profiles guide for sei certified eq assessors · • sei: the six seconds emotional intelligence...

Profiles Guide for SEI Certified EQ Assessors

Brain Brief, Talent & Discovery Profiles + Dashboard

SE I BRA IN PROF ILES GUIDE FOR CERT IF IED SE I ASSESSORS

Welcome!

This guide is intended for Certified EQ Assessors

to learn about the SEI Brain Profiles.

This guide includes…

! Introduction

Background on the Brain Profiles...........................................Page 3

" Application

Recommendations on using…

Brain Brief Profile ..................................................................Page 6

Brain Talent Profile..............................................................Page 11

Brain Discovery Profile ........................................................Page 15

Dashboard ..........................................................................Page 18

# Administration

How to set up a project and deliver the tool ........................Page 22

This guide is ©2012-2015 Six Seconds, All Rights Reserved.

Updated 7/31/15


1. Introduction

The Brain Profiles provide a practical, powerful introduction

to emotional intelligence.

There are three tools in the Brain Profile series (BRAIN BRIEF,

BRAIN TALENT and BRAIN DISCOVERY). The Brain Profiles are

designed for a “perfect blend” of insight and ease of use.

If a group uses any profile, a “Dashboard” can be generated as a

1-page summary of the group.

To generate a profile, participants will take the Six Seconds

Emotional Intelligence Assessment (SEI). There are many

different outputs available from the SEI – including more in-depth

reports which require a “Level B” Certification. The Brain Profiles

are “Level A” tools suitable for use by learning/education and HR

professionals.

For an orientation to these tools, be sure to read…

• The Brain Profiles brochure, Technical Manual and web

page: www.6seconds.org/brain

• To learn more about the full line of SEI tools, see

www.6seconds.org/tools/sei

• For recent research on these tools, also see the State of

the Heart Report, showing global trends in emotional

intelligence, Brain Style, and Brain Talents. The 2014 State

of the Heart Report is available on:

http://www.6seconds.org/2014/03/10/state-heart-report/

The Brain Brief

Profile offers insight

into the individual’s

typical approach to

using emotional

data.

The Brain Talent

Profile shows key

capabilities for

innovation and

problem solving.


Useful Vocabulary

• BBP: Brain Brief Profile – an introduction to Brain Style and emotional

intelligence.

• BTP: Brain Talent Profile – insight on current “Brain Apps” – capabilities for

the people-side of performance.

• BDP: Brain Discovery Profile – linking Brain Style and Talents to

performance.

• Dashboard: 1-page summary of a group’s data

• Brain Style: a preferred way of processing emotional + cognitive data.

• SEI: The Six Seconds Emotional Intelligence Assessment toolkit, includes

Brain Profiles as well as full reports.

• Six Seconds: A global organization supporting people to create positive

change – everywhere, all the time. The world’s largest network of

emotional intelligence allies and practitioners.

• Profiler: The person administering the Brain Profile

tools.

• Assessor: A professional certified to use the full SEI

assessment reports (you!!)

• Participant or Test Taker: The individual completing

the questionnaire.


2. Application

When to Use the Brain Profiles

The BBP and BTP are designed as introductory tools to engage participants in

learning more about their brains, emotions, and becoming more effective; the

BDP goes further. When you are ready to go in depth on emotional intelligence for

individual and organizational transformation, use the advanced reports you

learned in your EQ Assessor Certification.

The profiles are ideal for…

• Workshops on… communication… problem-solving… teamwork…

collaboration… conflict… innovation… relationships…. people-skills…

• Engaging a group at a conference or convention.

• Marketing (give the profile in exchange for signing up for your newsletter).

• Gifts for employees and their families… subscribers… suppliers…

members…

• Coaching managers (by looking at their profiles and the profiles of their

team).

• Talent Planning identifying key attributes required in developing a

workforce or team.

• Selection using emotional intelligence in the interview process, using the

Brain Discovery Profile.

• University classes on business, psychology, education, sports psych, O/D,

coaching, health, communication…

• Research on emotional intelligence and performance (the profile is

generated from the full SEI questionnaire, thus, we’re able to access in-

depth data).


Brain Brief Profile

A snapshot of your brain’s current style for processing

emotional + cognitive data.

This 1-page profile provides insight on Brain Style, the person’s

general approach to using EQ.

The BBP includes three scales: Focus, Decisions, and Drive. Rather than

examining behavior, the tool focuses on patterns of thinking, creating a style that

underlies behavior. Individuals receive one of eight “Brain Styles” that each offer

important strengths and weaknesses.

