EMERGING LEADERS

SERIES 1

Emerging Leaders Series 1: Lead Self (Foundations)

The Emerging Leaders Series 1 is designed to strengthen the leader before we ask them to lead others at a higher level. It helps supervisors understand how they show up day to day especially under pressure using MyHardWired as the foundation. From there, leaders build the behaviors that create clarity and consistency: setting expectations, communicating clearly, motivating different people appropriately, and addressing conflict early.

By the end of Series 1, participants have a clear leadership standard for themselves, a practical way to adjust their behavior in real time, and a set of repeatable methods they can use immediately with their team.

Session 1: MyHardWired Behavioral Assessment

Session 1 sets the tone for the series by grounding leadership in influence and relationship, not title. Leaders clarify “who you are is how you lead,” go deeper on MyHardWired communication patterns, and identify their greatest leadership challenge so the rest of the program stays practical and personal.

What happens in the session

Participants walk through their MyHardWired results in a way that’s practical and easy to apply. We connect the assessment directly to workplace leadership moments: giving direction, responding to mistakes, handling tension, giving feedback, and following through. Leaders identify the patterns that help them and the patterns that create friction when stress is high.

What participants learn

How their default wiring shows up in communication, decision making, and follow through
What typically changes for them under pressure (tone, pace, control, withdrawal, intensity, avoidance, etc.)
The difference between intent and impact and how they mean something vs how it lands
How to recognize behavioral patterns in others so they can adjust their approach
Personal “flex points”: a small set of specific adjustments that improve outcomes quickly

What they leave with

A clear understanding of their MyHardWired profile and how it shows up at work
2–3 personal strengths to leverage as a leader
2–3 predictable derailers to watch for under pressure
A simple action plan for the next sessions (what to practice and apply immediately)
A shared team language that supports coaching, communication, and conflict management throughout the program

Session 2: Foundational Leadership + Personal Leadership Philosophy

Session 2 establishes what leadership requires at the supervisor level when leaders shift from “doer” to “leader.” We focus on personal responsibility, standards, and influence, then connect those expectations back to MyHardWired so each participant can lead in a way that’s authentic to themselves.

What happens in the session

We clarify the core responsibilities of frontline leadership: setting direction, building clarity, following through, and being consistent. Participants work through real workplace situations like missed expectations, resistance, attitude issues, inconsistent output and learn how to respond with a leadership approach that is direct, fair, and steady. The session culminates in creating each leader’s Personal Leadership Philosophy.

What participants learn

What changes when you become the leader: responsibility, standards, and consistency
How influence works in a workplace (and what weakens it over time)
How to set and hold expectations without relying on position, mood, or pressure
How their MyHardWired wiring supports leadership and where it can undermine it (especially under stress)
The difference between being “nice” and being clear, and why clarity reduces conflict

What they leave with

A written Personal Leadership Philosophy that includes the standards they will uphold, how they will communicate expectations, what “follow through” looks like in their role, how they will handle conflict and performance issues early
A practical expectations framework they can use immediately with their team
A short list of personal leadership behaviors to strengthen between sessions (based on MyHardWired)

Session 3: Application Styles (Readiness + Leadership Approach)

Session 3 teaches leaders how to adjust their approach based on the person and the situation. Most supervision problems come from using one style for everyone, being too hands on with capable people or too hand off with people who need structure. This session gives leaders a practical way to assess readiness and apply the right leadership approach without guessing.

What happens in the session

Participants learn a simple readiness model and how to choose the leadership style that fits the moment. We work through new hires, high performers, inconsistent performers, resistant employees, and “good people having a bad stretch.” Leaders practice diagnosing what’s actually going on (skill vs will, clarity vs capability, confidence vs commitment), then planning what they will do next. We also tie this back to MyHardWired so leaders can see how their natural wiring biases their behavior (for example: rescuing, avoiding, over controlling, over explaining, staying too vague, moving too fast) and how to flex it.

