Individual Online Classes

2 -weeks (40 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 8:30 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 8:30 PM EST. Mediation is a form of alternative dispute resolution (ADR), which spans facilitation, negotiation, mediation, arbitration, adjudication, and litigation. Participants in this course will explore the history and goals of mediation, and the elements of the mediation process. This course examines the role of a mediator and delivers an overview of the skills necessary to successfully mediate.

2 -weeks (40 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 8:30 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 8:30 PM EST. There are a number of options for resolving conflict that clients can choose from. The Dispute Resolution Assessment training course describes many avenues for dispute resolution and discusses the importance of understanding the range of options available for both non-adversarial and adversarial dispute resolutions. This information is crucial for assisting clients navigate the most appropriate method[s] for their particular situation.

2 Weeks (40 hours) In the Workplace Dispute Resolution training course, the participants examine the sources and dynamics of workplace conflicts. Participants lean to identify the sources and dynamics of conflict in the workplace, with an emphasis on minimizing power imbalances in interpersonal workplace conflict. This course examines the issues of the impact of organizational culture on employees, diversity in the workplace, harassment policies and the various methods of resolving workplace conflict including coaching, negotiating, and mediating with special emphasis on difficult work situations. Finally, participants evaluate conflicts, their sources, the parties, the relationships between the parties, and the legislative and regulatory environments to best implement organizational and workplace conflict management principles.

2 -weeks (40 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 8:30 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 8:30 PM EST. A rewarding and fulfilling career helping separated couples reach settlements and chart a better future for themselves and their children lies ahead for those who take part in our field-leading, cutting-edge Family Mediation course. The Introduction to Family Mediation training course delivers the foundation to work in a variety of settings where you will learn to provide family dispute resolution services and interventions for families experiencing relationship conflict and going through the process of separation. The course will equip students with the knowledge and skills to mediate family disputes by understanding the fundamentals of family dispute resolution. Topics covered focus on family mediation in practice and cover Screening Clients for Mediation, Strategies for Family Mediation and Steps in the Family Mediation Model, and the separation of Finances and Property. You will practice applying your family dispute resolution skills in a safe and professional online learning environment, learn to facilitate a family mediation and will examine and apply an ethical framework to your mediation using codes of practice and standards.

2 -weeks (40 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 8:30 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 8:30 PM EST. Family mediation is challenging work requiring a commitment to the development of professional skills and practice, an ability to reflect upon and enter into critical analysis of performance and an ability to produce professional documents to tight timescales. Family mediation requires personable, articulate and assertive individuals who have good listening skills and practical experience of working with individuals and couples. The impact of a separation and divorce on all people involved, including children, can be difficult. Students will learn about the impact on families and how they must be carefully approached. The Managing Family Dynamics training course will teach students about the structure, function, and roles within a family system as it relates to the family mediation setting.

2 -weeks (40 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 8:30 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 8:30 PM EST. Family Mediation is practiced by Lawyers and Non-Lawyers. It is fundamental that all Mediators understand the legal options and issues that arise during a family separation. While Mediators do not provide legal advice; it is important to be aware of the implications of Support and Property, Custody and Access. In the Family Law for Non-Lawyer Mediators training course students will learn how to draft a Memorandum of Understanding and Agreement; when a Family Mediation has concluded. Students will also learn about the importance of collaboration practice and options for a Family Mediation.

Live Session Schedule (Nov 2023) Tuesday and Wednesday (6:30 - 8:30 PM EST). Mediators want to provide services that all clients with diverse abilities and exceptionalities can fully and safely participate in.  It is important for mediators to be aware of the barriers faced by persons with disabilities and non-dominant cultures so that clients are empowered and able to participate meaningfully and actively. Successful mediators are able to connect with a diverse client base, and ensure an inclusive process by developing insight as to when and how their own biases affect their neutrality; attuning to their clients strengths, needs, and vulnerabilities; utilising active listening skills to improve rapport and clients’ sense of belonging. This course will employ reflection assignments and case studies from both popular culture and the instructors’ anecdotal professional experiences. The course will examine skills conducive to facilitating mediation processes that incorporate justice, equity, diversity and inclusion principles. This class is accredited by The ADR Institute of Ontario (ADRIO) and ADR Institute of Canada (ADRIC) for 21 hours of the specialized mediation and related training education requirement for the Qualified Mediator (Q.Med) designation.

