Features:
The DISC Profile is a behavioural tool that measures four core tendencies: Dominance, Influence, Steadiness, and Compliance. This assessment provides middle managers with valuable insights into their own behavioural style, as well as the behavioural styles of their team members. With this knowledge, mid-level managers can enhance their ability to influence others and achieve objectives. They can also improve relationships, trust, and communication with their team, leading to increased collaboration and productivity.
The Driving Forces Profile is an assessment that measures 12 personal drivers or motivators. This assessment allows middle managers to gain a deeper understanding of what motivates their team members. With this knowledge, they can create a more tailored and engaging work environment that inspires greater commitment and loyalty. They can also develop management strategies that are more aligned with the personal drivers of their team members, leading to a more harmonious and productive work environment.
The TTI Emotional Quotient™ is an assessment that measures five key dimensions of emotional intelligence: Self-awareness, Self-regulation, Motivation, Social Awareness and Social Regulation. This assessment provides mid-level managers with insights into their own leadership style and how to improve it. By improving their emotional intelligence, middle managers can become more self-aware, develop a leadership style that fosters trust and positive relationships, and get the most out of their team. They can also recognise potential blind spots in their leadership style and learn how to manage their emotions more effectively.
Benefits:
By using the DISC Profile, middle managers can develop a better understanding of themselves and their team members. This understanding can lead to improved communication, collaboration, and productivity. Middle managers can also identify areas where they may need to adapt their management style to better suit the needs of their team members.
The Driving Forces Profile can help middle managers to create a more tailored and engaging work environment that inspires greater commitment and loyalty from their team members. By recognising what motivates their team members, mid-level managers can develop management strategies that are more effective and aligned with the personal drivers of their team members.
By improving their emotional intelligence with the TTI Emotional Quotient™, middle managers can become more self-aware and develop a leadership style that fosters trust, positive relationships, and high performance from their team. They can also recognise potential blind spots in their leadership style and learn how to manage their emotions more effectively, leading to better decision-making and a more productive work environment.
Features:
The DISC Profile is a behavioural tool that measures four core tendencies: Dominance, Influence, Steadiness, and Compliance. This assessment provides middle managers with valuable insights into their own behavioural style, as well as the behavioural styles of their team members. With this knowledge, mid-level managers can enhance their ability to influence others and achieve objectives. They can also improve relationships, trust, and communication with their team, leading to increased collaboration and productivity.
The Driving Forces Profile is an assessment that measures 12 personal drivers or motivators. This assessment allows middle managers to gain a deeper understanding of what motivates their team members. With this knowledge, they can create a more tailored and engaging work environment that inspires greater commitment and loyalty. They can also develop management strategies that are more aligned with the personal drivers of their team members, leading to a more harmonious and productive work environment.
The TTI Emotional Quotient™ is an assessment that measures five key dimensions of emotional intelligence: Self-awareness, Self-regulation, Motivation, Social Awareness and Social Regulation. This assessment provides mid-level managers with insights into their own leadership style and how to improve it. By improving their emotional intelligence, middle managers can become more self-aware, develop a leadership style that fosters trust and positive relationships, and get the most out of their team. They can also recognise potential blind spots in their leadership style and learn how to manage their emotions more effectively.
Benefits:
By using the DISC Profile, middle managers can develop a better understanding of themselves and their team members. This understanding can lead to improved communication, collaboration, and productivity. Middle managers can also identify areas where they may need to adapt their management style to better suit the needs of their team members.
The Driving Forces Profile can help middle managers to create a more tailored and engaging work environment that inspires greater commitment and loyalty from their team members. By recognising what motivates their team members, mid-level managers can develop management strategies that are more effective and aligned with the personal drivers of their team members.
By improving their emotional intelligence with the TTI Emotional Quotient™, middle managers can become more self-aware and develop a leadership style that fosters trust, positive relationships, and high performance from their team. They can also recognise potential blind spots in their leadership style and learn how to manage their emotions more effectively, leading to better decision-making and a more productive work environment.