Five discrete ways to engage a senior DM consultant.

I run this for employers, HR teams, and supervisor groups who need their first-line managers to do RTW conversations the right way the first time. Half-day or full-day, virtual or in-person. Curriculum is grounded in peer-reviewed evidence on what predicts return-to-work outcomes — and what does not.

The format adapts to your file mix. A team that handles mostly mental-health claims gets a different curriculum than a team handling musculoskeletal. I send a pre-call survey to understand your case profile and tailor the session.

The outcome: supervisors who can have the conversation, write the right note, and recognize when to escalate. Materials and recording included so the training travels.

I run this for in-house disability management teams, vendor case managers, claims handlers, and HR partners who manage absence and RTW files day to day. Half-day or full-day, virtual or in-person. The curriculum covers what case managers actually do: file triage, accommodation planning, supervisor coaching, RTW conversation scripting, and recognizing when a file needs to escalate.

The format adapts to your team. A vendor case manager working across multiple clients gets a different session than an in-house team handling one workforce. The curriculum is built around peer-reviewed evidence on what predicts return-to-work outcomes — not just compliance frameworks.

Pre-session intake survey clarifies your team's file mix, the gaps they're hitting, and the questions they keep asking. Materials, recording, and a 30-day post-session Q&A window are included.

Half-day or full-day session for executives, VPs, and director-level leaders, built on the A.R.T. framework — Acknowledge, Reclaim, Thrive. It is the applied model CultureIQ Labs uses to translate psychological safety research and return-to-work evidence into leadership action. Leaders learn what their team-level psychological safety scores mean, how to interpret supervisor capability gaps, and what to do when the data points to a structural problem rather than an individual one.

This is a different curriculum than the supervisor workshop. Leaders need different tools: how to set expectations across the org, how to budget for accommodation and supervisor training, how to defend the program to the board, and how to recognize the early signals that an employee is heading toward absence. The session uses the same evidence base as everything else I do — and the same insistence on citation.

Cohort-style format available for executive teams of 8–15. An aggregated leadership-survey baseline is included so the session lands against your specific organization, not a generic case study.

I review your existing disability management or RTW program over two to four weeks and deliver a written assessment with prioritized recommendations. The audit covers four dimensions: supervisor capability (whether your front-line is trained for the conversation), accommodation quality (whether the work modifications are functional or just compliant on paper), claims handoff (whether information moves between insurer, employer, and HR cleanly), and policy alignment (whether your written program meets CSA Z1003, Bill 190, and provincial human-rights legislation).

For larger organizations, the same engagement scales up to a full absence-management program redesign — typically eight to twelve weeks, with phased rollout support and supervisor training built in.

The deliverable is a written report you can share with your CHRO, board, or insurer — with specific recommendations, severity rankings, and an implementation sequence.