The Global Emotional Intelligence Test

Take the The Global Emotional Intelligence Test (GEIT) by clicking on the link provided (Right click and open in a new window): (Alternative link) meit/eitest.html#End

This is a free assessment. Follow the instructions very carefully. After scoring the results, discuss those results in 3 to 4 paragraphs. What is your EI level? What does this tell you about your leadership approach? In what ways do you think that EI affects your leadership style? Do you agree with the results? If so, how? If not, why not? Thoroughly explain by using real life examples.

Based on the Global EI Test, my score for self-awareness, self-management, social awareness, and relationship management were 4, 7, 9, and 7 respectively. The results show that I have an orientation towards my followers. I feel that the EI test is appropriate, but self-awareness presents a varying opinion from mine. Self-awareness is essential because it facilitates a better understanding of ourselves. In this light, my self-awareness is significantly high because I understand as a leader I have to be unique and be a role model. Additionally, I exhibit individual awareness by empowering myself to make changes and build on my areas of strength. For instance, I learn and engage in self-development to ensure that followers can rely on me to offer appropriate guidance.

Self-awareness and self-management are key in engaging at the workplace. There is no doubt that integrity is fundamental for leaders. Being a role model requires one to uphold ethical principles that are admirable by the workforce (Longoni, Golini, & Cagliano, 2014). In this context, I have been able to differentiate between formal and informal situations, enabling me to communicate appropriately as well as control my emotions.

Being a social person and having healthy relationships has been instrumental in my leadership journey. I contribute appropriately to values in non-corporate issues in the workplace. For instance, I foster advocacy for good wages and support workers in self-development activities. Additionally, I am quick to notice new talents to position individuals at posts where they will be beneficial to the team or organization. I prefer informal or less formal approach in addressing issues among the subordinates to ensure that there is communication of important information that can shape and improve the productivity and organizational performance. Ensuring appropriate communication is essential for socializing and improving relationships at the workplace (Sweetman, Ulrich, & Smallwood, 2007).


Longoni, A., Golini, R., & Cagliano, R. (2014). The role of New Forms of Work Organization in developing sustainability strategies in operations. International Journal of Production Economics, 147(PART A), 147–160.

Sweetman, K., Ulrich, D., & Smallwood, N. (2007). Developing a Leadership Strategy. Chief Learning Officer, 6(1), 46–49.

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