The Brain Brief Profile is ideally suited to:

• Introducing the concept of emotional intelligence in a simple, clear

framework.

• Building awareness of human dynamics for effective teamwork and team

leadership.

• Creating insight for coaches and coachees.

• Capturing group trends to plan leadership and people strategy.

For more details on the meaning of the eight Brain Styles, please access The Brain

Brief Interpretation Guide ( http://6sec.org/bbigint ). This ebooklet is freely

available and intended as an accompanying guide for users of the BBP.

A customized version of the Brain Brief Interpretation Guide can be arranged

through Six Seconds, crafted for your specific industry or practice area.

Cognitive data:

Observations and

analysis

Emotional data:

Your and others’

feelings

Powerful

insight! + =


Using the Brain Brief Profile

The BBP is designed for self-interpretation. Give each person the Brain Brief

Interpretation Guide – either as a handout, or through the link:

http://6sec.org/bbigint - support them to reflect, consider, and discuss their

profile to make their own meaning.

When discussing Brain Style, remember that it’s learned. The SEI competencies

are learnable – and the brain changes itself continually. Thus, Brain Style will

evolve and change.

When presenting the BBP, be sure to explain the three scales accurately,

emphasizing the fact that Brain Style is about the brain’s preferences – and

behavior is something different:

FOCUS: Sometimes people are confused by this scale, thinking it’s about

behavior or attitude. It’s called “Focus” because the scale is about focus!

Someone on the “Rational” end will usually tune into cognitive data – if s/he walks

into a room, s/he’ll notice facts such as people’s names, numbers of people,

roles, shape of the table, etc. On the other hand, someone on the “Emotional”

end will notice the mood and tone first.

DECISIONS: This scale is about how people generally evaluate decisions.

“Evaluative” is related to a careful, risk-adverse orientation. Those on the

“Innovative” end tend toward risk and opportunity.

DRIVE: Here we’re looking at motivation – for the present/practical/short-term

vs. future/idealistic/long-term.

The online tutorial offers additional recommendations on how to use the Brain

Brief Profile.


Coaching with the Brain Brief Profile

The overall goals of coaching around the BBP are to:

• increase awareness of the importance of EQ.

• help the individual use the strengths of her/his Brain Style (and avoid the

pitfalls).

Here’s a sample outline for a coaching session on the Brain Brief Profile.

Following this general outline are some key points to consider.

Engage

Set the context, define goals.

Explain why (e.g., “We’re working on improving the customer experience to build

better, long-term relationships with our customers, and we know emotions are

key to that. The purpose of this coaching session is to help you gain more

insight & tools for this”)

Ask for their goal (e.g., “Thinking about this topic, what’s one goal you have for

yourself? Or something you’re working on improving?”

Set expectations (e.g., “Two points before we look at the profile: 1. This is

feedback for you - let’s see what’s useful to you in it. 2. This is a snapshot of

when you took the questionnaire, it’s a reflection of how you answered the

questions.”)

Activate

Develop and apply new insights.

Ask: How do other people see you behavior: rational or emotional? Evaluative or

innovative? Practical or idealist? Sketch their answers. Explain the difference

between BEHAVIOR and STYLE. You might use the metaphor of the iceberg; the


tip is visible = behavior. The heart is hidden = style. When we look at the Profile,

it’s about your Brain Style – which is different than behavior.

Give the profile (e.g., “When you took the EQ questionnaire the other day, it

generated this Brain Brief Profile. Take a minute and read it, and then let’s walk

through it!”) [Note: if you sent the BBP in advance, skip this step]

Ask about their Brain Style (e.g., “You can see that the BBP defines an overall

BRAIN STYLE -- what do you think about the style it's identified for you?” [Note: If

you have the Brain Brief Interpretation Guide handy, if they don’t agree with their

style, or if their bubbles are near the middle, look at other styles].

Discuss Focus (e.g., “As you can see, there are 3 parts of the profile. The first is

about what your brain likes to focus on - emotional data first, or rational data

first. Do you agree with what it says? What are the pros and cons of this kind of

focus?)

Discuss Decisions (e.g., “The next scale is about how your brain likes to make

decisions -- carefully evaluating or jumping into possibilities. What are your

perceptions about this scale?”)

Discuss Drive (e.g., “Then there's DRIVE -- what motivates your brain, immediate

action versus long-term. How does this motivation affect the goals we discussed

earlier?”)

