Creation EQ Development Journey™
Understand What Drives Performance.
Develop What Strengthens It.
The Creation EQ Development Journey TM combines internationally recognized emotional intelligence assessment with structured coaching, leadership development and workplace application.
Using the EQ-i 2.0® and EQ 360®, we help individuals, leaders, teams and organizations understand the emotional and social capabilities influencing communication, relationships, decision-making, resilience and performance.
The assessment provides the insight.
Our development journey helps turn that insight into practical and sustainable behavioural change.
Delivered by Dr. Dalia Elatrash, MHS EQ-i 2.0® and EQ 360® Certified Practitioner.
Our EQ Development Services
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EQ-i 2.0® Assessment and Development Debrief
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Emotional Intelligence Coaching Journey
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Leadership EQ Assessment and Coaching
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Executive EQ 360® Coaching
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Emerging Leaders EQ Development Program
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Succession Readiness and Development
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Emotional Intelligence for Selection and Onboarding
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Team Emotional Intelligence Development
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Workplace Wellbeing and Emotional Resilience
Emotional Intelligence Development Should Go Beyond Awareness
Many leadership and employee-development programs begin with broad topics and general recommendations.
Two people attending the same program may require very different areas of development.
One may need to strengthen assertiveness.
Another may need to improve empathy.
Another may struggle to remain objective when emotions are involved.
A leader may believe they communicate clearly, while their team experiences them as distant, reactive or difficult to approach.
The Creation EQ Development Journey begins by identifying the specific emotional and behavioural capabilities influencing the individual’s effectiveness.
We then use these insights to create a focused development experience based on the participant’s role, responsibilities, workplace context and goals.
This moves development from:
General awareness to individual insight
Individual insight to behavioural action
Behavioural action to measurable workplace impact
What Is the EQ-i 2.0®?
A Structured View of Emotional Intelligence
The EQ-i 2.0® is an emotional intelligence assessment developed by Multi-Health Systems.
It measures a set of emotional and social capabilities that influence how an individual understands and expresses themselves, develops relationships, uses emotional information when making decisions and responds to pressure and change.
The assessment examines 15 emotional intelligence competencies organized across five composite areas.
MHS provides Workplace, Leadership and Group reporting options that allow the assessment to be applied to different professional and organizational contexts.
The five areas
Self-Perception
How individuals understand themselves, their emotions, capabilities and sense of purpose.
Measures:
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Self-Regard
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Self-Actualization
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Emotional Self-Awareness
Self-Expression
How individuals express themselves, communicate emotions, demonstrate independence and communicate their needs or views.
Measures:
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Emotional Expression
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Assertiveness
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Independence
Interpersonal
How individuals develop relationships, understand others and contribute to the wider team or organization.
Measures:
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Interpersonal Relationships
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Empathy
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Social Responsibility
Decision-Making
How individuals use emotional information, remain objective, control impulses and solve problems.
Measures:
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Problem Solving
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Reality Testing
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Impulse Control
Stress Management
How individuals respond to uncertainty, pressure, setbacks and changing circumstances.
Measures:
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Flexibility
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Stress Tolerance
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Optimism
The results should not be viewed as labels or fixed personality characteristics.
They provide a structured starting point for understanding current emotional capabilities, identifying patterns and selecting development priorities. MHS describes these capabilities as skills that can develop through experience and deliberate practice.
What Is the EQ 360®?
Understanding the Difference Between Intention and Impact
Leadership effectiveness is not shaped only by how leaders see themselves.
It is also shaped by how consistently other people experience their behaviour.
The EQ 360® combines the participant’s self-assessment with observations from people who interact with them.
Depending on the purpose of the assessment, feedback may be gathered from managers, peers, direct reports and other relevant stakeholders.
The resulting report helps the participant explore:
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Areas where self-perception and observer feedback are aligned
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Strengths that are recognized by others
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Capabilities the participant may underestimate
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Potential leadership blind spots
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Differences between intention and experienced impact
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Priority behaviours requiring development
The EQ 360® is particularly valuable for leadership development, executive coaching, succession development and senior leadership transitions.
Sometimes a leader’s intention is positive, but the impact of their behaviour is different.
The 360 process helps make that gap visible and actionable.
Creation EQ Development Journey™
1. Discover
Every engagement begins by understanding your objectives, business challenges, and desired outcomes. We identify the right assessment approach and design a development journey aligned with your role, team, or organizational goals.
2. Assess
Participants complete the appropriate EQ-i 2.0® or EQ 360® assessment to gain evidence-based insights into the emotional and social capabilities that influence leadership, communication, decision-making, resilience, and workplace performance.
3. Interpret
A certified practitioner conducts a confidential debrief to help participants understand their results, recognize strengths, identify development priorities, and connect assessment insights to real workplace situations.
