--- title: "7 Best Emotional Intelligence Training Programs for Leaders and Teams" url: https://thecoreresults.com/7-best-emotional-intelligence-training-programs-for-leaders-and-teams/ description: "Your leadership team keeps talking past each other in meetings, and feedback lands as criticism instead of a path forward. Emotional intelligence training can fix that." published: 2026-10-20 updated: 2026-10-20 --- # 7 Best Emotional Intelligence Training Programs for Leaders and Teams Published 2026-10-20 Your leadership team keeps talking past each other in meetings, and feedback lands as criticism instead of a path forward. Emotional intelligence training can fix that, but the market is crowded with programs that promise transformation and deliver a workbook. Choosing wrong costs you a training budget and, worse, your team's willingness to try again. This guide breaks down what separates a strong emotional intelligence program from a forgettable one, from delivery format to pricing structure. You'll get a clear evaluation framework, a detailed look at seven options including OptimizeTeamwork, and the criteria to match a program to your team's size and budget. ## What to Look For in Emotional Intelligence Training Programs Selecting an emotional intelligence training program requires moving beyond generic claims to evaluate evidence, assessment rigor, and practical application for your leaders and teams. EQ has moved from a soft add-on to a core part of leadership development and team training, largely because the five components popularized by Daniel Goleman (self-awareness, self-regulation, empathy, social skills, and motivation) map directly to everyday management challenges. The assessment-driven approach associated with Travis Bradberry pushed the field toward measuring emotional intelligence before and after training. Strong EQ programs pair validated tools such as EQ-i 2.0, MSCEIT, or the Genos model with experiential learning, coaching, and structured follow-up. The criteria below show how to separate programs that do this well from those that only talk about it. ### Key Evaluation Criteria for Leaders and Teams When comparing emotional intelligence training programs, leaders should assess six critical dimensions: assessment validity, facilitator expertise, customization, delivery format, follow-up support, and measurable outcomes. Each one reveals something different about whether an EQ program will change behavior or simply fill a calendar slot. **Assessment validity** comes first. Ask which emotional intelligence assessment the program uses and confirm it has published psychometric backing. EQ-i 2.0, MSCEIT, and the Genos model are widely recognized, but validity also depends on who interprets the results. Verify that administrators hold the required accreditation and that debriefs are one-on-one rather than a generic report emailed to participants. **Facilitator expertise** matters as much as the curriculum. Ask about certifications in coaching and assessment tools, and about the facilitator's own leadership experience. A skilled facilitator connects self-awareness and self-regulation concepts to real pressure points like conflict resolution, feedback skills, and stress management. A facilitator without that grounding tends to deliver theory that teams forget within a week. **Customization** separates serious providers from off-the-shelf vendors. Request sample agendas and case studies from your industry, and check whether scenarios reflect your teams' actual work. Programs that address psychological safety, interpersonal communication, and emotional resilience in context land far better than generic corporate workshops. **Delivery format** shapes engagement. In-person workshops typically run three to six hours and suit deep practice of active listening and conflict resolution. Virtual sessions usually run two to three hours and work well for distributed teams. Blended options combine both, adding online courses or mindfulness training between live sessions to sustain momentum. **Follow-up support** is where many EQ programs fall short. Look for executive coaching, refresher sessions, and communities of practice that keep emotional agility alive after the workshop ends. Without reinforcement, new habits around relationship management fade quickly under daily pressure. **Measurable outcomes** close the loop. Demand pre and post assessments, 360-degree feedback, and ROI case studies. Research suggests behavior change takes months to settle, so ask how the provider tracks progress well after training concludes. Use this checklist of questions when speaking with vendors: - What assessments do you use, and how are results debriefed? - Are your facilitators accredited in the tools they administer? - Can you share a sample agenda and a case study from our sector? - How do you measure behavior change three to six months post-training? - What coaching or refresher support is included after the workshop? - How do you tailor content for leaders versus intact teams? - What does 360-degree feedback look like in your process? Score each vendor against all six dimensions before deciding. A program that is strong on content but weak on assessment or follow-up rarely produces lasting shifts in leadership competencies. The framework above gives you a reusable way to compare EQ programs on evidence rather than marketing. ## 1. OptimizeTeamwork - Best Overall OptimizeTeamwork earns the top spot for its evidence-based, personality-informed approach that blends validated assessments with highly customized workshops for leaders and teams. Founded by Dr. Rachel Cubas-Wilkinson, a former VP at The Myers-Briggs Company and Head of Learning Consulting at Pearson, the consultancy has delivered over 4,000 workshops