Your emotional intelligence was assessed using the Genos Emotional Intelligence instrument. Your total emotional intelligence score was average compared to others. Specifically: - Your emotional recognition and expression was high, but you could improve managing emotions appropriately. - Understanding others' emotions was average, offering room for growth in reading workplace dynamics. - Incorporating emotions into decision-making was average, suiting some roles but not others. - Managing and fostering emotions was average for yourself and others, with potential for reinforcement. - Controlling strong emotions was average, suggesting occasional difficulty that better skills could address. The report recommends focusing on areas scored lower to develop a balanced set of emotional skills.

1. Genos Emotional Intelligence
Individual Report
benchmarked against the general population
Lewis Atkinson
25 November 2OO4
Strictly Confidential

2. ts Section 1 - About Genos Emotional Intelligence
There are no right and wrong ways to feel in any one given situation, however, there are more
and less effective ways of dealing with emotions.
The Genos Emotional Intelligence instrument has been designed to assess how effectively
individuals deal with emotions at work. Specifically it assesses the following five key Emotional
competencies:
The ability to identify one's own feelings and emotional
lstates, and the ability to express those inner feelings to
i lThe ability to identify and understand the emotions of 1
iUnderstanding Others Emotions jothers and those that manifest in response to workplace i
.t:
- nition 'The extent to which emotions and emotional knowledge is i
iEmotions Direct cog lncorporated in decision-making and/or problem rorriX!.'' I
iEmotionar Manasement JffiHlttT#::li::J:i|,t:';.uno nesative emotions
i;-"'------'-' lboth within oneself and others. i:,
j". jfn"
"Oility
to effectively control strong emotionat states j
jEmotional Control lexperienced at work such as anger, stress, anxiety and i
i frustration, i

3. > Section 2 - Interpreting Results
Your results have been generated by comparing your responses to the Genos Emotional
Intelligence assessment to those obtained from a large normative sample within the workplace.
In general, your scores indicate the extent to which you use emotions and how effectively you
deal with emotions at work. High scores reflect areas of relative strength, whilst average to low
scores reflect developmental opportunities in which improvement may be beneficial.
To assist in interpretation, your scores have been converted into percentiles. Percentiles represent
your score relative to the distribution of the benchmark scores in which l-2oo/o = Very Low, 21-
4Oo/o=Low,4L-6Qo/o = Average,6l-80o/o = Hi9h,8L-99o/o - Very High. The highestscore in the
benchmark has been assigned a score of 99o/o. Thus if you obtained a score 54o/oon a given
dlmension of the Genos Emotional Intelligence, this indicates that 54olo of the benchmirk fall
below it.
Self'ratings reflect knowledge of your inner self or'self-concept'. In this context, self-ratings
provide information about the way you see yourself typically dealing with emotions in the
workplace.
Key to Diagrams
Hrriotin*at *i- I
Lbmil
rsffiffi
Percentile
Score
Very Low Low Avg High Very High
45
-

4. Total Emotional Intelligence
Emotional Management
ts Section 3 Your Results
1. Emotio{al Recosnition and Expression:
This dimension of Genos EI assesses how well you perceive your own emotions and how effectively you
express your feelings to clients and colleagues. The ability to perceive and express emotions contributes
to how effectively you can respond to your own emotions; communicate your feelings to others; and
therefore how accurately you display emotional dispositions at work (e.g., genuineness, warmth,
trustworthiness etc). The more accurately you can express your feelings, the more effectively others can
respond.
High scores reflect those who are particularly conscious of their emotions at work and who tend to freely
express emotions in the workplace. Low scores reflect those who may be less conscious of their emotions
at work and who may tend to inhibit emotional displays in the workplace.
Your Results:
Interpretation
Your score for emotional recognition and expression was in the high range of Genos EI when compared
to the sample population. Your score on this dimension indicates that you are highly perceptive and
expressive of your emotions at work. It suggests that you understand the causes of the feelings you
have, the appropriateness of the feelings you have in comparison to the situation causing them, and
different ways in which you might communicate such feelings to others.
While it is important to express emotions at work, it is also important that emotions are expressed in an
appropriate and adaptive fashion. High scores on this dimension typically reflect those who are
particularly expressive of their emotions at work, however, high scores do not necessarily reflect that
your emotions are being expressed in an appropriate and adaptive fashion.
Further insight into whether you respond to your own emotions appropriately, and whether you express
how you feel to others in an effectively managed and controlled fashion will be gained from examining
your scores on emotional management and control.
If your scores on Emotional Management and Emotional Control are low, this provides you with
additional information that suggests that you need to plan ways of communicating how you feel to others
in a more adaptive fashion.
If your scores are high on Emotional Management and Emotional Control, this suggests that you
Percentile
Score
very
Low
Low Average High very
High
75

5. . ":?"ffi-ryl
l
communicate how you feel to others in an adaptive fashion, and that you appear to have naturally high
emotional competencies.

