EQ 360 feedback sample report: emotional intelligence as others experience it, from Lens360 AI™
This EQ 360 feedback sample report shows what a leader and their line manager receive from the EQ edition of Lens360 AI™. It works as a sample EQ 360 feedback report for CHROs and HR heads who want emotional intelligence scored by the people who feel it. Read it tab by tab below. However, every name, score and comment is fictional, while the structure is the real one.
Illustrative · Anonymised · Built like a live report
Part of Lens360 AI™, Seven's AI-read 360. The sister editions are the flagship leader report and the HRBP edition sample.
Inside the EQ 360 feedback sample report
Think of it as an EQ 360 sample report you can read in ten minutes. It follows the same format as the flagship report, but the eight competencies are EQ competencies for leaders, that is, the emotional intelligence competencies people feel in daily work. As a result, it doubles as a 360 feedback report on emotional intelligence as the team experiences it. In this EQ 360 feedback sample report, Meera scores 3.9 from herself and 3.8 from others. However, the average hides the story, because four competencies carry a gap of half a point or more.
9raters: self, manager, three peers and four direct reports
8competencies, so every leader gets the same lens
32indicators, with four behaviours per competency
1–5scale, because raters score observable behaviour
Two blind spots Meera rates herself above others on Self-regulation under pressure and Expressing emotion appropriately, while direct reports score both lowest.
Two hidden strengths Her peers and manager rate Empathy and Resilience and recovery higher than she does.
Four aligned areas Self-awareness, Reading the room, Managing relationships and Influencing with emotion in mind match closely, so they need protecting, not fixing.
How to read it: a gap is the average of others minus the self score. Therefore, a gap of −0.5 or lower marks a blind spot, while +0.5 or higher marks a hidden strength.
Eight competencies at a glance
Self-awarenessOthers 3.7 · Self 3.9Aligned
Self-regulation under pressureOthers 3.5 · Self 4.3Blind spot
EmpathyOthers 4.2 · Self 3.3Hidden strength
Reading the roomOthers 3.9 · Self 4.0Aligned
Expressing emotion appropriatelyOthers 3.5 · Self 4.2Blind spot
Managing relationshipsOthers 4.0 · Self 4.0Aligned
Resilience and recoveryOthers 4.0 · Self 3.4Hidden strength
Influencing with emotion in mindOthers 3.8 · Self 3.8Aligned
How each rater group scores in this sample EQ 360 feedback report
Each competency card compares four views. First, the leader rates herself. Then the manager, three peers and four direct reports rate the same behaviours. Because grouped scores need at least three raters, no single rater can be identified. In this report, rose marks the lowest group on a blind spot.
Self-awareness Self scores 3.9, while others average 3.7, so the views are aligned.
Self-regulation under pressure Self scores 4.3, while others average 3.5, so this is a blind spot.
Reading the room Self scores 4.0, while others average 3.9, so the views are aligned.
Expressing emotion appropriately Self scores 4.2, while others average 3.5, so this is a blind spot.
Managing relationships Self scores 4.0, while others average 4.0, so the views are aligned.
Influencing with emotion in mind Self scores 3.8, while others average 3.8, so the views are aligned.
The full score grid
Every live report, like this EQ 360 feedback sample report, carries this grid, so the leader can check each number behind the bars. On a phone, each competency restacks as a card.
Blind spots and hidden strengths: where views split
This view finds EQ blind spots next to hidden strengths. In other words, an EQ perception gap shows where the leader's view and the raters' view split, and emotional intelligence blind spots usually sit with the people who feel the pressure first, the direct reports. Because the biggest gaps sit at the ends of the chart, they set the debrief agenda.
Gap = average of others minus self. Rose bars show a blind spot, while indigo bars show a hidden strength.
Blind spot: Self-regulation under pressure Meera rates herself 4.3, while others average 3.5. However, direct reports score her 3.1, so the gap is specific to how her team experiences her under pressure.
Hidden strength: Empathy Meera rates herself 3.3, while peers and her manager average 4.2. Therefore, she undervalues a strength that her team already leans on.
Indicator view: where the Self-regulation under pressure gap comes from
Each competency has four indicators, so a gap traces back to specific behaviours. For example, the widest gap sits on staying calm when a plan fails, while recovering after a conflict shows the smallest.
Stays calm when a shipment or a plan fails Self scores 4.4, while direct reports score 2.8.
Pauses before reacting to bad news Self scores 4.3, while direct reports score 3.2.
Keeps a steady tone in tense meetings Self scores 4.2, while direct reports score 3.0.
Recovers quickly after a conflict Self scores 4.3, while direct reports score 3.4.
Rater themes, anonymised and sorted by AI
Raters also write open comments. First, AI sorts them into themes and counts them. Then a practitioner reads every comment and removes anything that could identify a rater. As a result, the leader reads patterns, not handwriting. The comments below are fictional.
Self-regulation under pressure: blind spot Twelve comments fell into three themes, so the pattern is clear.
“When a delivery slips, the first five minutes are hard for whoever is nearest.”
“Her tone in the morning call sets the mood for the whole depot.”
“Although she always comes back to apologise, the team remembers the first reaction.”
Empathy: hidden strength Nine comments came mostly from direct reports, so the pattern is consistent.
“She noticed I was struggling before I said anything, and she moved my shift.”
“She makes time for the drivers, not only the planners.”
“When my father was ill, she remembered to ask every week.”
Stop Stop reacting in the first minute after bad news. Instead, ask one question, then decide.