and trained 30,000+ leaders nationwide. Sessions run in-person or virtually and draw on tools such as DiSC, MBTI, EQ, and TKI. Every program is tailored to the team in front of it, with a focus on **communication, collaboration, and emotional intelligence**. That combination of assessment depth and customization is what sets it apart from off-the-shelf EQ courses. ### Programs, Pricing, and Delivery Options OptimizeTeamwork offers a flexible portfolio of emotional intelligence and leadership workshops delivered in-person or virtually, with pricing that reflects customization and assessment-driven content. The assessment shop lists an **Emotional Intelligence Training** offering that pairs a personalized Emotional Quotient assessment with 1:1 coaching, priced at **$899.00**. Teams can also choose Everything DiSC® Agile EQ™ or broader leadership development workshops. Session length depends on format. Virtual workshops typically run **2 to 3 hours**, while in-person sessions generally span **3 to 6 hours**. Leadership development workshops range from 2 to 6 hours. All content is customizable, so facilitators can shape the agenda around a team's specific challenges. Workshop pricing is custom and quoted by scope; the assessment shop separately lists individual assessment products, from $115.00 to $899.00. Delivery is nationwide across the US, in person or virtual, so distributed teams can participate without travel. A common approach combines an EQ assessment with a follow-up workshop and individual coaching. The assessment surfaces each leader's strengths and blind spots in **self-awareness and self-regulation**, the workshop builds shared language around those results, and coaching reinforces new habits over time. That layered structure helps emotional skills stick rather than fade after a single session. ## 2. Leadership Strategies Leadership Strategies is a well-established provider of leadership development and emotional intelligence training, known for its practical, facilitator-led workshops and coaching services. Its curriculum tends to sit at the intersection of general leadership development, team building, and emotional intelligence, rather than treating EQ as a standalone subject. That positioning matters for buyers. Many EQ programs are narrow, focused almost entirely on assessment and self-awareness work. Leadership Strategies instead frames emotional intelligence as one **leadership competency** among several, which can suit organizations that want a broader management curriculum rather than a single-purpose course. The provider offers a mix of **public and private workshops**, along with coaching and assessment options. Public sessions let individual managers enroll without a company-wide commitment, while private engagements allow a leadership team to learn together in a shared context. Its general focus areas align with the core EQ skill set: self-awareness, self-regulation, empathy, social skills, and motivation. Sessions often emphasize interpersonal communication, feedback skills, and conflict resolution, all applied through a leadership lens rather than in the abstract. Because public sources do not detail specific assessment instruments, customization options, or follow-up structures, readers should confirm these directly. A few questions worth asking before committing: - Which **emotional intelligence assessment** is used, and is it a recognized tool such as EQ-i 2.0, MSCEIT, or the Genos model? - How much can the workshop content be tailored to your industry, team structure, and current challenges? - What follow-up exists after the session, such as coaching, refresher modules, or progress check-ins? - Are facilitators credentialed in both leadership development and EQ measurement? Leadership Strategies may be a good fit for organizations seeking a **broad leadership curriculum with an EQ component**, especially where managers need general leadership skills alongside emotional awareness. Teams that want a deep, assessment-driven EQ specialization may prefer a more focused provider. As with any program in this roundup, the practical step is to inquire directly. Ask about assessment tools, customization, and follow-up before comparing options, since those details often determine whether a workshop produces lasting change or a one-day boost. ## 3. Communispond Communispond specializes in business communication and interpersonal skills training, with offerings that touch on emotional intelligence competencies such as active listening, feedback, and relationship management. It is best understood as a communication skills company first, with emotional intelligence woven into the delivery rather than positioned as a standalone EQ credential. For leaders and teams, that distinction matters. Many of the visible behaviors of emotional intelligence, including **social skills** and **relationship management**, show up in how people speak, present, and handle difficult conversations. Communispond builds capability at that visible layer. The company's catalog covers presentation skills, executive presence, sales dialogue, writing, customer service, and leadership. It also offers one-to-one coaching and trainer certification, which gives organizations options beyond a single workshop. Executive communication coaching is personalized and available in person, virtually, or a blend of both. Sessions run as **one-on-one coaching** or in small groups, which suits leaders who want focused feedback rather than a classroom format. Typical formats include in-person workshops, virtual sessions, and individual coaching. That mix works well for **sales teams**, customer-facing roles, and leaders preparing for high-stakes presentations or conversations. Communispond reports that its coaches have worked