We believe training can serve to eliminate conflict and have developed many programs to serve this vision. Our courses range from delivery at the employee level up to specialized initiatives for Management, and dispute resolution training.
Our Investigation training programs are designed to equip your management, supervisors, human resource staff and internal investigators with a proven process. We have trained thousands of investigators in our many years in the field. With over 23 years of investigation experience and dealing with conflict in Canadian workplaces (in every industry) – participants can expect a powerful and realistic learning environment.
Our Investigation workshops are offered in various cities across Canada. You may also choose to bring our experts to your organization – all our programs can be delivered on site and tailored to your needs.
Seating is limited. Hill Advisory Services will provide you with a confirmation to guarantee your seat. Payment is required prior to attending, an invoice will be supplied with your confirmation. You can register for one of our classes here.
Register for one of our classes
Need a Customized Training Program?
Should you wish to tailor a program to meet your specific needs, or request a quote on hosting one of our programs in-house, our experienced facilitators would be pleased to discuss these options. You can contact us at (204) 831-7661, or email Dylan Hill or Cam Hill
Investigation Level One – Oct. 23, 24, 25th, 2017
Investigation Level One & Two – Oct. 23rd – 27th. 2017Read more
Investigation Level One – March 5th, 6th, 7th, 2018
Investigation Level One & Two – March 5th – 9th, 2018Read more
Investigation Level One – May 7, 8, 9th, 2018Read more
This three-day training is designed for Human Resources staff; Union Representatives, workplace harassment advisors, designated conflict officers, harassment investigators and managers at all levels within any organization. This training utilizes a combination of theory-based lectures and hands-on practical exercises involving group tasks and investigation scenarios with professional actors.
Participants learn how to conduct a harassment complaint investigation, from the taking of initial statements through to the questioning of witnesses to final report writing. Utilizing an effective balance of theory and practical exercises the experienced facilitators of Hill Advisory Services present a wide array of information via lectures, handouts and participatory exercises on such topics as:
- The legal and ethical roles and responsibilities of investigators
- Investigator questioning techniques
- What investigators require to conduct an interview
- Preparing for the investigation and interview
- Conducting the interview
- Assessing information and evidence
- The mechanics of final report writing
- The principals of civil law as they relate to the process
- Witness Statements
- Report analysis
- A variety of handouts including tips on the investigation process
1. Roles and Responsibilities of Investigator
An outline of the mandate and role of the investigator.
2. Preparing for the Investigation
A systematic check list of all the areas needed to be prepared before you interview.
3. Developing Questions
An examination of questioning techniques and strategies used in order to maintain control of the interviewing process.
4. Questioning Techniques
How do you control someone who rambles?
How do you handle objections?
Tips to maintain order, handle dissension; obtain facts.
5. Conducting the Interview
Actors become a Complainant, a Respondent and a witness so participants have the opportunity to experience interviewing 3 witnesses during this training.
6. Writing Statements
How do you write statements for the investigation?
How do you phrase the details of the case to defuse not accelerate the complaint?
Do emotions belong in written statements?
7. Assessing the Information
Participants assess the information collected from the interviews to decide what further interviews are needed, what evidence has been substantiated and what evidence needs to be substantiated.
8. The Report
An examination of what a Report should and should not contain and why.
9. Principles of Natural Justice
An examination of what the principles are and how they relate to the investigative process.
After a three-day course on the fundamentals of Harassment (or any) Investigation it can be tempting to consider yourself an expert. This is something we discuss with every class. The danger is very real. Feeling as if you are an expert can lead to lack of flexibility or a closed minded approach. This can be deadly in the highly emotional and high-stakes landscape of conflict in the workplace.
In Level Two we truly take it to the next level. In addition to more complex interviews, we will advance the conversation to explore the Art of interviewing and the subtleties, not just the basics. In Level Two we will ask more of you and our program focuses intensely on the immediate feedback of our experienced facilitator.
During Level Two, the majority of time in the Program is spent on interviewing witnesses; with interviews occurring throughout Level Two. Participants are guided through interviewing witnesses; developing a witness statement, and preparing questions for the witnesses. On the completion of witness interviews, participants prepare for and conduct re-direct interviews with the primary parties. The areas of practical learning in Level Two are:
Statement Development and Signature
Preparation for re-direct interviews
Weighing evidence and forming conclusions
Providing evidence to support conclusions
Study materials are provided to each participant prior to the course.
Note: Clients who have attended Level One in the past are welcome to join us for Level Two in any location on our current schedule.
INVESTIGATION LEVEL THREE
As a graduate of Hill Advisory Services Harassment Investigation Level One and Two program, you have a keen understanding of the complexities of a well run investigation. Core skills include, information analysis (both written and verbal), question planning, conducting the interview and producing a summation of the entire process.
