Clone of Emotional Intelligence Self-Assessment

EQ MASTERY FOR ENTREPRENEURS: YOUR LEADERSHIP INTELLIGENCE ASSESSMENT
Welcome, Entrepreneur.

You've built something from nothing. You've taken risks others won't take. You've pushed through rejection, uncertainty, and countless pivots.

But here's the truth most don't tell you: Your business will only grow as much as you do.

The difference between entrepreneurs who scale successfully and those who plateau. It's not just strategy or capital, it's Emotional Intelligence.

• 80% of startup failures are due to team conflicts and founder burnout (Harvard Business Review)
• Leaders with high EQ drive 20% higher profits (TalentSmart)
• Investors cite founder EQ as a top factor in funding decisions

This assessment will reveal:

• Your EQ Leadership Profile, your unique emotional strengths as a founder
• How you handle the emotional rollercoaster of entrepreneurship
• Your personalized roadmap to scale yourself as you scale your business
• The one EQ shift that could transform your company culture
15 minutes. Game-changing insights. Let's discover what's possible when you
master both business AND emotional intelligence.

No fluff. No theory. Just real scenarios you face every day as an entrepreneur.

Questions marked with * are required
Full Name*

First NameLast Name
Email*
example@example.com
- Where are you in your journey right now?*
  
  Early Stage (0-2 years) - Building MVP, finding product-market fit, wearing all hatsGrowth Stage (2-5 years) - Scaling team, raising capital, establishing systemsScale Stage (5+ years) - Leading leaders, expanding markets, maximising impactPivot/Transition - Reinventing, recovering, or starting fresh with experience
- What's the #1 emotional challenge in your business right now?*
  
  Team & Culture - Hiring, firing, conflict, building cultureHigh-Stakes Decisions - Fundraising, pivots, major investmentsFounder Stress - Burnout, imposter syndrome, work-life integrationLeadership Impact - Influencing, inspiring, managing difficult conversations
- Scenario 1: The Funding Rejection
- You've just received your 8th "no" from investors this month. Your co-founder asks, "How are you feeling about this?" Your initial thought is to say "I'm fine, let's keep pushing." But what are you REALLY feeling in that moment?*
  
  I can immediately identify multiple emotions. Disappointment, determination, maybe some self-doubt, and I can articulate exactly whyI know I'm frustrated and a bit deflated, though I'd need to sit with it to fully understand the layersI feel "bad" but it's hard to distinguish between anger at investors, worry about runway, or doubt in my pitchI honestly just push the feelings aside and focus on the next pitch, emotions slow me down
- Scenario 2: The Success Discomfort
- You just landed your biggest client ever. Everyone's celebrating. But you feel... anxious? Worried? Something you can't name. How clear are you on what you're experiencing?*
  
  I recognise it immediately, it's imposter syndrome mixed with pressure to deliver, and I know where these feelings come fromI know something feels "off" despite the win, and I can usually figure out why with some reflectionI notice I'm not as excited as I "should" be, but I can't really explain whyI don't think about it much, I just throw myself into delivery mode
- Scenario 3: The Emotional Pattern
- You're about to have a tough conversation with an underperforming team member. You notice you've been avoiding scheduling this meeting for two weeks. What's your awareness of WHY you're avoiding it?*
  
  I clearly understand my avoidance. Fear of conflict, worry about losing them, or my own leadership insecurityI know I'm uncomfortable with it, but I'd need to dig deeper to name the specific fearI just know I "don't want to deal with it right now"I haven't really thought about why, I've just been busy with other priorities
- SELF-AWARENESS SCORE
- Scenario 1: The Investor Meeting Disaster
- You're 10 minutes into a pitch. The lead investor interrupts: "I'm confused, what problem are you actually solving?" You feel your face flush. Your carefully rehearsed pitch is falling apart. What happens next?*
  