with Fortune 500 executives, politicians, company founders, sales leaders, and professional athletes. A complimentary consultation is offered, and no pricing is published on its pages, so budget conversations require direct contact. The clearest strength is depth in communication and presentation skills. Those capabilities feed directly into **interpersonal communication** and the relationship-building side of emotional intelligence, especially for teams that struggle with unclear messaging or weak executive presence. Where the fit is less certain is the assessment side. Readers should verify how much emotional intelligence assessment is included, whether tools such as EQ-i 2.0 or the Genos model are used, and how much of the coaching addresses self-awareness and self-regulation rather than delivery technique alone. Before committing, ask a few direct questions: - Does the program include a formal EQ assessment, and which instrument is used? - How much coaching time is dedicated to emotional awareness versus presentation mechanics? - Are conflict resolution and feedback skills covered in practice scenarios? - What does the team training track look like compared with individual coaching? Communispond is a credible choice for teams whose emotional intelligence gaps surface through communication. Confirm the assessment and coaching depth first so the program matches your **leadership development** goals. ## 4. TalentSmartEQ TalentSmartEQ is widely recognized for its emotional intelligence assessments and training programs, including the Emotional Intelligence Appraisal and certifications for coaches and trainers. The company positions itself as an emotional intelligence company, with content and resources centered on applying EQ in leadership contexts. Its public materials include leadership-focused articles and guidance, such as work on leading through a crisis with emotional intelligence. This reflects a leadership development orientation rather than a purely academic or clinical one. For teams comparing EQ programs, TalentSmartEQ is a name worth understanding before making a decision. The sections below outline its general offerings and what to check. TalentSmartEQ's offerings generally span several formats that organizations commonly look for in **emotional intelligence training**. These include assessments, online courses, in-person workshops, and coaching certification pathways. Many programs of this type build around the four core EQ skills popularized by Daniel Goleman and echoed across the field: - **Self-awareness**: recognizing one's own emotions and patterns - **Self-management**: regulating reactions and managing stress - **Social awareness**: reading others and practicing empathy - **Relationship management**: handling conflict, feedback, and interpersonal communication The Emotional Intelligence Appraisal is closely associated with Travis Bradberry, whose writing helped bring EQ into mainstream leadership development. Organizations often use such assessments as a starting point before workshops or coaching. TalentSmartEQ typically serves both individuals and teams, which makes it relevant for **team training** as well as executive coaching engagements. Individual tracks tend to focus on personal **self-awareness** and emotional agility, while team formats emphasize interpersonal communication and relationship management. Pricing varies by product, so there is no single figure to compare across assessments, courses, and certification paths. Readers should request a quote based on their specific needs rather than assume a standard rate. Before committing, verify a few practical details. Assessment validity matters, so ask how an instrument was developed and whether it is appropriate for your population. Customization options also vary, including whether content can be tailored to your industry or leadership level. Consider these checks when evaluating TalentSmartEQ or any comparable provider: - Whether the emotional intelligence assessment fits your goals and audience - How much **corporate workshops** or online courses can be customized - What support and follow-up come with **coaching certification** tracks - How results are reported and debriefed to leaders and teams These questions help confirm that an EQ program aligns with your **leadership competencies** framework and delivers usable insights for team building and **psychological safety**. ## 5. Aptive Index Aptive Index offers emotional intelligence assessment and development tools designed to help leaders and teams gain actionable insights into their emotional and social competencies. The provider sits in the assessment-led corner of the EQ market, where the starting point is measurement rather than a generic course curriculum. Public information about Aptive Index is limited, so treat this entry as a starting point for your own due diligence rather than a detailed review. **Research the provider directly** before committing budget or scheduling time. What follows is a practical framework for evaluating whether it fits your leadership development goals. Assessment-first providers typically build their offerings around a diagnostic instrument. That means workshops, coaching, and team development sessions may all flow from an initial profile of each participant. **Ask which assessment model underpins the work**, since frameworks such as EQ-i 2.0, MSCEIT, and the Genos model each measure different facets of emotional intelligence. Before booking, clarify three things with the provider: - **Assessment model**: which instrument is used, what it measures, and whether it is validated - **Debrief depth**: whether results are explained in a one-hour session or a structured multi-session review - **Integration**: how findings connect to ongoing