❤️AXIS360 Instrument

Emotional Intelligence Assessment

Self-Awareness, Self-Regulation, Motivation, Empathy and Social Skills

Built on the Salovey-Mayer emotional intelligence framework, this assessment measures the five domains research consistently links to leadership effectiveness, team climate and conflict management — arguably more predictive of on-the-job success than IQ alone in people-facing roles.

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5
EQ domains
96
Items
~18 min
Completion time
Self + 360°
Available formats
What

What's included

✓Self-Awareness, Self-Regulation, Motivation, Empathy, Social Skills domains
✓Manager 360° Companion add-on for self-vs-observer gap analysis
✓Group EQ Report for team-level emotional climate diagnosis
✓Grounded in Salovey & Mayer's peer-reviewed EQ framework
✓Directly relevant to leadership, coaching, and customer-facing role selection
Why

Why this matters

!
Poor emotional regulation in leadership roles is a leading cause of team attrition — people don't quit companies, they quit managers. Salovey & Mayer's (1990) original emotional intelligence model, later refined into their four-branch ability framework (Mayer, Salovey & Caruso, 2004), established Self-Awareness and Self-Regulation as specifically trainable competencies that predict leadership 360 ratings independent of general cognitive ability.
Ideal For
Leadership assessment, coaching engagements, and any role where managing relationships and emotional regulation under pressure drives performance.
How

How it works

1
Candidate completes a 96-item self-report survey
2
AXIS360 scores the 5 EQ domains against normative benchmarks
3
Optional: request a Manager 360° Companion check for external validation

More personality & behaviour and where they are used

DISC Personality AssessmentBig Five OCEAN AssessmentASSESS Competency SurveyBelbin Team RolesCareer Interest ProfileLeadership Development SolutionManager Selection SolutionSuccession Planning SolutionSample reports for every assessment
Using results responsibly. Assessment results describe tendencies and preferences at the time of testing; they are one input to a decision, not a verdict. Use them alongside a structured interview, work samples and references, tell candidates how their results will be used, and avoid treating any single score as a pass or fail line unless it has been validated for that purpose in your own setting.

Frequently asked questions

Can EQ actually be measured reliably?
Self-report EQ measures have decades of validation evidence linking scores to leadership ratings, team performance and conflict outcomes, though they measure typical behaviour rather than maximal ability — pairing with the Manager 360° Companion strengthens this further.
Is this the same as the EQ-i?
No — this is an independent, open-domain implementation of the Salovey-Mayer model, avoiding proprietary licensing while maintaining the same theoretical grounding.

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AXIS360 by NonVerbals Consulting · assess.nonverbals.com · nizam@nonverbals.com · +91 76767 09796