4. Develop
Assessment insights are translated into a personalized development plan. Through coaching, practical strategies, and targeted actions, participants build the emotional intelligence capabilities that will create the greatest impact.
5. Apply
Learning is reinforced through real workplace application. Participants practise new behaviours, reflect on their experiences, and receive ongoing guidance to embed meaningful and lasting change.
6. Sustain
Progress is reviewed, successes are reinforced, and future development priorities are identified to support continuous growth and long-term leadership effectiveness.
Who the Journey Is For
Designed for Different Levels of the Organization
Individual Contributors
For professionals who want to better understand their behaviour, communication, relationships, decisions and responses to pressure.
Possible outcomes
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Greater self-awareness
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More effective workplace communication
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Improved confidence and assertiveness
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Stronger professional relationships
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Better emotional regulation
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Increased adaptability
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Improved ownership and decision-making
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Greater readiness for future responsibilities
Emerging and First-Time Leaders
For employees preparing to lead others or recently appointed to a management role.
Possible outcomes
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Stronger leadership identity
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More balanced communication
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Increased confidence in difficult conversations
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Greater empathy without avoiding accountability
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Better delegation
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Improved emotional regulation
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Reduced dependence on technical expertise alone
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More effective transition from individual contributor to leader
Managers and Department Heads
For managers responsible for team performance, relationships, decisions and execution.
Possible outcomes
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Better people-management capability
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Stronger feedback and coaching conversations
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Improved decision-making under pressure
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More effective conflict management
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Greater leadership presence
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Stronger stakeholder relationships
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Improved team trust
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More consistent accountability
Senior Leaders and Executives
For leaders whose behaviour influences culture, strategic execution and organizational confidence.
Possible outcomes
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Greater awareness of leadership impact
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Identification of blind spots
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Stronger executive presence
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Improved enterprise relationships
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More balanced leadership behaviour
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Greater effectiveness during uncertainty
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More constructive challenge and decision-making
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Stronger alignment between intention and impact
Teams
For teams seeking to improve collaboration, trust, communication, decision-making and resilience.
Possible outcomes
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Better understanding of collective patterns
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Improved team communication
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More constructive disagreement
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Stronger cross-functional relationships
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Greater adaptability
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Better emotional awareness under pressure
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Increased empathy and accountability
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Clearer team commitments
Why Work With Creation International?
Assessment With Purpose
We begin with the organizational objective, not the tool.
Every assessment is selected and interpreted according to the participant’s role, development needs and workplace context.
Individualized Development
Participants receive more than a score or report.
They leave with clear priorities, behavioural objectives and practical actions.
Connection to Real Work
Coaching and development activities are linked to current workplace challenges, relationships, decisions and responsibilities.
Human-Centered and Business-Focused
We address the person while remaining focused on performance, leadership effectiveness and organizational outcomes.
GCC-Relevant Application
Our approach considers the organizational, cultural and stakeholder context in which leaders and teams operate across the GCC without relying on generalized assumptions.
Confidential and Ethical Practice
Clear boundaries are established regarding participant confidentiality, organizational reporting, access to results and the intended use of assessment information.
Integrated Capability
Assessment results can be connected to Creation International’s broader services, including:
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Leadership development
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Management capability
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Executive coaching
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Team effectiveness
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Communication
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Accountability
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Performance conversations
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Stakeholder management
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Workplace wellbeing
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Organizational development
Meet Your Leadership Advisor
Dr. Dalia Elatrash
Leadership development is not about delivering inspiring presentations, it is about creating lasting behavioural change that strengthens people, teams, and organizations.
That philosophy is at the heart of Dr. Dalia Elatrash's work.
With more than 11 years of experience in leadership development, executive coaching, business development, and organizational consulting, Dr. Dalia has partnered with organizations across the UAE, Saudi Arabia, Qatar, Bahrain, Kuwait, Jordan, and Africa, helping leaders navigate complex workplace challenges, build emotionally intelligent teams, and improve organizational performance.
With an academic background in pharmacy, combines analytical thinking with a deep understanding of human behaviour, leadership psychology, and organizational dynamics. This unique perspective allows her to bridge strategy with people, helping leaders make better decisions, communicate more effectively, and create cultures where people perform at their best.
Her professional qualifications include:
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MHS EQ-i 2.0® and EQ 360® Certified Practitioner
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Mini MBA
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Certified CPD Train-the-Trainer
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Certified NLP Practitioner & Coach
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Certified Hypnotherapist
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Certified Strategic Leadership Excellence
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Certificate in Essential Management Skills
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Certificate in Human Resources Management
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Certificate in Strategy & Operations
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Certificate in Marketing & Communication
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Advanced Customer Relationship Management
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Strategic Selling Skills
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Bachelor's Degree in Pharmacy
What distinguishes Dr. Dalia's approach is her belief that meaningful development begins with understanding people, not just delivering content.