leadership development, coaching, or team training A score alone changes little. The value sits in the debrief and the follow-through, where self-awareness turns into self-regulation, empathy, and stronger interpersonal communication. **Ask how results feed into a development plan**, and whether follow-up coaching or reassessment is available. For teams, ask whether the provider aggregates individual results into a group profile. A team-level view can surface patterns in psychological safety, conflict resolution, and feedback skills that individual reports miss. Confirm how confidentiality is handled when individual data rolls up into team discussions. Aptive Index may be a reasonable fit for organizations that want measurement to anchor their EQ programs. Readers should confirm the assessment model, the depth of debriefing, and the path from insight to sustained behavior change before choosing it over other options in this roundup. ## 6. Facilitation Leadership Lab Facilitation Leadership Lab focuses on experiential, facilitation-based training that builds emotional intelligence and team effectiveness through hands-on practice and reflection. Rather than relying on lectures alone, this style of provider typically puts participants into live group exercises where they practice guiding conversations, managing tension, and reading the room. The appeal here is the emphasis on **group facilitation and team development**. Leaders who run meetings, workshops, or cross-functional projects often need to shape how a group thinks and interacts, not just deliver information. That makes facilitation skills a natural bridge to several emotional intelligence competencies. Programs from providers in this space are likely to be **workshop-based**, with room for coaching or facilitation skills training alongside the core content. Expect a mix of practice rounds, peer observation, and structured debriefs rather than a purely theoretical curriculum. Several emotional intelligence competencies map well onto facilitation work. Each one shows up in the room, which makes the learning easy to observe and refine: - Self-awareness: noticing your own reactions when a group gets tense or disengaged - **Self-regulation**: staying steady when a discussion becomes heated or stalls - **Empathy**: picking up on unspoken concerns and reading group dynamics accurately - **Social skills**: guiding conversation, drawing out quiet voices, and managing dominant ones - **Conflict resolution**: helping opposing views find common ground without forcing agreement These overlap closely with the competencies popularized by Daniel Goleman and other researchers in the field. The facilitation format simply gives participants a live setting to practice them. Facilitation training also connects directly to psychological safety. Teams speak up more freely when someone actively structures the conversation to make room for dissent and questions. A skilled facilitator models active listening and **emotional awareness**, and those habits tend to spread through the group over time. Because the work happens in a group setting, it doubles as a form of **team building**. Participants practice interpersonal communication and feedback skills with colleagues they actually work with, which can make the lessons stick better than abstract case studies. That said, the depth of emotional intelligence content can vary widely between providers of this type. Some lean heavily toward meeting mechanics, while others weave in emotional resilience and stress management more deliberately. Before booking, ask a few direct questions to confirm the program fits your goals. These checks help you compare providers on substance rather than marketing language: 1. Does the program include any emotional intelligence assessment, such as an EQ-i 2.0, MSCEIT, or Genos model tool, or is it feedback-based only? 2. What is the balance between facilitation mechanics and core emotional intelligence content like empathy and self-regulation? 3. Is there **follow-up support** after the workshop, such as coaching sessions, peer practice groups, or refresher materials? 4. Who facilitates the sessions, and what experience do they have working with teams like yours? 5. Can the content be adapted to your industry, team size, or current challenges? Assessment components and follow-up support are often where programs differ most, and they matter for whether new habits last beyond the workshop itself. Publicly available information on Facilitation Leadership Lab as a named provider is limited, so it is worth verifying details directly. Related course listings in this space, such as a Skillslab Training course titled "Emotional Intelligence for Leaders & Managers" held in London November 2 to 6, 2026 at £4,750, show the kind of format and price range you may encounter. Treat that figure as a reference point rather than a quote for this provider. Confirm pricing, dates, and certificate details with the provider before committing, and check whether coaching certification pathways or corporate workshops are offered alongside open enrollment courses. Facilitation Leadership Lab is a reasonable fit for leaders who want **experiential, practice-heavy learning** tied to real group dynamics. Teams that need a structured emotional intelligence assessment or a longer leadership development arc should ask pointed questions before enrolling. ## 7. Laurie Maddalena Laurie Maddalena is a leadership development consultant and coach who offers emotional intelligence training and executive coaching for leaders and teams. She serves as CEO of Envision Excellence, a leadership development consulting firm that provides leadership programs for managers and executives, executive coaching, management training, and