It usually starts with a sentence like this
“She is technically brilliant, but her people skills let her down.”
“He is temperamental. People walk on eggshells.”
“There is tension between the teams and I cannot put my finger on why.”
Those are often signs that the way people are experiencing a leader or team needs a closer look. Emotional intelligence gives a practical language for that conversation — and Genos provides data about observable workplace behaviour, not just a personality label.
Telling a team to “communicate better” rarely gives them enough to act on. Genos helps make the conversation more specific: how people demonstrate self-awareness, awareness of others, authenticity, emotional reasoning, self-management and positive influence at work.
The value comes from making sense of the data together, connecting it to real interactions, and choosing a small number of behaviours to practise.
FOUNDATION WORKSHOP
A half-day introduction to emotional intelligence and the Genos model. Useful as part of a broader leadership programme or offsite where the goal is to build shared language and practical awareness.
FULL-DAY TEAM DEVELOPMENT WITH GENOS ASSESSMENTS
A facilitated day combining the model, team-level themes, individual results and practical development planning. The focus is on understanding impact and identifying specific behaviours each person can work on.
LEADERSHIP DEVELOPMENT SERIES
A deeper multi-week option for leaders or high-potential groups, combining facilitated learning, individual Genos 360 debriefs and a reconvene to turn insight into sustained development.
INDIVIDUAL ASSESSMENT AND DEBRIEF
Genos is also available for a single leader where the question is primarily about their impact on others, and can be used as a standalone development experience or alongside coaching.
Because Genos focuses on observable emotionally intelligent workplace behaviours, it can support a before-and-after view where that is useful. A later re-assessment can be used to explore whether colleagues are experiencing a meaningful shift in the behaviours the leader or team chose to work on.
Investment depends on group size, assessment type and depth. After a short scoping conversation, I will recommend the simplest useful format and provide indicative pricing in writing.
Tell me what you have been noticing
The useful first question is whether the issue sits with one leader, an intact team or a broader leadership group. From there we can work out whether emotional intelligence development is the right fit.