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The Emotional Intelligence Series
The hardest workplace problems are the ones nobody has language for.
The Emotional Intelligence Series asks your team to examine their own assumptions, name specific situations they've been avoiding, and make commitments they will be held to by the course itself.
The result is a team with shared language, not just shared awareness. Language for what happens when bias enters a hiring decision. Language for why a conversation that seemed clear produced a response no one expected. Language for the gap between how we see ourselves and how we actually show up.
That shared language is what makes the course useful after it ends, in your 1:1s, your team meetings, and the moments that are hard to name without it.
For HR and Learning & Development Leaders
The Emotional Intelligence Series is aligned to the ATD Capability Model™ and built around a hybrid pre/post assessment architecture that produces measurable evidence of behavioral readiness growth. Every learner leaves with a tier placement, a self-efficacy score, and a 30-day action plan. You leave with dashboard data that tells you what moved and where your team is ready to go next.
Download: Course Outcomes and ATD Capability Model Alignment
Modules
Bias and empathy are not separate topics. Bias tells you where the blind spots are. Empathy gives you the tools to work with them. The course covers both in sequence, building a framework that connects how we see the world to how we show up in it.
Module 1 examines how bias operates at the individual, interpersonal, and systemic level. Not as something other people have, but as a feature of how all human minds work, including yours, and what to do about it once you see it clearly.
Module 2 examines how empathy operates as a communication skill, not a personality trait. Specifically how the gap between what you mean and what people actually understand is where most workplace friction lives, and how to close it.
Module 1: Unconscious Bias
- What is Bias
- The 3 Perspectives of Bias
- The Perpetrator's Perspective
- The Target's Perspective
- The Bystander's Perspective
- Institutional & Systemic Bias
Module 2: Empathy
- What is Empathy
- Perception vs Perspective
- The Anatomy of Communication
- Aligning the 4 Elements of Communication
The best way to evaluate this course is to experience it from the inside, as a learner and as the person responsible for rolling it out.
Build for Scale. Designed for Honesty
The Emotional Intelligence Series works without a facilitator in the room. Videos, knowledge checks, scenario-based decision trees, and private reflection prompts create a complete learning experience your team can move through independently, at their own pace, on their own schedule. The course doesn't ask people to perform growth. It creates the conditions for honest self-examination. And that distinction is what makes the data meaningful.
Features That Make Learning Stick
- Short, Specific Videos Each video is built around a named framework, a historical example, and a practical strategy. Not motivational content. Content designed to teach something specific and assessable.
- Knowledge Checks Four module quizzes with an 80% passing threshold placed at strategic points in the course. Learners who do not pass are redirected to the relevant content before advancing.
- Scenario-Based Decision Trees Three workplace scenarios that put learners in a specific moment and ask them to choose. Each answer routes to outcome copy that names the instinct behind the choice and redirects toward the course insight. No right answers hidden behind obvious distractors.
- Private Reflection Prompts Open-text responses visible only to the learner. Not scored. Not visible to managers or team leaders. Designed to produce honest self-examination rather than performed compliance. The more honestly your team engages with these, the more the course is worth.
- Pre/Post Assessment A 27-point scored instrument administered before and after the course. Measures knowledge, behavioral readiness, and self-efficacy across three clusters. Pre/post tier movement and the self-efficacy sub-score delta are your primary evidence of learning impact.
See how the course keeps learners engaged and how the assessment architecture captures what actually changed.
Resources for leaners. Resources for the people who lead them.
The Emotional Intelligence Series includes two distinct resource sets. One for the people taking the course. One for the team leaders responsible for making the learning stick.
For Learners
- 30-Day Action Plan A week-by-week practice guide for carrying course insights into daily work. One focused practice per day. Required download before the certificate unlocks.
- Guided Reading Guide Curated books on bias and systems, each with structured reflection questions. Goes deeper on the Institutional and Systemic Bias module for learners who want to keep going.
- Practitioner's Guide to Unconscious Bias A practical framework from The CLU Studio for recognizing and interrupting bias in daily professional life. Available for download after The Perpetrator's Perspective module.
- Certificate of Completion Unlocks at the Developing tier and above on the post-assessment. A credential your team members can keep and share.
For Team Leaders
- Kick-Off Guide How to introduce the course to your team in a way that sets the conditions for honest engagement. Covers what to say, what not to say, and how to sequence the announcement so it lands.
- Course Overview A plain-language summary of the course structure, assessment architecture, and learning outcomes. Written for stakeholders and budget conversations.
- ATD Framework Alignment Maps course learning outcomes to the ATD Capability Model. The document your L&D director hands to their CPO to justify the investment.
- Debrief Guide A facilitation plan for a 30-minute team conversation after course completion. Includes question sets, timing guidance, and notes on how to hold the room when the conversation goes somewhere real.
- Manager's 30-Day Guide A week-by-week leadership companion to the learner's action plan. Covers how to use the course vocabulary in your 1:1s, how to model what the course asks of your team, and how to notice what is changing before anyone names it.
- Live Experience Planning Guide How to read your dashboard data as a signal for the next step and how to initiate a conversation with The CLU Studio about a live engagement when your team is ready.
What gets measured. What it means. What you do with it.
Most e-learning produces a completion rate. The Emotional Intelligence Series produces a data picture.