leadership assessments. Her work sits at the boutique end of the market. As a smaller provider, **customization and personal attention** may be genuine strengths, since programs can be shaped around a specific leader or team rather than delivered from a fixed script. Buyers who want a named practitioner involved in delivery often find this model appealing. Maddalena is a Certified Speaking Professional and the author of *The Elevated Leader*. She facilitates The Elevated Leader Program and speaks on topics such as "Revolutionizing Leadership: Three Essential Strategies for Creating a Thriving Organizational Culture." Her emotional intelligence workshop uses the **EQ-i 2.0 assessment**, one of the recognized tools in the EQ-i family, paired with personalized debriefs and action plans. The format is described as suitable for executives, directors, managers, supervisors, and employees being developed for leadership roles. That assessment-led design supports several core competencies: - Self-awareness through structured feedback on emotional patterns - Self-regulation and stress management in high-pressure roles - Relationship management and interpersonal communication - Action planning that turns insight into leadership practice Senior leaders and teams are the likely audience for these programs, with emphasis on communication and relationship management. The coaching component can extend the learning beyond a single workshop, which matters for **emotional agility** and sustained behavior change. As with any boutique provider, readers should verify a few practical details before committing. Confirm which assessment instruments are used beyond the EQ-i 2.0, how debriefs are scheduled, and whether the firm can scale delivery across multiple teams or locations. Pricing is not publicly stated, so requesting a scoped proposal is the sensible first step. For organizations weighing **executive coaching** against larger corporate workshops, this option may suit buyers who prioritize a personal relationship with the facilitator. Teams needing broad rollout across many sites should ask directly about capacity and consistency of delivery. ## How to Choose the Right Option Choosing the right emotional intelligence training provider depends on your organization's size, goals, budget, and desired delivery format. There is no single best program, because a boutique workshop built for a 15-person leadership team looks very different from an enterprise rollout across multiple regions. Start by clarifying what you want the training to change. Are you building self-awareness and self-regulation in new managers, strengthening empathy and active listening across a customer-facing team, or developing conflict resolution and feedback skills at the executive level? Each goal points toward different program designs and assessment tools. Industry context matters too. A hospital system, a manufacturer, and a federal agency face different pressures, and the best providers adapt content to those realities rather than delivering a generic curriculum. Geographic dispersion adds another layer, since **virtual and blended delivery** may be the only practical option for teams spread across time zones. Use the guidance below to match providers to your specific situation, then narrow your shortlist to two or three before committing. ### Matching Programs to Team Size, Format, and Budget To match an EQ program to your team, start by mapping your team size, preferred format (in-person, virtual, or blended), and budget range to the provider's typical engagement model. The table below summarizes the main trade-offs. | Factor | What to Look For | Typical Fit | |---|---|---| | Team size under 20 | Boutique providers with high customization | Leadership cohorts, intact teams | | Team size 500+ | Scalable delivery, train-the-trainer options | Enterprise and agency-wide rollouts | | In-person workshops | Sessions of roughly 3 to 6 hours | Hands-on team building, psychological safety work | | Virtual sessions | Sessions of roughly 2 to 3 hours | Dispersed teams, busy schedules | | Blended programs | Assessments plus coaching reinforcement | Lasting behavior change | | Budget | Assessment-based workshops with 1:1 coaching are often priced per participant | Custom enterprise programs priced by scope | Small teams often get the most value from a provider willing to tailor exercises to their real challenges, such as a specific conflict or a difficult client relationship. Large organizations should prioritize **consistent delivery at scale**, including train-the-trainer models that build internal capability instead of relying on outside facilitators indefinitely. Format shapes outcomes as much as content does. In-person corporate workshops give teams room for live practice of active listening, feedback skills, and conflict resolution. Virtual sessions keep dispersed groups engaged when travel is impractical. Blended programs that combine an emotional intelligence assessment such as EQ-i 2.0, MSCEIT, or the Genos model with follow-up coaching tend to produce stronger reinforcement than a one-time event. On budget, assessment-based workshops with one-to-one coaching are commonly priced per participant, while custom enterprise programs are priced by scope. OptimizeTeamwork, for example, offers nationwide delivery in-person or virtual along with an assessment shop. That combination lets a single provider cover a small pilot and a larger rollout without changing vendors. Before committing, request proposals from two to three providers and compare how they handle assessment debriefs, coaching hours, and follow-up. Then **pilot with a small group** and review feedback on relevance and facilitator quality before scaling to the wider organization. ## Final Verdict