Is this happening on your team?
You have discussed the same performance problem repeatedly without lasting improvement.
An employee promises to change, but results stay inconsistent.
Other employees are frustrated by the extra workload.
You are not sure whether to offer more support or begin corrective action.
Managers keep saying they will "have another conversation" and then avoid the real decision.
If one of these sounds familiar, the next move matters more than the next conversation.
What waiting costs your organization
When coaching stalls and no one decides what comes next, the problem rarely stays small:
Capable employees absorb the extra work and start to notice.
Managers lose weeks to repeat conversations.
The eventual decision looks sudden to everyone, including the employee.
Inconsistent treatment and thin documentation make that decision harder to defend.
Support or accommodation needs that were never explored can complicate it further.
Every delay consumes management time and weakens confidence in workplace standards.
Your Next Step Toolkit (included with registration)
Every participant receives three tools to use the day after the seminar:
The "Coaching Hasn't Worked" Conversation Script. Word-for-word language for the conversation where you reset expectations, state what must change, and set review points, without drifting into another round of vague encouragement.
The Documentation Template. A simple record of expectations, support provided, results, and follow-up dates, so your decisions rest on evidence.
The One-Page Decision Guide. A clear path for choosing between more coaching, a formal improvement process, or involving HR now.
You will also work through a short case showing the tools in action.
Why CA$249 is a sound investment
One stalled case costs far more than CA$249. Count the management time already spent on an unresolved performance problem, plus the cost of a drawn-out or poorly documented exit.
You get tools, not just a session. The script, template, and guide are reusable for every difficult case, so you don't build them from scratch.
The recording extends the value. You have 12 months to rewatch it.
The risk is on us. If you are not satisfied, choose a full refund or a transfer.
It counts toward development. The Certificate of Completion documents 1.5 instructional hours. Acceptance is determined by your employer or association.
Who should attend
HR professionals and employee relations specialists who advise managers, and the managers, supervisors, department heads, and business owners responsible for resolving recurring performance problems. HR leaders are encouraged to attend with their managers so everyone uses one approach.
This is a practical session on what to decide, say, and record. It is not legal advice. For advice on a specific case, speak with counsel.
What you will learn
1. Diagnose why coaching has stalled. Separate unclear expectations, capability gaps, inadequate support, and accountability problems, and assess what previous coaching has accomplished.
2. Establish clear performance requirements. Translate expectations into measurable outcomes, deadlines, and documented review points.
3. Conduct the next conversation. Clarify responsibilities, available support, and the consequences of continued underperformance, with clarity and respect.
4. Decide when further action is needed. Evaluate progress and determine when structured improvement, HR involvement, or corrective action should be considered, while recognizing when accommodation considerations may apply.
Your facilitator: Jim Woods
Jim Woods is Managing Partner of HR Strategy Institute, author of HR Unchained, and creator of The Woods HR Power Model. He holds a master's degree in organizational development and human resources and founded his consulting practice in 1998. He helps HR leaders and managers turn repeated conversations into clear decisions, consistent standards, and records they can stand behind.
Professionals from organizations including Scotiabank, 3M, Pitney Bowes, and Whirlpool have attended SCG programs.
Our satisfaction guarantee
If you are not satisfied after attending, email sales@seattleconsultinggrp.com within seven calendar days after the seminar ends. Choose a full refund or a transfer to another SCG seminar of equal value.
Stop coaching in circles. Start making progress.
When repeated coaching isn't changing performance, knowing what to do next matters. Gain the judgment, the tools, and the process to address the problem, establish accountability, and follow through.
Register now
CA$249 per person. Choose your seminar date and register above. Only 25 seats are available per session.
Training 3 or more managers? Email sales@seattleconsultinggrp.com for a team rate.
Want both this seminar and Invisible and Episodic Disabilities at Work? Email us for a bundle price.
Want this for your whole management team? Ask about a private session for your organization, including the toolkit.
Cancellation and Transfer Policy
Cancel in writing at least 21 calendar days before the seminar begins to receive a full refund. Cancellations received fewer than 21 days before the seminar and registrations unused without notice are non-refundable.
If your plans change, you may send a substitute at no additional charge or transfer your registration once to a future offering of the same seminar, subject to availability. Please notify us before the original seminar begins. Any difference in tuition will apply to transfers.
If Seattle Consulting Group cancels or reschedules your seminar, you may choose a transfer or a full refund.
Send cancellation, substitution, and transfer requests to sales@seattleconsultinggrp.com. These cancellation terms do not limit the satisfaction guarantee above or any rights provided by applicable law.
Program Disclaimer
Seattle Consulting Group seminars provide professional education and practical guidance. They do not provide legal, medical, or other individualized professional advice, and attendance does not create a consulting or advisory relationship.
Participants remain responsible for applying the learning appropriately within their circumstances, workplace policies, collective agreements, and applicable laws. Templates are starting points to adapt to your policies, collective agreements, and applicable laws.
Where provided, certificates document completion and Professional Development Hours. Acceptance toward an employer, professional association, licensing body, or external credentialing requirement is determined by the receiving organization.