4 -weeks (40 academic credit hours) Live Session Schedule: Lectures (mandatory) Tuesdays 6:30 PM – 8:30 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 9:00 PM EST. Mediation is a form of alternative dispute resolution (ADR), which spans facilitation, negotiation, mediation, arbitration, adjudication, and litigation. Participants in this course will explore the history and goals of mediation, and the elements of the mediation process. This course examines the role of a mediator and delivers an overview of the skills necessary to successfully mediate. This course introduces you to the concepts, skills, and techniques needed to mediate disputes: determining whether mediation is appropriate, the role of the mediator, guiding the process, managing emotions, and using communication skills as a mediator. Mediation is a practical method for helping people resolve their conflicts and attain mutually satisfactory outcomes. You will mediate simulated disputes involving parents, children, extended families, in-laws, neighbors, and step-parents. Emphasis is on skill development through simulated mediations assisted by OAFM Accredited Family Mediators.

2 -weeks (21 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 9:00 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 9:30 PM EST. *This course fulfills 21 hours of the specialized mediation and related training education requirement for the Q.Med designation (40 total are required) and is accredited by The ADR Institute of Canada (ADRIC) and The ADR Institute of Ontario (ADRIO) Participants will be introduced to advanced issues encountered throughout a family mediation. By defining the roles and stages of the mediation process, participants will begin to apply mediation theory and skills to the mediation process through role-playing, discussions, and reflective journaling. Participants will be exposed to the ethical principles and codes of conduct and ethics relating the field of mediation. Finally, participants will learn the components to drafting a Memorandum of Understanding and a Separation Agreement. Advanced Family Mediation goes into detail about how problem-solving strategies can be supported to facilitate communication and to make decisions relevant to resolving a family dispute. Required Textbook: The Family Dispute Resolution Handbook, 6th Edition + USB – (Print – $130)

2 -weeks (21 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 8:30 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 8:30 PM EST. The genesis for Family Law in Ontario is England. To understand family law in the Province of Ontario, it is necessary to understand the legal system’s evolution within English speaking nations. This course will discuss and will provide a detailed overview of Family Law in the Province of Ontario. Marriage & Divorce will be discussed with specific reference to the Marriage Act, Constitution Act, 1867, the Ontario Children’s Law Reform Act, R.S.O 1990, Child, Youth and Family Services Act, 2017 and the Family Law Act, R.S.O 1990.

2 -weeks (21 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 9:00 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 9:00 PM EST. Understanding the structure and dynamics of a family is important to the practice of family mediation. This course will discuss the Family Systems Theory and highlight the impact separation and divorce can have on the family unit. Specifically, the physical, cognitive, social, and emotional implications on children and the parents. Students should gain insight into the re-negotiated family unit and learn about the impact this life change can have on all relationships involved and how to reinforce positive reciprocal relationships through the practice of mediation.

2 -weeks (21 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 9:00 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 9:00 PM EST. Mediation requires that all parties are screened for appropriateness for mediation. All parties must be screened to be sure they are appropriate candidates. Parties must be able to negotiate safely, voluntarily, and competently, free of danger & harm from the other. All parties must enter voluntarily. The process is vital for mediation to take place for the safety of the parties and mediator. This will be discussed in exhaustive detail.  

2 -weeks (40 academic credit hours)---- Live Session Schedule: Lectures Tuesdays (mandatory) 6:30 PM – 8:30 PM EST, mock hearings (mandatory), Thursdays 6:30 PM – 8:30 PM EST---- This course will provide a detailed look at arbitration and its various processes. The Provincial Arbitration Acts that apply to students’ jurisdictions will be reviewed. International Arbitration Law will be discussed, as will the Commercial Arbitration Act. Students will understand the legal regulation of the arbitration of disputes in Canada, including the standard for judicial review of arbitration decisions. Students will be instructed on how to draft an arbitration agreement between parties. Students will identify and apply natural justice principles that are inherent to arbitration. A 4-hour mandatory role play will include conducting a pre-hearing conference call and presiding over a mock pre-arbitration meeting/hearing focusing on standard rules of procedure relating to establishing and conducting an arbitration.  