Hill Advisory Services is pleased to introduce the next level of our highly acclaimed, interactive training series, Harassment Investigation Level Three.
During the three days of the workshop you can expect to work in a small group of professionals to:
• Examine common errors in statement writing
• Interview a variety of witness types
• Analyze the information collected and redirect witnesses based on lessons learned
• Write statements and final reports
As always, the facilitators bring a wealth of experience to the training, being involved solely in this area of work since 1990. Our facilitators will provide:
• Clear, on-going personal feedback
• One on one coaching sessions to identify areas of strength and areas to be developed
• Powerful and insightful examples based on actual cases
• Constant encouragement and good humour!
Class size will be limited for this event and seating will be provided at the sole discretion of Hill Advisory Services, we look forward to seeing you!
This three-hour training is intended to be run in one location numerous times, (back to back) in order to provide introductory awareness and prevention training to all personnel within an organization (20 – 25 participants at a session). This training can be tailored to the specific requirements of an organization and is generally utilized in conjunction with the introduction of new or revised workplace harassment policies and/or procedures.
The training utilizes a combination of theory-based lectures and casework involving group work. All case studies utilized are real so that the result of the case is given to the participants to further enhance the learning. The following subjects are discussed and presented during this training:
- What harassment is and is not (according to the applicable legislation)
- Identification of the different types of harassment (according to the client’s policy)
- Clear examples of behaviours that constitute different types of harassment
- Different case studies are examined and discussed to enhance learnings
- Myths pertaining to harassment are examined
- Costs and statistics are reviewed
- Prevention steps to harassment
This one day training is intended to be run in one location numerous times (back to back), or as a single day session – in order to provide Awareness and Prevention training to Managers, Supervisors and Executives within an organization (20 participants at a session). This training can be tailored to the specific requirements of an organization.
We utilize a combination of theory-based lectures and casework involving group work. The following subjects are discussed and presented during this training:
- What harassment is and is not – according to the applicable legislation
- Identification of the different types of harassment – according to the client’s policy
- Clear examples of behaviours that constitutes different types of harassment, using real case studies. The result is given to participants to further enhance the learning
- Typical behaviour that constitutes harassment such as:
– Acts of harassment occurring at or away from the workplace
– The concept of the harassment scale and how one incident or a series of incidents applies in terms of a breach of policy
– Verbal abuse or threats
In the afternoon, participants work with professional actors, and actual scenarios of conflict derived from harassment, discrimination, violence, and personality clashes. Participants will review scenarios and outline intervention strategies for effective resolution of the scenarios while working with their group and the actors. Further topics covered are:
- Prevention strategies/steps to harassment
- Management responsibilities/responses
- Tips on creating a harassment free workplace
- Tips for early intervention
- Identifying typical/developing harassment situations to resolve
- Examining techniques when the manager is hooked in the situation so detachment occurs
The focus is to bring a broader awareness to the participants of what their responsibilities are, and what resources are available to them to assist with dispute resolution.
This two day Workshop provides participants with an opportunity to learn how to assist in resolving conflict in the workplace: Employee to employee conflict; group conflicts; employee and supervisor conflict in the workplace. The goal is to learn to identify and utilize early intervention steps.
Human Resources staff, Supervisors, Management and front line personnel involved in the early stages of conflict learn how to intervene appropriately in workplace conflict situations.
- have more confidence in applying intervention steps during a workplace conflict situation.
- learn a simple resolution process that is results-oriented.
- learn when it is appropriate to intervene in a workplace conflict and when it is appropriate to move the conflict into other jurisdictions in the workplace.
- learn assessment techniques to help them understand the conflict situation in order to apply the correct leverage to the disputants.
- learn, through engaging with professional actors, how to apply common sense to workplace conflict situations.
- learn how not to get caught in the story-line in workplace conflicts.
This two-day workshop is intended to provide Early Intervention-Conflict Resolution training to participants.
Hill Advisory Services utilizes a combination of theory-based lectures, assessment of actual cases and interactions with professional actors to resolve workplace conflicts; involving small group work and large group work.
The process to resolution involves fourstages and then a follow-up plan. This Workshop focuses on that process and with the use of demonstrations, actors, group tasks and lecturettes participants will be taken through all four stages in an experiential way. The principles of adult education are applied throughout.
The Resolution Process that will be followed consists of:
- Before becoming involved with the disputants a manager needs to know some basic information about the disputants and the dispute. This is the First Assessment of the dispute.
- Further Assessment involves meeting individually with the disputants to ascertain more information and to start setting the ground rules for the resolution work.
