Communicate with Impact

Interested in communicating with greater impact? Learn how to prepare yourself before you even say a word out loud; and pave your way to building stronger professional relationships.

Explore how to intentionally engage others through the art of active listening and non-verbal communication. This course will transform your ability to connect, collaborate, and thrive in the modern workplace and participants will practice multiple techniques that foster productive dialogue between colleagues and clients.

In this course, you will:

• Explore the transactional communication model
• Examine the building blocks of effective communication: the attitude of empathy, non-verbal cues and body language, and active listening.

View our Course Calendar to find out when this course is offered next.

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Navigating HR Legislation

HR decisions often involve legal risks, especially when they relate to privacy, discrimination, or accommodations. Even one misstep can lead to a human rights complaint or erode trust in the workplace. Understanding HR legislation is essential for responding appropriately and protecting both people and the organization.

In this course, you’ll work through real-life scenarios to apply legal requirements around discrimination, privacy, and accommodation to everyday decisions.

In this course, you will:

• Identify which federal and provincial laws apply to your workplace and where to find them.
• Recognize protected grounds under human rights law and when privacy or accommodation duties may apply.
• Apply legal principles to real-world scenarios involving discrimination, privacy, and return-to-work obligations.

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Before and During First 90 Days: Welcoming New Hires

Preboarding and onboarding are more than paperwork and introductions. They’re about building trust, confidence, and connection over time. A well-organized and clear approach from the acceptance of a job offer right through the first weeks and months can help a new hire feel included, supported, and better able to succeed in their new role.

A great new hire experience starts before the new employee steps through the door. When you plan the time between the job offer and the first day of work, new employees feel welcomed, valued, and ready to contribute.

Once in the door, clear expectations, early feedback, and consistent check-ins help new employees settle in and grow. When people feel seen and supported, they’re more likely to stay, contribute, and thrive in the organization. You’ll examine what works (and what doesn’t) and refine your current process.

In this course, you will:

• Learn what preboarding is and why it’s a critical step in new hire onboarding success.
• Identify what you want new employees to know, feel, and experience when they begin working in their new role.
• Identify key messages and values you want new hires to understand about your organization.
• Outline a supportive day one and week one experience for a new hire.
• Identify ways to build connection, set clear expectations, and reduce first week overwhelm.
• Describe how to support a new hire through the first 90 days and beyond with regular check-ins and feedback.

View our Course Calendar to find out when this course is offered next.

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Disciplinary Conversations Made Easier

Disciplinary conversations can feel challenging yet with preparation, they can become easier. By preparing for a disciplinary conversation, you can take a clear, consistent approach to performance issues, using discipline as a supportive tool rather than a punitive one.

In this course, you’ll learn how to prepare for disciplinary conversations using a structured framework. Through real-world scenarios and practice, you’ll gain confidence in addressing issues early while protecting relationships, safety, and morale.

In this course, you will:

• Plan and prepare for a disciplinary conversation using a structured planning tool.
• Apply the progressive discipline process to real-world scenarios and determine appropriate next steps.
• Practise documenting and following up after disciplinary meetings to support accountability and fairness.

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Flexing Your Leadership Style

Leadership isn’t a “one-size-fits-all” concept and it’s not the same as management. Great leaders learn how to read the room, adjust their style, and meet staff where they are. But how do you know when to take charge and when to step back?

In this course, you will learn when to direct, when to coach, when to support, and when to delegate so that you can better help your staff succeed in their roles. Understanding your leadership style and adapting it builds trust and makes it easier to support a wide range of employee needs.

In this course, you will:

• Identify key aspects of the Hersey Blanchard Situational Leadership Model.
• Self-assess your own leadership style and strengths.
• Explore how to use directing, coaching, supporting, and delegating approaches to lead different types of employees.

View our Course Calendar to find out when this course is offered next.

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Practical Guide to Workplace Accommodations

Workplace accommodations support employees to do their job safely and successfully. When handled well, they support both individual success and overall team performance. By understanding the employer’s duty to accommodate and the accommodation process, you’ll

be better prepared to ask the right questions, identify real needs, and create solutions that work for everyone involved.

In this course, you’ll learn about workplace accommodations, including when they may not be possible due to undue hardship. You’ll also build a graduated return-to-work plan that supports a smooth and respectful transition back to work.