2 -weeks (40 academic credit hours)---- Live Session Schedule: Lectures Tuesdays (mandatory) 6:30 PM – 8:30 PM EST, mock hearings (mandatory), Thursdays 6:30 PM – 8:30 PM EST.---- Fundamentally, all arbitrators understand the legal system. Students will be provided with an overview of tort and contract law and how it relates to arbitration. The legal test of “balance of probabilities” will be examined. The rules of evidence will be introduced, including admissibility, the role of the Charter of Rights and Freedom in excluding certain types of evidence, and the standard of “balance of probabilities.” Students will demonstrate an understanding of and an ability to apply the principles and law relevant to the settlement through arbitration of disputes by participation in online discussions and role plays. A 4-hour mandatory role play is included in the module.

2 -weeks (40 academic credit hours)---- Live Session Schedule: Lectures Tuesdays (mandatory) 6:30 PM – 8:30 PM EST, mock hearings (mandatory), Thursdays 6:30 PM – 8:30 PM EST.---- Students will gain an understanding of the questioning, cross-examination, and redirecting of witnesses. The difference between an inquisitorial and adversarial approach to evidence, subpoenas, drawing adverse inferences, affidavits, expert witnesses, and other types of evidence. Students will learn about legal precedent, the role of legislation and case law in reaching a decision, and how to record evidence, write notes, and adequately manage exhibits and evidence. The students will also learn the basics of writing an arbitration award in both points-based and narrative-based structures. A 4-hour mandatory role play is included in the module.

2 -weeks (40 academic credit hours)---- Live Session Schedule: Lectures Tuesdays (mandatory) 6:30 PM – 8:30 PM EST, mock hearings (mandatory), Thursdays 6:30 PM – 8:30 PM EST.---- Students will gain detailed insight into the structure of an arbitration hearing and understand the formal process. They will apply the ADR standard of practice and be coached on overseeing an arbitration hearing that respects the philosophies of impartiality, collaboration, dealing with power imbalances, and confidentiality. This course includes a major mock arbitration hearing. Students will be required to attend and must write and submit a decision regarding the hearing. This module will include 4 hours of mock arbitration role-play.

2 -weeks (40 academic credit hours)---- Live Session Schedule: Lectures Tuesdays (mandatory) 6:30 PM – 8:30 PM EST, mock hearings (mandatory), Thursdays 6:30 PM – 8:30 PM EST.---- This course will focus on ethical compliance and obligations for Arbitration and compliance regarding regulations and codes of conduct in Canada. This course teaches the fundamentals of the Code of Professional Conduct from the Canadian Bar Association, and the Code of Ethics from ADR Canada. The module includes an overview of the importance of transparency, disclosure, and rules which are essential for arbitration to maintain legal legitimacy and to discuss arbitrator-client conflicts of interest, complaints process, competency and credentialing of Arbitrators in Canada. The role play will focus on practical issues that arise in arbitration, such as preliminary objections, jurisdiction objections, and dealing with everyday ethical dilemmas, to develop students to perform the duties of an arbitrator without any apprehension of bias or conflict of interest.  

2 -weeks (20 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 9:00 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 8:30 PM EST. Learn the history and reasons for training as an intergenerational mediator. Apply the standards of practice to the work as an intergenerational mediator and acquire information and knowledge about Multigenerational families in Ontario. Analyze theoretical applications, biopsychosocial approach, Erik Erikson stages of Psychological Development, and ecological models to understand the reasons and need for multigenerational families. Evaluate how multigenerational families in Ontario benefit from the expertise and support of a trained intergenerational mediator. Analyze characteristics of multigenerational families such as, skip generation and its challenges and understand crisis and prevention with intergenerational mediation in healthcare. Practice how to mediate a multi-party mediation, develop insight mediation skills and evaluate client’s needs and interventions during the intake meeting with client, family and other selected participants.

2 -weeks (20 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 9:00 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 8:30 PM EST. The Positive Aging and Challenges with Aging course facilitates an examination of positive aging and quality of life while giving students the opportunity to think critically about the challenges that aging can bring, including; loss, grief, cognitive changes and chronic disease.

2 -weeks (20 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 9:000 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 8:30 PM EST. A rewarding and fulfilling career helping separated couples reach settlements and chart a better future for themselves and their children lies ahead for those who take part in our field-leading, cutting-edge Family Mediation course. The Introduction to Family Mediation training course delivers the foundation to work in a variety of settings where you will learn to provide family dispute resolution services and interventions for families experiencing relationship conflict and going through the process of separation. The course will equip students with the knowledge and skills to mediate family disputes by understanding the fundamentals of family dispute resolution. Topics covered focus on family mediation in practice and cover Screening Clients for Mediation, Strategies for Family Mediation and Steps in the Family Mediation Model, and the separation of Finances and Property. You will practice applying your family dispute resolution skills in a safe and professional online learning environment, learn to facilitate a family mediation and will examine and apply an ethical framework to your mediation using codes of practice and standards.

