is accompanied in the interpretation of what are the main strengths and rationalises how to implement them in their behaviours and professional savoir-faire. This helps in two principal ways: 1) how to behave naturally and 2) realise when and how those natural skills are overused or underused without realising it.

The bottom of the chart is as well analysed rationalising if one or more of those weaknesses is creating an obstacle to the fullest potential or somehow hindering performance both in personal relationship and professional relationships. The test can be undertaken by the candidate and s/he receives the test directly, in .pdf. The candidate shares then the test with the coach at least three days before the scheduled delivery session for the coach to study and have an idea of the behaviours generated by the combination of those specific strengths in the chart.

The delivery, similarly to others, starts with an informational hour of ice-breaking, followed by two hours session delivery with the real-life “Action Plan”, and a follow-up session after two weeks from the delivery session.

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