HR Transformations | 416.944.3005

Training Workshops:

HR Transformations offers over 30 training workshops and facilitated processes that are customizable for your organisation. Contact us to discuss setting up a in-house workshop for your organisation.

Managing Others:

Giving Tough Feedback – and Getting Tough Responses (1/2 day)
When managers give possibly unwelcome feedback they’re likely to get one or all of three responses: “No, I didn’t”, “It was no big deal” or “I had to do it”. This workshop trains managers to give that feedback in the best way possible and deal with any challenging responses.

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Coaching for Stronger Results
(1 to 2 days)
How can managers get better results from their employees? The number one method is through coaching. In this workshop we train managers on the three forms of coaching: Tutoring, Counseling and Mentoring as well as the communication process for coaching.

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Conducting Performance Reviews (1/2 day)
The essence of a great performance review is in the discussion not in the writing. Yet many managers are never trained to hold a performance review discussion that provides crystallized feedback for the past performance period, establishes the next set of priorities and develops the employee for the future. This workshop trains managers to do that and to steer their way through any potential landmines in the conversation.

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Accountability: Holding People to Results (1/2 to 1 day)
A recent McKinsey study listed Accountability as one of the top three dilemmas of CEO’s. How can we hold people accountable for achieving results, no matter what the circumstances, and for their mistakes? It’s simple but it’s not easy. This workshop trains your leaders and managers how to hold people accountable for results.

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The Delegation Dilemma (1 day)
The heart of the delegation dilemma for leaders and managers is that they want to let go but when they do the work doesn’t get done the way it was meant to be. This workshop develops the skills for balancing this dilemma by using a delegation matrix that provides guidance on when and how much to empower employees to produce results.

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Managing Performance Challenges (1/2 day)
There’s nothing more frustrating and baffling for managers than when employees don’t perform. This workshop trains managers on a stepby- step process for managing performance challenges, including when those challenges cross the line into non-performance.

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Fair But Firm: Managing Difficult Discussions (1/2 day)
“Why can’t I have a salary increase?” “Why is David rated higher than I am?” “Am I going to be in the top talent pool?” “Can I have an unpaid three month leave of absence?” All these and more are conversations that managers are rarely trained to have. Yet they are the defining points of the manager-employee relationship. Employee motivation, engagement and productivity hang on these conversations. We train managers in a specific process and set of skills for these discussions.

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Managing Employees through Change (1/2 to 1 day)
Managers learn to manage employee reactions and resistance to change, develop strategies for leading employees through the stages change and become change agents, all while managing their own reactions to change.

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Building a Great Team (1/2 to 1 day)
Managers learn to identify what stage of development their team currently resides in and then accelerate the team to the next stage through deliberate action. We can also train managers to set team goals, manage team performance and to manage specific issues or dysfunctions on a team.

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Resolving Conflict (1/2 day)
When a manager are faced with conflict on a team, conflict between two of their employees or conflict between an employee and someone outside the team – the manager is often uncertain and unskilled in how to deal with it. We train positive actions for resolving conflict including but not limited to direct intervention techniques.

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Working Effectively with Others:

Positive Power & Influence (2 to 3 days – Special pricing)
This workshop may be for your organisation if your managers and leaders work well only when they have hierarchy and authority on their side, if they need to work through influence or if your organisation is matrixed. Participants gain the skills to meet their influence objectives while keeping relationships intact. The program develops participants’ influence style flexibility so they are more effective in a broader range of situations.

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Interviewing for Success (1/2 day)
Managers will refresh their behavioural interviewing skills including how to analyse responses questions using the CAR (Context, Action, Results) approach. We also cover the fundamental do’s and don’ts of interviewing others as well as using objective decision-making to identify the right candidate.

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Respectful Workplace (1/2 to 1 day)
This program equips employees with critical skills for creating a respectful workplace. Employees gain skills in identifying and eliminating incivility, harassment and bullying. The manager version includes dealing with the dilemmas involved in assessing and responding to subtle and blatant harassment, the seven most common mistakes to avoid, fail-proof tools for handling any respect-related situation effectively.

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Myers Briggs (1/2 day)
This most used and valued of all the personality testing tools trains employees in a framework for understanding and appreciating others’ differences – versus being annoyed by them. Employees use that People solutions. Measurable results. framework for working more effectively with others. Teams can create a plan to work together effectively through a better understanding of each other’s working styles. Managers can learn how to motivate, communicate and work more effectively with employees.