What participants learn

How to quickly assess readiness: what the person knows, can do, and is willing/able to do consistently
How to match leadership approach to readiness (more direction vs more coaching vs more autonomy)
How to avoid common misreads that create frustration (“they don’t care” vs “they don’t understand”)
How to choose the next best leadership move: clarify, coach, correct, support, or step back
How their MyHardWired style affects the way they diagnose, respond, as well as what and how to adjust

What they leave with

A simple readiness framework they can apply immediately with direct reports
A repeatable decision process for choosing the right leadership approach
A short “next conversation” plan for at least one real employee situation
A personal flex checklist (based on MyHardWired) for leading different people more effectively

Session 4: Communication Basics (Clarity + Feedback)

Session 4 gives leaders a practical way to communicate so expectations don’t drift and problems don’t linger. The focus for supervisors is clarity, follow through, and feedback to give direction for people to understand, correct issues early, and keep standards consistent without creating unnecessary tension.

What happens in the session

We work through the communication moments supervisors live in: giving instructions, setting priorities, checking understanding, correcting mistakes, and giving feedback when something isn’t working. Leaders practice tightening their message, confirming what was heard, and using a simple feedback structure that stays clear and respectful. We also connect communication back to MyHardWired so leaders understand how their natural style affects tone, pace, and how messages land.

What participants learn

How to set expectations in observable terms (“what good looks like”)
How to confirm understanding without sounding repetitive or distrustful
How to give feedback early so issues don’t build up
How to keep feedback about behavior and outcomes, not personality
How their natural communication style (MyHardWired) can create clarity or confusion under pressure

What they leave with

A repeatable expectation setting method (direction → standard → timeline → check)
A simple feedback structure they can use immediately
Practical phrases and conversation starters for common supervisor situations
A personal “communication adjustment” plan based on MyHardWired (what to do more of, what to tighten, what to watch under stress)

Session 5: Motivation (Engagement Without Lowering Standards)

Session 5 helps supervisors motivate people in a way that actually works in the real world without turning leadership into “cheerleading” or lowering expectations. The focus is understanding what drives different team members, how motivation shows up as behavior, and how leaders can build engagement through clarity, recognition, and meaningful accountability.

What happens in the session

We look at what supervisors can control day to day: how they set the tone, how they recognize effort, how they correct issues, and how they connect work to purpose and progress. Participants learn to identify different motivators and what demotivates people, then practice adjusting their approach across common employee types (new, confident, frustrated, resistant, high performer, inconsistent performer). We also tie this back to MyHardWired so leaders understand how their own style influences what they assume motivates others and how to adapt.

What participants learn

The difference between motivation and compliance (and why both matter)
How to identify what energizes or drains different team members
How to use recognition effectively so it lands and reinforces the right behavior
How to correct performance while maintaining engagement and respect
How their own MyHardWired wiring shapes what they respond to and what they may overlook in others

What they leave with

A practical method for matching motivation and recognition to the individual
A simple recognition approach that reinforces standards and progress
A set of tools for keeping standards high while maintaining morale
A personal “motivation blind spots” checklist based on MyHardWired (what they tend to underuse or overuse with their team)

Session 6: Understanding Conflict (9 Common Sources)

Session 6 equips leaders to address conflict early and directly without turning it into a bigger problem. The goal is to help supervisors handle tension, resistance, and interpersonal issues in a way that protects working relationships while still holding the standard.

What happens in the session

We work through the most common conflict situations supervisors face such as miscommunication, disrespect, blame, inconsistency, personality clashes, “that’s not my job,” negative attitude, and repeated performance friction. Leaders practice a clear conversation process for stepping into conflict instead of avoiding it, and they learn how to keep the conversation focused on behavior, impact, and next steps. We also connect conflict responses back to MyHardWired so leaders can recognize how their natural style shows up under stress and how to stay steady when emotions rise.

What participants learn

Why conflict typically escalates (and what to do earlier to prevent it)
How to separate facts, stories, and emotions so conversations stay productive
How to hold boundaries without becoming harsh or personal
How to address patterns (not just incidents) and reset expectations
How their MyHardWired wiring influences conflict approach (directness, avoidance, control, intensity, pace) and what adjustments reduce friction

What they leave with

A repeatable “tough conversation” process they can use immediately
Practical language for de-escalation and boundary setting
A method for addressing recurring conflict sources before they become culture issues
A personal conflict action plan based on MyHardWired (what to watch for under pressure and how to self correct in the moment)

LEARN ABOUT THE NEXT SERIES

After the first 18 hour series, you move on to Series 2: Lead Others (Coaching, Performance & Team Leadership).