Purpose-Driven Leadership Training

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17 Apr

Purpose-Driven Leadership Training

Purpose-Driven Leadership Training

Friday, April 17, 2026 (12:00 AM) to Friday, June 5, 2026 (11:59 PM)
28 PDCs
Provider: Express Employment Professionals (Michigan)
Course Name: Purpose-Driven Leadership Training

Speaker: Ryan Williams
Program Type: Seminar/Workshop
Registration URL: https://frontlineon.com/trainings/leadership-development/purpose-driven-leadership-training/
Purpose-Driven Leadership Training, Grand Rapids, Michigan
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Leadership Essentials & Trust Identify the behaviors and qualities that define effective leadership through analysis of best and worst boss experiences Recognize how everyday leadership actions build or erode trust within teams Assess personal leadership strengths and development areas and create an individualized action plan Management Style & DiSC® Understand the personal drivers and motivators behind their management approach Identify which aspects of management are energizing versus draining Apply DiSC® assessment results to examine how behavioral style influences directing, delegating, and interacting with others Emotional Intelligence Build competency across all four EQ pillars: self-awareness, self-management, social awareness, and relationship management Distinguish between reacting and responding in emotionally charged situations Apply the Radical Candor model and conflict management techniques to navigate difficult interpersonal dynamics Situational Leadership & Motivation Diagnose individual team members' skill levels, confidence, and motivational drivers Communicate task expectations clearly and effectively Align leadership style to the development stage of each individual rather than applying a one-size-fits-all approach Coaching & Feedback Structure meaningful coaching conversations using the CIA (Control, Influence, Accept) model Ask open-ended questions that promote reflection and growth Deliver developmental and corrective feedback using the SBI (Situation-Behavior-Impact) framework Prepare for and hold courageous conversations with clarity and confidence Team Dynamics Recognize the natural stages of team development: forming, storming, norming, and performing Assess how current leadership approach supports or hinders team progress Apply practical strategies to align leadership actions with the evolving needs of the team Capstone Integration Integrate all program competencies through a real-world case simulation Collaborate with peers to solve complex leadership scenarios Give and receive feedback to reinforce learning and prepare for on-the-job application

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Behavioral Reflection & Leadership Analysis Participants engage in structured reflection activities examining the characteristics of effective and ineffective leadership, drawing on their own professional experiences to identify the behaviors most closely linked to employee trust and engagement. This activity directly supports HR professionals' competency in organizational leadership and navigation, reinforcing the connection between leadership behavior and workforce outcomes such as retention, psychological safety, and organizational culture. DiSC® Behavioral Assessment Each participant completes the DiSC® behavioral assessment prior to the program and uses their results throughout training to examine how their natural style influences their approach to directing work, delegating responsibilities, and interpersonal communication. For HR practitioners, this activity builds proficiency in talent assessment and people analytics, while also modeling best practices for using validated psychometric tools in leadership selection, development, and succession planning efforts. Emotional Intelligence 2.0 Assessment & Application Participants complete the Emotional Intelligence 2.0 assessment to establish a baseline EQ score and identify specific development opportunities across the four EQ domains. In-session activities then challenge participants to recognize emotional triggers, practice self-regulation techniques, and apply the Radical Candor framework to real workplace scenarios. This is highly relevant to HR's role in fostering a healthy organizational culture, supporting employee relations, and modeling the emotional competencies that underpin effective conflict resolution and performance management. Situational Leadership Diagnostics Through guided exercises, participants practice evaluating team members' skill levels, confidence, and motivational drivers using a structured diagnostic framework. They then practice matching their leadership approach to each individual's development stage. For HR professionals, this activity reinforces competencies in workforce development, performance management, and total rewards philosophy — recognizing that sustained performance requires aligning support structures to where employees are, not where leaders assume them to be. Coaching Conversations & Feedback Practice Participants apply the CIA (Control, Influence, Accept) coaching model through structured role-play and scenario-based activities, practicing open-ended questioning techniques designed to promote reflection and accountability. They also write and deliver corrective feedback using the SBI (Situation-Behavior-Impact) model in a facilitated practice environment. This activity is among the most directly applicable to HR's core body of knowledge, building skills in performance consulting, employee development, and the courageous conversations HR professionals are frequently called upon to model, facilitate, and coach managers through across the organization. Team Development Case Study Participants review and debrief a team-based case study to identify where a team falls within the forming-storming-norming-performing continuum and evaluate how the leader's approach is either accelerating or impeding progress. This activity supports HR's strategic role in organizational effectiveness, helping practitioners apply team development theory to real workforce challenges such as onboarding cohorts, cross-functional project teams, and post-restructuring team integration. Capstone Case Simulation The program concludes with a comprehensive case simulation in which participant teams are presented with a complex, multi-dimensional leadership scenario requiring the integration of all prior competencies — emotional intelligence, coaching, feedback, situational awareness, and team dynamics. Teams work collaboratively to diagnose the situation and propose a course of action, followed by a structured debrief with peer and facilitator feedback. This experiential learning methodology reflects best practices in adult learning theory and competency-based development, both of which are foundational to the SHRM Body of Competency and Knowledge (BoCK) and the design of high-impact HR development initiatives.

Purpose-Driven Leadership Training
Purpose-Driven Leadership Training
1760 44th St SW
Grand Rapids, MI 49519-6441

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