You are the manager of Robin. Robin has been your employee for the past three years. Robin is a Team Leader, but struggles with many of the people on her team. The team isn't an easy group to work with, but you also can see how some of the relationship issues are related to Robin. At times, Robin will become confrontational, frustrated, and short tempered, especially when the team isn't meeting the performance standards. At other times, Robin is easy-going and approachable. The work that the team has to complete is complex, and Robin is good at developing solutions or seeing where there is potential for innovation. Robin has always been able to think 'out of the box' and demands a high level of creativity from her team. When Robin's team is performing well, they have amazing outcomes, but when they are not, not only does the task suffer, but also the relationships. The work the team does is stressful, and at times everyone can become emotional. The team is known for being intense, and Robin seems to enjoy that type of work environment. The team is specialized, so it is important that everyone is able to work both independently and together.

Over the past three years, you have been providing Robin with different training opportunities to try to increase her leaderships skills, but you aren't sure it has been effective. Robin doesn't feel comfortable addressing the interpersonal issues on the team, and instead prefers to focus on the technical and task aspects of the job. You think that in order for the team to reach their full potential, that Robin will need to have stronger relationships with the team members.

1. Assess Robin's personality, using the traits of emotional stability, openness to experience, and agreeableness.

2. As Robin's manager, what is your next step with Robin? Describe only your next step, and why you selected this action. You must support your answer with a theory/model from emotional intelligence, emotional control, or the truth about behaviour change. Only use one theory/model.