They say actions speak louder than words so observing behavior is always a great tool. However that can be a sticky wicket when it some to emotional regulation. People who have extreme or overt behaviors are easy to gauge emotionally. It’s the people who have learned to mask and/or unauthentically modify behavior that can tricker to assess. Observation is a great starting tool just remember narcissists and people with certain personality disorders can appear emotionally intelligent at first glance but upon further investigation they indeed are not. That is why it is important to observe a cross breadth of behaviors and to ask about thought processes behind behavior choices.

I recommend using the following methods for evaluating emotional intelligence : The Emotional Capital Report The Emotional Quotient Inventory The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) The 360 EQ (Talent Smart) Observe employees' behavior, emotional expression, communication, listening skills, response to criticism and obstacles, and interpersonal interactions in a variety of settings, including meetings, projects, conflicts, and stressful situations.

1. Are you kind of a person who "react" to the situation rather than "respond"? 2. If yes,this is the high time you need to control your traits? 3. Can you tolerate healthy criticism and acknowledges your weakness? 4.Are you volatile during stressful situations? 5. Are you a "catalyst" in a team setup? 6. Are you conversational narcissist? 7. According to me "EI" is how much you are composed in your approach to yourself & others. it's all about contentment, self respect and empathy!!!

Observation of another person dealing with a difficult situation speaks volumes about their emotional intelligence . When they don’t know your watching is the perfect time to evaluate and consider a safe conversation afterwords to critique and discuss what you have seen. Like a previous poster had said a persons actions speak volumes especially when no one knows you are watching .

Notice how they handle stress and conflict: EI often manifests in how individuals manage difficult situations. Observe their reactions to stress and how they resolve conflicts. Assess their interactions with others: Pay attention to their ability to empathize, communicate effectively, and build relationships. High EI is often reflected in positive and supportive interactions.

Collect feedback from others: Gather insights from colleagues who interact with the peer regularly. This can provide a well-rounded view of their EI in different contexts. Encourage the peer to seek feedback: Suggest that they ask for feedback on specific EI aspects, like empathy, self-awareness, and relationship management.

It's definitely a good idea to do your own research by asking your peers' colleagues, but remember that each feedback (as well as the perseption of the person itself) is heavily affected by the culture, mindset and own EI of the person that gives it.

Although I also performed this type of assessment, I am not a big fan of it. And here is why: 1. People see the world as they are, not as it is. People will give their feedback, based on their bias and points of view. 2. Mood influences the way we speak and perceive. So if someone has low levels of body energy and they are giving you feedback about someone else, that influences the feedback. Check out Lisa Feldman Barret's work on this. 3. You can still use these assessments as information or context, but not as conclusive outcomes. People are complex and tools alone won't help you understand them. Connecting with someone through active listening and empathy will.

I am playing the Devil's advocate today, and I apologize in advance for continuing to challenge assessment tools, especially online ones that are for free. I also offer free and quick assessments with a disclaimer that these are more for curiosity and entertainment, and do not substitute thorough scientifically validated assessment tools. People are wanting answers quick, and easy which will not help them in the long run. Self-awareness is built over time, through reflection, through feedback, through relationships and through a growth mindset. You can self-assess to develop a basic foundation to work from -but it never should be conclusive of your levels of emotional intelligence.

Recommend EI questionnaires or tests: Encourage the use of validated EI assessment tools to help the individual self-evaluate. These tools can provide insights into various EI components. Discuss the results: Engage in a conversation about their self-assessment results. This can lead to a deeper understanding of their EI strengths and areas for improvement.

Offer specific examples: When giving feedback, cite specific instances where their EI was evident. This makes the feedback more tangible and actionable. Focus on growth: Frame the feedback in a way that focuses on development and improvement, rather than criticism.

Continuous Observation: EI is dynamic, so continuous observation over time is important for an accurate evaluation. Empathetic Approach: When evaluating EI, approach the matter empathetically to understand their perspective and encourage self-improvement. Professional Development Opportunities: Suggest workshops or training sessions that focus on developing EI skills.

Why do we need to measure up someone else's EI? I see assessing others in this way as problematic as it takes the focus off of our own development. Instead, I would encourage one to ask oneself, what about this person rubs me the wrong way, and how equipped am I to address it and regulate my emotions effectively? We can not change others, so what value is in assessing their issues? Instead, model appropriate behavior and be the change you wish to see.

Assessment is three fold: 1. Self-assessment (ie: EQ-i 2.0 2. Professional observation by Coach or HR 3. Team / peer observational feedback (ie: EQ 360) This combination will provide a complete picture on an individuals' level of EQ identifying both strengths and areas for improvement.