The program starts off with all participants conducting individual EQi-2.0 assessments and subsequent debriefs. This allows participants to familiarize themselves in depth with all the emotional competencies the program will cover while understanding their own strengths and development areas.

The program is rooted in principles of experiential learning and the A.G.E.S. model (attention, generation, emotion and spacing) to maximize retention.

Elements of group coaching and peer learning are incorporated into the group sessions. Individual coaching in between the group modules allows for targeted individual development.

The program is completed by EQ360 – a 360 assessment of participants’ emotional competencies. This offers a whole different perspective and feedback that can be further incorporated into participants’ professional development plans.

Alternatively, the program can begin with the 360 assessment and end with the self-assessment. There are many benefits to both approaches.
When working with teams, EQ group assessment is recommended to start the process.

Ideal program group size is 4 to 6 participants. Groups typically run every three weeks and can be conducted in person or virtually. All individual coaching sessions that occur in between group sessions are conducted virtually.

The amount and length of group sessions is determined after initial intake and follow-up conversations with the client. To maximize learning and individual/team development, the program is recommended in its entirety as illustrated below.

However, client’s needs might be only in a specific area, and it is possible to select only one – or a few – components of the program (e.g. EQi-2.0 assessment only or combined with coaching or group sessions; EQ Leadership course on its own, etc.). Any combination is possible, and some combinations are more effective for certain situations than others. All depends on client’s needs and goals.