- Stage One of the Process – the First meeting between the disputants – how to set it up, who speaks first, how to ensure ground rules are applied, establishing further meeting dates, etc.
- Stage Two of the Process – the Second meeting between the disputants – which clarifies each disputant’s thoughts and helps them expand their perceptions. Participants learn how to paraphrase, clarify and use a technique that keeps the disputants on target and speaking to each other through the manager.
- Stage Three of the Process – the Third meeting between the disputants – now the manager is looking for and assisting them to find mutual needs, commonalities and helping the disputants move toward ‘forward thinking’ and resolution of their dispute.
- Stage Four of the Process – The Fourth meeting between the disputants – The manager helps the disputants problem-solve by asking them to come up with options or solutions to help resolve their differences.
- Follow-up techniques and plan – help the manager to remain focused on the disputants to support their change in behaviour.
The following topics will be discussed during the Workshop:
- Differences between harassment and resolution
- How to know when to move to resolution
- Whose problem is this anyway?
- Differences that managers need to know about resolution
- Tips to consider when confronting anyone (crucial conversations)
- Steps to follow when resolving disputes (this process is referred to throughout the workshop)
- Definitions of terms used in resolution work
- Identifying interests in disputes
- Becoming hooked – and how to unhook
- Controlling the resolution process – this process will be practiced on day two of the workshop
- Stage One – what is it?
- Follow-up techniques and planStep One – Assessment
Small group work on case studies to analyze and discussion pertinent to assessing the dispute
Step Two – More Assessment
This involves the first interview with disputants to outline what their issues are. Actors play disputants. Participants interact with actors to learn how to assess the dispute.
Stage One – the First meeting
Stage Two – Ready, Set, Go
Stage Three – Clarifying Needs and Wants
Stage Four – Problem-Solving
The ‘non-effective’ way of dealing with the issue is demonstrated at each stage. Professional Actors portray the disputants. Particular attention is paid to ensuring the resolution process is as realistic as possible. Our actors are provided extensive scripts and in many cases have worked with Hill Advisory Services for several years in role-play settings. Participants will interact with the actors to bring the meetings to the appropriate conclusion at each Stage. Hill Advisory Services firmly believes that this form of role-play magnifies the learning potential in the group from a more traditional approach.
All learners deserve to be provided a practical, no nonsense, reasoned approach with
the goal of building real world skills. Our area of expertise is conflict management in the
workplace and specifically, Investigations, both formal and informal.
Theory is important, but not to the exclusion of practice. In all of our Workshops,
learners will receive open and frank discussions of the dynamics of conducting
investigations, based on our vast and varied experience, and importantly, receive the
opportunity to develop skills through practice, using professional actors, small group
work and timely feedback.
Our training has received recognition in every industry in Canada, and has provided a
memorable framework for many clients for many years. In this Introduction to the
Investigative process, we take you through a number of topics, including:
• The ramifications of poor work
• Roles and Responsibilities for investigators
• What Investigators require
• Proper information management techniques
• Preparation of formal statements
• Formulating a proper final report that bases conclusions on evidence and is safe
Participants will be provided with an opportunity to work in small groups of professionals
to develop skills in this hands on, experiential based training method. The facilitators will
debrief all tasks to provide insights to expand the learning outcomes.
Please join us for this glimpse into the Investigation Process and take away knowledge,
skills and abilities that will improve your ability to manage conflict in your workplace.
Contact us to learn more about hosting this program on site.
Learn how your organization can reduce costs and provide your workplace with the latest training techniques related to the harassment and discrimination area!
One of the core offerings of our business since 1990 has been the instruction of Harassment Awareness and Prevention courses across Canada. Approximately 10 years ago, we launched an E-Learning version of the training, with live action case studies based on real life Canadian content scenarios which enabled clients to deliver, manage, track and assess compliance in this valuable area in Human Resources. After a successful run, we have embarked upon a wholesale re-tooling of the program, and we are excited to launch the first step for your consideration.
Here, you will find a sample case study, which illustrates a real life conflict scenario and which is presented in as realistic a way as possible. There are questions for the learner to consider. We have also included a sample of policy instruction.
This project is entirely customizable to your organization, taking the antiquated concept of ‘off-the-shelf’ training to an entirely different level. Please contact us with any questions and to book your complimentary project mapping and cost estimate.
"Excellent, great knowledge & sharing real cases, good feedback during and after the modules."Air Canada Jazz
"Amazing how you need to prepare for different personalities when you interview; great learning regarding the difference in interviewing witnesses, Complainant, Respondent and re-direct."Palliser Health
"All of it, the case was excellent along with the actors. The process that Hill Advisory follows is a great learning tool."Royal Canadian Mint