2 -weeks (20 academic credit hours) Live Session Schedule: Lectures Tuesdays 6:30 PM – 9:00 PM EST, role play sessions (mandatory), Wednesdays 6:30 PM – 8:30 PM EST. Because intergenerational mediation is not as well known to the public as family mediation, crafting a marketing plan for a new business is essential. Learn how to build a practice and promote your services in the new and growing field.  Identify services that use Intergenerational mediation and other possible referral sources. Organizing and getting ready for practice and clients. Drafting a multi-party Agreement to Mediate, marketing your experience and training. Reflecting-in-action and reflection-on-action, awareness of our own bias’, paradigms, patterns when responding to issues related to developmental stage, aging concerns, and health worries. Continue to build an Insight focused mediation practice. Applying curiosity to explore problem saturated stories (crisis) and to create plans for age and health related dilemmas (prevention).

1-2 weeks Youth mental health facts/definitions, Youth development, signs of negative mental health in youth, risk factors, addiction/substance use, and technology/social media. This course thoroughly investigates the wide spectrum of Youth Mental Health and Addiction.  Students will discuss mental health facts and definitions and study their application in relevant case studies.  To further understand the spectrum of youth mental health students will also dive into recognizing the impact of the teenage brain and youth neurological development.  Students will also participate into an exploration of associated risk factors, addiction/substance abuse and the  overtone of youth technology and social media to solidify their understanding of this demographic.

3-6 weeks Bias and Stigma, Social Determinants of Health, Health Equity, Aboriginal peoples, Culture and religion, and LGBTQ+ This course will examine the details involved with impacting Canadian mental health today. With mental health issues drastically on the rise, it is imperative that we understand the wide spectrum of elements that contribute to the development of mental health.

2-4 weeks Depression & anxiety disorders, Bipolar Disorder, and personality and  - impulse control disorders. Mood Disorders involve disabling disturbances in emotion. From the sadness of depression to the elation of mania. Mood disorders are often associated with other psychological problems, such as panic attacks, substance abuse, and personality disorders. The purpose of this course is to provide students with an advanced understanding of the state of research and controversies in the area of depression by examining primary empirical and review articles from leading researchers in psychology and psychiatry.  Students will also explore anxiety, its associated experience, coping mechanisms and potential treatments, in addition to focusing on cognitive, social, and biological theories of etiology and treatment.

2-4 weeks Psychosis, Dissociative Identity Disorder, PTSD, and mental status exams. Trauma related and psychotic mental health disorder are examined in this course through discussion ad application case studies. This course is designed to introduce students to the current standard used in diagnosing mental disorders, DSM-IV-TR. Students will learn the components of the mental status examination and clinical inquiry necessary to collect sufficient data to utilize the DSMIV-TR effectively. Mindful of the biological, psychological, social, and spiritual dimensions of each person, students will be challenged to approach the evaluation of individuals with mental and emotional disorders in a holistic fashion. The course will address differential diagnosis and associated disorders of the primary diagnoses in the multi-axial system with a focus on psychosis and disassociation.  

The Aging Process training module will explore the social, biological and psychological aspects of aging.  Social theories of aging will be explored. Students will explore the functional changes of aging, common illnesses related to aging, and the relationship between aging and quality of life. Diversity in aging will be explored from a cultural and religious perspective. Psycho-social issues facing aging population will be explored including:  relationships with children, sexuality and love, retirement. A brief orientation to death and dying is discussed.

The Cognitive Issues in Aging training module will look at issue of mental health as it relates to the aging process.  Illnesses such as dementia, depression, and delirium will be explored in the context of causes, symptoms, treatment, and prevention. Students will explore various cognitive assessment tools and supports available. Current issues related to mental health and aging will be discussed.

The Ethical and Legal Aspects of Aging training module explores the issues of consent and capacity as they relate to aging.  Students will identify and discuss when capacity is assessed and how; issues of consent, including substitute decision makers. Advanced care planning is discussed.  The issue of MAID (medical assistance in dying) is explored and discussed. Elder abuse is explored in the context of signs & symptoms and how to report.