In this course, you will:

• Apply the workplace accommodation process steps in response to real-world scenarios.
• Identify when a request for accommodation may exceed the threshold for undue hardship.
• Determine the appropriate questions to clarify employee needs and limitations.
• Draft a graduated return-to-work (GRTW) plan based on real-world scenarios.

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Offboarding Done Right

Letting someone go, or offboarding, is one of the hardest responsibilities a leader may face. It affects not only the person leaving, but also the morale and trust of the remaining team. How a termination is handled can leave a lasting impression on everyone involved. When done poorly, it can create legal risks, damage relationships, and lead to ongoing tension.

In this course, you will review legal and organizational steps to consider before, during, and after a termination meeting.

In this course, you will:

• Review a termination scenario and identify what legal, policy, and documentation steps are required.
• Prepare and practise a termination meeting using a structured script and checklist.
• Reflect on the emotional side of terminations and how to support yourself and others through the process.

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Talk Smarter: Overcoming Barriers to Communication

Deeper forces shape communication, often without us realizing it. Conventional responses can actually get in the way of meaningful discussions and hurt productivity in the workplace. To move your communication skills to a more advanced level, it’s vital to understand how common roadblocks can damage morale, how personal values influence our messaging, and how our own inner dialogue shapes how we speak and listen.

Learn and practice with the tools that will help you communicate with greater authenticity; and enhance your impact in both everyday and high-stakes situations.

In this course, you will:

• Identify typical roadblocks to advanced communication.
• Understand the role that values play in how we interpret and respond to messages.
• Utilize our inner monologue to examine workplace issues from multiple angles.

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Supporting Teams Through Change

Organizational change is inevitable, but it’s the internal transition people experience during change that determines whether a change effort succeeds or stalls. When people feel supported through the change process, the change is more likely to be successful. However, when people feel unprepared or unheard, resistance naturally emerges.

This course will explore the difference between external change and internal transition, guided by William Bridges’s Transition Model. You will reflect on personal experiences with change, explore the difference between change and transition, and identify what you can do to support people through each stage of the transition process.

In this course, you will:

• Differentiate between external change and internal transition.
• Identify the emotional and behavioural markers of each phase of transition.
• Recognize common sources of resistance and how to respond.
• Apply targeted strategies to support staff through each phase of transition.

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Essentials of WorkSafeBC Compliance

Knowing your legal responsibilities as an employer is essential to creating a safe and respectful workplace. This includes knowing how to respond when someone experiences bullying, harassment, or violence, and what to do when an employee is returning to work after an injury.

In this course, you’ll explore your responsibilities under WorkSafeBC and the Workers Compensation Act. You’ll also learn what the law says about accommodations and return-to-work duties, and how to handle these situations fairly and legally.

In this course, you will:

• Identify what employers are legally required to do under the Workers Compensation Act, including duties related to safety, conduct, and return to work.
• Review how bullying, harassment, and violence must be addressed in the workplace to meet WorkSafeBC requirements.
• Explore how legal responsibilities around accommodations and return-to-work apply in real situations.

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Demystifying Employee Leaves

Knowing how employee leaves work helps teams respond with clarity, consistency, and empathy. When people understand what types of leave exist and how they apply, they can more confidently support both the employee and the organization.

Having a strong foundation in the different types of leaves, legislation, and entitlements reduces confusion and risk. Handling requests fairly and ensuring they are based on accurate information also builds trust between employees and managers.

In this course, you will:

• Identify the most common types of leave, including statutory, company-provided, and benefit-based.
• Explore where to find reliable information and legislation about leave entitlements.
• Practise how to respond clearly and consistently to leave requests using real-world examples.

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The New Supervisor Toolkit

Moving into a supervisory role from a frontline position can shift workplace and team dynamics. It is important to consider how people’s perceptions of you may change and if new boundaries need to be put in place. Learning to effectively communicate as a supervisor is essential to supporting individual and team success.

In this course, you will learn essential feedback skills, how to facilitate productive one-on-one meetings, and when to delegate. You’ll also learn how to use a RACI matrix to define roles and responsibilities, so all team members understand who needs to be responsible, accountable, consulted, and informed on a project.

In this course, you will:

• Analyse changes in workplace dynamics when moving from “the front line to head office”
• Practice using the SBI Model to provide clear and objective feedback
• Explore techniques to facilitate one-to-one meetings and effectively delegate
• Create a RACI matrix to clarify team roles and responsibilities

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Employment Standards for Employers

The Employment Standards Act (ESA) outlines the minimum rights and responsibilities for employers and employees. Misunderstanding these rules can lead to costly errors, strained relationships, or legal disputes.

