Emotional Intelligence
360 Assessment
Measure emotional intelligence the only way it truly can be - with feedback from the people around you. Team8 People's Emotional Intelligence (EI-360) Assessment combines self-perception with observer feedback across the four components of Emotional Intelligence and 18 underlying competencies, providing leaders, coaches and teams with the clarity to grow what matters most.
Why Emotional Intelligence Matters More Than Ever
Since Daniel Goleman’s seminal work on emotional intelligence in 1995, decades of research and practice have established a consistent pattern: when people succeed, their success is rarely defined by IQ alone. What differentiates the highest performers is their level of emotional intelligence, their ability to lead themselves, lead through others, and adapt under pressure.
1
Performance is Emotional
Whether it is an athlete on the start line of an Olympics, a coach on a basketball sideline, or a leader in a board meeting, the difference between a great practice and a great performance comes down to emotional management at the moment that matters.
2
The Leader Sets the Tone
Approximately seventy per cent of the climate that exists inside teams and organisations is set by the emotional tone of the leader. A leader who cannot manage their own emotions is, by default, shaping the engagement and performance of everyone around them.
3
Emotional Intelligence can be developed
Unlike behavioural style, which describes preference, emotional intelligence is a competency-based model. With the right interventions, coaching and reflection, it can be measurably improved over time, which is precisely why measuring it matters.
What is the EI-360 Assessment?
The Team8 People Emotional Intelligence (EI-360) Assessment is a structured, research-grounded measurement of emotional intelligence that captures both how you see yourself and how others experience working with you. It is built on the four components of emotional intelligence and the 18 competencies that underpin them.
The four components of emotional intelligence
COMPONENT 1
Self-Awareness
The ability to recognise and label what you are feeling, understand what is driving that emotion, and appreciate the impact it is having on your behaviour and the people around you.
Component 2
Self-Management
The ability to regulate your emotions, to notice a trigger, choose a different response, and create the emotional state that will best serve the moment, the team and the outcome.
Component 3
Relationship Awareness
The ability to read the room, to pick up on the emotional cues of others, sense tension or disengagement, and understand why someone might be feeling the way they are. Empathy is the anchor of this quadrant.
Component 4
Relationship Management
The ability to handle conflict, influence well, and build rapport across different styles. High scorers can connect effectively with almost anyone, regardless of how similar or different they are.
Self-awareness is the foundation. It is almost impossible to have higher levels of relationship management without a strong foundation of self-awareness, which is exactly why the assessment is most powerful when sequenced with DISC.
Why a 360-Degree Approach is the Only Way to Truly Measure EI
Self-perception is, by its nature, biased. We all carry blind spots, moments where the way we believe we are showing up differs from how others actually experience us. For most competencies of emotional intelligence, that gap is the single most important piece of data we can collect.
Self-perception alone is incomplete
An assessment based purely on self-rating risks reinforcing the very blind spots it should reveal. A leader low in self-awareness may rate their relationship management highly while their team experiences it very differently.
Observers see what you cannot
Empathy, the capacity to influence, the ability to read the room, these competencies live in how others perceive you. The 360 design surfaces those perceptions and turns them into developmental signal rather than guesswork.
Perception gaps are growth gold
Where self-rating and observer rating diverge, you have found a blind spot. The biggest gains in leadership development consistently come from working on the one or two competencies where that gap is widest.
4
Components of emotional
intelligence
18
Underlying competencies
measured
~70%
Of organisational climate is set by the leader's emotional tone
360°
Self-perception combined with
observer feedback
Who the EI 360 Assessment is For
The assessment is designed for any individual or team where the quality of relationships, decisions and performance is shaped by emotional capability, which is to say, almost every leader, coach and high-performing team.
Senior leaders and executives
For leaders who have moved past the foundations of self-awareness and now need to understand the impact their emotional tone is having on culture, climate and performance.
Emerging and frontline leaders
For people stepping up in their leadership pathway who need to layer emotional capability over the behavioural foundations of DISC as they take on broader responsibility for others.
Coaches and high-performance staff
For coaches in elite sport and corporate settings who need to manage their own emotional state on display, and read the emotional state of the athletes, teams or clients they work with.