Discuss the differences between their Brain Style and behavior. “Is your behavior

matching your Brain Style? Different?” “How could you explain this comparison?”

“What are the pros and cons of this difference/similarity?”

Reflect

Consider the Outcomes (e.g., “The last section of the profile shows two of your

outcomes. [For Assets]: How do you think your Brain Style is helping you with this

asset now? [For Opportunities]: Given what we've discussed, how might you use

your Brain Style to help you with this opportunity?”) [Note, this section will either


show an asset & opportunity, two assets, or two opportunities, depending on

scores].

Review and set Actions (e.g., “Before we close, would you please recap your key

take aways and action steps?”)

Close with follow up (e.g., “How about if we touch base next week to see how

this is going?”)

Points to Keep in Mind

When using the BBP, remember…

Size matters: the largest “bubble” is this person’s strongest area.

Use the guide: http://6sec.org/bbigint

Part of the story: Profiles give some data, not the whole “Truth with a Capital T.”

Preference: A bubble toward Rational (for example) doesn’t mean this person has

no focus on emotion; it means s/he will probably go to rational data first. Brain

Style ≠ behavior; this person may have good skills to behave well with emotion…

it just means her/his brain is more focused on rational data.

Explore meaning: “What is your perception of this?” “What does it mean to you?”

Perceptions matter: “Do you see yourself in this picture? Where is the picture

different from your perception? How do you explain this ‘different point of view’?”

(These questions also help you understand the person’s self-awareness.)

Make it real: “Could you tell me an example of a situation in which you used this

strength? Do you remember a situation where this was a challenge?”

Create positive change: Help the person to see the value of this conversation,

“How can you use this information? After this discussion, what do you want to

use more or less? What’s one action step for you?” (These kinds of questions help

the person see that you’re focused on her/his real life and future.)


Brain Talent Profile

Key capabilities to create the future.

Based on extensive research into essential talents for innovation

and problem solving, the Brain Talent Profile offers six key

strengths that enable performance.

The 18 “Brain Apps” describe unique, powerful capabilities to

create positive change. Grounded in research, these competencies

are essential to flourish in complex times – at work, in school, in

life:

Please see the Brain Talent Interpretation Guide for additional background and an

explanation of each “App”: http://6sec.org/btigint. This ebooklet is freely

available and intended as an accompanying guide for users of the BBP.

A customized version of the Brain Talent Interpretation Guide can be arranged

through Six Seconds, crafted for your specific industry or practice area.


Using the Brain Talent Profile

Give each person the Brain Talent Interpretation Guide – either as a handout, or

through the link: http://6sec.org/btigint so s/he can make sense of the “Apps”

and their meanings. Some additional recommendations:

1. What does it do:

BTP provides feedback on your strongest "talents for the future" -- key

competencies (fueled by emotional intelligence) needed to innovate, achieve, and

thrive. Through extensive research, we distilled key behaviors from open-text

comments about real leaders today, and linked them to emotional intelligence

competencies. In a sense, it distills a decade of experience with emotional

intelligence into 18 simple concepts.

2. What doesn’t it do:

The BTP does not tell you how strong your strengths are, nor does it tell you

about weaknesses. It doesn't provide a full picture of emotional intelligence. The

full SEI assessment goes into more depth.

3. When to use it:

The BTP is a powerfully simple tool that links emotional intelligence to real-world

performance. Using simple language, the BTP shows people key talents that they

will easily understand and want to apply. Typical uses:

• In training, coaching, public speaking to introduce people to the

application of emotional intelligence: How can you USE emotional

intelligence in your daily work & life? Apply these talents.

• Presenting on people-side of performance: EQ drives these essential

strengths, what are yours?


• Strength-based coaching: If you want to make change, use your strengths.

What are you good at?

• Workforce design: What talents do you have, what talents do you need?

• Career consulting: What are your strengths, where could those optimally

serve you?

• Employer Branding: Help prospective candidates understand that your org

is committed to EQ and the people-side by having every candidate take a

BTP and discuss it.

• Team development: What are the talents we need in our team? Who on the

team has those? Are there talents that we have but are under-utilizing?

Are there talents we need to develop?

4. How to debrief it:

The BTP is designed for self-interpretation using the Brain Talent Interpretation

Guide. It can also be used in coaching. Some tips:

First, of course, we need to understand the client's goals. Frame the need with a

question such as: If you could make 1 change in your work/life, what would it be?

Then, talk about using the coachee’s talents to help her/him do this....

