Sample — illustrative only
TalentMap Development Report
SampleTalentMap Emotional Intelligence Assessment
Your Emotional Intelligence Report
Each result comes from how you chose to respond to realistic workplace situations, not from a self-rating of your own emotional intelligence.
- Participant
- Ayesha Khan (sample)
- Organisation
- Sample Organisation
- Assessment
- TalentMap Emotional Intelligence Assessment (sample)
- Assessment date
- January 15, 2026
- Report issued
- January 22, 2026
- Report version
- v1
Confidentiality
This is an illustrative sample document containing fictional data. It describes no real person and carries no real result.How to read this report
- This is a sample document, shown so you can see the format before assigning the instrument.
- All names, scores and interpretations are invented.
- A real report is produced only from a completed assessment.
Assessment details
Your emotional intelligence summary
This sample shows how the summary opens: a short, plain-language description of the pattern in the results and what it suggests for development.
Evidence basis
How much evidence this report rests on, and how consistent that evidence is.
Evidence strength
How much scoreable evidence the results rest on.
88
Response consistency
Whether the answers formed a usable pattern.
92
Emotional Intelligence Domains
Four domains, each the mean of the competencies within it. The domains are reported separately and are never combined into one score.
Domain 1 · Self-Awareness
Recognising your own emotional state, triggers and biases as they occur.
Domain 2 · Self-Management
Managing your response so behaviour stays deliberate under pressure and change.
Domain 3 · Social Awareness
Reading other people accurately and understanding their situation and signals.
Domain 4 · Relationship Management
Handling disagreement, influence, feedback and repair in a way that keeps relationships productive.
Emotional Reasoning
An independent indicator. It is reported on its own and is never averaged into a domain.
Emotional ReasoningEI-EMR
Chose responses that handle the situation constructively in most scenarios.
How this shows up at its best
What to watch under pressure
Development focus
What progress looks like
- Colleagues notice the change without being told to look for it.
Competency Interpretation
Each emotional intelligence competency with its result, what it looks like in practice and where to develop.
Self-Awareness
Emotional Self-AwarenessEI-ESA
Chose responses that handle the situation constructively in most scenarios.
How this shows up at its best
What to watch under pressure
Development focus
What progress looks like
- Colleagues notice the change without being told to look for it.
Trigger & Bias AwarenessEI-TBA
Chose responses that handle the situation constructively in most scenarios.
How this shows up at its best
What to watch under pressure
Development focus
What progress looks like
- Colleagues notice the change without being told to look for it.
Self-Management
Self-RegulationEI-SRG
Chose responses that handle the situation constructively in most scenarios.
How this shows up at its best
What to watch under pressure
Development focus
What progress looks like
- Colleagues notice the change without being told to look for it.
Adaptability & ResilienceEI-ADR
Chose responses that handle the situation constructively in most scenarios.
How this shows up at its best
What to watch under pressure
Development focus
What progress looks like
- Colleagues notice the change without being told to look for it.
Social Awareness
EmpathyEI-EMP
Chose responses that handle the situation constructively in most scenarios.
How this shows up at its best
What to watch under pressure
Development focus
What progress looks like
- Colleagues notice the change without being told to look for it.
Perspective-TakingEI-PSP
Chose responses that handle the situation constructively in most scenarios.
How this shows up at its best
What to watch under pressure
Development focus
What progress looks like
- Colleagues notice the change without being told to look for it.
Emotional Cue RecognitionEI-ECR
Chose responses that handle the situation constructively in most scenarios.
How this shows up at its best
What to watch under pressure
Development focus
What progress looks like
- Colleagues notice the change without being told to look for it.
Relationship Management
Conflict ManagementEI-CFM
Chose responses that handle the situation constructively in most scenarios.
How this shows up at its best
What to watch under pressure
Development focus
What progress looks like
- Colleagues notice the change without being told to look for it.
InfluenceEI-INF
Chose responses that handle the situation constructively in most scenarios.
How this shows up at its best
What to watch under pressure
Development focus
What progress looks like
- Colleagues notice the change without being told to look for it.
Feedback & AccountabilityEI-FBK
Chose responses that handle the situation constructively in most scenarios.
How this shows up at its best
What to watch under pressure
Development focus
What progress looks like
- Colleagues notice the change without being told to look for it.
Relationship RepairEI-RRT
Chose responses that handle the situation constructively in most scenarios.
How this shows up at its best
What to watch under pressure
Development focus
What progress looks like
- Colleagues notice the change without being told to look for it.
Your strengths
Two or three strengths are described here, each tied to a specific result.
- Follows through on commitments without being chased.
- Stays constructive when a conversation becomes difficult.
Development priorities
What to focus on.
Build confidence with unfamiliar digital tools.
Look further ahead when planning work.
Practical development actions
- Shadow a colleague who uses the newer tools daily.
- Bring one longer-range question to each monthly review.
Suggested learning plan
How to build emotional intelligence in everyday work. The timing sits in the 90-day plan.
A short description of how best to build these areas in everyday work.
Priority learning themes
- Working with unfamiliar tools. The results suggest confidence drops with newer technology. Based on the sample digital result.
Recommended learning methods
- Learn by doing, in small steps, on real work.
Manager and mentor support
- Ask your manager for one stretch task this quarter.
Workplace application
- Apply the new approach in a low-risk piece of work first.
Feedback and reflection rhythm
- Ask for feedback after each attempt, not at the end of the quarter.
90-day development plan
What to practise, with support, measures and review points.
Build confidence with newer tools
Day 45- Action
- Complete one real task per week using a tool you do not normally use.
- Support
- A colleague who uses it daily.
- Success measure
- You complete the task without help by week six.
Plan further ahead
Day 90- Action
- Bring a three-month view to each monthly review.
- Support
- Your manager.
- Success measure
- The plan needs fewer late corrections.
Reflection prompts
Questions to sit with between now and your review.
- Where did the results match how you see yourself, and where did they not?
- Which single change would make the biggest difference this quarter?
Development roadmap
A short synthesis and next-cycle direction.
A short closing synthesis appears here, pointing at the direction for the next development cycle.
Methodology and limitations
- Results come from a structured assessment completed in one sitting.
- Every figure in this sample is invented for illustration.
- A sample document is not a result and must never be treated as one.
How the results were produced
Each result comes from how you chose to respond to realistic workplace situations, not from a self-rating of your own emotional intelligence.
Emotional intelligence is reported as separate domains. There is no single overall emotional intelligence score, and the domains are not added together.