HR and people and culture teams
For practitioners building leadership development programs, talent pipelines and team effectiveness initiatives who need a defensible, measurable, developable framework for EI.
Captains and team leaders
For team captains, peer leaders and athletic administrators carrying influence rather than positional authority, where reading the room is the difference between cohesion and disconnection.
Existing DISC clients of Team8 People
For clients who have already used DISC to build self-awareness and are ready for the natural next stage, measuring how that self-awareness translates into emotional impact on others.
How the EI-360 Works With the Team8 DISC Profiling System
DISC and Emotional Intelligence are not competing frameworks, they are layered. DISC describes the way you naturally prefer to behave and builds foundational self-awareness. Emotional Intelligence determines whether, when, and how you flex that behaviour in response to the situation in front of you.
DISC
The operating system
DISC describes your most preferred and least preferred behaviours, your behavioural game plan for doing you. It is not a competency-based model: a high D is not better or worse than a high S. It builds the self-awareness foundation that emotional intelligence is built upon.
DISC answers: How do I naturally tend to behave? What is my impact on others by default?
EI-360
The conduit
Emotional Intelligence is the conduit between what your behavioural style would push you to do, and what you actually choose to do. It is competency-based, which means it can be improved. The 360 measures it and shows you exactly where to focus.
EI answers: Am I aware of what I am feeling? Can I regulate it? Can I read others? Can I adapt my behaviour to build the right connection?
The Team8 People development pathway
1
DISC Profile
Build the foundation of self-awareness. Understand your behavioural preferences, the impact they have, and the situations that call for adaptation.
2
DISC Observer Feedback
Layer in observer feedback to see how your behavioural preferences are perceived by those your work with, further enhancing self-awareness and understanding.
3
EI 360 Assessment
Measure emotional intelligence across the four quadrants and 18 competencies, with both self-perception and observer feedback.
4
Targeted coaching
Pick one or two competencies where perception gaps matter most. Use modelling, deliberate practice and recovery strategies to build measurable growth.
Why this sequence works: DISC is a relatively simple model that builds quickly into self-awareness, the first component of EI. By the time clients reach the EI 360, they already have a shared language for behaviour, which makes the emotional intelligence conversation faster, deeper, and more practical.
How to Access the EI 360 Assessment
There are two pathways into the Team8 People EI 360 Assessment, designed to suit organisations who want to be supported, and practitioners who want to deliver the work themselves.
Purchase With Team8 People Support
Have the assessment delivered with us beside you.
- Purchase EI 360 assessments directly from Team8 People
- Optional individual coaching to debrief results and design a development plan
- Optional group coaching for leadership cohorts and intact teams
- Pricing positioned at parity with our DISC profiles, significantly lower than typical EI assessments on the market
- Backed by Team8 People's ongoing partnership model — we stay close, we keep you current
Best for: Organisations, leadership cohorts, and individual leaders who want Team8 People to facilitate the assessment and development conversations.
EI Accreditation
Become accredited to deliver the assessment yourself.
- Combined accreditation: Pair EI Accreditation with our DISC Accreditation Program for a highly reduced combined price
- Stand-alone EI Accreditation: For practitioners who already have DISC capability or want to focus exclusively on emotional intelligence
- Existing DISC consultants: Onboarded at no additional accreditation cost, with a minimum assessment commitment
- No annual re-accreditation fees, Team8 People stays close and keeps you current as part of our ongoing partnership
- Use the assessment with your own clients, in your own programs
Best for: Coaches, consultants, L&D leaders, athletic administrators and HR practitioners who want to embed EI into their own delivery.
What Makes Team8 People's Approach to EI Assessments Different?
We are entering the EI assessment market with a deliberate point of view, one shaped by more than two decades of working with leaders, coaches and high-performing teams across business and sport.
Pricing positioned at parity with DISC
Most EI assessments on the market sit between $200 and $400 per participant. Team8 People will price the EI 360 in line with our DISC Profiles, so cost is never the reason a leader misses out on this work.
No annual re-accreditation fees
Other providers ask consultants to repeatedly prove they still know the tool. Our model is different: we stay close to our practitioners year-round, keep them up to date, and partner for the long game.
EI and DISC, designed to layer
Because we already deliver one of Australia’s most established DISC practices, we have built the EI 360 to layer cleanly on top, same shared language, same sequencing logic, same partnership model.
