About the Program

• Is this the right fit?

  This program is a fit for organizations where performance conversations are happening too late, too rarely, or not at all — and where managers are expected to lead those conversations but haven't been given a method that actually works. 
  

   

• What Participants Learn

  Our immediately applicable tools and hands-on training enable participants to:
  

  • Address performance issues in the moment — with simple, direct language that doesn't feel like an attack

  • Assess performance as it is happening right now, using Work Results and Observed Behaviors as a clear, objective lens

  • Give specific, authentic recognition that reflects what someone truly contributed — not generic praise that gets forgotten

  • Separate facts from assumptions to identify the real issue behind complex or behavioral performance problems

  • Use the Turnaround Method to deliver feedback that is forward-focused, non-critical, and specific enough to be heard

  • Address longer-term patterns that have never been spoken about — clearly, fairly, and without bias

   

• A Two-Step Method for the Hardest Conversations

  When a performance issue is complex, behavioral, or has quietly become a pattern, managers need more than a script. They need a method.

  EPS | Root Cause Analysis — Most managers go into a difficult conversation with a vague sense of what's wrong. This tool gives them precision — a structured way to separate what actually happened from the story they've been telling themselves about it.

  EPS | Turnaround Method — Most feedback methods focus on what went wrong. This one starts where the conversation needs to end — with what needs to happen next. That shift in direction is what keeps the brain's defensive response from firing.

  First, clarify the issue. Then say what needs to be said. Most managers have never had a method for either. They leave with both.

   

• The Shift This Training Creates

  • Managers speak up early — before small issues escalate and require HR to step in.

  • HR has a repeatable formula to coach managers through even the most complex issues — quickly and confidently.

  • Performance conversations happen in the moment, consistently, as a normal part of how teams operate — not once a year in a review.

   

• Why This Approach Works

  The brain is wired to respond to criticism defensively. Traditional feedback methods — however well-intentioned — trigger that response. Our method is built around language patterns that reduce the brain's threat response before it starts, grounded in neuroscience and Appreciative Inquiry. The result is feedback that gets heard, accepted, and actually changes performance.