Case Study
You are a manager at a software development company. Your friend Sarah, a project manager, has been
tasked with launching a new product line. She faces an issue with Steven, a middle-aged senior software
engineer who has been struggling with a personal issue that has been affecting his work. He has been
coming in late, missing deadlines, and seems generally disengaged. Sarah has tried to talk to him about it,
but he has been evasive and defensive.
Sarah is ambitious and has an enviable reputation for getting results. She’s never missed a deadline, and
while some find her ruthless, most admire her strength.
Steven has been with the company for a very long time. He was the second employee ever hired by the
company and has been through all the highs and lows that a successful start-up experiences. He has
foregone opportunities to work for other companies (for a much higher salary) because he really
appreciates the culture of the workplace that he has played a significant role in creating.
Sarah has turned to you for guidance and advice.
Specifically, you should:

1. Summarise the advice you would give to Sarah to enable her to engage with Steven in an emotionally
   intelligent style with direct alignment with, and reference to the Genos Emotional Intelligence Model,
   the appropriate Genos Competencies and specific behaviours identified within the Genos
   competency.
2. Provide an analysis of your own Genos results. Identify behaviours within Genos competencies that
   are strengths and weaknesses using the Genos ‘traffic light method’. Identify and discuss the
   specific behaviours within your own competencies that would support (strengths) or hinder
   (weaknesses) your approach if you were in Sarah’s situation.
3. Using the resources and readings provided in this subject, what do you most need to learn or develop
   to enhance your strengths and weaknesses identified in your Genos Emotional Intelligence Survey for
   effective leadership, and how you might go about developing these.

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