Lead & Learn
Develop the people who run your teams.
Training for managers, supervisors, team leads, owners and executives at Alberta companies of roughly 10 to 150 people. Client or not.
This is not HR training. It is for the person who got promoted because they were good on the tools, and has been working the rest out as they go.
The programs
One free hour a month, and two training programs it leads to.
Lead & Learn runs as a sequence. The Open Workshops are free and open to anyone, and they are where most people start. Manager OS and Leader OS are the paid training programs that follow. DISC and coaching run alongside any of them.
Monthly · Free
Open Workshops
One practical hour a month on the work of leading people. Nine workshops from October 2026 to June 2027.
From January 2027
Manager OS
The routines a manager runs every week, explained, demonstrated and practiced. Ten sessions over seven months.
First cohort September 2027
Leader OS
For experienced leaders and the people they are preparing to take on more. Ten sessions built on live decisions.
Alongside any of them
DISC & Driving Forces
An assessment and a session on how you communicate, and why the person across the table does it differently. Run over one afternoon or two lunch hours. Included in every Manager OS and Leader OS seat.
In development
Executive & Leadership Coaching
One-to-one coaching for owners and executives. The offering is being built now. Tell us you are interested and we will come to you when it is ready.
Open Workshops
Nine workshops. Nine tools you keep.
Sixty minutes over lunch, online, one Wednesday a month at 11:30 AM Mountain. Each one takes a single problem managers deal with regularly, teaches a straightforward way to handle it, and gives you a one-page tool to use with your own team that week. Sign up once for the year, and your invitation to each workshop arrives by email about three weeks before it.
Save my seat for Oct 14 Register for the year
Missed one? Watch the recordings and get the tools.
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Wed. Oct 14, 2026
Hiring in a Competitive Market
Stop Hiring the Résumé. Hire the Job.
You post a role, get forty applications, none of them quite fit, and you hire the one who can start Monday. This hour is on the single page that replaces a job description: a Role Scorecard that names the five outcomes the job has to produce, so you screen against the work itself. Imagine a hire who is still with you next fall.
You leave withThe one-page Role Scorecard
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Wed. Nov 18, 2026
Handling Difficult Conversations
The Conversation You've Been Carrying Since Spring
You rehearse it on the drive in, walk through the door, and talk about something else. The first four sentences decide how a hard conversation goes, and this hour builds them with you: what you saw, what it is costing, what you need, and then silence. Imagine Monday with that conversation behind you. Termination conversations start with a call to us.
You leave withThe four-sentence opener
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Wed. Dec 9, 2026
Employee Recognition and Rewards
Your Cheapest Retention Tool, and You're Saving It for December
Recognition usually arrives once a year, in general terms, from somebody two levels up. The kind that keeps people is specific, it comes soon after the work, and it comes from the person who saw it. This hour turns that into a five-minute weekly habit. Imagine your best people hearing it this week, not in a year-end email.
You leave withThe Recognition Ledger
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Wed. Jan 13, 2027
Performance Conversations
Everybody Sets Goals in January. Almost Nobody Sets a Standard.
The annual review is often the only time the standard gets said out loud, which is why it lands as a surprise. A goal is what you want by December. A standard is what good looks like on an ordinary Tuesday, and it is the part you can hold someone to. Imagine a review that sums up the year instead of springing it on somebody.
You leave withThe one-page Performance Snapshot
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Wed. Feb 10, 2027
The One-on-One
Thirty Minutes That Costs Less Than a Replacement Hire
Most one-on-ones drift into status updates, which is exactly why they are the first thing canceled in a busy week. This hour rebuilds the agenda around what is in the person's way and where they are headed, in twenty-five minutes. Imagine a standing half hour that nobody wants to cancel.
You leave withThe 25-minute agenda card
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Wed. Mar 17, 2027
Inclusive Hiring and Retention
You Can't Find People. Have You Looked at Who You're Not Asking?
Alberta is short of skilled people, and most crews still recruit from the same places they always have. Your hiring funnel has a shape, and that shape decides how big your candidate pool can be. This hour looks at your last ten hires with four questions. Imagine filling the next role without paying overtime to cover it. A practical recruiting hour, with no policy briefing.
You leave withThe Who's-Missing audit
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Wed. Apr 14, 2027
Onboarding, the First 90 Days
You Spent Six Weeks Finding Them. Now Give Them Ninety Days.
