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Special Report: How much Emotional Intelligence Does Your Candidate Have?

Coach Michelle Cubas’ Special Report: Emotional Intelligence Overview of the Political Candidates

Disclaimer: On the surface without candidates actually taking the EQ-i 2.0™ assessment, these are my observations of their behavior during debates and on TV. I have drawn from several sources including MHS Reports and the EQ-i 2.0 assessment, Tony Alessandra’s Platinum Rule, and my certification as an Emotional Intelligence facilitator. Results are based strictly on observable traits. I have not met them personally.

What do you think? Please send your feedback to me.

These are the common themes and perspectives that emanate from the observable styles.
While reading, consider how these angles influence one’s perception of a place in the world. Please refer to the chart below, especially inter- and intra-personal categories, decision making, impulse control, and social responsibility. I am eager to see your additions to the chart!

Here are a few:

Negative World view Positive World view
Candidate comes from a deficit or “lack” position. Implication is I better take my portion before someone else gets to it. This is a hoarding mentality. I worked for mine and you can’t have any. Candidate comes from an abundance perspective. Implication is there is enough to share and go around.
None to low risk tolerance Reasonable, calculated risk threshhold
Hubris, demagogue, power centered, reactive, impulse without filters. Confident, leadership by example, inclusive and co-active, retains personal power and shares energy of the team, awareness of one’s impact on others filter.
Ego prevents team input, low empathy, selfish Heart, embraces team input, high empathy
Right-Facts, details Kind, sharing
High Confirmation bias Low to Moderate Confirmation bias
Hyper, fearful Confident, hopeful
Goal is to have power over others Goal is best in class mentality
Everyone for themselves For the good of the house
Pessimistic of future Optimistic of future

                                                  Measures of Emotional Intelligence

                                                   Emotional Intelligence Assessment Categories

Candidate Styles
Hillary Clinton Triangle, square, circle
Ted Cruz Square, square, triangle
Martin O’Malley Triangle, circle, square
Donald Trump Square, square, square
Bernie Sanders Squiggly, triangle, circle
Chris Christie Square, squiggly, triangle
Marco Rubio Square, triangle, triangle
Carly Fiorina Square, triangle, circle
John Kasich Squiggly, square, triangle
Dr. Ben Carson Triangle, circle, triangle
Jeb Bush Circle, triangle, triangle

Take this self-assessment based on four basic styles based on a handwriting analysis:
Instructions—Use a sheet of paper and fold it top down in half.
In each half, draw these four shapes—

  • Square
  • Squiggly line
  • Circle
  • Thinker

Now, number the shapes in any order from 1-4.
Repeat the shapes in the lower portion, and number,
in any order, from 1-4.

Results: The top portion is a persona we show outwardly. The lower portion is what can show up under stress.


These are not personality types. They are observable behaviors and do not reflect gender.

Who Are You?
Director—This style wants control and pushes to the head of the line to get it. They are quick to decide, outgoing, poor listeners, unflappable, because they know everything, fast-paced, assertive, accomplish tasks, and command an audience. Like socializers they are a quick study, driven and stop at nothing to get results, admire efficiency, and demand competence. This is a hard style to provide input and feedback. When working with a Square understand they are abrupt, bordering on rude, have little patience for social “rules”, and dislikes slow paced people. Socializers make them nervous, because they see deftness on their feet as unpredictable. Square

Socializer—Don’t be fooled by the ease these enthusiastic leaders present to their teams. They want excitement and recognition; they prefer a lot of personal interaction; they are a quick study, and dazzle an audience. They are outgoing, fast-paced, quick to decide, assertive, value personal relationships, talks about big  dreams, and supports their concepts with colorful language to create a vision. Socializers drive squares crazy, because the squares underestimate the ease with light in the loafers. Not at all. These people a instinctive connectors and networkers. Squiggly line

Relater—Support this style. They want to contribute but not lead, appear quiet but they are thinking; highly sensitive and often shy, they need a lot of input to feel confident. Slow to decide, their personal relationships are immensely important to them. Their sincerity and warmth are welcome on teams. They project genuine concern for others’ comfort. When working with a Circle, invite them to participate without having them stand apart. Don’t yell at a Circle.

Thinker—Logic rules this style. They seek order, sequence, policies and procedures, compliance, law and order, and quiet uninterrupted time to do their work. This style pokes holes in everything because they consider both sides of an issue. That’s why they are slow to decide. Known to accomplish tasks effectively, thinkers get results through accuracy and their plodding time management. This style cannot be rushed. They prefer little personal interaction, so give the assignment and do not micromanage them. When working with a thinker be prepared, do your research, and be thorough with details. Bullying reduces the triangle’s effectiveness and they will not respond well. Triangle



As a credentialed business coach and analyst, one of my primary functions is to work with individuals and company managers to clarify where they are presently, where they would like to advance, and what tools they have and need to achieve their desired outcome.

I use a variety of tools to assess perceptions including Platinum Rule instruments, my experience and training in assessing behavior. My preferred tool is the EQ-i®, emotional intelligence inventory. I have specialized training on the EQ-i® and DISC Inventories and access to multiple other sources including a company culture index. I prefer the EQ-i® because it is the least judgmental instrument I have found. It focuses on strengths and areas of development related to the goals set by the individual. For example, people are more likely to apply the EQ-i®’s information rather than label themselves by the Myers-Briggs categories.

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