Built on Goleman's framework
The assessment uses the four-quadrant, 18-competency Goleman model, the most established and widely researched framework for emotional intelligence in leadership and performance contexts.
Cross-domain expertise
Team8 People’s heritage spans elite sport and corporate leadership development. The same emotional intelligence that wins on the start line of an Olympic final is the EI that wins in a boardroom.
The long game with our clients
We are more successful when the people who work with us are more successful. That is not a tagline, it is the reason our pricing, our accreditation model and our support look the way they do.
Frequently Asked Questions
Quick answers to the questions we are most often asked about the Team8 People Emotional Intelligence 360 Assessment.
What is the Emotional Intelligence 360 Assessment?
The Team8 People Emotional Intelligence 360 Assessment is a structured measurement tool that captures both self-perception and observer feedback across the four components of emotional intelligence, and the 18 underlying competencies.
The four components of emotional intelligence:
- self-awareness
- self-management
- relationship awareness
- relationship management
The 360 design is essential because self-perception alone is often biased; observer feedback is the only reliable way to truly measure how emotional intelligence shows up in practice.
Why is a 360-degree approach essential for measuring emotional intelligence?
Emotional intelligence is fundamentally about how we are perceived and how our emotions affect others. Self-rating alone produces blind spots, especially in self-awareness. By layering observer feedback over self-perception, the EI 360 reveals the perception gaps, the differences between how you see yourself and how others experience you, that pinpoint the most valuable areas for growth.
How does the EI 360 Assessment work alongside DISC?
DISC describes preferred behaviours, your natural operating system. Emotional intelligence determines whether, when and how you flex that operating system in any given moment. DISC builds the foundation of self-awareness, which is the first quadrant of EI. We typically recommend DISC first, followed by the EI 360 as the next stage of leadership development. We never start with EI, DISC builds the language and self-awareness that makes the EI conversation more powerful.
Who is the EI 360 Assessment most useful for?
The assessment suits leaders, executives, managers, frontline supervisors stepping into senior roles, coaches, athletic administrators, HR and people-and-culture professionals, captains and emerging leaders within high-performing teams. It is most powerful as the second stage of a leadership development pathway, after DISC has built the behavioural foundation.
When does the Team8 People EI 360 Assessment launch?
Mid-2026.
Existing Team8 People clients will be offered a free trial, and practitioners can register their interest now for early access and accreditation pathways.
More information will be released in the lead-up to launch.
How can I access the EI 360 Assessment?
There are two pathways. First, purchase assessments directly with optional individual or group coaching delivered by Team8 People. Second, become accredited to deliver the assessment yourself, either as a stand-alone EI Accreditation, or paired with our DISC Accreditation Program at a significantly reduced combined price. Existing DISC consultants will be onboarded into EI at no additional accreditation cost, with a minimum assessment commitment.
What are the four quadrants of emotional intelligence?
The four quadrants are: self-awareness (recognising your own emotions and their impact), self-management (regulating those emotions and choosing more useful responses), relationship awareness (reading the emotional cues of others, anchored by empathy), and relationship management (handling conflict, influencing well, and building rapport across different styles).
How is empathy related to emotional intelligence?
Empathy, the capacity to recognise emotions in others and appreciate why they might be feeling that way is the critical competency that anchors relationship awareness and relationship management. Across studies of effective leadership, empathy consistently appears among the small set of non-negotiable competencies. Without it, relationship awareness is structurally impossible.
Can emotional intelligence really be improved?
Yes. Unlike DISC, which describes preference, emotional intelligence is a competency-based model. With the right interventions, labelling emotions, modelling others who do a competency well, deliberate practice, recovery strategies and feedbac, EI can be measurably improved over time. That is the entire premise of measuring it.
How much will the EI 360 Assessment cost?
Final pricing will be confirmed at launch. Our intent is to position the EI 360 in line with the cost of our DISC profiles, substantially below the typical $200–$400 range for EI assessments on the market, so cost does not become a barrier to development.
Be First to Access the EI 360 Assessment
The Team8 People Emotional Intelligence 360 Assessment launches mid-2026. Register your interest to receive launch updates, early-access opportunities, accreditation pathways, and the existing-client free trial.