  I feel the panic, pause to breathe, acknowledge their confusion, and calmly pivot my approachI push through the discomfort and try to course-correct, though my delivery might be a bit shakyI get flustered and either rush through or become defensive about my visionI lose my train of thought completely, the anxiety takes over
- Scenario 2: The 3 AM Worry Spiral
- It's 3 AM. You're awake, mind racing about cash flow, competition, and that key employee who might quit. You have an important meeting at 9 AM. How do you manage this?*
  
  I notice the spiral, use specific techniques (breathing, journaling, reframing) to calm my mind and get back to sleepI can sometimes talk myself down, though it takes a while and I might not sleep wellI usually stay awake, maybe check my phone or work on something to feel productiveThis happens regularly and I haven't found a good way to handle it, I just suffer through
- Scenario 3: The Anger Management
- A team member completely dropped the ball on a client deliverable. This is the third time. You're furious, they just cost you a major account. What's your most likely response?*
  
  I feel intense anger but choose to wait until I'm calm before addressing it directly and constructivelyI might send a terse message but avoid a full confrontation until I've cooled downI express my frustration pretty directly in the moment, though I might regret how I said it laterI let them have it, they need to know the impact of their mistake
- Scenario 4: The Celebration Struggle
- Your team just hit a major milestone. Everyone wants to celebrate, but you're already thinking about the next mountain to climb. What do you do?*
  
  I recognise my tendency to skip celebration, consciously pause to acknowledge the win, and genuinely celebrate with the teamI participate in celebration but my mind is definitely already on what's nextI show up briefly but feel uncomfortable "wasting time" when there's so much to doI usually skip celebrations, there's always another goal, and I don't want the team getting complacent
- SELF-MANAGEMENT SCORE
- Scenario 1: The Silent Co-Founder
- Your co-founder has been quieter than usual in meetings. They're contributing less, seem distracted. When asked, they say "I'm fine, just focused." What do you sense?*
  
  I can tell something's wrong, burnout, disagreement with direction, personal issues, and I know how to gently explore itI suspect something's off and would probably ask follow-up questionsI might notice eventually, but I'd likely take their word at firstIf they say they're fine, I trust that and move on, we're all under pressure
- Scenario 2: The Team Energy Shift
- You walk into the office (or hop on a video call). The usual banter is missing. People seem tense. No one has said anything is wrong. How quickly do you pick up on this?*
  
  Immediately, I can sense the energy shift and usually identify what's driving it (recent decision, rumour, external pressure)I notice something feels different and would ask what's going onI might notice after a while if it continues, but I'm usually focused on my own prioritiesI don't typically pick up on subtle mood shifts unless someone explicitly tells me
- Scenario 3: The Investor Subtext
- You're in a board meeting. An investor says "I'm supportive" but their body language is closed, they're checking their phone, and their questions feel skeptical. What do you read from this?*
  
  I immediately sense the disconnect between words and energy, they have concerns they're not voicing directlyI notice something seems off and would probably address it: "You seem hesitant, what are your real concerns?"I'd likely take their words at face value unless they explicitly express doubtI focus on what people say, not how they say it, I'm not great at reading between the lines
- Scenario 4: The Customer Pain Point
- A customer says your product is "fine" but their usage has dropped 60%. In the conversation, they mention a workaround they built. What do you hear beneath the surface?*
  
  They're frustrated with a specific gap in our product but don't want to seem critical, I'd dig into what they actually needSomething's not working for them, I'd ask more questions to understandThey said it's fine, so maybe they're just busy or found an alternativeIf they're not complaining, I assume we're meeting their needs
- SOCIAL AWARENESS SCORE
- Scenario 1: The Difficult Firing
- You need to let go of an early employee who's a culture fit but can't scale with the company. They've been loyal, worked weekends, believed in the vision. How do you handle this conversation?*
  