• Where are you currently using these strengths?

• What does it look like in your work/life to use this talent now?

• What would happen if you were to use this talent more?

• What's one of these strengths you are rarely exercising? Could you

exercise it more? How?

• Are your strengths predominately in certain areas (looking at the brain on

the right)? Would it help you to develop strengths in other areas to

balance?


• Are you over-using any of these talents?

• If you imagine someone strong in these top 3 talents, what kind of person

is s/he? What would s/he be good at? How does that motivate you to

move forward?

5. Leverage strengths.

Part of the beauty of the BTP is its strengths-based orientation. It ONLY provides

strengths. Often, people will look at the other 12 talents and say, “I want more of

those!” This is natural and often valuable. However, there’s power in maintaining

focus on strengths because they’re faster and easier to use. [Note: The BTP

shows the top 6 talents – that doesn’t mean the other 12 are weak!]

For example, imagine “Barry” is someone strong in “Prioritizing” and weak in

“Collaboration,” and he wants to become better at interpersonal communication:

A deficit-approach is to show him he’s weak in Collaboration and to develop new

skills. This can be valuable – and can consume quite a bit of time and energy.

A strengths-approach is to help him use his skill in Prioritizing; since he’s good

at this already, he can put it into action quickly. For example: “Barry, your Brain

Style is rational, so let’s work on understanding people in a rational way: People

have emotional needs, even if they’re irrational needs – right? (maybe give him a

list) (he says, “Logical, got it.”). Do you agree you’re strong in Prioritizing? (He

says, “yes, let’s go.”) Good: So in your next meeting, what if you use your skill at

prioritizing to make sure you’re tuning into those sometimes-irrational needs.

What might happen?”

6. Find the talents for the job.

A powerful discussion for an individual or team – especially for strategic leaders:

What are the talents needed for success in this specific situation?


This can apply to an individual, for example as a parent: If you could design an

ideal parent, what talents would s/he exercise?

And for a workgroup, team, or whole organization: In order to demonstrate the

brand promise you’ve committed to deliver, what talents need to show up in your

customer-facing team? What talents do their managers need in order to ensure

the front line operates that way?

Brain Discovery Profile

Linking EQ, Talents, and Performance.

The BDP is the most in-depth of the profiles, and it brings

together a view of Brain Style with highest and lowest Brain

Talents, and highest and lowest Outcomes. This

progression forms a logical chain: EQ drives talents,

talents drive outcomes.

The BDP can be used in many ways:

• Follow up to a BBP or BTP: Let’s look in more depth…

• Coaching: How can you use your talents to reach your goals – and not get

stuck in potential pitfalls?

• Performance Coaching: How can you use your EQ to generate stronger

results?

• Selection: How can these top talents support you in this new role, and how

can you overcome these lowest talents?

With the addition of “lowest scores,” the BDP creates a risk of hurt feelings, so it

needs to be handled more carefully than the other profiles. However, the contrast

of highest and lowest talents creates important opportunities for discovery.


The BDP in Selection

The BDP was planned with Selection as a key application. EQ is important for

work performance, so hiring managers need an easy-but-powerful way to bring

EQ into the interview. Using the BDP, an interviewer might ask: “Give me an

example of how you’ve successfully used one of these top talents in your work?”

And, “Choose one of the lowest-scoring talents, and tell me how that has been a

challenge for your work?”

For the tool to be effective, it has to be very simple, and, of course, scientifically

robust. In our research, having a 1-page profile with the key data is critical for

this application.

The BDP contains a code only for a recruiter or hiring manager. With this code the

recruiter can understand the candidate’s overall level of Brain Talent and the

reliability of the questionnaire. This signal is important for a recruiter to have an

understanding of how multiple candidates compare.

The code is the way to communicate important information to the recruiter

without obligating him/her to talk about it during the selection interview.

According to the American Psychological Association (APA) guidelines, when

using a tool in selection, the recruiter needs to be prepared to discuss and

explain low scores. However, in an interview situation, this may not be

appropriate, or there may not be time. The BDP avoids this issue by giving the

recruiter a way to “read” this data without presenting these scores directly.

To learn about this coded data, request the confidential “BDP Guide for Certified

Assessors,” which is only available to those certified in the SEI.

To learn more about using the SEI in selection, book a coaching session with one

of Six Seconds’ experts. Email [email protected] to arrange.