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Managing the Boss (1/2 day)
Most people think they only need to manage their boss when they have a bad boss. Everyone can get more out of the most fundamental work relationship they have. We provide tips for managing the boss, and work with participants from any level to develop an action plan for creating an even more productive relationship. A thought-provoking, challenging, and practical session.

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Managing the Matrix Organisation (1/2 to 1 day)
Participants will identify the barriers to effective navigation of the matrix organisation and then create a personal action plan for steering through the organisation using a menu of tips and techniques used successfully by others within the same organisation. We develop skills for influencing decisions within a matrix. Managers will develop skills for coaching employees to work effectively within a matrix.

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Consulting Skills for Internal HR Consultants (1 day)
This workshop trains HR professionals in a collaborative approach with the business for identifying the underlying or root causes of issues, and then to apply the Organisational Performance model to diagnose issues or opportunities and develop options for solution. They will then learn to create options that identify the impact to the business, and employ a coaching model to facilitate and influence problem solving for the best solution. A critical workshop for moving HR people further along the business partner continuum.

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Facilitation Skills and Processes (1 to 2 days)
When designing and/or facilitating a process to produce an outcome is a job requirement, this workshop provides a unique skill set. Many organisations confuse facilitation with training and assume the process and skills are the same. This workshop distinguishes the two and focuses on the specific skills required for facilitation. We also include templates for some of the more common facilitation processes.

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Train the Trainer or Training Designer (1 to 2 days)
This workshop provides employees with the ability to design and/or deliver training. We provide real-world practice with participants designing a piece of upcoming training and delivering it – then gaining valuable feedback on their skills.

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Individual Effectiveness:

Finance for Non Finance Professionals (1/2 day)
This workshop helps your employees understand at an intimate level the key financial measures that drive your company's performance. They’ll be able to state why those measures are important and how they are calculated. Most importantly, they’ll be able to relate those measures to their own roles and explain how they could use them to enhance their competencies and results.

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Project Management for Non Project Managers (1 to 1 1/2 days)
This workshop takes the discipline of project management and makes it accessible and relevant for anyone who has to manage a project but doesn’t want to over engineer it. Participants will learn a menu of tools that will include charters, scope definition, Gantt charts, DACI model, risk management, change management and post mortems; and will apply those tools to their own live, upcoming project. Most important, participants will learn how to scale their approach for project “lite”.

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Manage Your Time, Priorities & Productivity (1/2 day)
Employees will identify their personal time management “pitfalls” that most impact their day. They’ll learn to list, prioritize, and plan to complete daily tasks as well as plan for emergencies and interruptions. We make sure participants know the difference between time management and priority management and then train tips and techniques for both.

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Managing Personal Change (1/2 day)
Do your employees resist change but have no skills or tools for managing their own reactions? This workshop trains employees to recognise their own barriers to change and develop a personal action plan for surmounting those barriers in reaction to business and organisation change.

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HR for Small Organisations (1/2 day)
A survey course of everything a small organisation wants its managers to know about HR but was afraid to ask. Best practices scaled down for accessible use in the areas of hiring, policy development, performance appraisals, employee motivation & rewards, compensation performance issues, firing practices, respectful workplace and related legislation.

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Successful Career Management (1/2 day)
Employees and managers will learn to develop career goals, and create an action plan for meeting those goals. We train participants in development planning and internal networking techniques.

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Developing a Business Case (2 days)
Participants in this workshop will be able to assess the market need and demand for a new product, quantify the revenue potential for a new product, determine the resources required to support the new product in the market (marketing, sales, operational, customer service, etc), and develop a financial business case for the new product. They will also learn to pitch a “go / no-go” recommendation to Senior Management.

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Customer Intimacy (1/2 to 1 day)
We train employees to differentiate between customer satisfaction and customer intimacy – and then to use practices and processes that will enhance customer intimacy. Employees will learn the characteristics of and be prepared to leap into a moment of truth! We train them to tailor their communication to produce impactful, positive first impressions, how to initiate and maintain conversations, how to quickly establish rapport with customers you meet in person or over the phone. They also develop skills for connecting with customers of different personality types.

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