Erin Hayes

Case Study Casey Daviss experience developing a

Rehabilitation Department Questions
Discuss Caseys level of emotional intelligence. What actions/behaviors
contribute to this decision?

Self-motivated: Casey is self-motivated in his work through his many

promotions and his drive to better organizations.
Not socially aware: Casey is not socially aware due to him not
defending why they should hire Gary. Casey should have explained
his reasoning as to why he thought Gary was a good hire and should
have gotten Max to elaborate on why he did not believe Gary was a
good fit to the organization. He is also not socially aware because no
medical staff and no C-Suite leaders attended the dinner Casey had
set up. Casey also lacked social awareness because he could not
grasp why Dr. Person never returned his calls to follow up on his
interview.
Is/isnt self-regulated: Casey presents self-regulation through
adapting to change. Casey has had many new job positions that he
has had to adapt to but he has not recognized the new culture
around him yet.

Describe Caseys team building skills? What actions would have improved
teamwork and team contribution to the hiring processes?

Casey lacks some team building skills due to his failure to get the
medical staff and leaders to the dinner meeting. Casey could have
arranged a different meeting time that one set of staff members
heard differently than the interviewees unknowingly. It also seems
that Casey and Max do not have a very strong relationship to discuss
issues and opinions that could affect the organization. Casey needs
to focus on building stronger relationships with other staff/team
members so they can become open about their opinions on the new
hires and become a better organized team that can rely on each
other to meet at their set times. Caseys team needs to focus on
inclusion and disclosure. Inclusion would ensure that the team is
including everyone in meetings and opinions. Disclosure would allow
the team to build a better trust between one another, that way they
can comfortably share their opinions on different issues, such as the
new hires.

Describe Caseys behaviors and actions that could be considered

professional/unprofessional.

Unprofessional: Caseys communication skills towards other

employees and new hires were unprofessional. Casey also ignored
and failed to fix anger that is held by an employee who was turned
down from Caseys job. Casey met informally with department heads
when he should have met formally with people who are above his
position. Casey turned down Craigs request for Gary to meet with
Max that day, he should have arranged a time for Gary to meet Max

Erin Hayes
upon request. Casey needs to not just accommodate his schedule
but needs to learn to work with his other coworkers. Casey also did
not take Maxs opinion on Gary into consideration. Casey lacked
communication skill when no one from the medical staff came and
none of the other C-Suite leaders were in attendance at the informal
dinner meeting he had arranged to meet the new employees.

Professional: Casey obviously has some professional manners when

being promoted to new positions and through being hired to take on
important tasks such as helping redevelop programs. Casey met
with the COO once a month to discuss progress, which is key when
learning a new position. Casey went out of his way to find new hires
from out of state and made initiative to meet with them. He also
planned meetings and phone calls throughout the hiring process.

You are Craig Redd the COO, develop an action plan for Casey. Who will be
involved? What methods of leadership development will you use? What skills
and abilities does Caseys mentor and or coach need to possess? What is the
monitoring plan and timeframe?

People involved: Casey, an internal and external coach, his boss, and
his teammates will be involved.

Leadership development: Casey and his team will attend a team

retreat to start to get to know each other better in a personal and
professional level. Casey will also shadow the clinical employees to
get to know them and their work better. Casey will be involved in
another hiring process to see how the organization will overall want
their organization to be. Casey will build his emotional intelligence
through taking part in a talent inquiry. A family member of Caseys,
a friend, two coworkers, and a previous coworker will provide the
scan involved in the talent inquiry. This will help him identify his
strengths and weaknesses and what he should improve.

Professionalism: Casey didnt want to take advice from his other

coworkers, which was a critical part in Caseys lack of
professionalism, an action plan will be developed to help Casey with
professionalism. The internal coach will first sit down one on one
and bring his unprofessionalism to his attention. This will help Casey
understand the cultural norms within the organization and help
Casey learn other options of acting out. Casey will also attend a
seminar to help him understand the correct way to act professional
in the work place.
Coach: Caseys internal coach will be the COO and his external coach
will need a background in HR and has worked in physical therapy.
Casey will meet with both the internal and external coach at least
twice a week each.
Monitoring plan and timeframe: 2-month timeline

Erin Hayes

Meet internal coach

Coach meeting

Every 2 weeks

Talent inquiry

Coworkers, family, friends,

and previous coworkers

Within 2 weeks

Attend professional seminar

External coach support

Within 1 month

Team retreat

Team members and internal

coach

Within 1 month

Shadowing

Clinical employees

Within 2 months

Hiring process

Boss; sit in on hiring process

Within 2 months