In this course, you’ll explore key ESA topics such as hours of work, overtime, termination, and exemptions. Through practical activities, you’ll learn how to assess workplace scenarios for legal compliance and find the most current ESA information using online government resources.

In this course, you will:

• Review core employment standards in BC, including hours of work, overtime, termination, and leaves.
• Use BC’s online Employment Standards Act tools to locate and interpret legislative requirements.
• Assess real workplace scenarios to identify compliance gaps and potential exemptions.

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Strategic Questioning for Smart Hiring

Good questions lead to better answers. When your interview questions are clear and connected to the role, it’s easier to learn how someone thinks, what they’ve done, and whether they’re a strong match.

Create a respectful, fair and consistent interview experience for all candidates. Select strong behavioural interview questions that are aligned with job-related criteria. This will enable you to evaluate responses in a fair and structured way.

In this course, you will:

• Select interview questions that align with the role’s requirements and hiring needs.
• Develop and practise behavioural interview questions using the STARR technique to assess how candidates have handled role-specific situations in the past.
• Evaluate candidate responses using clearly defined role criteria.

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Foundations of Performance Management

Performance management isn’t just about annual reviews—it’s about creating a workplace where people are clear on expectations, connected to purpose, and supported to grow. In this course, we’ll explore the foundational elements that bring performance management to life in a meaningful and sustainable way. Through practical tools, real-life scenarios, and engaging discussions, participants will learn how to set clear expectations, deliver consistent feedback, and use performance conversations to empower employees and strengthen organizational success.

Whether you’re new to performance management or looking to refine your approach, this session will help you build the confidence and competence to manage performance with clarity and care.

In this course, you will:

• Understand the purpose and value of effective performance management and how they shape a high-performance culture.
• Understand the performance management cycle and identify its components
• Identify and practice using the powerful tool, the one-on-one meeting, to set expectations, support growth, and promote accountability.

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Resolving Conflict with Confidence

Conflict is natural and normal in any workplace.  No one wants conflict to happen, but when it does, our best response is to be prepared to deal with it directly. In this session, participants will examine techniques that focus on communicating effectively, managing our emotions, and fostering positive outcomes for all involved.

Managers, team leaders, and anyone looking to enhance their conflict resolution skills will learn how to turn the immediate challenge of conflict into an opportunity for collaboration and growth for the long term.

In this course, you will:

• Identify different types and levels of conflict in the workplace
• Explore the Thomas-Killman 5-part model of Conflict Resolution
• Apply conflict resolution techniques to managing tensions between individuals and between groups in the workplace.

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Managing Medical Leaves

Managing an employee’s medical leave well helps maintain trust, reduce stress, and support both the employee’s needs and the organization’s responsibilities. It starts with understanding what kind of information is needed and how to use it appropriately.

When medical leaves are handled with care, communication improves, expectations are clearer, and teams are better prepared to support each step of the process with respect and compliance.

In this course, you will:

• Identify types of medical leave and the documentation that supports them.
• Review a Physician Assessment Report to identify employee limitations and needs.
• Explore how to respond when medical information is unclear or incomplete.

View our Course Calendar to find out when this course is offered next.

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Bringing DEIB to Work

Creating a workplace where people feel safe, seen, and supported begins with shared understanding. When organizations take the time to explore the meaning of diversity, equity, inclusion, and belonging, they can begin to shift how people relate to one another. Understanding bias, privilege, and power creates the foundation for more inclusive systems and stronger relationships at work.

Building a culture of inclusion is ongoing. It means recognizing the impact of language, understanding where resistance may come from, and practising allyship in real ways. Teams that build this foundation are better equipped to create meaningful change and support each other with greater care and awareness.

In this course, you will:

• Explore how diversity, equity, inclusion, and belonging show up in your workplace.
• Recognize common forms of resistance to DEIB.
• Explore the dynamics of power, allyship, and language in your organization.
• Recognize your own unconscious bias and identify actions you can take to become an ally.

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Performance Reviews with Purpose

Performance reviews don’t need to be dreaded anymore. They can be meaningful milestones in an ongoing performance management journey. Gain the skills and tools to confidently guide each step of the performance review process, from planning and documentation to delivering feedback and setting development goals.

Through real-life scenarios, hands-on activities, and thoughtful reflection, you will learn how to create reviews that are constructive, collaborative, and grounded in clarity and care—helping both employees and organizations grow.

