Uphold Integrity and Respect

AI is increasingly shaping how work gets done on teams, often through informal or uneven use, without shared expectations to rely on. When that happens, teams begin developing “shadow standards”: unspoken assumptions about what’s acceptable, what’s smart, and what’s risky. Over time, this can create team-level strain through misaligned quality, uneven behaviour, reduced visibility, and the quiet erosion of professional trust and confidence. This workshop helps people leaders replace that uncertainty with team-level leadership judgment. You will learn how to notice when expectations have become blurred, diagnose whether leadership clarity is actually required, and make consistent, defensible calls using PMC’s LENS decision lens. Rather than waiting for perfect organizational guidance, you will clarify how existing expectations apply to your team’s AI use. You will draft 2-3 practical team guardrails you can reasonably stand behind as a leader, and you will choose a defensible leadership position for how visible that clarity needs to be right now—whether it should be held, reinforced informally, or supported through a focused conversation. By the end of the session, you will leave with a repeatable method to reduce team-level uncertainty and strengthen trust, fairness, and consistency in how AI is used—without relying on policy work, technical expertise, or escalation.

Learning how to deal with difficult people at work starts with better judgment: What is actually happening, what work standard is being strained, and what response fits your role? When difficult behaviour is left unclear, teams start working around it, participation drops, decisions slow down, and time is lost to avoidable friction. This course helps participants recognize repeated behaviour patterns, assess the impact on the work, and decide whether a direct conversation, raising the concern, or a pause-and-consult approach is the right next step. Participants leave with practical language for resetting expectations clearly and fairly, helping teams reduce workarounds, protect follow-through, and keep the work moving.

Supervisors make constant decisions all day long about when to step in, what to say, and how to respond when work or behaviour starts to slip. When these moments are handled inconsistently or too late, issues linger, expectations become unclear, and teams end up dealing with avoidable rework and frustration. This supervisor training course is built around PMC Training’s 3-Zone framework, a practical approach to everyday supervision that helps managers set work up clearly, adjust performance issues while they’re still recoverable, and reset missed standards when needed. It gives supervisors a simple way to decide when to coach, when to give feedback, and when to take more direct action. As a result, teams work with clearer expectations, stronger accountability, and fewer unresolved issues. It also helps your organization apply standards more consistently, fairly, and promptly in a way that supports stronger performance and team morale.

Stepping into management changes more than your responsibilities. It changes how people interpret your actions, how standards need to be applied, and how often you find yourself needing to address issues you may have previously overlooked, tolerated, or left to someone else. This course uses PMC Training’s Four Shifts framework to help new and experienced managers lead more consistently across role, relationship, communication, and routine. Participants learn how to communicate more clearly, apply expectations fairly, navigate changing team dynamics, and build the structure that supports team accountability. The result is a steadier approach that strengthens trust, visible fairness, and day-to-day performance for both the manager and the organization.

Organizations perform at their peak when the Vision, Values and individual Needs (for autonomy, respect, appreciation and contribution) of their people are agreed upon and met. This enables individuals to flourish within the organization to come together as a team united in a shared group identity. It can be achieved with an agreed purpose and direction based on a set of common values and behaviors. Individuals are inspired then to take personal responsibility to unleash their creative talent in harmony to meet the objectives and goals of the organization.

Courage is like a muscle; the more you use it the stronger it grows. Although some may have an aptitude for it, anyone can learn to be courageous. Being courageous can take various forms, including: not shying away from uncomfortable situations, encouraging rather than stifling creativity among those around you, and a willingness to take calculated risks and decisions and stand by them. Demonstrating courage can fast track your career. It’s not always easy to be a courageous leader, but usually a leader like this will be remembered with admiration and respect. At this workshop, you’ll gain an understanding the qualities of courageous leadership, and learn how to apply and implement them – regardless of your position or role. This workshop is highly interactive, designed to engage participants through meaningful discussions, real-life scenarios, and shared experiences to maximize learning and impact.

As diversity increases in the workplace, people from different backgrounds and orientations will integrate with the workplace culture and perform when they feel welcomed, safe and included to become a part of the organizational culture. The program is designed to create an interactive conversation to help understand what equity, diversity and inclusion (EDI) means and how people from different backgrounds and cultures may experience it in their daily lives. It is acknowledged that there is no one perfect or certain approach to dealing with EDI. It is very much related to the existing leadership and organizational culture and what the organization aspires to be in meeting its goals. The program will be facilitated through a mindfulness lens with a focus on unconscious biases and possible systemic barriers to inclusion and equity.  The facilitator will encourage self-reflection and a compassionate inquiry into how to effect change, and overcome biases and barriers, so every member of the team is valued as a part of an inclusive culture. The program will be facilitated in an interactive co-inquiring manner encouraging participants to actively contribute to the learning process.

Equity, diversity, inclusion, and accessibility (EDIA) are often promoted as essential concepts in Canadian society. However, we are rarely given the instruction needed to incorporate EDIA practices into our daily work. This course will discuss the importance of and methods for applying EDIA to our writing and document formatting. This will give participants concrete applicable instruction for incorporating inclusive language and accessible formatting techniques into anything they set out to write.

Values and ethics are part of our daily decisions and choices at work.  Yet, how often do we take the time to consider these in a meaningful way?  Studies show that a strong ethical workplace culture creates a high performing organization, where employees are motivated and engaged, and where leadership is clear and aligned.  With 67% of working Canadians not fully engaged in their work, this course aims to explore the connection between individual and organizational values, and employee engagement levels within the workplace. This 2-day course begins with a self-assessment into existing values, and how these might be demonstrated within the workplace.  Values will also be considered in the context of the organization as a whole, and how personal and organizational values can be aligned.  Real-life ethical dilemmas and solutions will be explored, key research results will be discussed, and tools and practical information will be provided as participants identify their own ethical boundaries, and practice how to navigate these in situations where there may be a conflict.