Develop One-on-One Engagement Skills
with the Four Lenses 2.0 Leadership Engagement® learning intervention process
Leaders must engage soldiers.
The military has always needed leaders that are SMART – leaders that are intelligent, decisive, and know the company’s goals and objectives. However, today’s military also needs leaders that are HUMAN – that understand people, are caring and compassionate, and take the time to really slow down and engage with those they lead. Unfortunately, given the Ops tempo over the last two decades, organizations have allowed leaders to focus on being SMART while outsourcing the HUMAN responsibility to others.
Today soldiers need 3 things from their leaders:
If leaders don’t know how to do these 3 things they are failing. It will be all but impossible to achieve the results their organization requires. – David Graff
Create inspiring engagement sessions with
Four Lenses 2.0 Leadership Engagement®
Develop one-on-one engagement skills in a 2-Day workshop, and master the foundational principles of motivation outlined in the Leadership Engagement Model™ (LEM).
- Discover the Four Lenses® to improve communication with others.
- Understand the 4 LEM quadrants of motivation.
- Learn how to intentionally use engaging language.
- Develop effective methods of empathic listening and asking questions.
- Participate in a 90-day learning intervention process.
Before you are a leader, success is all about growing yourself. When you become a leader, success is about growing others. – Jack Welch
Leadership Engagement is built using the Shipley FLPR model:
Learn the power of the 4 quadrants in the LEM model and how to use this framework to motivate others.
Explore how language can powerfully influence the flow and effectiveness of an engaging growth session.
Execute the LEM model steps, facilitate whole-system thinking, and implement a conversational approach.
Set goals and outline a plan to deliver engaging one-on-one engagement sessions using the framework, language, and process of the Leadership Engagement® workshop.
3 Critical Models in the Leadership Engagement Process
Four Lenses Maturity
- You are moving toward whichever wall you are facing (energy and time).
- The default wall is the low-maturity wall.
- Moving toward higher maturity will take deliberate work, effort, and high self-awareness. It does not simply happen as you age.
- Understanding Intent is key. “No More guessing”
Leadership Engagement Model
The 4W’s Model
Leadership Engagement® 2-Day Workshop Agenda
|180 min.||Four Lenses® and Maturity|
|30 min.||Cost of Disengagement|
|45 min.||Breakout: Personal Values Violation|
|60 min.||Leadership Engagement® Model|
|40 min.||Breakout: Language of Leadership Engagement|
|60 min.||The 4W Questions|
|60 min.||Breakout: 4W Context Specifics|
|90 min.||Engagement Demo and Practice|
|60 min||Picture-in-Picture Demo and Practice|
|60 min.||Powerful Questions|
|30 min.||Intro to 90-day Coaching|
|30 min.||Wrap Up|
Take training to another level with
The Learning Intervention Process
The process combines a 2-day workshop with 90-days of coaching to help participants identify and focus on achieving personal goals.
Training is a great experience. But, its not enough to create a true learning intervention that inspires behavior change that drives results. Training increases knowledge mastery, but fails to develop skill acquisition, as well as individual application. By combining coaching with any training workshop, organizations will see transformational results in the three critical areas of personal improvement outlined below.
Increase results with
90-days of coaching.
Workshop participants are more likely to reach their goals with the help of a certified Fourlenses Coach. Each week individuals will meet virtually for 30 minutes with their coach to integrate the knowledge gained and goals set during training into the behavior of the attendees. Utilizing proven coaching tools, our professional and credentialed coaching cadre work one-on-one with attendees to:
• Facilitate measurable behavior change.
• Focus on improving performance. .
• Align newly learned skills to organizational and personal goals.