Dashboard

Group’s EQ, Talents, and Performance at-a-glance

In this one-page synthesis, you will have new clarity on the characteristics of your

group. This summary will help you understand the team SWOT (strengths,

weaknesses, opportunities, threats). This will allow you to be more effective in

planning, communicating, and collaborating.

On the Dashboard

Emotional intelligence

The speedometer shows the group’s average level of emotional. The score

represents the capability to be aware of emotions, to manage reactions and to

75

78

82

86 92

100 108

114

118

122

125

110 !!!

Average'emotional'intelligence'of'the'group'is'shown'to'the'right.'

The'overall'average'of''the'nation7wide'sample''is'100.'

'

How'widely'

distributed'are'

the'EQ'scores'in'

the'group?'

Tight Medium Wide

Idealistic '

EMOTIONAL INTELLIGENCE TALENTS PERFORMANCE The'“Brain'Talents”'in'decreasing'order'

The'performance'indicators'in'decreasing'order.''

PROJECT: SAMPLE | Group Size: 10 | Date: July 24, 2015

To learn more, download the free Dashboard Guide http://6sec.org/digint

To contact who brought you this dashboard: Joshua Freedman <[email protected]>

'

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'

'

'

'

'

'

'

' ''

'

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Connection

Emotional Insight

Collaboration

Proactivity

Data Mining

Entrepreneurship

Imagination

Risk Tolerance

Vision

Modeling

Prioritizing

Focus

Critical Thinking

Design

Problem Solving

Resilience

Reflection

Adaptability

Legend:'

Vulnerable'Area'(75781)''Emerging'Area'(82791)'Functional'Area'(927107)'Skilled'Area'(1087117)'Expert'Area'(1187125)'

Decision Making

Networking

Health

Community

Influence

Satisfaction

Achievement

Balance

I II I I I

119

117

117

110

107

107

105

99

What'mix'of'“Brain'Styles”'are'present'in'the'group?'

Rational Emotional

Evaluative Innovative

Practical


align choices toward the long term.

The value on the speedometer is an average score of the whole group, but it

could be the individuals are far below and above that average. So under the

speedometer is a graphic showing coherence.

“Tight” means all the group members’ individual scores are near the average.

They’re all on the same page.

“Medium” means there are

some around 15 points below

or above the average.

“Wide” means many of the group members are 15+ points below or above the

average.

The Brain Areas

In line with the Brain Brief Profile, this graphic

shows how many people are on each side of

each scale. How many people prefer rational

data vs emotional data? Cautious decisions vs

seeking opportunity? Immediate action vs

long term vision?

In the example to the right, the group is fairly strongly weighted to the right side

– which means they can be very good with emotions, innovating, and idealistic

vision, but they have a risk of missing pragmatism.


The Brain Apps

This list provides deeper knowledge of the capabilities of the

work group. Which are the strongest Apps? Can you leverage

these? Which are the weakest Apps? Can you protect from

these gaps?

Perhaps most importantly: Are there some Apps that you

must develop because they’re essential to reach you

objectives?

How strong are the talents?

Since these talents are driven by EQ, the “Speedometer” and

“coherence graphic” provide an indicator of the overall

strength of the talents. For example, with a Speedometer in

the green zone, and “Tight” or “Medium” spread, it means the

top six talents will be quite strong, and the bottom six will be

near the global average.

Outcomes

The right-hand chart on the Dashboard shows average scores

on perceived performance outcomes: Decision Making,

Influence, Networking, Community, Health, Balance,

Achievement, Satisfaction. They’re showing in order, from

highest to lowest, with a color-code to signify overall strength.

Statistically, there is a relationship between emotional

intelligence, talents and these outcomes.


Again, it’s important to consider the alignment of the outcomes and the demands

of the role. If the outcomes above-right are for a team that’s supposed to plan

strategy and then enroll people in the plan, there’s an urgent need to develop

new capabilities in the team before proceeding with that task.

How to get the Dashboard

Email [email protected] with:

• The name of the group

• Who to include (either project name or individual names)

• Date needed (at least 2 work-days are required)

The cost for each Dashboard is 150 Credits.

Dashboard Logic

The Dashboard shows a logical chain that’s based on Six Seconds’ research:

EQ turns into talent, talent enables performance.


Six Seconds Learning Philosophy

In Six Seconds’ certification programs, practitioners learn powerful tools as well

as this important approach to learning. We recommend that all Profilers also use

these principles when engaging with participants:

Wisdom Lives Within: Your job is to ask questions, reflect, and help the client

discover his own answers (versus telling him what to do). In Action: be curious

and encourage curiosity, ask a lot of questions, listen, rephrase what you hear,

ask the client to synthesize/summarize.