6. 2. Understandinq Emotions:
This dimension of Genos EI assesses the extent to which you perceive and understand the emotions of
others at work. Specifically it assesses; how well you'read'the emotions that others convey; your
understanding of the contexts in which they arise; and your understanding of the appropriateness of
others' emotional responses and behaviours.
This dimension also assesses the extent to which you can'read'the emotional overtones of workplace
environments and discussions (e.9., staff meetings) and your understanding of how emotions infiuence
organisational dynamics. Low scores typically characterise those who are less conscious of the emotions
of others and who tend not to pay attention to emotions in the workplace. High scores reflect those who
tend to pay considerable attention to the emotions of others and the impact of emotions on
organisational dynamics and work-place relationships.
Your Results:
Interpretation
Your score for understanding emotions was in the average range of Genos EI when compared to the
sample population. An average score on this dimension reflects an adequate rather than sound
understanding of the emotions of others and the impact that emotions have on the workplace.
Your score on this dimension offers you an important opportunity for development. A better
understanding of your colleagues'emotions will lead to better inter-personai relationships, a greater level
of trust, which is essential for high functioning teams and work relationships, and an improved ability to
help others in the workplace who may from time to time need your assistance.
In the workplace subtle differences in emotions can lead to profound differences in work outcomes and
relationships. You may accurately identify the correct emotion in others such as sadness, but not alw'ays
accurately identify the strength of this emotion. In this regard you may at times, over or under estimate
the strength of the emotions of others.
An average score may also reflect the current culture of your workplace: one that does not overly
recognise the importance of paying attention to the emotions of others. If this is the case then you need
to cooperatively work towards changing this culture and emphasise the importance of developing strong
inter-personal relationships with others.
Percentile
Score
very
Low Low Average High
very
High
50

7. 3. Emotions Direct Cognition:
Emotions are not just something we feel, they are a source of information about our relationships with
the world. For example; feeling cold provides information about the external environmenQ and mutual
feelings of warmth and trust provide information about our level of affinity or friendship with a person.
This dimension of Genos EI assesses the extent to which you incorporate emotional information in daily
reasoning and decision -making.
Scores on this dimension reflect the extent to which you consider how you feel about different options
when making decisions and how different choices might affect both yourself and others emotionally. High
scores tend to reflect those who make intuitive decisions based on feelings rather than purely on facts,
figures and technical information. Low scores tend to reflect those who are more technical or analytical in
their decision-making style at work.
Scores on this dimension are sometimes context specific, Certain workplace roles require very analytical
and technical decision-making, whilst others require more intuitive and creative decision-making. Indeed
sometimes low/average scores on this dimension are more closely related to success than high scores.
However, emotions provide another source of information to consider when making decisions at work
and have been shown to contribute to flexible planning, creative thinking and the adoption of social
values in decision -making.
In interpreting the meaning of your score on this dimension you will need to consider whether your
current workplace role or position requires purely technical decision-making, a blend of technical and
intuitive thought, or a more intuitive thinking style that incorporates emotional information in reasoning
and decision making.
Your Results:
Interpretation
Your score for emotions direct cognition was in the average range of Gen6s EI when compared to the
sample population. An average score on this dimension indicates a well-balanced decision-making style,
one that considers analytical and technical information, and emotional information in the decision -making
process.
Average scores on this dimension may be highly effective in certain workplace roles/positions; however,
certain roles may require greater consideration and incorporation of emotional information in reasoning
and decision-making. You will need to consider the extent to which this score may be effective/non-
effective to your current position.
Emotions can portray important information; emotions play a large role in memory and learning, and
allow us to effectively recall adaptive behaviours and solutions to issues.
Percentile
Score
very
Low
Low Average High very
High
42 K

