Live Manager Training
What We Offer
Practical online clinics for managers, HR leaders, and organizations dealing with performance, conduct, documentation, accountability, and workplace standards.
Practical online clinics for managers, HR leaders, and organizations dealing with performance, conduct, documentation, accountability, and workplace standards.
Employee behavior problems rarely improve because a manager is frustrated.
They improve when the manager knows what to say, how to say it, what to document, and how to follow up before the issue becomes larger.
Most managers do not avoid difficult behavior conversations because they do not care. They avoid them because they do not want to say the wrong thing, create conflict, sound unfair, or make the situation worse. So they wait. They hint. They soften the message. They hope the employee notices.
The issue usually does not disappear. It repeats.
What to Say When Employee Behavior Becomes a Problem is a 2-hour live online clinic that gives managers, supervisors, and team leads practical language for addressing workplace behavior clearly, calmly, and early.
Individual seats are CA$195. Team access is available.
Choose Your Session
Navigating the Full Investigation Lifecycle
Workplace investigations can be complex, high-stakes, and emotionally charged. This live online clinic gives Canadian HR professionals a practical, compliance-conscious framework for managing investigations with greater confidence, structure, and control.
Participants will learn how to navigate the full investigation lifecycle, from receiving the first report and deciding whether an investigation is needed, to planning interviews, gathering information, analyzing evidence, documenting findings, and recommending appropriate next steps.
The clinic also clarifies the role of the investigator, the importance of neutrality, and the risks that can emerge when formal or informal investigations are handled inconsistently. Whether the concern is raised in person, remotely, or through a manager, the process helps HR stay focused, fair, and organized from beginning to end.
Taught through practical examples, guided discussion, and real-world workplace scenarios, this clinic allows participants to strengthen their judgment before applying the process inside their own organization.
Your Outcome
This clinic helps HR professionals apply what they learn directly to workplace complaints, employee concerns, misconduct issues, and investigation-related decisions.
Participants will leave with a clearer structure for leading confident, fair, and defensible workplace investigations.
✔️ Decide when a workplace concern requires formal investigation
✔️ Clarify the investigator’s role and responsibilities
✔️ Plan interviews and gather information with neutrality
✔️ Document findings with consistency and care
✔️ Develop recommendations and corrective actions
✔️ Use investigation outcomes to strengthen policy, training, and future risk prevention
Read the details below.
How Leaders Challenge Weak Systems Without Becoming Reckless, Hostile, or Performative
A live online leadership seminar for executives, managers, HR leaders, People and Culture leaders, and emerging leaders who need to challenge avoidance, strengthen accountability, and lead with disciplined authority.
Many organizations do not fail because they lack values, strategy, or leadership language.
They fail because leaders learn how to protect comfort when the organization most needs truth.
A difficult conversation is delayed. A standard is softened. A manager avoids correction. A high performer absorbs the cost of weak accountability. An executive makes an exception that weakens trust. HR is asked to clean up what leadership did not confront earlier.
Over time, the organization learns the real operating rule.
The stated values matter until they become uncomfortable.
This live seminar applies the Principle-Centered Insurgent Leadership™ model developed by Jim Woods. Participants learn how to challenge weak systems responsibly, strengthen accountability, and act from principle without becoming reckless, hostile, or performative.
HR Was Told to Be Strategic. It Was Not Given Enough Authority.
The Authority-Based HR Leadership Program™ is a six-session live HR leadership training cohort for senior HR leaders who need stronger decision rights, clearer manager accountability, and greater executive credibility.
Many HR leaders are expected to improve culture, reduce risk, support managers, protect fairness, strengthen trust, and influence executive decisions. Yet in many organizations, HR is still positioned as an advisor rather than an operating authority.
That gap is where many HR initiatives lose force.
This program gives HR leaders a practical operating model for moving beyond permission-based HR. Participants learn how to clarify decision rights, strengthen manager accountability, challenge leadership decisions with credibility, improve documentation discipline, and communicate with executives in the language of performance, risk, trust, consistency, and enterprise execution.
