Image 1 of 1
Reach findings your organization can act on
An employee reports that a manager made a troubling comment and then removed her from an important assignment. The manager disputes the account. A witness remembers only part of the conversation. Before anyone can decide what happened, someone must determine which questions the investigation needs to answer.
That person may be you.
A well-run investigation helps an organization make a decision it can explain. It also helps avoid wasted work: interviews that have to be repeated, records discovered too late, and findings sent back because they do not address the original concern. For the people involved, a clear process means their accounts receive careful consideration and they understand that conclusions will rest on evidence.
Workplace Investigation Skills helps you develop the judgment behind that process. You will practise making decisions as a case unfolds, then see how those decisions affect the quality of the final findings.
Know what to investigate before the work expands
A complaint rarely arrives as a set of neatly framed questions. It may combine something a person heard, an employment decision they experienced, and a concern about what happened after they spoke up. If those issues remain tangled together, interviews wander and the final report may leave a central question unanswered.
You will practise separating a report into specific concerns, deciding which records to preserve, and identifying who can conduct the inquiry fairly. You will also consider what information matters now and what can wait. A more focused plan helps you use investigation time where it will improve the decision.
Ask questions that move the inquiry forward
Interviewing is more demanding than collecting each person’s version of events. An answer may be incomplete because someone remembers the sequence differently, does not know what another person intended, or has not yet seen a relevant record.
Through guided practice, you will work on questions that draw out detail without suggesting an answer. You will decide when to seek clarification, how to test a conflicting account, and when new information should be put to someone for a response. Those skills help you avoid returning to the same people simply because an important question was missed.
Explain what the evidence does—and does not—establish
A message may confirm that a conversation occurred without proving what was said in the room. A timestamp may establish when an assignment changed without explaining why. An investigator needs to understand the value and limits of each piece of information.
You will assess documents and accounts allegation by allegation, consider plausible alternative explanations, and decide whether further inquiry could change the result. You will then draft findings that show the reasoning behind each conclusion. The goal is a report that helps the authorized decision maker act with a clear understanding of what the investigation established and what remains unresolved.
Practise with one case across two live sessions
Session one: Plan and investigate. You will receive the initial report, define the concerns, identify relevant people and records, and plan the interviews. You will practise interview questions and revise your approach when additional information changes the case.
Session two: Assess and explain. You will compare the accounts and records, decide where follow-up is needed, and draft findings for the separate concerns. You will practise explaining your conclusions and their limits to a decision maker.
Each session combines focused instruction, individual decisions, interview practice, and facilitated discussion. Participants newer to investigations can build a practical approach, while experienced practitioners can test their judgment against the case’s more difficult questions.
Take useful tools back to work
Your registration includes the fictional case file, an investigation planning worksheet, an interview guide, and an evidence and findings worksheet. You will use the tools during the workshop and keep them for reference when planning and documenting future inquiries.
You will also receive 90-day access to recordings of the teaching segments. Participant breakout discussions and case disclosures will not be recorded. After attending both live sessions, you will receive a certificate documenting 5.5 instructional hours.
Who should attend
This workshop is designed for HR generalists, HR business partners, employee relations professionals, and others who conduct or support internal workplace investigations. It is suitable for someone preparing to lead a first investigation and for someone who wants to strengthen how they handle interviews, conflicting evidence, and findings.
Workshop details
Format: Two live, three-hour online sessions, with a 15-minute break in each session
Tuition: CA$395 per person
Class size: Up to 25 participants
Included: Case materials, practical worksheets, 90-day teaching-segment recording access, and a certificate of completion
Select an available cohort using the registration options above. The certificate documents attendance and instructional time. The workshop does not claim preapproved SHRM, HRCI, or CPHR recertification credits; participants can check their credentialing body’s requirements.
Your facilitator
Jim Woods helps professionals strengthen the judgment behind consequential workplace decisions. His background in organizational development, Human Resources, and leadership education shapes a workshop concerned with what investigators actually need to do: ask useful questions, weigh what they learn, document their reasoning, and communicate findings clearly.
Cancellation and Transfer Policy
If you need to cancel your registration, notify Seattle Consulting Group before the first session begins. Your tuition will be credited toward a future Workplace Investigation Skills workshop, subject to availability.
If Seattle Consulting Group cancels the workshop, you may transfer to another available session or receive a full refund.
A participant who cannot attend may request one transfer to a future scheduled Workplace Investigation Skills workshop instead of cancelling, subject to availability. If tuition for the future workshop differs from the amount originally paid, the applicable difference will apply.
Seattle Consulting Group reserves the right to reschedule or cancel a Workplace Investigation Skills workshop. If Seattle Consulting Group cancels the workshop and the participant elects not to transfer to another available date, tuition paid will be refunded.
Program Disclaimer
Workplace Investigation Skills provides workplace investigation education and practical guidance. It does not constitute legal, employment, Human Resources, or other professional advice, and participation does not create a consulting or advisory relationship with Seattle Consulting Group.
Organizations and participants remain responsible for determining how workshop concepts should be applied within their own circumstances, policies, and applicable laws.
Make your next investigation count
A clear plan, better questions, and findings you can explain help your organization make decisions without retracing the investigation. Choose an available session and practise those skills before the next concern reaches your desk.
Strengthen Investigation Skills