8. 4. Emotional Management:
Emotional management assesses the extent to which you are able to repair negative moods and
emotions and to maintain beneficial positive moods and emotions both within yourself and others at
work. The ability to foster positive moods and emotions in oneself and others is an important leadership
attribute. It is also an important underlying attribute of effective stress management and adaptability.
High scores tend to those who are able to consistently maintain a positive disposition at work and who
easily foster positive moods and emotions amongst others. Low scores tend to reflect those who find it
more difficult to effectively manage emotion at work and who are prone to show negative and pessimistic
moods and behaviours in the workplace.
Your Results:
Interpretataon
Your emotional management score was in the average range of Genos EI when compared to the sample
population. Your results on this dimension reflect an average ability in regulating and managing emotions
in the workplace.
This dimension assesses your ability to manage both your own emotions and the emotions of others at
work. You will need to consider whether you think you are about average at both; or whether you are
better at managing your own emotions than you are at managing others emotions at work or visa versa;
and develop a plan for moving forward accordingly.
It is important to consider that your score on this dimension offers you an important opportunity for
personal development of your emotional management skills. Reinforcing and enhancing your capacity to
effectively regulate and manage your own and the emotions of others at work should lead to increaqdd
enjoyment and motivation, better interpersonal relationships with your clients and colleagues, and
therefore higher levels of workplace success.
Percentile
Score
very
Low
Low Average High
very
High
59

9. 5. Emotional Control:
This dimension of Genos EI assesses how well you are able to control strong emotions experienced at
work' These emotions include feelings of frustration, anger, sadness or hostility. Emotional Management
concerns your capacity to effectively regulate and manage both your own and the emotions of others on
a daily basis. Emotional Control differs from Emotional Management in that it is concerned primarily with
the impact that strong emotional reactions to events have on your ability to work effectively and on your
demonstrated behaviours.
Strong emotional reactions often result in "emotional hijackings" experienced when emotions override an
individual's capacity to think and act effectively. Strong emotions can cause us to react to situations
inappropriately and when the emotion subsides we often wish our response had been more controlled.
'For example, have you ever experienced a strong emotional reaction to something and sent an email off
to someone about the situation that you later wished you hadn,t sent?
It is important to show emotion in the workplace. However, strong emotional responses and outbursts
should only be used in specific circumstances. Strong displays of emotion should not provoke anger,
resentment or confusion in colleagues. Strong expressions of emotions like anger, frustration, sadness
and hostility are not constructive in many workplace contexts and can damageinterpersonal
relationships at work.
High scores on this dimension typically reflect those who are able to inhibit strong emotions from
affecting their thoughts, actions and behaviours at work, while low scores reflect those who find this
more difficult.
Your Results:
Interpretation
Your emotional control score was in the average range of Genos EI when compared to the sample '
population. This result reflects an average capacity to effectively inhibit strong emotional states at work.
Average scores on this dimension suggest that there may be times when you do have difficulty in
inhibiting strong emotions from negatively impacting on both your internal state and your outward
displays and behaviours. As such, reinforcing your capacity in this area would be beneficial. Dealing more
effectively with strong emotions at work will result in better interpersonal relationships with clients and
colleagues.
Percentile
Score
very
Low
Low Average High very
High
46

10. 6. Total Emotional Intelligence:
Total Emotional Intelligence represents the average of your scores on the five different emotional
competencies assessed by the Genos EI instrument. It therefore reflects your general level of emotional
intelligence and competency in dealing with emotions in the workplace.
Your Results:
Interpretation
YourTotal Emotional Intelligence was in the average range of Genos EI when compared to the sample
population. Given that Total Emotional Intelligence represents the average of your scores, it is most
likely that you will have areas in which your scores from the different dimensions are relatively high and
low. As such, it is important to examine your various levels of competency in each of the areas asiessed,
and to focus on areas where improvement would be most beneficial.
This result presents an important development opportunity. Whilst you appear to have the average
persons level of competency in dealing with emotions at work, enhancing this capacity should teaa to
increased job satisfaction, better interpersonal relationships with clients and colleagues, and overall
workplace success.
A first step in moving forward is to plan ways of developing dimensions which where low and to plan
ways of reinforcing areas where you have received higher scores. Consider the various emotional
competencies presented in this report and how you might staft to employ them more effectively in your
working life. Spend more time at work considering how you and others feel at work in various situations
and the way such feelings are influencing behaviour. Consider the development strategy listed below and
develop a plan for moving forward in section four of this report.
Percentile
Score
very
Low
Low Average High very
High
54