Managers

Positions According to Wolves:

Managing by Efficiency and Gaining Influence by Merit

In the world of wolves, the individual who directs the pack is considered the most skilled. Furthermore, this leader or guide is not appointed on the basis of his seniority, experience, and previous occurrences, or because of some relationship with the wolf leader. Rather, they are well aware that the wolf leader must have clear and specific skills, and when those skills are available, he becomes ready to be the greatest leader of the wolves. This is an effective methodology for transforming managers into leaders, so the first mentor must have the qualities and skills that qualify him for the position with merit, as he is the one who draws plans, distributes roles perfectly, ignites the fuse of enthusiasm, employs energies, monitors progress, and maintains the unity of the herd as a whole.

Many of the world's managers are actually more skilled than leaders. The majority of managers gained their positions due to their seniority, previous experience, or because of their relationship with the decision-makers, and not because they possess the criteria required to be managers. Unfortunately, managers are not appointed for their unique skills, qualities, or outstanding sense of leadership emanating from their presence in the heart of events and their integration with individuals. Many managers today manage by giving orders and imposing authority through systems and procedures, so what are the solutions to make managers leaders?

We offer a range of unique integrated solutions, whether through accredited TA® assessments, training programs, coaching, consulting, or obtaining accreditation to provide support to others. All of which aim to create managers who are inspirational leaders, resilient managers who do not break in the face of challenges, are not confused by crises, and do not shatter expectations, and always work side by side with others. This, in turn, achieves a great return on investment, and this return is evident in the outputs of these solutions, the most prominent of which are:

Highly positive employees who are passionate about providing services.
A work environment full of happiness and well-being.
Quick response to change.
Talent retention and limited turnover.
Everyone works as one entity.
Efficient performance based on reducing costs and increasing profits.
High focus on goals and results that achieve the highest customer satisfaction rate.

TA® Assessments Put Things in Context

Where other assessments provide a diagnosis, TA® assessments offers a work frame. As they have a statistical accuracy that can be used in recruitment, hiring and talent retention, education and training, coaching and consulting, and in other more advanced uses when the right results are used correctly and are employed at the right time and place.

We propose to all managers to perform the Supreme Leader Codes Assessment (TSL).

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