Counsel Up or Counsel Out: Deciding When to Coach, Counsel, or Separate
Balance Employee Support With Clear Accountability
Teri Morning, MBA, MS
What to Expect
- Recognizing when coaching may still be appropriate
- Redirecting performance concerns
- Supporting the employee while reinforcing accountability
- Identifying when another chance may still be useful
- Recognizing when repeated chances are no longer effective
- Moving from informal coaching to formal counseling
- Moving to corrective action when appropriate
- Recognizing when separation may need to be considered
- Setting expectations, timelines, and consequences
- Establishing follow-up steps
- Documenting performance and conduct concerns clearly and factually
- Supporting fair, consistent, and defensible accountability decisions
What You'll Walk Away With
- Recognize when an employee may still be coached, redirected, and supported
- Identify when repeated chances are no longer helping the employee or organization
- Move from informal coaching to formal counseling or corrective action
- Set clear expectations, timelines, consequences, and follow-up steps
- Document performance and conduct concerns clearly and factually
- Make accountability decisions with less drama, delay, and risk
Course Outline
Recognizing When Coaching Can Still Help
- When an employee may still be coached, redirected, and supported
- Recognizing opportunities to redirect performance
- Using coaching while maintaining accountability
Knowing When Repeated Chances Are No Longer Helping
- Recognizing when continued coaching is no longer effective
- Considering the impact on the employee and organization
- Avoiding the cycle of endless chances
Moving Beyond Informal Coaching
- Moving from coaching to formal counseling
- Moving to corrective action when appropriate
- Recognizing when separation may need to be considered
Expectations, Documentation, and Accountability
- Setting clear expectations and timelines
- Establishing consequences and follow-up steps
- Documenting performance and conduct concerns clearly and factually
- Making fair, consistent, and defensible accountability decisions
Meet the Expert
Teri Morning, MBA, MS
Teri Morning is a seasoned Human Resources expert with over 20 years of experience dedicated to solving company people problems and providing big-company HR services to businesses of all sizes. As the Principal Consultant at Hindsight Human Resources, she specializes in the critical, complex areas of HR, including internal investigations, employee relations, workers' compensation, and performance management interventions. Her work is focused on ensuring compliance and creating effective, equitable workplace structures.
A trusted advisor and trainer, Teri connects performance management to business strategy through thoughtful compensation planning, data analysis, and workforce analytics. She is a certified expert in mediation, project management, and IT management, and holds numerous advanced HR credentials, including the SPHR and SHRM-SCP. Her practical, hands-on approach helps organizations navigate complicated employee issues and build a compliant, productive, and engaged workforce.
Who Should Attend?
Credits
Training Includes
The Counsel Up or Counsel Out: Deciding When to Coach, Counsel, or Separate course includes the following:
Two Year Course Access
Access your course through your customer dashboard
- Course access for 2 full years
- All live sessions include access to the on-demand recording post live session
Class Experience
Live sessions are small and focused to support questions and discussion. Self-paced on-demand courses allow you to move through the material on your own schedule.
Resources
Downloadable course materials to support learning
Attendance Certificate
All sessions include an Attendance Certificate