Before every engagement, she works closely with leaders and organizations to understand their business objectives, team dynamics, leadership challenges, and organizational culture.
During every workshop and coaching session, she creates an environment built on trust, psychological safety, and open dialogue, allowing participants to reflect honestly, challenge existing habits, and develop practical leadership behaviours that can be applied immediately.
Her programs go beyond knowledge transfer. They are designed to create measurable improvements in leadership effectiveness, emotional intelligence, communication, collaboration, accountability, and execution, ensuring that learning translates into real workplace impact.
Organizations choose Dr. Dalia not simply because she delivers training, but because she partners with them to build stronger leaders, more resilient teams, and healthier organizational cultures that sustain performance long after the learning experience has ended.
Confidentiality and Organizational Reporting
Clear and Responsible Use of Assessment Results
Trust is essential to any assessment and coaching process.
Before the journey begins, Creation International clarifies:
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Who will receive the assessment report
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What information will remain confidential
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What information may be shared with the organizational sponsor
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How aggregated group findings will be presented
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How results will and will not be used
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How observer feedback will be managed
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What progress information may be reported
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How assessment information will be protected
Individual development programs
The individual report and coaching discussion remain confidential unless the participant explicitly agrees otherwise.
The organization may receive agreed development objectives, participation updates or broad progress themes without receiving the participant’s confidential coaching discussions.
Team and organizational programs
Group-level findings are presented in aggregated form. Individual scores should not be displayed publicly, used to compare participants or disclosed to colleagues without informed agreement.
Selection-related services
The purpose, reporting structure and decision-making process are agreed before the assessment is administered.
Assessment results are considered alongside other job-relevant evidence and should not be used as the sole basis for a hiring or promotion decision.
Frequently Asked Questions
What is the EQ-i 2.0®?
The EQ-i 2.0® is an emotional intelligence assessment that examines 15 emotional and social capabilities across five composite areas: Self-Perception, Self-Expression, Interpersonal, Decision-Making and Stress Management.
What is the difference between the EQ-i 2.0® and EQ 360®?
The EQ-i 2.0® is completed by the participant and reflects their own responses.
The EQ 360® adds feedback from people who know or work with the participant, such as managers, peers and direct reports. This allows comparison between self-perception and how the participant’s behaviour is experienced by others.
Is emotional intelligence the same as personality?
No.
Personality assessments generally examine relatively stable preferences and tendencies.
The EQ-i 2.0® focuses on emotional and social capabilities that can be strengthened through awareness, practice, feedback and development.
Is the assessment only for leaders?
No.
The assessment can be used with individual contributors, emerging leaders, managers, executives and teams.
The report and development approach are selected according to the participant’s role and purpose.
How long does the assessment take?
Completion time may vary according to the assessment and participant. Full timing and administration instructions will be provided before the assessment begins.
This wording is safer than stating one fixed number on the website because different assessment versions and processes may vary.
Will participants receive their results?
Participants receive a structured debrief explaining their report, strengths, patterns and development priorities.
The exact report-sharing process will depend on the purpose of the engagement and the agreed confidentiality structure.
Can the assessment be used for recruitment?
It can contribute information to an appropriately designed selection process when the emotional capabilities being assessed are relevant to the role.
It should not be used as a stand-alone hiring decision or universal pass-or-fail measure.
Can the assessment be used for succession planning?
Yes, it can provide useful development insight for individuals being considered for future leadership roles.
It should be combined with other information such as experience, performance, strategic capability, values, aspiration and readiness.
Can a team complete the assessment?
Yes.
Team members can complete individual assessments, receive confidential debriefs and participate in a facilitated team-development process using aggregated group insights.
The MHS Group Report is designed to identify collective strengths and areas where a group may improve its effectiveness.
Is this a mental-health assessment?
No.
The EQ-i 2.0® is an emotional intelligence development assessment. It does not diagnose mental-health conditions and does not replace clinical assessment, counselling, therapy or medical care.
Can coaching be added after the assessment?
Yes.
Creation International strongly recommends development support after the assessment so the participant can translate insight into workplace behaviour.
Coaching options can range from a short development journey to a longer executive-coaching engagement.
Can the program be customized for our organization?
Yes.
The assessment option, coaching duration, workshops, target population, organizational reporting and measures of progress can be tailored according to the organization’s objectives.
Can the assessment be delivered in Arabic?
Language availability depends on the selected assessment, report type and current MHS product options. Creation International will confirm the appropriate version before the engagement begins.
This is the most accurate wording because MHS product updates currently vary across reports, translations and updated-norm versions.