📚 Guide by Safety Mom · Allstar Enviro Safety — The Dealing Difficult Conversations course develops workplace supervisory, communication, and office management skills for safety-critical Canadian industries. Delivered online by Safety Mom · Allstar Enviro Safety Calgary.
🔗 Related Safety Mom courses & guides: H2S Alive Calgary · Standard First Aid Calgary · Oil Sands Safety Certs · Instructor: Arliss Levine, CRSP, CHSC
DEALING WITH DIFFICULT CONVERSATIONS COURSE OVERVIEW
Think of a difficult conversation you had recently. What made it difficult? What was the outcome you were hoping for? What actually happened? What would have made it go better?
This course will give you tools and strategies to manage difficult conversations so that they are productive and effective instead of frustrating. After you’ve completed this course, you’ll be able to;
- Identify reasons why conversations can become difficult.
- You’ll know how to recognize the ways a conversation can escalate.
- You’ll be able to describe the process for handling a difficult conversation once it occurs.
- You’ll be able to list the “rules” of emotion management.
- You’ll be more skilled at recognizing typical responses in difficult conversations and identifying ways to address them productively.
- You’ll be able to identify strategies to prevent difficult conversations from occurring.
- Conduct effective performance management conversations.
DEALING WITH DIFFICULT CONVERSATIONS COURSE OUTLINE:
- Lesson 1: Difficult Conversations – Where Do They Come From?
- Lesson 2: Crisis Prevention Strategies
- Lesson 3: “In the Heat” Communication Strategies
- Lesson 4: Performance Management Conversations
- Case Study: Apply What You’ve Learned
DEALING WITH DIFFICULT CONVERSATIONS COURSE DURATION: This course is self paced, and can be completed in approximately 60 minutes
DEALING WITH DIFFICULT CONVERSATIONS ASSESSMENT: Testing conducted in this course is designed to reinforce the information presented. A mark of 80% must be achieved in order to receive a certificate of completion. Participants are able to repeat the course twice if the pass mark is not achieved on the first attempt.
DEALING WITH DIFFICULT CONVERSATIONS CERTIFICATE OF COMPLETION: Upon successful completion of this online course, a certificate of completion will be available to download and print.
DEALING WITH DIFFICULT CONVERSATIONS COURSE PREVIEW:
Additional Safety Knowledge
Alberta OHS Requirements for Psychological Workplace Safety
Since 2018, Alberta has required employers to address workplace violence, harassment, and psychological hazards as part of their overall occupational health and safety program. Employers must develop policies, procedures, and training addressing bullying, harassment, workplace violence, and threats. Workers have the right to refuse work they reasonably believe would expose them to violence or harassment.
The Business Case for Workplace Wellness
- Untreated workplace stress costs Canadian employers an estimated $16–$50 billion annually in lost productivity, absenteeism, and turnover.
- Workplaces with strong psychological health programs report 25–40% lower turnover in high-demand industries.
- The National Standard of Canada for Psychological Health and Safety in the Workplace (CAN/CSA-Z1003) provides a voluntary framework used by leading Canadian employers.
- Mental Health Commission of Canada research shows every $1 invested in workplace mental health returns $1.60–$4.20 in productivity gains.
Supervisor Responsibilities
Alberta OHS Section 6 places specific responsibilities on supervisors: take all reasonable steps to protect workers under their supervision, ensure workers use required PPE, comply with the OHS Act and Code, and cooperate with joint health and safety committees. Supervisors are personally liable for OHS violations occurring under their supervision. Training in supervisory duties, hazard identification, incident investigation, and workplace investigations is essential.
Dealing Difficult Conversations — Building a Positive Workplace
Practical elements of a healthy workplace culture include clear communication channels, respectful conflict resolution, recognition programs, workload management, psychological safety (workers can raise concerns without fear of reprisal), and inclusive practices. Alberta’s duty-to-accommodate under the Human Rights Act extends to mental health disabilities and requires employers to accommodate to the point of undue hardship.
Content reviewed by Arliss Levine, CRSP, CHSC — lead safety instructor at Safety Mom · Allstar Enviro Safety Calgary, an Energy Safety Canada Authorized Training Provider.