Start Start naming the pressure out loud in the morning call, while keeping the tone level.
Continue Continue noticing people before they ask, because direct reports rate it highest.
From the EQ 360 feedback sample report to a one-year plan
The EQ 360 feedback sample report ends with a plan, not a score. An EQ development plan example should show outcomes, not wishes. Here, the emotional intelligence development plan carries one objective and four measurable outcomes. Likewise, a development plan after an EQ 360 must be checkable, so each outcome is counted. Each outcome has a baseline, a target and a date, so progress is visible at the 90-day review and again at month twelve.
Objective Be the calmest person in the room when the plan fails.
Self-regulation Direct-report score on Self-regulation under pressure rises from 3.1 to 3.9 by month 12, so the gap with self falls to 0.4.
Expression Direct-report score on Expressing emotion appropriately rises from 3.3 to 3.8 by month 12, while peers hold steady.
Pause habit Morning calls that open with one question before any judgement rise from 1 in 5 to 5 in 5 by month 3.
Team pulse Direct reports who say the first reaction to bad news is calm rise from 1 of 4 to 4 of 4 by month 9.
Dated initiatives
Month one Hold the debrief, then agree the plan with the manager.
Months 1–2 Practise the one-question pause in every morning call.
Day 90 Review the pulse, then adjust the plan.
Month six Run a short pulse with direct reports on the two focus competencies.
One year on Repeat the full cycle, so the baselines become results.
Where a plan needs a coach, pair it with Executive Coaching & CXO Advisory. Likewise, the EQ edition pairs with TTI EQ, Seven's licensed emotional intelligence instrument, when you want a self-report baseline beside the 360.
How a leader moves from report to action
A report alone rarely changes behaviour, and a EQ 360 feedback sample report is no different. For that reason, every Lens360 AI™ cycle follows the same four steps, and each step has a time box.
1 · Read alone, 30–45 minutes Meera reads the report on her own, so her first reaction stays private.
2 · Debrief, 60–90 minutes A certified practitioner walks through the gaps, then tests what she heard.
3 · Plan, within two weeks She drafts the plan with her manager, while the practitioner sharpens the outcomes.
4 · Review at 90 days The practitioner checks progress against the baselines, then adjusts the plan.
How the EQ edition protects raters and keeps AI accountable
This EQ 360 feedback sample report runs on the same engine as the flagship report. However, the competencies change, because emotional intelligence 360 feedback must score behaviour people can observe, not inner states. Therefore, every indicator describes something a rater has seen or felt. As a result, multi-rater EQ feedback shows the leader as the team experiences them.
Confidentiality Peer and direct-report scores appear only as group averages, and a group needs at least three raters. However, manager and self scores appear as themselves, because that relationship already carries open feedback.
AI with people in the loop AI compares the rater groups and sorts comments into themes. Then a certified practitioner reviews every report before the leader sees it. As a result, no leader receives an AI-only report.
The competencies The EQ edition uses eight leadership EQ competencies, from Self-awareness to Influencing with emotion in mind. A live cycle maps them to your EQ competency framework or to one built for your roles, so EQ 360 feedback reads the same in every region. In addition, a self-awareness gap is measured directly, because self and others score the same behaviours.
Illustrative by design Every name, company, score and comment here is fictional. It is a structure, not a template you fill in. Therefore, this EQ 360-degree feedback sample report never shows a real client, while a live emotional intelligence 360 feedback report shows only yours.
Want to see more? Read about Lens360 AI™, then open the flagship leader report or the HRBP edition sample. Likewise, TTI EQ is the self-report instrument that pairs with this edition.
Questions about the EQ 360 feedback sample report
What does an EQ 360 feedback sample report contain?
An EQ 360 feedback sample report contains an overview, scores by rater group, a gap analysis, an indicator view, anonymised comment themes, a one-year plan and a debrief sequence. In this sample, nine raters scored eight EQ competencies for leaders across 32 indicators.
How is an EQ 360 different from an EQ self-report?
A self-report asks the leader how they handle emotion. In contrast, 360 feedback on emotional intelligence asks the people around them, so it scores behaviour others experience. Many clients run both, because the gap between them is the self-awareness gap.
Is this sample EQ 360 feedback report based on a real leader?
No, because every name, company, score and comment is fictional. However, the structure, the scale and the plan format match a live EQ edition report from Lens360 AI™.
What are typical EQ blind spots?
In our cycles, emotional intelligence blind spots cluster on self-regulation, because leaders remember their intent while raters remember the first reaction. In this sample, Self-regulation under pressure and Expressing emotion appropriately are the blind spots.
Can the EQ edition use our own competency framework?
Yes, because a live report maps to your EQ competency framework or to one built for your roles. Share your framework in the enquiry, and we will show how it would look.
How does the emotional intelligence development plan work?
The plan has one objective and four measurable outcomes, and each carries a baseline, a target and a date. Then the manager reviews progress at 90 days, so the EQ development plan stays visible.
Who sees an EQ 360 sample report?
The leader and their line manager receive the report. In addition, HR can receive an anonymised cohort view, while individual rater scores stay hidden.
How do I start an EQ edition cycle?
Use the enquiry form on the Lens360 AI™ page. Tell us who the cycle is for and when you want the debriefs. Then we reply with a scoped proposal.
Ready to see your leaders' emotional intelligence as their teams see it?
Tell us about your next cycle, then we will scope it together. As a result, your framework, your raters and your context replace this EQ 360 feedback sample report in the same format. Meanwhile, read about Lens360 AI™ and how a cycle runs.