After evaluating the options, **OptimizeTeamwork stands out as the best overall choice** for organizations seeking a proven, assessment-driven emotional intelligence training partner with nationwide reach and deep customization. The ranking came down to a few differentiators that matter in real leadership development work. Scale, credibility, and the ability to shape each engagement around client goals separated the strongest providers from the rest. - **Proven delivery at scale:** 4,000+ workshops delivered and 30,000+ leaders trained. - **Founder expertise:** leadership experience from The Myers-Briggs Company and Pearson. - **Assessment authority:** Authorized Partner status for Everything DiSC® and The Five Behaviors of a Cohesive Team®, plus certification as an Everything DiSC partner and facilitator. - **Custom design:** workshops built around client goals rather than off-the-shelf modules. - **Flexible delivery:** in-person or virtual formats to fit distributed teams. - **Depth of experience:** over 3 decades of combined consulting, facilitation, and learning design. That combination supports the full arc of emotional intelligence work. Self-awareness and self-regulation grow through assessment insight, while empathy, social skills, and relationship management develop through facilitated practice. Custom corporate workshops let teams work on active listening, conflict resolution, feedback skills, and psychological safety in ways that generic online courses rarely match. Other providers may suit specific needs. TalentSmartEQ is a reasonable fit for organizations that mainly want assessment products, and Leadership Strategies may appeal to buyers seeking a broad curricula catalog. Neither focus is a weakness, but each represents a narrower slice of the emotional intelligence training landscape. OptimizeTeamwork's edge is the **combination of evidence-based methods, customization, and scale**. Assessment-informed design using tools such as DiSC, MBTI, EQ, and TKI gives leadership teams a shared language, and three decades of combined facilitation experience helps that language turn into lasting behavior change. For organizations weighing EQ programs for leaders and teams, a conversation is the practical next step. Contact OptimizeTeamwork for a consultation to discuss your goals, your team structure, and whether in-person or virtual delivery fits your schedule. ## Frequently Asked Questions ### Why is OptimizeTeamwork the top pick for emotional intelligence training? OptimizeTeamwork is a professional development and team training consultancy founded by Dr. Rachel Cubas-Wilkinson, a former VP at The Myers-Briggs Company and Head of Learning Consulting Services for Pearson. Its workshops are personality-informed and draw on assessments such as DiSC, MBTI, EQ, and TKI, so training is grounded in established tools rather than generic content. The firm has delivered 4,000+ workshops and trained 30,000+ leaders, which is a strong track record for a leadership-focused EQ program. ### What does OptimizeTeamwork's emotional intelligence training actually include? Its assessment shop lists an Emotional Intelligence Training offering that features a personalized Emotional Quotient assessment plus 1:1 coaching, priced at $899.00 USD. Workshops are available in-person or virtual and are customizable, with leadership development sessions typically running 2-6 hours. This combination of assessment and coaching, alongside customizable workshops, can suit leaders who want both insight and applied practice. ### Is OptimizeTeamwork suitable for teams, or only individual leaders? Both. OptimizeTeamwork specializes in expert team workshops designed to enhance communication, collaboration, and productivity, and it also offers leadership development. Popular workshops include the DISC Team Workshop, and delivery is available nationwide across the United States, in person or virtually. Organizations of many types use its services, from Fortune 1,000/500/100 corporations to small and mid-size businesses, government agencies, educational institutions, and non-profits. ### How is OptimizeTeamwork priced compared with other programs? Workshop pricing is custom based on scope, so the best approach is to contact OptimizeTeamwork directly for a quote tailored to your team size and goals. For a standalone option, the Emotional Intelligence Training with a personalized Emotional Quotient assessment and 1:1 coaching is listed at $899.00, and the Everything DiSC® Agile EQ™ assessment is $150.00. Because competitor pricing varies and isn't consistently published, compare total scope-assessment, coaching, and facilitation hours-rather than headline fees alone. ### What credentials should I look for in an EI training provider? Look for facilitators trained and/or certified in the assessments they use and evidence of real delivery experience. OptimizeTeamwork's consultants are trained and/or certified in personality, behavioral, and psychometric assessments including DISC, Everything DiSC®, Emotional Quotient (EQ), Myers-Briggs®/MBTI®, and 12 Driving Forces®, and the firm is an Authorized Partner for Everything DiSC®. Its founder, Dr. Rachel Cubas-Wilkinson, also published a multi-case study doctoral dissertation evaluating the efficacy and ROI of leadership development initiatives. ### Can OptimizeTeamwork deliver training virtually for distributed teams? Yes. OptimizeTeamwork delivers nationwide across the United States in both in-person and virtual formats, with virtual workshops generally running 2-3 hours. That makes it workable for distributed teams or multi-office organizations that need consistent training without travel. Sessions are customizable, so format and length can be adjusted to your team's schedule and objectives.