  I prepare emotionally, deliver the news with honesty and empathy, acknowledge their contribution, and provide support for their transitionI have the conversation but struggle to balance honesty with kindness, it feels awkwardI might delay it or have HR handle most of it because it's too uncomfortableI keep it brief and professional to avoid making it worse, emotions just complicate these situations
- Scenario 2: The Conflict Mediation
- Two of your key team members are in conflict. It's affecting the whole team's productivity. Both come to you separately, each convinced the other is the problem. What's your approach?*
  
  I create space for them to talk, facilitate understanding of each person's perspective, and guide them to a resolution they both ownI listen to both sides and make a decision about how they should work togetherI tell them to work it out themselves, they're adults and I have bigger prioritiesI avoid getting involved unless it becomes a major issue, conflict makes me uncomfortable
- Scenario 3: The Vulnerable Moment
- Your team just lost a major deal that everyone worked incredibly hard on. Morale is crushed. They're looking to you. What do you share?*
  
  I'm honest about my own disappointment, acknowledge the pain, extract the lessons, and reconnect them to the larger visionI stay strong for them, I don't want to add my emotions to their burdenI acknowledge it briefly but quickly pivot to what's next, dwelling doesn't helpI struggle with these moments, I either get overly emotional or overly stoic
- Scenario 4: The Inspiration Challenge
- Your team is burned out. Growth has stalled. Energy is low. You need them to push through one more critical quarter. How do you motivate them?*
  
  I reconnect them to purpose, acknowledge their exhaustion, offer support, and co-create a sustainable path forward that they believe inI give a rallying speech about the vision and why this quarter mattersI set clear expectations and consequences, they need to understand what's at stakeI'm not sure how to inspire when I'm feeling depleted myself
- Scenario 5: The Feedback Delivery
- Your top performer has a blind spot, they're brilliant but dismissive of others' ideas. It's creating team friction. You need to address it without losing them. How do you deliver this feedback?*
  
  I create psychological safety, share specific examples, explore their perspective, and collaboratively develop a growth planI'm direct about the issue and what needs to change, though it might be uncomfortableI hint at it or address symptoms rather than the core issue, I don't want to damage the relationshipI avoid it as long as possible, they're too valuable to risk upsetting
- RELATIONSHIP MANAGEMENT SCORE
- Scenario 1: The Pivot Decision
- Data suggests your current direction isn't working. Your team is invested in the current product. Investors expect results. Your gut says pivot, but you're not 100% sure. How do you navigate your emotions in this decision?*
  
  I separate my ego from the decision, examine my fear vs. intuition, gather input, and make the call based on data AND emotional wisdomI analyse the data thoroughly but struggle with the emotional weight of letting people downI either overthink it emotionally or ignore emotions entirely and just look at numbersI'm paralysed by the emotional complexity, what if I'm wrong?
- Scenario 2: The Competitor Trigger
- A competitor just raised $50M and launched a feature you've been working on. Your team sees the news. Everyone's looking at you. What's happening internally and how do you respond?*
  
  I feel the competitive threat and maybe some envy, acknowledge it to myself, then focus the team on our unique advantages and missionI feel rattled but put on a confident front, "we're still better"I get visibly anxious or frustrated, which the team definitely picks up onI either get combative ("we'll crush them") or defeated ("maybe we can't compete")
- ENTREPRENEURIAL EMOTIONAL INTELLIGENCE SCORE
- How would you rate your experience with this Emotional Intelligence assessment?*
  
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  1 is Bad, 10 is Good
- You’ve just completed your Leadership Intelligence Assessment, well done!
  
  Taking this time to pause, reflect, and explore your emotional awareness and management is a powerful act of self-leadership and growth. Be proud of the space you’ve made today for deeper self-understanding.
  
  Bring your results and insights to the upcoming Masterclass on December 1st.
  
  They will help you engage meaningfully, learn deeply, and elevate your emotional intelligence, enhancing both your personal and professional impact.
- Please verify that you are human*
- Total EQ Score
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EQ MASTERY FOR ENTREPRENEURS: YOUR LEADERSHIP INTELLIGENCE ASSESSMENT