In this course, you will:

• Learn how to prepare for and deliver performance reviews that are clear, specific, and rooted in both measurable outcomes and human skills.
• Practice conducting performance conversations, navigating differing perspectives, and building development plans using SMART goals.
• Understand the importance of documentation, feedback loops, and follow-through as part of a consistent, effective performance management cycle.

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Boosting DEIB: Measure, Improve, Sustain

A strong Diversity, Equity, Inclusion & Belonging (DEIB) strategy is built on clarity and alignment. Using a shared framework like the Global Diversity, Equity, and Inclusion Benchmarks (GDEIB) helps teams take stock of what’s working, where gaps exist, and how internal systems support or block progress.

When organizations assess where they are and where they want to go, they can make more informed, values-driven decisions. Organizations that invest in this work build cultures that attract, retain, and uplift a wider range of voices.

In this course, you will:

• Use the GDEIB framework to analyse the maturity of your organization’s DEIB practices.
• Explore how internal systems such as onboarding, leadership, and performance can be strengthened through a DEIB lens.
• Identify ways your organization could use metrics, community engagement, and ethical sourcing to support long-term DEIB goals.

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Solving the People Puzzle

Understanding personality type theory can help you adjust your communication style to build stronger connections with a wide variety of people. It can make collaboration easier and help you lead and contribute in ways that feel authentic and effective.

When you understand your own personality preferences, it becomes easier to understand and accept how people work and communicate differently.

In this course, you will:

• Differentiate between the different dichotomies of the Myers-Briggs Type Indicator (MBTI).
• Identify how your own preferences express themselves naturally in your daily life.
• Practise strategies to communicate more effectively with team members who have different preferences.

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Emotional Intelligence in the Workplace

Strong relationships at work don’t just happen. They’re built on self-awareness, empathy, and the ability to stay grounded in challenging moments. Emotional intelligence helps us manage our own reactions, set boundaries, understand the perspectives of others, and communicate with care, even under stress.

This course introduces Daniel Goleman’s Emotional Intelligence model and how it can help team members and leaders apply emotional intelligence in their day-to-day interactions. Through practical exercises and reflection, you’ll learn how to apply these principles to real workplace situations. You’ll also explore how empathy maps can establish a better understanding of others, creating space for trust, respectful dialogue, and a more connected workplace culture.

In this course, you will:

• Apply the four quadrants of Goleman’s Emotional Intelligence model to workplace situations by identifying, managing, and responding to emotions in yourself and others.
• Create an empathy map to understand how people on your team think, feel, and experience situations.

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Driving Organizational Change

Change is a constant in today’s workplaces. Leaders who plan for and lead change are responsible for helping others see what’s possible. When done well, change leadership can build trust, boost engagement, and create momentum. However, if people don’t feel included, prepared, or aligned, the change initiative may fail.

This session uses Kotter’s 8-step model to guide each phase of the change process. You’ll learn how to prepare for change, communicate a clear vision, and activate your team to move change forward.

In this course, you will:

• Distinguish between adaptive, innovative, and radical types of organizational change.
• Identify the key roles involved in leading change and their responsibilities.
• Use Kotter’s 8-step model to plan, communicate, and lead a change initiative.

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Pinpointing the Perfect Hire

Great hiring decisions begin with clarity. When your team agrees on what success means for the role, you can make objective, values-based decisions that reflect the needs of the role and your organization.

In this course, you will first define what “ideal candidate” means in your organization. Then, learn to spot and reduce bias, and create a selection process that’s clear, fair, and consistent.

In this course, you will:

• Evaluate and refine hiring criteria to align with organizational values and BFORs (bona fide occupational requirements).
• Identify and reduce unconscious bias when considering “fit.”
• Integrate DEIB principles and accommodations into the evaluation process.
• Apply a structured approach to making final selection decisions.

View our Course Calendar to find out when this course is offered next.

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Planning for Interviewing Success

A successful interview doesn’t start with the first question; it begins with a strong plan. Planning the interview process in advance reduces the risk of bias and supports consistency across interviews and interviewers. This results in a better experience for everyone involved. It also helps you stay compliant with policies and make decisions you can stand behind.

This course will help you choose the right interview strategy for different hiring situations. You’ll explore practical steps you can take before the interview, including how to prepare and document your process. These steps will help you ask fair questions, evaluate candidates consistently, and stay focused on finding the best fit for the role.