The Health promotion training module explores how to engage people in adopting a healthy lifestyle during the aging process. Recreational activities and programs are explored as well as community resources available. This module also explores pain management and issues of sleep.  Aging and technology are also explored in this module.

The Community Resources and Social Policy training module explores community resources available for seniors. Social issues related to aging including housing, transportation, income will be explored. Long-term care and palliative care are explored in relation to funding and policy.

Transitioning from being one of the team to leading the team is a significant change, not only in roles but in thinking. In the Strategic Leadership training course you will explore ways to manage the transition to HR Business Partner, or having to administer the HR Function, and prepare for ongoing responsibilities by developing business acumen, strategic planning capabilities, and a personal leadership style that will work with your diverse group of employees.

Recognizing the importance of pay and benefits to employees, in the Compensation, Benefits and Other Rewards training course you will discover the connection between employee motivation and compensation. You will learn how to create a competitive, equitable pay structure that is linked to the other HR functions and influences employee behaviour in the desired direction. You will explore using a variety of monetary and non-monetary benefits to enhance your compensation system, and prepare to show employees how to use certain benefits and recognize the value they are receiving.

Finding and hiring the right person for any job requires cooperation between HR and department managers, creating up-to-do job descriptions, promoting the position in the right places, and using effective, compliant selection methods to ensure the person can do the work and will fit in with the people and environment. These days, branding your company as a great place to work and using various social media platforms can assist you in finding and attracting the best person for the job. Once the job offer is accepted, your ability to create a positive impression of the organization extends to the orientation period, where you onboard employees to your workplace culture, and ensure they are adequately trained for their duties and the environment.

Successful conflict resolution training facilitates difficult conversations. With the skills and knowledge of conflict resolution, new supervisors are better able to positively engage with their teams and other coworkers whether the mandate is to deliver difficult news, to express constructive criticism or to answer negative comments. This course will help organizations improve psychological health and safety and create an overall positive work climate by reducing unnecessary stress in the workplace and increasing support for mental health. It will introduce labour legislations, which involves unions, with considerations for unionized and nonunionized organizations.  

In the Learning, Performance and Development training course, you will train to build human capital in your organization and will assess current and future needs for talent. You will learn how to plan, execute, and evaluate training programs and take steps to ensure the training transfers to the workplace. As a way to increase motivation and satisfaction, you will assist employees with career planning and help them diagnose and plan their development experiences.  You will be able to create a valid, effective performance management system, by creating useful tools and approaches, and either using them yourself, or training others how to use them correctly, so useful feedback can be provided to employees.

Conflict is inevitable in our day to day lives, relationships, our workplace and family. However, it is also ubiquitous in decision making impacting public policy and politics! Cities are not signing international treaties, nor do they have embassies around the world. However, cities and municipalities can certainly engage in all kinds of negotiations, reach agreements, and influence public policy & politics. Cities form networks, engage in dialogue with counterparts, facilitate public diplomacy, share best practices, and encourage collaboration between private and public entities. This course will discuss the importance of diplomacy as a tool of good governance and how it can serve public policy discourse.

All policy is inherently and unavoidably political. Policy is seen as having certain incontrovertible characteristics. It is purposive. It is a decision to pursue a particular course of action and to achieve a specified goal. It is outcome focused; policy decisions consider both ends and means. Policy may involve action or in action, policy must be more than mere political rhetoric. The main goal of the course is to help you think systematically, critically, and creatively in giving policy advice to decision makers in the public sector. The specific objectives of the course are to: help you understand how a problem is identified and defined in the public realm; develop your skills in crafting policy options for addressing the problem; expose you to a variety of qualitative and quantitative tools that will help you select a particular policy option for the problem; and, guide you in persuasively communicating policy advice with multiple and diverse publics in written and verbal form.

Policy in Practice delivers the essential toolkit to the public sector. Public Servants are adept at tackling complex policy challenges, from concept to delivery. This complexity means that an increasingly broad range of skills is required if you are to be effective in government. This course will add new tools to your toolkit, sharpen your existing skills, and unleash your policy leadership potential. Who is it that practices Policy? It is rare that any one person, or even any one organisation, is responsible for the identification of a particular problem, the generation of an original solution, the development of a specific proposal and the creation of the necessary support required to see a new policy implemented. These multiple layers of ‘policy making’ allow for a wide range of individuals and organisations to participate in the policy process. While the skills and knowledge required to contribute to different elements of the process may differ, an awareness of other participants is likely to be of use to all involved, if only to ensure that they develop the necessary relationships to ensure that their contribution is supported by others.