The program is led by Jim Woods, CEO and President of Seattle Consulting Group, author of HR Unchained, architect of the Authority-Based HR Model™, and creator of the Woods HR Power Model™. Jim brings more than three decades of experience across human resources, organizational development, leadership development, manager accountability, workplace performance, and practical people-decision training.
His work has supported leaders, managers, HR professionals, and frontline teams across corporate, government, military, education, and public-sector environments, including Fortune 500 and national organizations.
A 60-Minute Manager Response Clinic
Managers are often prepared for the first sentence of a difficult conversation.
They are less prepared for what happens next.
The employee denies the issue, deflects responsibility, challenges the standard, becomes emotional, says the manager is being unfair, or tries to turn the correction conversation into a debate.
This 60-minute clinic gives managers a practical response structure for staying calm, clear, fair, and focused when employees push back during performance, conduct, or accountability conversations.
Managers will learn how to respond to denial, defensiveness, emotion, blame-shifting, argument, and resistance without escalating the conversation or backing away from the standard.
HR Business Partner, Technology Services
“Seattle Consulting Group helped our managers understand what to say, what to document, and when to involve HR.”
Director of People & Culture, Professional Services
“The material was concise, credible, and focused on the moments where managers often hesitate.”
No-Risk Manager Response Guarantee
Attend the full clinic. If you do not leave with at least one clearer way to respond when employees deny, deflect, argue, become emotional, or challenge the standard, contact us within 24 hours and we will refund your registration fee.
If you register and cannot attend live, you may transfer your seat to another person in your organization or request the session materials.
The next live clinic is August 5. A second session is available August 19 for managers and leaders who need a later date.
Most manager documentation starts too late.
By the time HR asks for the record, the issue may have been happening for weeks or months. The manager remembers the frustration, but the documentation is often vague, incomplete, emotional, or missing entirely.
This 60-minute clinic gives managers a practical documentation structure for recording performance, conduct, expectations, correction conversations, and follow-up before employee issues become harder to manage.
Managers will learn how to describe observable behavior, connect the issue to the standard, avoid subjective language, document the conversation, capture next steps, and create a clearer record before the situation becomes larger, riskier, or more difficult to explain.
Employee Relations Director, Energy
“Seattle Consulting Group gave us practical tools for manager accountability. The training helped managers understand what to say, what to document, and when to involve HR.”
Director of Operations, Logistics
“Seattle Consulting Group helped us see that many employee problems become larger because managers wait too long to act. The session gave managers a clearer path for responding earlier and more consistently.”
No-Risk Manager Documentation Guarantee
Attend the full clinic. If you do not leave with at least one clearer way to document performance, conduct, expectations, correction conversations, or follow-up, contact us within 24 hours and we will refund your registration fee.
If you register and cannot attend live, you may transfer your seat to another person in your organization or request the session materials.
The next live clinic is July 22. A second session is available August 12 for managers and leaders who need a later date.
Correcting Repeated Employee Behavior Before It Becomes an HR Issue
Repeated employee behavior often continues because expectations have not been clarified, corrected, documented, and followed up on with enough consistency.
Most recurring performance and conduct problems do not begin as major HR issues. They usually begin as missed deadlines, unclear standards, delayed conversations, uneven follow-up, and coworkers quietly compensating for behavior that should have been addressed earlier.
This 60-minute clinic gives managers a practical structure for correcting repeated employee behavior with clarity, fairness, and confidence.
Managers will learn how to identify the actual behavior, reset the standard, hold the correction conversation, document the concern, and follow up consistently so the employee understands what must change and what will happen next.
This clinic is designed for managers, supervisors, HR partners, and leaders who need a practical way to address repeated performance and conduct concerns before they damage trust, morale, or team performance.
Vice President, Operations, Manufacturing
“Jim’s approach is different from typical leadership training. He does not stay at the level of inspiration or theory. He gives managers language, structure, and standards they can use in real workplace situations.”
No-Risk Manager Training Guarantee
Attend the full clinic. If you do not leave with at least one clearer way to correct repeated employee behavior, reset expectations, document the concern, or follow up with confidence, contact us within 24 hours and we will refund your registration fee.
If you register and cannot attend live, you may transfer your seat to another person in your organization or request the session materials.
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