When a global leader speaks, he is not just manipulating resources to get a job done efficiently and effectively, as is a manager’s role. The final critical piece of good global business leadership happens only when what is heard and said can be translated into action. Effective communicators who are able to listen to their customers and employees, who are able to translate their simple, powerful inspiration across cultural boundaries, and who are willing to think about how their global ambitions play out locally – these are the real leaders today’s global business environment.
We help women take ownership of their careers by teaching them the tangible skills to be more confident, engaged and equipped. Through extensive research with Fortune 1000 executive women, we have discovered there are6 distinct critical skills that successful female leaders have in common.
In order to prime the women who could be the future of your organization, it is imperative that these skills are taught from women who have been there before. These programs Designed for the women who are primed to be the future of your brand, but are falling right under the radar.
Shavon is a nationally recognized career development and mentorship expert specializing in the advancement of women in typically male dominated fields.
About Us World Business Fitness is a leading business-to-business company with an extensive years of experience in helping our clients develop their human capital in management, by providing world-class corporate coaching services and solutions.
Your 4MAT learning style preference refers to your preference for how you like to take in and make meaning of new information.
Prefer to take in information from a “feeling” perspective and make sense of it by “watching.” In a new learning situation, Type One learners will rely on their intuition and gut when deciding on the relevance of new information.
Prefer to take in information from a “thinking” perspective and make sense of it by “watching.” In a new learning situation, Type Two learners will rely on external data and knowledge when deciding on the relevance of information.
Prefer to take in information from a “thinking” perspective and make sense of it by “doing.” In a new learning situation, Type Three learners will rely on practicality as a guide to determining relevance. Prefer to take in information from a “feeling” perspective and make sense of it by “doing.” In a new learning situation, Type Four learners will rely on intuition and own sense of what will work. This entry was posted in learning, learning styles, training design and tagged learning style preference, learning styles, Learning Type Measure on October 12, 2012 by 4MAT 4Business. As a result of some interesting dialogue in one of our 4MAT train the trainer courses, Karen Hann, Senior Education Manager, and Denise Johnson, Performance Improvement Consultant, of Tupperware came up with a visual concept of how the 4MAT model improves performance internally and externally in an organization. 4MAT creates a foundation for leadership and coaching skill development—4MAT is a simple framework for leading, managing, coaching and performance improvement. 4MAT provides a model for execution—The 4MAT four-step model is a framework for getting things done. 4MAT dramatically improves the impact of training—4MAT dramatically increases the measurable impact of instructional design and delivery by organizing the essential content around four critical learning outcomes that deliver on expected training ROI. 4MAT provides a framework for engaging others—The 4-step model directly applies to planning meetings, sales presentations, coaching and marketing.
4MAT builds complementary teams—Team members and leaders can use the awareness of individual strengths to assemble teams with complementary skill sets.


The 4MAT model is a framework for understanding how people take in and make meaning of new information. Each 4MAT assessment tool delivers a top-line, easy-to-digest description of the user’s style strengths.
The primary and secondary approach descriptions combine to give a clearer picture of the individual’s approach.
To gain the most benefit from the assessment of style strengths, you should pay attention to the degree of focus on all four approaches. Learning Type Measure or LTM assesses preferences in taking in and making meaning of new information. Hemispheric Mode Indicator or HMI assesses preferences for right-brain or left-brain processing. Leadership Behavior Inventory or LBI assesses preferences in four critical leadership approaches. Training Style Inventory or TRSI  assesses preferences in four critical training roles: facilitator, presenter, coach and evaluator.
The 4MAT Learning Type Measure® assesses many dimensions of learning including our preference for divergent versus convergent thinking.
Three physiological processes involved in human communication are listening, speaking, and thinking. They are emerging leaders or in early levels of management and they also tend to be making a lot of critical family and career decisions at this time. Shavon co-founded Women Evolution in 2012 after a difficult and unsuccessful attempt to find a female mentor that could help show her how to maintain her career and have a family while maintaining any sort of balance.
They will make sense of new information by reflecting and thinking things through before trying out new approaches. They will try different approaches to determine the usefulness of the information being learned. Bernice McCarthy, over 1 million people have discovered their learning style strengths using the 4MAT® Learning Type Measure.
Project teams can utilize this framework to build a plan and identify potential barriers for successful execution. The model can be applied to learning, training design, training delivery, coaching and leading. When you look deeper at the assessment profile, you will find that most users have a primary preference for one approach and a secondary preference in another. The illustration above shows how the combination of preferences described by the 4MAT Leadership Behavior Inventory illustrates leadership approach. The 4MAT assessment tools are designed to foster understanding of personal strengths and deliver strategies for maximizing those strengths. At an individual level, this tool is helpful for understanding how you process information and how to identify your natural thinking strengths.


On an individual level, this is an excellent tool for understanding your preference for the two dimensions of creativity: abstract and concrete.
At an individual level, this tool will help you understand your natural strengths when training others. A too-early switch to convergent thinking could have you miss the big idea that might create a monumental versus incremental learning leap.
These essential functions allow us to receive, share, and process information, but – when developed to their greatest potential – they become the defining characteristics of today’s global leaders. Jim Collins describes this quality in his book, From Good to Great, as it occurs with the mirror and the window: When good things happen in the company, a leader should look out the window and pass the credit along, but when things go awry, a leader must look into the mirror and take the blame individually.
My career path as been a journey to fuse my creative muse with business through Social Media.
Instead, she interviewed 100’s of executive women, dozens being Fortune 1000 executives, to find out their secrets to success.
This is one of the most common ways that individuals are introduced to the 4MAT model-by identifying their individual learning style strengths. For example, a leader may have a strong preference for the 4MAT Type Four leadership approach with a secondary preference for the 4MAT Type Three leadership approach.
A significant part of the process of maximizing strengths involves addressing potential weak areas to the extent that they may diminish the potential impact and contribution of the individual’s strengths.
We rarely talk about leadership in these terms, but when we do we find that these are the basic elements of global leaders’ success – as humility, as vision, and as piecemeal action. Global leaders must not get swept up with prior successes, but instead stay tuned to the current environment and be willing to learn and adapt.
In the illustration below, you will see that this increased self-awareness is the launch pad for a common language that can be used  to improve teaming, communication, engagement, training, execution, leadership and coaching.
On a team level, this tool helps identify the composite training strengths of a team offering new possibilities for team teaching and colleague coaching. This difference in thinking style becomes readily observed in meeting spaces in Any Business.
The divergent thinkers want to brainstorm, explore new ground and play “What if?” The convergent thinkers want to analyze the existing options, think through what will work in our current model and choose the viable option.
Jobs’s slogan of “1,000 songs in your pocket” was something the entire world could appreciate as music moved to toward the digital present.



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