Governments depend on the policy advice they receive to help inform their policy decisions before putting it into action and informing the public and/or relevant actors and stakeholders. In an environment where ministers are bombarded with complex information, such as managing mental health strategies, affordable housing plans, tax cuts, environmental consultations, budgets, crisis communications, high profile project setbacks [Billion Dollar LNG project in Prince Rupert] from a range of sources with varying degrees of credibility and influence, a trusted adviser is of paramount importance!! Such an individual, who can hold the title of Policy Advisor or Analyst [and who we want to target this course towards], provides timely and comprehensive advice that simplifies complicated and technical information, and balances good information with political strategy.

Prevention should be a top priority for all organizations. A good culture of safety promotes fewer injuries, which in turn increases employee morale and improves a corporation’s reputation. Putting health and safety first allows companies to reduce capital and operating costs as well as liability costs. In this module, you will learn the importance of approaching accident prevention systematically.

Risk management is part of organization decision making. In this module you will learn the effects of poor risk management and how it factors in workplace fatalities, injuries, disease and ill-health (mental and physical) and how you can influence decision makers to make informed choices with respect to risk.

Occupational Health and Safety (OHS) professionals and those involved in corporate OHS culture have an inbuilt desire to be an ethical professional. Individual factors such as biases, blind spots and moral disengagement can have a profound impact in the decision-making process. This module presents ethical theory as a basis for identifying issues, carrying out health and safety processes and activities and making decisions.

A leader is someone who influences the safety culture of an organization. In this module you will learn communication and consultation skills, discuss leadership and leadership techniques, learn how to engage management and employees and build successful relationships. You will gain an understanding of the broader demands of an organization and develop skills to operate as a strategic partner who can guide change management, build credibility and influence without using power.

One way to achieve a psychologically safe workplace is to create and implement a comprehensive workplace health and safety program. This module will identify strategies and related activities, initiatives and policies developed by the employer in consultation with employees to continually improve on the quality of working life health and well being of the workforce.

Virtual Leadership helps participants pivot to a new approach that enables them to hold distributed teams more accountable for the quality and timeliness of their work. Participants will learn how to structure, organize and execute with a deliverables-based methodology that better aligns with the realities of distributed teams. Learners will understand the key enablers and barriers to improved organizational accountability and performance. Using a current project or initiative, participants will apply strategies to gain clarity and commitment through the development of responsibility matrices and process maps.

Tools abound for organizations to incorporate workflows to reduce lead times, eliminate waste, ferment innovation or provide dashboard data in real time. But not having a clear focus on what you want to achieve and what you need to achieve it, can be an expensive and time-consuming endeavour. Workflows: UOA takes learners on a high-level overview of where workflows can have significant project impact on your bottom line, before diving into the basic structure that must be developed before a workflow can even be considered. Participants map and analyze an existing organization or team process, including baseline metrics, then re-engineer it to improve overall performance using debottlenecking, streamlining and automation.

The easiest and quickest solutions for many organizations’ transition to virtual project management are free or close to it. Participants will gain a better understanding of the options and functionality of some popular low budget tools then will apply the tool / technology of their choice to improve the efficiency and effectiveness of their virtual project management team. This module begins with Participants identifying an issue, task or process that they will focus on improving through the application of a new tool or technology. Learners will identify key evaluation criteria and develop a weighted scorecard to support their own technology implementation. Product demos, group discussions and shared research assignments create a rich learning environment where each learner has the ability to apply their learning to their own need, creating immediate impact while sharing and supporting the learning of their peers.

How do you get a team who is not even on the same playing field to work together, collectively collaboratively to achieve the objectives of your project? Creating a High-Performance Virtual Team Culture shows that it’s a lot like everything else when going virtual…you need to be more systematic, more process driven and rely less on our ability to improvise hoping we all do the right thing as we go. This module will outline the key areas of focus and consideration when building a high-performance team from what characteristics and traits we new need in new recruits; to onboarding to ensure the project team sets the bar high for the new team members; aligning teams on purpose and responsibilities; and celebrating our victories; to the final stage of transitioning to the new owner.

