Robust. Global. Transformational.
The SEI is scientifically validated, practical measure of emotional intelligence with an action-oriented model supporting people to use and improve their EQ skills. Built on the Six Seconds Model of Emotional Intelligence, the SEI is unusual:
Where other tools provide a diagnosis, SEI provides a framework for action.
The model is simple enough to jump in, but sophisticated enough to drive long-term transformation.
SEI is led by a global team, available and validated in 11 languages (more coming).
While the SEI is designed for learning and development, it has the statistical rigor to be used in selection and in advanced applications.
There is a DEEP and wide range of programmes and tools to support the use of the tool - numerous books, training curricula, classroom programmes, and hands-on tools.
Are your leaders great at leading people? Most managers are promoted for their technical and business skills - but find the "soft side" hard.
"One of our biggest challenges is how to get more employee engagement under challenging times with diminishing resources. SEI has been an effective tool for identifying emotional intelligence issues and improving discretionary effort including 'real world' action plans for improving emotional intelligence.
We greatly appreciate the support, learning, and continuing research by the SEI team."
- Bob Brooks, HR Advisor, FedEx
Engaging people in change, proactively resolving issues, setting a context for performance, building collaboration. they all require emotional competence. To change the outcomes, your leaders need to change the inputs - and to do so they need new awareness, attitude, and skills.
The Six Seconds Emotional Intelligence Assessment (SEIT) provides a solution to help leaders measurably improve in the people-side of performance. The tool assesses competence and delivers a practical roadmap for development. SEI cores predicts over 54% of important success factors: decision-making, influence, effectiveness, relationships, quality of life, and health - essential outcomes for thriving teams.
There are several reports available, all from the same questionnaire — this is one of the many options you’ll be able to set to administer the tool through our Tools Intranet:
SR: Strengths Report – Learn your top 3 EQ strengths and how to apply them Ideal for introductory programmes, strengths-based coaching, group profiles, and research
DR: Development Report – In-depth analysis for professional and personal growth Ideal for in-depth training and coaching to general audience, includes development strategies
LR: Leadership Report – Exec summary plus hard-hitting analysis in a business context Built for development and coaching with business and organisational leaders
LDG: Leader’s Development Guide — Customized workbook using EQ scores for next steps A remarkable development tool, the LDG equips leaders to take their EQ up a level through goal planning and specific action steps (all based on their actual scores).
GR: Group Report – Profile of a group showing distributions of EQ competencies Perfect for programme planning, and for coaching/training team leaders
CGR: Comparison Group Report — Comparison of a group over time or between groups Shows ROI, changes, and highlights opportunity areas across teams
This example is of the full profile in the Leadership Report. ”Hank Lennox” is an operational manager in a high tech company. In the blue section, we can see Hank is modestly self-aware. If he slows down, he can notice his feelings and choices. But in the red area, it appears Hank is so busy “doing” he doesn’t deal with the underlying emotional drivers. Remarkably self-motivated and optimistic, Hank has incredible strengths as an operator — but he is very weak in managing emotion (Navigate Emotions — he’s careful (Apply Consequential Thinking), but he doesn’t create the right emotional drivers to sustain his performance. In the green area, it’s evident that he is driven by a powerful, meaningful purpose (Pursue Noble Goals), but he’s got an achilles heel in Empathy, and can not enroll people. (continued below the graph)
In the hands of skills practitioner, this data is incredibly powerful. We can make numerous inferences and begin to talk to “Hank” about some massive strengths — and what’s holding him back. Looking at the Navigate Emotions and Pursue Noble Goal scores, it’s evident that he’s emotionally disconnected from his own sense of purpose. He’s operating at a “head level.” The massive engines of Engage Intrinsic Motivation + Exercise Optimism might actually be running too fast, causing him to run people ragged — is it enough for him to be a sole star, or does he want a winning team? Based on the high PNG, we can leverage his vision to make a commitment to bringing others along. But for Hank, as for so many leaders, his first step is to increase the self-awareness. Until he tunes into what’s happening internally, he’ll keep tripping over these low scores. fortunately, he has the capability in Apply Consequential Thinking to see these risks… and the drive in EIM and PNG to do the work. Of course, the feedback from an assessment is just that: Feedback. We use the data to guide the conversation, and we support the client to reach her goals.
One of the key benefits of the SEI (which must be pretty interesting to you if you’re still reading – thank you) is that we actually have two questionnaires in one. We have the EQ scales, above, and we have a second questionnaire about key success factors. The results of this questionnaire fall into six categories, four of which appear in the current Leadership Report (all six appear on the Coach Data page as background for the Assessor). This enables us to have the “so what” — the reason the client will want to explore and develop EQ. In “Hank’s” case, his self-reported success factors, shown below, represent some serious concerns that he has, particularly about health and relationships, and a lot of room for improvement in other areas. The Assessor will use this data to help Hank frame up the need for change, and to understand his goals. Then, as we look at the EQ competencies above, it’s easy to start focusing the conversation on these key outcomes: