LEADERSHIP DEVELOPMENT

Emotional Intelligence Leadership Training

Emotions drive people. Leaders set the weather.
Measure the gap between how your leaders think they land and how their teams actually experience them. Build the specific skills that close it. Re-measure at 90 days, so the change is something you can show someone.
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What you'll find on this page

Who this is forThe four leadership problems we are called about most. How it worksMeasure, debrief, build, re-measure. The program & pricingPublished scope, published cost, no RFP required. What we measureThe instruments behind a leadership program. Questions buyers askProcurement, timelines, budgets and scope.
30 YEARSresearch & practice
200+countries
1 MILLION+assessments delivered
PEER-REVIEWEDpublished research
Leaders developed at organizations worldwide
WHAT WE DO

Train the part of leadership nobody measures

Six Seconds puts numbers on the human side of leadership.

Most leadership training works on what a leader knows. The gap is almost never knowledge. Your leaders can describe the feedback model perfectly – and then, in the meeting that actually matters, under real pressure, they do something else. The team reads it instantly, and it shows up in your engagement scores a quarter later.

That gap is emotional intelligence, and it is measurable. We show a leader which specific skill produced the impression they are leaving, which one to work on first, and what moved 90 days later – benchmarked against more than a million assessments across 200+ countries.

This is what your engagement scores and your leaders' ability to deliver under pressure are actually made of. It's one of the strongest measurable predictors of leadership effectiveness we know of – and unlike most things that drive performance, it can be trained and re-measured on a quarterly cycle.

WHO THIS IS FOR

Solve your most pressing leadership problems

Nobody buys emotional intelligence in the abstract. Leaders are sent to us because something specific is not working – and these are the four we are called about most.

Newly Promoted Managers

Strong individual contributors who now have to get results through other people. Give them the self-awareness and the practical tools before the first hard conversation, not after it.

Services
Self AssessmentsManager TrainingGroup Coaching

Senior Leaders & Executives

The higher someone sits, the less honest feedback reaches them. A 360 closes the gap between how an executive believes they land and how the people around them actually experience it.

Services
360 AssessmentsExecutive CoachingPrivate Debriefs

Leaders Under Pressure

Reorganizations, growth, and sustained workload all test the same skills. Build the capacity to stay steady and keep making good calls while the pressure is still on.

Services
Self AssessmentsWorkshopsGroup Coaching

Leadership Bench & Succession

See where your leadership bench is strong and where it is thin, with data rather than impressions – before you need to make the next appointment.

Services
360 AssessmentsGroup ReportsPlanning Sessions

Start from the problem rather than the package. Most engagements begin with the program below exactly as it stands; when what you are accountable for needs a different shape, we scope it with you. Talk to us ›

+44%average EQ scores after the program
Genuinely, the best development course I had the privilege to be part of.
NHS · burnout resilience for clinical leaders
HOW IT WORKS

Measured, not assumed

Four stages, in order – and the fourth is the one most leadership programs skip.

01
Measure
A baseline for each leader, including how the people around them actually experience their leadership.
02
Debrief
Each leader sees their own data in a private guided conversation, so the feedback gets acted on instead of filed away.
03
Build
Targeted training and coaching on the specific skills that leader's results depend on – not a generic curriculum.
04
Re-measure
A follow-up pulse shows what moved – so the investment is something you can point to at review time.

Want a custom solution? Most engagements start from the published program below. When what you're accountable for needs a different shape, we scope it with you – the four stages stay the same. Talk to us ›

THE PROGRAM

Leadership Snapshot

Published scope, published price. It measures where your leaders are today, builds from it, and re-measures so the change is real.

Built on Leadership Vital Signs
Leadership Snapshot
For 4–7 leaders
  • A 360 for each leader, showing the gap between how they think they land and how their team actually experiences them
  • A private 1:1 debrief, so the feedback gets acted on instead of filed away
  • A group view of where your bench is strong and where it's thin
  • A facilitated readout that ends with who is doing what differently
$4,300–$7,200
Get started

Scaling beyond a first cohort

The Snapshot is built to be the first cohort, not the whole plan. Once leaders have a baseline, the same measurement extends in three directions – and each one keeps the four stages intact.

  • Deeper for individuals. Executive coaching against each leader's own data, run by a Six Seconds Certified Coach.
  • Wider across teams. Add Team Vital Signs so a leader and their intact team are working from the same picture.
  • Whole organization. An org-wide baseline segmented by unit, so leadership development is aimed where the friction actually is.

Every program can extend into coaching, training, or certification as you grow.

MEASUREMENT

It starts with data

Before we build anything, we measure. Which instrument depends on the question you are trying to answer about a leader – how they are experienced, what is driving it, or how wide the gap is. Most leadership engagements use more than one.

How they land

Leadership Vital Signs 360

360-degree feedback on how a leader's behavior actually lands with the people who work around them.

Used for
  • Manager and executive development
  • Closing the self-perception gap
  • Before-and-after measurement
The instrument behind Leadership Snapshot
What's driving it

SEI Leadership Report

The full picture of how a leader uses emotional intelligence, scored across eight learnable competencies – and which one to practice first.

Used for
  • Leadership development and succession
  • Executive and internal coaching
  • Building an individual development plan
The world's most used EQ assessment
How wide the gap is

SEI 360

Multi-rater feedback showing the distance between how a leader thinks they come across and how the people around them actually experience it.

Used for
  • Senior leaders and intact teams
  • Succession and readiness decisions
  • High-stakes coaching engagements
Multi-rater, benchmarked globally

Every result comes with a live debrief from a Six Seconds Certified Coach or Trainer who walks each leader through what the data means and what to build next – not a PDF in an inbox. And every program re-measures, so the change is something you can show someone.

84% more intentional decision-making under pressure
“We observed more cohesive teams, leaders more capable of reading the group's needs, and colleagues more attentive to one another's well-being.”
Doctors Without Borders
GOOD TO KNOW

Questions buyers actually ask

How is this different from the leadership training we already run?
Most programs teach leadership content and measure satisfaction at the end. This one measures each leader's actual behavior first, builds against what the data says that specific leader needs, and re-measures at 90 days. You get a before and an after, not a feedback form.
Can I purchase without an RFP?
Yes. Our published programs have fixed scope and pricing, so most buyers with department-level signing authority can start without a formal procurement process. If your organization needs documentation, we'll provide it.
How fast can we start?
Most programs begin within two to three weeks of go-ahead. The main variable is scheduling the 360s and debriefs around your leaders' calendars.
Can this run inside a department budget?
That's who it's designed for. The entry program is priced to fit a director or department-level budget – not an enterprise line item.
How much time does it take from each leader?
The assessment takes about 20 minutes. Each leader's raters spend roughly 10 minutes. Add a one-hour private debrief per leader and a half-day facilitated group readout, and that's the core commitment.
Is the assessment actually validated?
Yes. Our assessments are psychometrically validated, normed against a global dataset of more than a million assessments across 200+ countries, and the underlying research is published in peer-reviewed journals. The full technical manual is available on request.
Do you work with public sector and municipalities?
Yes. Municipal and public-sector teams are among our most common North American clients, and pricing is built to fit small-purchase thresholds.
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TALK IT THROUGH

Tell us about your leaders

Tell us what is happening with your leadership team and what you are accountable for. We will come back with the starting point that fits – or tell you honestly if we are not the right partner.

  • A recommendation, not a pitch deck
  • Pricing and scope for your size of group
  • Book a call right after, if you want one

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