Cloud based collaborative contract administration technology platforms abound. They can provide transparency and up-to-date real time access to project documents, streamlining their creation, review and approvals. But they are not for the faint of heart or those implementing off the side of their desk. Participants will evaluate three to five solutions in areas such as tracking, notifications, document access, and reporting analytics. Learners will also consider the integration of tools that may already exist within their organizations, such as Tableau, Power BI, Bluebeam, Procore and PlanGrid. The key assignment is to create a business case for a tool of choice that will solve an immediate need for their project team. Participants are free to focus on any aspect of their project and will be expected to recommend a solution that can improve planning, execution or control processes of their distributed project team.

As teams and organizations begin to transition to working online, the need for well-designed and effectively facilitated meetings and workshops rises. Unstructured or poorly run face to face meetings can seem frustrating but just wait until that same approach is online! Keeping your virtual team engaged and productive is critical to the online project manager who must facilitate meetings and workshops, where participants need to be heard and discussions must be focused on resolution and moving the project forward. Participants will better understand the benefits and challenges of online facilitation, gain tips to prepare and run an online meeting or workshop and will apply their learning to their own team meeting that they must share and critique.  

How do organizations balance the need of each project team member to be able to easily access the information they need from wherever they are, with the company’s need to protect their privacy and intellectual capital? Are cloud-based storage systems secure? Can you access them from the field? DM & IP Security helps the participant determine an appropriate strategy for their organization including cloud-based storage options, document classifications and document management systems. Participants will also create a clear policy outlining their organization’s document management practices and expectations.

(2-4 weeks) In this module, you will explore why D&I continues to be a key focus for organizations around the world. Different organizations in North America have established D&I programs focused on different priorities, making it complex to evaluate which approach is considered the most efficient. You will learn more about current initiatives being undertaken to improve D&I practices and how different D&I leaders feel about the program’s performance. This will allow you to reflect on what you believe is the best approach for your organization. Topics covered include:

• Countering unconscious biases and microaggressions
• The need for uncomfortable conversations and how to normalize open dialogue
• Intersectionality and identity
• Neurodiversity in the workplace
• Gender disparity
• Indigenous inclusion
• Accommodations and accessibility
• Inclusive policies and processes
• Health and safety
• Dismantling barriers to inclusion and addressing power, privilege, and systems
• Amplifying the voices, lived experiences, and perspectives of historically marginalized groups

The motivations that lead organizations toward creating and maturing a D&I program are based on the ongoing need humans have to connect, feel like they belong, and feel like they are of value. To achieve this, individuals are required to be open to direct, transparent, and sometimes challenging discussions to develop trust and a genuine partnership. It takes vulnerability, self-awareness, and courage to become a D&I agent that promotes change, transformation, and a real impact. Topics covered include:

• Communication skills and strategies
• Deep listening
• Pity vs empathy
• The Integrative Enneagram Personality Test vs other personality assessments
• Self and peer advocacy: identifying boundaries and preventing burnout
• Sustainability: prioritizing daily personal and interpersonal tasks to improve and maintain collaborative work and strengthen relationships
• Metrics to measure internal communications
• Teamwork activities to increase engagement
• Conflict resolution
• Agile methodology: how to remain on task and increase productivity individually and within your team

Dive into the world of self-awareness as you tune in to your own feelings, thoughts, and actions. You will learn how to assess and identify relevant trauma and triggers that represent challenges in your daily life, as well as strengths and values that will allow you to develop a growth mindset, be compassionate towards yourself, and build resilience and positive self-esteem. Topics covered include:

• Attachment theory
• Traumas and triggers: our core programming
• False self vs true self
• Expressing how we feel: Plutchik’s emotions wheel
• Identifying and expressing needs that need to be met
• Establishing healthy personal and interpersonal boundaries
• Identifying our own biases
• Self-compassion and self-care
• Vulnerability as a sign of strength
• Strategies for mindfulness and self-regulation

(3-6 weeks) Whether you're a CEO, a manager, an HR professional, or an employee, it's vital to embrace diversity and inclusion strategies in our lives. Developing effective strategies to foster Inclusion and Diversity isn't something that happens overnight. Through this module, our goal is to provide a useful toolkit filled with meaningful theories, concepts, and frameworks to apply to your daily practice. Learn how your organization can provide a more welcoming environment to their employees through practical tools and best practices. Topics covered include:

• Designing a diversity and inclusion program from the ground up
• Using inclusive language
• Implementing D&I practices for recruiting, performance reviews, and talent management
• How marketing and HR can work together to support D&I initiatives
• Understanding HR analytics
• Using software to measure engagement, develop achievable KPIs, track performance, promote agile workplaces, and ensure employee success