Forge Trust Through Live, Human-Centered Workplace Investigation Training
Virtual, interactive, and tailored for teams.
Workplace investigations are high-stakes moments of truth. They can reinforce trust, or erode it entirely. That’s why your workplace investigation training shouldn’t be off-the-shelf.
This live, virtual training is designed for HR, ER, Legal, and Compliance teams who are ready to move beyond compliance-based checklists and step-by-step procedures.
We focus on judgment, nuance, and fairness - because credible investigations aren’t just about what you do, but how you think while doing it.
The Problem with
One-Size-Fits-All Workplace Investigation Training
Let’s be honest, most workplace investigation training programs are designed to check a box. They're built around fear – of lawsuits, bad press, or employee escalation. And they assume that if you just follow the steps, you’ll get it right.
But here's the truth:
- A uniform process doesn't guarantee a fair outcome.
- Compliance doesn’t build culture.
- And no checklist can teach critical thinking.
Distraction, inconsistency, competing agendas, gut feelings…all of it can derail even the most well-intentioned investigator.
This training flips the script. We go beyond what to do, and teach you how to think like an investigator: clearly, fairly, methodically, and with humanity front-and-center.
Meet Patti
Chief Drama Slayer
Patti Perez is the Chief Drama Slayer at PersuasionPoint, where she helps leaders and teams master the art and science of workplace investigations. A former employment attorney, expert witness, and HR executive, Patti blends legal expertise with human-centered insight to identify and resolve the root causes of workplace drama.
As a Salvadoran immigrant now living in Rome, Patti brings a global and deeply personal perspective to her work—one grounded in fairness, curiosity, and connection. Her approach is practical, compassionate, and results-driven: she helps organizations not only prevent drama but replace it with trust and truth-telling.
Why Choose Live Workplace Investigation Training for Your Team?
Because teams don’t just need training, they need alignment.
This live, virtual format is perfect for organizations looking to upskill HR, ER, Legal, Compliance, and DEI teams together. Guided by a seasoned expert, this workplace investigation training creates a shared language, deeper trust, and more consistent judgment across departments.
Benefits of Live Training (Virtual Format)
- Custom content tailored to your team’s industry and structure
- Live Q&A and discussion to apply the tools to your real-world scenarios
- Reinforces shared thinking, not just shared policy
- Eligible for MWI-C certification (additional fee per person)
What You’ll Learn
What's Included?
Each team receives:
- A comprehensive digital workbook
- A downloadable toolkit with forms, credibility rubrics, intake scripts, templates, remedial measure matrices, and detailed checklists
- SHRM & HRCI credit (4 hours)
- Optional access to the MWI-C certification exam for individual participants (additional fee applies)
And because this training is live, you'll also:
- Get real-time feedback on your toughest cases
- Practice applying the tools to your organizational culture
- Ask questions and troubleshoot complex scenarios with a seasoned expert
✹ The opportunity to become a certified human-centered investigator.
Receive, Review & Resolve Workplace Misconduct
This training is built around Patti’s signature 3 Rs Framework: Receive, Review, Resolve. It also includes additional material on mindset shifts and judgment enhancers, plus a groundbreaking focus on reducing noise in decision-making, because bias isn’t the only threat to effective decision-making. You’ll walk away with a full set of tools designed to create a culture of trust, not just compliance
Build a Culture of Truth-Telling
Most investigations fail before they even begin because people don’t feel safe coming forward.
In this module, we cover how to:
- Create psychological safety and encourage early reporting of misconduct
- Recognize the difference between when you must vs. should investigate
- Avoid legalistic intake approaches that shut people down
- Establish forward-thinking policies that promote transparency
- Spot the noise of delay, inconsistency, and urgency bias at the intake stage
- Use structured intake protocols that improve consistency and trust
“Receiving is not just about hearing complaints. It’s about showing people their concerns will be taken seriously, and investigated fairly.”
Conduct a Fair, Credible, Bias-Resistant Investigation
This stage is the most vulnerable to bias and noise: gut feelings, assumptions, distractions, affinity, and fear of rocking the boat.
In this module, you'll learn:
- A repeatable methodology for fact-finding that’s both structured and flexible
- How to shift from a compliance mindset to a truth-seeking one
- Tools to combat confirmation bias, affinity bias, priming, and safety bias
- Techniques to reduce noise—like inconsistent interpretation and poor calibration
- How to evaluate credibility using consistent, evidence-based anchors
- How to balance empathy and neutrality without losing investigative rigor
“We teach you how to think like an investigator–emphasizing clarity, curiosity, and impartiality.”
Deliver Outcomes That Restore Trust
Resolution is where fairness becomes visible. It’s also where many organizations fall apart, protecting high performers, avoiding tough conversations, or applying inconsistent consequences.
This module includes:
- A structured 4-step decision-making model (including our unique behavior + salvageability rating tools)
- How to evaluate misconduct severity in a fair, non-punitive way
- How to apply a forward-looking accountability model
- Strategies for delivering outcomes that are defensible, consistent, and humane
- Reducing noise in the resolution process through peer review, if/then matrices, and calibration tools
“If your resolution process isn’t fair, transparent, and repeatable, your credibility will collapse – even if your fact-finding was solid.”