This report is designed to provide you with the results of the Emotional Capital Report 360™ that you recently completed.

The report includes information about how you see your performance in relation to the competencies identified, and compares this with how others see your performance on these competencies. The aim of the report is to provide an objective perspective on your performance that may assist you to gain potentially new and valuable insights and achieve your professional development objectives.

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What is an Emotional Competency?

Emotional competency is a measurable characteristic that is related to the effective performance of a specific role. The emotional competencies in this report are based on scientific studies linking emotional intelligence to effective leadership performance in ‘world-class’ organizations.

  • Review your score on the Positive Impact Scale to determine the accuracy of your report.
  • Review your Profile Summary. This provides you with your scores on the ten factors measured by the ECR. Focus on your scores listed as ‘Strength to Build On’ and ‘Signature Strength’ and use the comments in the report to think about how you may apply these more effectively.
  • Review scores listed as ‘Development Need’, ‘Development Opportunity’ or ‘Effective Range’ and consider the coaching strategy to build your competencies in these areas.
  • Review the ‘Emotional Advisor’ comments at the bottom of each section for further insight into how to develop these skills over time.
  • Complete the final section – Action Plan. This section of the report provides you with an opportunity to create a blueprint to build your emotional wealth and leadership effectiveness.


Inventories like this one, although based on good science, are always approximations and estimates, not precise indicators. Because of the margin of uncertainty you should use your own judgement as you review your results. The aim of the report is to help you gain a better understanding of your skills and how to improve your leadership effectiveness.



Discretionary Comments

Your scores on these competencies represent your self-reported level of skill in managing these leadership behaviors. The ECR is designed to act as an interpretive aid and should not be used as the sole basis for placement, intervention, or other kinds of decision making. The report is based on interpretations most common for the scores that are obtained. Unusual interpretations must be explored with other instruments on a case-by-case basis. The information that is provided in this report should be used as a means of generating hypotheses and as a guide to assessment. Higher scores are associated with greater levels of emotional capital and better performance.

Score Key :

Development Need

≤ 80

Your level of emotional capital in this area is likely to be limiting your effectiveness. Developing your skills here is essential to your success.

Development Opportunity

81 - 90

Your level of emotional capital is adequate, but there is opportunity for improvement. Capitalize on the opportunity to develop this into a strength

Effective Range

91 - 110

Your level of emotional capital in this area is typical of the general population and there is room to develop this skill to enhance your leadership.

Strength to Build On

111 - 120

You have above average emotional capital in this area. Build on this strength by considering additional strategies to create emotional wealth.

Signature Strength

≥ 121

Your score suggests you have above average emotional capital in this area. Seize every opportunity to lead with this strength to capitalize on your

Profile Summary

Action Plan

Where to From Here?

This report is designed to provide you with an opportunity to review your emotional capital resources and your characteristic ways of responding to professional and personal challenges. The report has provided you with a set of scores measuring your emotional capital. In the end, you are the expert on yourself. Accordingly, all descriptions used in this report are for you to consider in light of your experience and judge for yourself how accurately they apply to your performance. Remember, many of your behaviors are automatic and you have probably become accustomed to them. This report provides you with an opportunity to reflect on your actions and to provide you with some valuable insights into your behavior and its impact on others. Personal and professional development is a dynamic process of action, reflection on that action, and then new and more effective action in light of the new information gained. This is a continuous process and is the key to increasing leadership effectiveness. Practicing the following seven action-reflection-actions and using them will enhance your personal and leadership performance.

    List the strengths identified in your report that you recognize as your key characteristics and consider how they contribute value to your personal leadership performance.

    Identify several strategies that you can use immediately to increase the effectiveness of your strengths.

    List a key development area identified in your report that you recognize is true for you. From the Coaching Strategy section choose what actions you will take to address this challenge.

    List any areas for development identified in your report that surprised you. Pause and consider the potential impact of these characteristics on your personal or professional performance. These areas may represent 'blind spots' and you may need to approach them by considering how your behavior potentially impacts on others.

    Identify the key challenges you are facing in your personal or professional performance right now and consider how you can use your identified strength/s to affect a positive outcome.

    Discuss your report with a trusted advisor. Pay particular attention to those areas describing your attitudes and behaviors that raise questions for you. Ask for feedback and suggestions for alternative behaviors that may prove more effective in achieving your goals.

    Think of the opportunities that arise from this report to set some new goals for your personal or professional development. Remember, developing clear goals and achieving them puts you in charge of your life. A goal is a measurable written statement of a definite next step. Clearly define three goals that you would like to achieve and by what date you intend to achieve each of them by.


    Building your emotional capital takes time – so begin now! Use this report to guide you. If you’ve not yet read Martyn Newman’s book, Emotional Capitalists – The New Leaders you will find that it provides you with an even more comprehensive understanding of how to build these skills and apply them to your leadership challenges.