Practical training for better decisions, stronger accountability, and more consistent performance
Managers are expected to establish clear expectations, address performance concerns, make difficult decisions, and follow through when improvement does not occur. Yet many have never been given a reliable method for handling those responsibilities.
Leadership Training for Managers gives managers a practical framework for turning organizational expectations into clear decisions, accountable action, and consistent follow-through.
The program is delivered live online through five weekly 90-minute sessions. Each participant brings one current management situation into the program and applies the framework as the sessions progress.
Five weekly live online sessions
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Management Becomes Consequential When Something Must Happen
Communication, coaching, motivation, and delegation are important management capabilities. They are not sufficient when performance continues to decline, an employee repeatedly disregards an expectation, or a difficult decision has been postponed for too long.
In those moments, the manager must determine what standard applies, what the evidence demonstrates, what response is appropriate, who possesses the authority to act, and what must happen next.
Without that discipline, conversations multiply while decisions remain unresolved. Responsibility moves upward. Human Resources becomes involved without clear management ownership. Other employees begin carrying the cost of a problem no one has addressed.
Leadership Training for Managers prepares managers for these moments.
A Practical System for Management Decisions
The program is powered by The Five Decisions of Leadership™, a practical system for addressing performance, conduct, accountability, and workplace standards.
The five decisions guide managers through a connected sequence:
Set the Standard → Face the Reality → Choose the Response → Own the Consequence → Establish the Precedent
Managers do not study the framework as an abstract leadership model. They apply it to a genuine situation from their current work.
By the final session, each participant has examined the governing standard, evaluated the available evidence, selected an appropriate response, clarified decision ownership, and considered the wider precedent the decision will create.
Session One: Set the Standard
Accountability becomes subjective when expectations remain broad, implied, or open to interpretation.
Managers learn how to convert goals, values, responsibilities, and workplace requirements into standards people can understand and act upon.
They examine the required result, behaviour, boundary, responsibility, and evidence of completion. They also determine whether the employee has the information, capability, resources, support, and authority required to meet the standard.
The governing question is straightforward:
What must be true?
Session Two: Face the Reality
Managers need an accurate understanding of the problem before deciding how to respond.
Participants learn how to separate observable evidence from assumptions, interpretations, reputation, loyalty, and incomplete explanations.
They examine whether the situation concerns clarity, capability, capacity, commitment, conduct, organizational conditions, or some combination of these factors.
This diagnostic step prevents managers from reaching for a familiar technique before determining what the situation actually requires.
What does the evidence demonstrate?
Session Three: Choose the Response
Recognizing a problem is not the same as deciding what should happen next.
Managers learn how to determine whether the situation requires clarification, additional support, coaching, correction, redesign, escalation, or a more consequential response.
They consider the seriousness of the issue, previous expectations, established patterns, organizational effects, available authority, and the consequences of further delay.
The objective is not to make every difficult decision easy. It is to make the response timely, proportionate, and defensible.
What must happen next?
Session Four: Own the Consequence
Responsibility without sufficient authority produces hesitation, dependency, and displaced accountability.
Participants identify who owns the decision, who must act, who must provide support, who must document what occurred, and who will evaluate the result.
They also learn how to escalate a decision responsibly when the authority to act belongs elsewhere. Effective escalation does not abandon management responsibility. It presents the evidence, identifies the decision required, explains the organizational risk, and provides a clear recommendation.
Who decides and carries the consequence?
Session Five: Establish the Precedent
Every management decision teaches employees something about the organization’s real standards.
People notice what managers address, what they excuse, what they postpone, and whether comparable situations receive reasonably consistent responses.
Participants examine what their decision will communicate about performance, fairness, accountability, status, and leadership credibility. They consider what future behaviour the response may encourage and who will bear the cost if the issue remains unresolved.
What will this teach the team?
One Management Situation Carried Through the Program
Each participant brings one genuine and unresolved management situation into the first session.
That situation becomes the practical thread connecting the complete program. Participants apply each decision between sessions, observe what changes, gather relevant evidence, and return prepared to evaluate the next step.
This creates a different learning experience from a conventional course built around disconnected leadership techniques.
Participants do not merely discuss what effective managers should do. They advance a decision their responsibilities already require.
The Leadership Decision Record™
Every participant completes a Leadership Decision Record™ for the management situation examined during the program.
The record captures:
The organizational standard governing the situation.
The established facts, relevant patterns, assumptions, and information gaps.
The selected management response and the reasoning supporting it.
Decision, action, support, documentation, and follow-through ownership.
The next action, responsible owner, required evidence, and completion date.
The precedent the decision will establish.
The Leadership Decision Record™ becomes a repeatable instrument managers can continue using after the program concludes.
What Managers Will Be Better Prepared to Do
Participants will be better prepared to:
Establish clear performance, conduct, and responsibility expectations.
Diagnose what is actually producing a management problem.
Separate evidence from assumption before reaching a conclusion.
Determine when to clarify, support, coach, correct, redesign, escalate, or act.
Conduct difficult conversations with clarity and respect.
Connect responsibility with sufficient decision authority.
Document important management decisions objectively.
Establish clear actions, owners, deadlines, and follow-through.
Apply consistent decision standards without ignoring relevant circumstances.
Recognize the organizational precedent created by action or continued delay.
Who Should Attend
Leadership Training for Managers is designed for people who directly supervise employees or other managers.
Participants may include frontline managers, operations managers, department managers, branch managers, plant and production managers, regional managers, sales and customer-service managers, finance and information-technology managers, and directors responsible for managers or professional teams.
The program is suitable for both new and experienced managers who are responsible for performance, accountability, workplace standards, and employee decisions.
If you are responsible for another person’s performance, this program is built for the decisions that responsibility requires.
What Registration Includes
Registration includes:
Five weekly live online sessions.
The Leadership Training for Managers participant guide.
The Leadership Decision Record™.
Practical management tools and application exercises.
Between-session workplace application.
A personal management action plan.
A certificate of completion.
Participants should bring one current management situation they are prepared to examine throughout the program. Confidential or identifying employee information should not be shared during group discussions.
Program Format and Investment
Format: Live online
Schedule: Five weekly sessions
Session length: 90 minutes
Investment: CA$1,495 per participant
Class size: Limited to support discussion and practical application
Available program dates and times are shown in the registration options. Participants attend all five sessions in their selected cohort.
Select a Date and Register
Register With Confidence
Attend the first live session and evaluate the program against the commitments described on this page.
If the first session does not provide the relevant and practical management value promised, notify Seattle Consulting Group within 24 hours of that session to request a refund under the program guarantee.
Select Your Program Date
Choose the available cohort that works for your schedule and complete your registration online.
Registration includes the complete five-session program, participant materials, practical management tools, the Leadership Decision Record™, and a certificate of completion.
CA$1495 per participant
Select a Date and Register
Organizations registering several managers or requesting a dedicated cohort may contact Seattle Consulting Group at sales@seattleconsultinggrp.com.
Seattle Consulting Group provides live online management training across Canada and the United States.