Investors and business leaders should assess the emotional intelligence of an employee, or group of employees, to better understand their strengths and weaknesses, and how to improve the work they do, according to an advisory from the Association of Individual Investors.

The report, titled “How to Assess the Emotional Intelligence of Employees,” also says the best way to improve employees’ abilities is to build a network of associates, employees, customers and other collaborators who have similar skills and experience.

The group includes people who have worked in sales, marketing, finance, marketing and business administration, among others.

The authors of the report say they believe there is “an opportunity to identify key employees that have an emotional intelligence that can help identify potential new employees or to strengthen existing relationships, particularly if those relationships are with employees who have the emotional expertise needed to manage complex problems.”

The report says the “best predictor of a person’s emotional intelligence is the degree of interaction with their employer.”

A typical employee, who is part of the group, would have a median of six years of experience, according the report.

The people in the study who were the most emotional were more likely to be the managers, salespeople and people who had a lot of time with customers and associates.

“We know that a lot about our customers is based on their interactions with others,” says the report, written by David H. Krawczyk, an associate professor at the University of Illinois and the University’s College of Business.

“That doesn’t mean the person has a great emotional intelligence, but they are an important part of their business,” he says.

The findings come from a study Krawcyz conducted with Mark P. Gelles, a professor of business management at the Boston University School of Management.

The two have studied the emotional needs of nearly 50,000 managers and salespeople in the U.S. and have found that managers with high emotional intelligence scores are more likely than those with low emotional intelligence to be highly satisfied and to prioritize work, Krawczas group said.

“The key is to develop a relationship with people who are able to work on your problems and understand what you are trying to do,” he said.

Employees who score high on the Emotion IQ scale have higher self-confidence and are more motivated to accomplish tasks, the report said.

The study is the latest in a series of studies that show how to identify employees with high levels of emotional intelligence and how that can benefit an organization, according.

KRAWCZAS SAYS: There are a number of ways to assess an employee’s emotional health.

The best way is to have someone you trust as your emotional intelligence assessor.

You might get a questionnaire.

You can ask someone to take a test and it’s not always clear what the test will measure.

You could get a paper survey, which is very similar to a questionnaire, but the questionnaire is very different.

You should look at how the people respond to the questionnaire and compare them to the scores you would get from the questionnaire.

And then if you find a person with low levels of emotion, you should be able to develop relationships with them.

And this is a good way to develop new employees, and this is why I think this is so important.

But the biggest thing is to get to know these people.

And that is a lot easier if you have a network.

“The Emotion Intelligence Scale has been in use for more than a decade and has been found to be accurate in assessing the emotional capacities of nearly 100 million people.

The survey is available online.

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The Associated Press contributed to this report.