No Way is THE Way: There is not a “silver bullet” or magic formula for you as an

Assessor – nor for your clients. Authenticity provides more value than a script. In

Action: focus on each client, encouraging her to form her own style (observe

others as examples and models but don’t try to copy); stay flexible.

The Process is the Content: The way you interact with your client is more

important that the “factual” messages you deliver. She will walk away valuing

your input based on the experience she had with you. The same is true for your

clients when they deal with others in their lives. In Action: be real – while your

focus is the client, be willing to disclose your own stories and struggles and

express what you are really feeling; be deeply, compassionately respectful – and

courageous.

1, 2, 3, PASTA!: Our purpose is to help people make positive change – not just to

raise awareness, but also to take action based on their increased insight. In

Action: frequently ask the client what he is going to do, how his is going to

implement his insight.

Fish Don’t Talk About Water: We take a great deal for granted and make a huge

number of assumptions (it’s an assumption that you and your clients do to!) To

get people to enter “the land of the unknown” they need both safety and

discomfort/dissonance. In Action: make others good (“they are doing the best

they can given their skills and experience – and I could do no better”), ask tough

questions, make succinct observations about what you are hearing, let your

caring show.

Emotions Drive People: Feelings are key drivers of motivation and attention; if

we want to help people change, we need to assist them to create the emotional

conditions that will push them in the right direction. In Action: Notice your own &

others feelings; manage yours to help them shape theirs. Ask about feelings, and

help them discover the layers of feelings that motivate them in a useful way.


3. Administration

New Projects

To deliver the profile to a new client or group, there are three simple steps:

A. Log into the “Six Seconds Tools Intranet.”

B. Create a project.

C. Invite your participants to receive the profile.

Typically a project will be a collection of people. For example, you might have a

project that’s one class – or you might make a project for “marketing” and

another for “1:1 coaching.”

A. Log in

Six Seconds’ TOOLS INTRANET: http://quest.6seconds.it

In case you

forget…


B. Create a Project

Click the SEI Tab…

then… Add Project

Fill in the Project Settings

• “One item per page” shows one question at a time.

• “Multi pages” shows about 24 questions then click to next page.

• “Single page” shows all questions in a long scroll.


Note, we recommend only using “Send to test taker” if it’s impractical for you to manage

the profiles, such as in a large group. You have more control if you send the profile to

yourself and then manage it.

If you have selected “Send to test taker” then customize this message – you may

wish to include a link to the Brain Brief Interpretation Guide:

www.6seconds.org/bbig

This is to limit maximum uses

inside this project

Done? Save.

… after system confirms “OK” click

Back to List

Select to activate the Brain Brief Profile


C: Get the Link

There are two options:

Public Link is one URL for the whole project; each project has a unique

code. Everyone in the project uses the same code to access. The benefit is

ease (esp. if you don’t know who is in the group, e.g, HR manager is

sending invites).

Private Link is a unique URL code for each person; each individual has

unique code. The benefits are clear group management (e.g., you can

automatically email those who did not complete), and you have control

over who is taking because the codes are good only for one person.

When you first create a project, it starts automatically with Public Link:

This icon means “Public link” – click it and a window opens:

To use the Public link, copy/paste your project URL to an email to your clients:

OPTIONAL: To change to Private Link, click this.

See Tutorial from home page for instructions.


For Existing Clients

You can add a Brain Brief Profile to any existing client and download the profile

(FYI, you can actually add ANY SEI report). Log into the Tools Intranet

(http://quest.6seconds.it) and then it’s easy!

1. Find the client

2. Add the profile

3. Download

Here are visual instructions for each step:

1. Find the client

Go to the SEI tab. To see people in one project, click the number of

reports in the project:

Or, search for a specific

test taker by going

to the Reports menu:

Once you see the test taker(s), checkmark the name(s):


2. Add the profile

Scroll down below the list of people to see “Add report to selected test takers.”

Select which report to add – in this case, Brain Brief Profile:

Add the report(s)!

(note: make sure you have sufficient credits before trying to add…)

3. Download

After a moment, the list will re-load, and now there will be a BBP icon:

Click the BBP icon to open and then

download or print


The Brain Profiles are part of the

Six Seconds Emotional Intelligence (SEI)

toolkit:

www.6seconds.org/tools/sei

profiles guide for sei certified eq assessors · • sei: the six seconds emotional intelligence...

Documents