Onboarding often gets treated as paperwork and a site tour, while the new person is deciding in week one whether to stay. This hour maps what they should know, do and be trusted with at 30, 60 and 90 days, with their supervisor at the center of it. Imagine the person you hired in the spring still with you in the fall.
You leave withThe 30/60/90 map
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Wed. May 19, 2027
Workplace Safety and Wellness
A Crew That Won't Report a Near Miss Won't Tell You About a Person, Either
Physical safety gets inspected. Whether it is safe to speak up usually does not, and the same thing sits behind both silences: how the last person who spoke up was treated. This hour builds one question that opens that conversation. Imagine hearing about the problem before it becomes an incident. OHS legislation and COR preparation are a different room.
You leave withThe Wellness Check-In question
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Wed. Jun 9, 2027
Delegation and Decision Rights
If the Job Stops When You Go Camping, You Don't Have Managers.
Managers escalate everything when nobody has told them what they are allowed to decide. Delegation rarely fails at the task. It fails at the authority. This hour sorts decisions into three kinds for each of your managers: decide, recommend, ask. Imagine a summer holiday where the phone stays quiet.
You leave withThe Decision Rights grid
Nothing runs in July or August, and the 2027-28 year begins in September. The recording and the tool are sent to everyone registered two days after each workshop, whether or not you made it on the day.
In detail
What each program actually is.
Manager OS
Managers who know what to do, and can show they can do it.
Ten sessions · 90 minutes · every 3 weeks · in person in Edmonton · from January 2027
Manager OS training covers the routines a manager runs every week. Each routine is explained, demonstrated and then practiced in the room, and each participant applies it with their own team between sessions. It runs as two rooms that never mix, with no more than 15 people in each.
- Room One, Supervisors & Team Leaders. Wednesdays 11:30 AM to 1:30 PM. Lunch at 11:30 AM, session starts at 12:00 PM.
- Room Two, Owners & Executives. Wednesdays 8:00 AM to 10:00 AM. Continental breakfast at 8:00 AM, session starts at 8:30 AM.
- 10 live sessions, and 42 hours in total
- DISC assessment, a session on your results, and a personal debrief
- A Tenfold Manager OS certificate on completion
- A 90-day review of what changed, shared with you and with your sponsor
Leader OS
Building leaders who build leaders, starting with you.
Ten sessions · 90 minutes · every 3 weeks · first cohort September 2027
Leader OS training develops experienced leaders and the people they are preparing to take on more. Each session works through a decision somebody in the group is facing, so the practice happens on live problems rather than on case studies. The cohort is capped at ten, and nobody sits in a room with their own owner or their own direct report.
- Owners, executive directors, VPs and general managers, typically running 20 to 150 people
- Senior and emerging leaders, sponsored into the cohort by their owner or executive
- 10 live sessions, and 42 hours in total
- A Tenfold Leader OS certificate on completion
- Dates are published when enrollment opens
DISC & Driving Forces
Stronger communication, self-awareness and team dynamics.
Assessment · one afternoon or two lunch hours · personal debrief · on site or off site
DISC & Driving Forces pairs an assessment with a training session. The report describes how you communicate and why, and names specific areas to work on. The session gives a group one shared vocabulary for describing how people communicate and work, which makes it easier to state a preference, ask for what you need, and adjust to somebody else.
- Run for a whole team, or for an individual manager
- Every participant receives their own report and their own debrief
- Facilitated by a TTI-certified practitioner
- Run as one session over an afternoon, or two sessions over two lunch hours
- We deliver on site or off site, wherever your business is located
- Priced on the number of people and the format. Tell us both and we come back the same day
- Included in every Manager OS and Leader OS seat
Executive & Leadership Coaching
One to one, for the decisions you cannot take to your team.
In development · ask to be told when it opens
A one-to-one coaching offering for owners and executives is being designed now. The format, the cadence and the start date are not settled yet, so there is nothing here to sign up for. If it is what you want, say so and you will be the first conversation when it is ready.
Start here
Sign up once for the year. It costs a lunch break.
One form, once. An invitation to every workshop arrives by email about three weeks ahead, and you come to the ones that are useful. The same form is where you tell us if Manager OS, Leader OS, DISC or coaching is the conversation you want to have.
Register for the year Save my seat for Oct 14 Talk to us about a program
780-306-3504 Hello@tenfoldhr.com Full pricing on request.