- Pre/Post Assessment Every learner completes a 27-point assessment before the course begins and again after both modules are complete. The instrument measures knowledge, behavioral readiness, and self-efficacy across three clusters: bias awareness, empathy and communication, and confidence to apply. The movement between pre and post scores is your primary measure of what the course produced.
- Tier Placement Each learner is placed in one of three tiers based on their assessment score: Emerging (0 to 9), Developing (10 to 18), or Practicing (19 to 27). Tier movement tells you where growth happened. Where it did not happen, it tells you something worth a conversation.
- Self-Efficacy Sub-Score Three questions within both assessments measure learner confidence specifically: in recognizing bias in themselves, communicating empathetically under pressure, and navigating difficult conversations. The pre/post delta on this 9-point sub-score is your clearest individual-level impact signal.
- Team Leader Dashboard Completion progress, tier placements, self-efficacy movement, and a count of learners who expressed interest in a live CLU Studio experience. The data your organization needs to make the case for what comes next.
- Private Notes The open-text reflection prompts are not visible on the dashboard. Not to managers. Not to HR. Not to anyone. They are private by design. If your team members know their reflections are private, they write honestly. If they write honestly, the course works the way it was designed to.
Your team leaders and team members get everything they need from day one. See the full resource library during your test drive.
Flexible plans for teams of any size.
The Emotional Intelligence Series is available through four tiers designed around the level of support your organization needs, not just the number of seats you are filling. Each participant receives full course access for 90 days from the date of enrollment, enough time to complete the course, participate in a team debrief, and begin the 30-day action plan.
If you need to build a business case before presenting pricing internally, the ATD Capability Framework Alignment document maps the course outcomes to recognized competency standards.
Download: Course Outcomes and ATD Capability Framework Alignment
Tier structure:
Self-Guided Up to 25 participants $2,250 $90 per person
The right starting point for organizations that want to test the course with a team before committing to a broader rollout. Everything your team leaders need to launch, facilitate, and debrief is included in the resource library. Onboarding is handled through a structured email sequence that walks your team leader through the platform, the resources, and the launch checklist before their team starts.
Best for: pilot programs, leadership cohorts, teams evaluating the course before organizational adoption.
What is included:
- Full platform and course access for all participants
- Complete team leader resource library: Kick-Off Guide, Course Overview, ATD Framework Alignment, Debrief Guide, Manager's 30-Day Guide, and Live Experience Planning Guide
- Team Leader Dashboard with completion tracking, assessment data, and live experience interest counter
- Structured onboarding email sequence for team leaders
- Email support
Supported Up to 50 participants $4,000 $80 per person
For organizations ready to move beyond a pilot and build the course into how their team develops. A live onboarding call with your team leader ensures the course is launched with the right framing, the right context, and the right expectations before a single person logs in.
Best for: teams scaling from a pilot, organizations with multiple team leaders, HR and L&D leaders who want a human touchpoint before launch.
What is included:
- Everything in Self-Guided
- One live 30-minute team leader onboarding call with CLU before launch
- Guidance on reading and using your dashboard data after completion
Partnered Up to 100 participants $7,500 $75 per person
For organizations deploying across multiple teams or a full department. CLU leads a live orientation for all team leaders before the course launches, ensuring consistent framing, shared expectations, and a coordinated rollout across the cohort. Every team leader goes in prepared. Every learner gets the same starting conditions.
Best for: department-wide rollouts, organizations with three or more team leaders, HR and L&D leaders accountable for a consistent learner experience across a larger group.
What is included:
- Everything in Supported
- One live CLU-led team leader orientation for all team leaders before launch
- Post-completion data review: CLU walks your team leader through dashboard results and what they mean
- Priority email support
Strategic Up to 250 participants $15,000 $60 per person
For organizations making a serious investment in culture change. CLU is with you from launch through debrief, ensuring the rollout lands, the data is interpreted correctly, and the conversation after the course ends is as valuable as the course itself. The CLU-facilitated debrief turns completion data into organizational insight and creates a natural bridge to the next layer of The Seeing System™.
Best for: division-wide or cross-functional rollouts, organizations that have already piloted the course and are ready to scale, leadership teams preparing for a live CLU Studio engagement.
What is included:
- Everything in Partnered
- Live CLU-led orientation for all team leaders and a separate orientation session for participating team members
- CLU-facilitated team debrief after course completion
- Dashboard data readout with CLU's interpretation of results and recommended next steps
- Priority support throughout the engagement
Enterprise 251 and above Custom pricing
Full implementation support from launch through debrief, including a dashboard data readout and recommendations for what comes next across the organization. Every engagement at this level is scoped specifically to your organization's size, structure, and goals.
[Request a Custom Quote] — response within one business day.
Per Seat Expansion
Need to add participants after your initial enrollment: new hires, a new team, a new department.
- $120 per person for fewer than 10 additional seats
- $100 per person for 10 or more additional seats
- Or upgrade to the next tier at any time
A note on the Self-Guided tier:
The course, the assessment architecture, and the full team leader resource library are designed to be genuinely self-service. Your team leader does not need CLU in the room to run a successful pilot. Everything they need to launch, support, and debrief their team is built into the platform. The higher tiers do not add complexity. They add CLU's direct involvement at the moments where that involvement produces the most return.
At a Glance
Not sure which tier is right for your organization? Start with a test drive and we will help you figure it out.