In this course, you will:

• Select the most appropriate interview strategy for a specific hiring situation.
• Review your hiring practices against inclusive hiring best practices.
• Identify key documentation and preparation steps that support consistency, compliance, and consistent candidate evaluation.

View our Course Calendar to find out when this course is offered next.

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Building Culture and Belonging Through Appreciation

Appreciation is more than saying thank you. When it’s authentic, it shapes how people feel about their work and strengthens their sense of belonging. However, what feels meaningful to one person may fall flat for another. The key is understanding how people prefer to be appreciated.

In this course, you’ll explore the difference between recognition and appreciation, reflect on your own habits and blind spots, and learn how to tailor your appreciation of others so it resonates with them. You’ll leave with practical tools to build trust, improve morale, and help every team member feel seen and valued.

In this course, you will:

• Learn the Five Languages of Appreciation and how different preferences influence connection and motivation at work.
• Reflect on your own appreciation style and how it shapes the way you give and receive feedback.
• Discover how to tailor appreciation in ways that feel meaningful to others and build stronger relationships.

View our Course Calendar to find out when this course is offered next.

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Leading Multigenerational Teams

Today’s workplaces are more generationally diverse than ever, with teams often made up of Baby Boomers, Gen X, Millennials, and Gen Z with Generation Alpha not far behind. Each group brings different values, communication styles, and expectations to the job. As a leader, your role is to bridge these differences and create a culture where everyone feels respected, understood, and able to contribute.

In this session, you’ll explore the unique experiences that shape each generation’s outlook at work. You’ll reflect on workplace values, uncover the root of generational conflict, and learn how to adapt your leadership approach. Through real-life examples and peer conversations, you’ll gain practical tools to support collaboration, reduce tension, and lead a stronger, more connected team.

In this course, you will:

• Identify key experiences that shape each generation’s values, work habits, and communication preferences.
• Reflect on your own generational perspective and how it affects the way you lead.
• Learn practical strategies to reduce conflict and support collaboration across generational lines.

View our Course Calendar to find out when this course is offered next.

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Managing the Messy Middle in the Performance Management

Performance management becomes more challenging when the issues aren’t black and white. When a high performer struggles with attitude, or when someone tries hard but still can’t meet expectations, it gets messy. Learn how to address the nuanced side of performance with confidence and care.

Through interactive exercises, realistic scenarios, and peer discussion, participants will explore the root causes of complex performance issues, learn how to clearly define and communicate expectations, and practice building thoughtful, effective Performance Improvement Plans that drive accountability and support growth.

In this course, you will:

• Identify common causes of complex performance challenges and distinguish between skill gaps, engagement issues, and behavioural concerns.
• Develop skills to address difficult attitudes and behaviours through observation, feedback, and expectation-setting grounded in values and organizational goals.
• Learn how to build and deliver effective Performance Improvement Plans (PIPs) using SMART goals and a structured, supportive approach.

View our Course Calendar to find out when this course is offered next.

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Clarify and Connect: Skills for Effective Dialogue

Learn how bring clarity to your conversations through the genuine spirit of inquiry. This session focuses on two powerful tools of professional communication: asking effective questions and paraphrasing. Whether you’re trying to improve connections with your staff or manage your client’s expectations, these skills can help you navigate your daily discussions with greater ease. Discover how to get meaningful results with focused questioning and reflective responses and strengthen your ability to foster trust and reduce misunderstandings in the workplace.

In this course, you will:

• Apply effective questioning techniques to move conversations forward, reveal key insights, and promote joint problem-solving.
• Use paraphrasing and reflective listening strategies to confirm understanding, reduce miscommunication, and improve rapport in your workplace interactions.

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Managing Tough Talks at Work

Tough conversations happen in all workplaces – no one is immune. Maybe you have a colleague that constantly tests your patience. Perhaps your team works under the constant strain of high-pressure deadlines. It could be that frustrated customers or clients are the norm for your industry or sector. Whatever your circumstances, all staff can benefit from training in the skills needed to de-escalate challenging situations.

In this 90-minute session, participants will learn strategies to manage their reactions to tense situations, and to diffuse disagreements respectfully and safely when others become hostile.

In this course, you will:

• Understand our typical responses to stressful situations so that we can engage in conversations with empathy.
• Explore empathy and assertiveness as key tools for finding common ground and managing challenges.
• Practice techniques for de-escalating highly charged situations and providing helpful feedback.

View our Course Calendar to find out when this course is offered next.