Leadership Assessment

What's the difference between a leader and a manager?

To answer this question, read this interesting article by Welcome to the Jungle.

At NAOS International, we work with “Assessfirst” to assess the managerial profile of your rare pearls, and identify the most suitable manager/leader for them to work with. This enables our customers to anticipate any risks with an existing team or with the profile of the future recruiting manager.

The different modes of collaboration (management styles from Assessfirst):

  • Direct: knows where he’s going, sometimes takes decisions unilaterally, trusts himself above all!
  • Participative: likes to involve others, soliciting their input before deliberating…without losing sight of setting the course.
  • Independent: looks after himself first and foremost…conducts his business as he sees fit!
  • Supporter: enjoys taking part in team life, sharing and building with others. Makes few decisions “for the group”

6 major management styles (from Assessfirst)

People compatible with a winning leader like to be challenged with ambitious goals. They look for a demanding role model. Their manager must be exemplary, and embody success in his or her field to be credible.
The leader-coach takes an individual approach to management. People who seek this style need to make personal progress at work, and to be encouraged by their manager. He or she must be there to support them, not push them.
The directive leader strives to provide a structured, effective framework. People looking for this style need a manager who gives them a clear direction and follows them closely. They need a strong hierarchy and top-down authority.
People looking for a visionary leader need a manager who gives them a sense of direction. They need their work to be given meaning, and to feel that everyone is driven by the same objective. They also need to be empowered.
The participative leader values the group and ensures that everyone finds their place in the team. People compatible with this style need a manager who stimulates participation and collective intelligence. He or she must also be interested in people before results.
The empathetic leader is one who puts people before results. People compatible with this style need a benevolent manager who takes the time to listen to them and who puts them at ease. They have difficulty with pressure.
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Tailored Approach

At NAOS International, each client benefits from a customized assessment of their key employees through a methodology we have developed over numerous diverse case studies.

We understand that the concept of “talent” varies from one organization to another. Therefore, we adapt our approach to your specific environment by designing tailored and relevant assessments.

Diversity of profiles

Our assessments offer a variety of measures to understand the skills and strengths of your employees, identify areas for potential improvement, while exploring their values and motivation. These analyses prove particularly valuable in supporting your HR strategy, whether it be in the context of internal reorganizations, succession plans, or during merger and acquisition processes.