STAGES OF INTERACTION WITH THE COMPANY:
1. Personal Interview with the owner and investors to understand the reasons for turning to ERA Revisor and to set and select the appropriate tools.
Typically, the goals are:
a. An audit to ensure the system is well-established, working flawlessly, and free of weak spots
b. Business development across global dimensions - becoming number one in the niche, capturing a major market share, gaining power, and recognition
c. Influencing the country’s economy, working closely with the government, and shaping new trends/niches both on a national and global level
Depending on the chosen scenario, coupled with the company’s ideology, a specific goal is set, and tools are selected to achieve it.
2. Employee Questionnaire for middle and senior management to determine their level of awareness and personal scale.
3. Master’s and Psychologist’s Diagnosis of the questionnaires to identify each individual’s strengths and weaknesses, fears, and alignment with their current position, their real potential, position within the 13 dimensions, sincerity of intentions, and true desires.
4. Audit of Significance and Role of each team member. Ranking individuals into “creators” (people with a creative approach, idea generators, strategists, geniuses) and “consumers” (destructors with their negative programs). Identifying close connections between team members that could potentially hinder company growth.
5. Personal Interview with each audit participant, conducted by a polygraphologist, psychologist, and the Master, to assess their mental resilience, ability to handle pressure, collective judgment, emotional responses to uncomfortable questions, and hidden agendas.
6. Identifying Weak Team Members among those interviewed, deciding whether they should remain in their position after completing a course aimed at increasing awareness or be reassigned to a role with less responsibility.
7. Working with “Consumers” using the polygraph to uncover their true motivations and determining whether their presence on the team is necessary.
8. Formation of an Oath of honor, cooperation, and partnership aimed at achieving the company’s goals.
9. Formation of a Charter, Traditions, and Values based on the company’s mission.
10. Analysis of the Company's Connections with national authorities, evaluating their position within the executive and legislative power structures.
11. Competitive Analysis of the main players in the niche, both nationally and globally, identifying their strengths.
12. Formation of an Energy Shield for the company’s egregor—freeing it from the influence of religious egregors that hinder its growth.
13. Development of a 30-Year Implementation Scenario for the company’s mission, with personal and collective emotional involvement, maintaining focus without losing concentration.
14. COMPANY TRAINING:
- A personal, then collective, "tiger hunt" scenario.
- If necessary, all practices will be conducted systematically.
- For overall focus on the goal, collective practices are recommended 1-2 times per month, avoiding personal interests.
- The team is freed from stereotypes and dogmas.
- Training the team in interacting with the financial egregor.
15. Oath Signing by all team members.
16. Achieving the Result.
If you declare a position, you should match it
Diagnostics of the egregor for the presence of negative programs
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Detecting destructive people with their programs within the egregor
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Forming a channel inside the egregor
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Pumping and filling the egregor
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Installing protection inside and outside the egregor
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Formation of the vow for the members of the egregor
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Accompanying the egregor through the planes of the material and energetic world
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Paving the way in the coordinate system through the planes of the material and energetic world
