Decision-makers · Course showcase and pilot review brief

Better decisions—from first-time team leads to presidents and the C-suite.

The Question Point helps people responsible for decisions check assumptions, ask better questions and choose appropriate action. Whether you are leading your first team, running a department or shaping company strategy, the same discipline applies: know what the evidence supports before you commit. Explore the course, then review its learning design and pilot evidence.

For people responsible for decisions

From your first team to the decisions that shape an organization.

From a first-time team lead to a president or C-suite executive, practise checking assumptions, clarifying commitments and choosing an appropriate next action. Employees can use the same method in day-to-day decisions. Life, home and relationship examples help you apply the same method beyond your job.

First-time team leads

Clarify handoffs, check what happened before assigning blame and know when to ask for help or escalate.

Managers and department heads

Compare accounts, examine errors and choose a fair, proportionate action with clear ownership and review points.

Directors and senior leaders

Test competing explanations across teams, challenge unsupported forecasts and distinguish agreement from a deliverable commitment.

Presidents and the C-suite

Question the evidence behind consequential proposals, clarify conditions and downside, and update decisions when the facts change.

Explore the decision-maker course and review brief

One method. Different stakes.

A new team lead may be deciding how to handle a missed handoff. A manager may need to reconcile conflicting accounts. A director may be testing a forecast. A president may be deciding whether a proposed commitment has enough evidence behind it. The course builds the same five decision-making skills through practical work and life situations.

Individual decision-makers can use the course directly. Leaders, business owners, department heads and learning teams can also evaluate it for their organizations.

Explore the complete course

What learners practise—and how it is assessed

Module	Observable behaviour	Course evidence
Observation	Separate recorded facts from assumptions about intent or performance.	Record-choice decisions in module mastery and the integrated assessment.
Context	Check how workload, authority, audience and process conditions affect a decision.	Context comparison cases, branching investigations and context-led final scenarios.
Alternatives	Compare plausible causes and choose evidence that distinguishes them.	Competing-explanation practice, evidence-selection decisions and unfamiliar mastery cases.
Questioning	Ask a neutral, specific question that clarifies the gap, owner and next step.	Question-selection decisions, the seven-step decision builder and final scenarios.
Calibration	Match confidence, action and escalation to evidence and consequence; update when facts change.	Changed-evidence practicum rounds, action decisions and confidence-rated final assessment.

The diagnostic establishes a learning baseline. Five modules lead to an integrated practicum, a decision builder and an unfamiliar final assessment. Work and life examples are retained; workplace transfer is an explicit learning objective.

What the pilot can demonstrate

Module mastery requires 22 of 27 decisions. Practicum mastery requires an evidence-weighted result of at least 83. The builder requires all seven strongest decisions. The provisional final standard is at least 80% overall, at least 70% in each skill, and no serious high-confidence error. A failed final result requires module remediation before a different reassessment.

The certificate records course completion against these provisional standards. These are course results, not validated measures of job performance. Reduced errors, improved productivity and better real-world decisions remain outcomes to investigate in the pilot.

How to use the method at work

Describe conduct and conditions rather than diagnosing personality or inferring honesty from body language.
Use a neutral question, allow correction and compare relevant evidence before attributing motive or performance.
Protect immediate safety and follow the organization’s reporting and escalation procedures; do not postpone required action until motive is certain.
Use fictional or de-identified practice cases. Protect confidential employee, customer and organizational information in your practice notes.
Use course scores for learning and development. They are not a validated basis for hiring, promotion, discipline or fitness-for-duty decisions.

Reviewer and workplace-transfer checklist

Complete the diagnostic-to-certificate journey. Check whether competing responses are credible and explanations teach a usable distinction.
Review each module against the observable behaviours above. Flag examples that imply blame, stereotype a person or encourage action beyond a learner’s authority.
After training, use a new fictional workplace case. Ask the learner to identify the facts, one credible alternative, a useful question and an appropriate next action.
With the learner’s agreement, review one de-identified application after two to four weeks: what did they check, what changed their decision and when did they escalate? Follow organizational privacy requirements.
Record completion time, points of confusion and transfer examples. A proposed observation rubric is: not demonstrated, demonstrated with prompting, or demonstrated independently. This is separate from the course’s scored assessment.
Decide whether to pilot, revise or defer. Organizational adoption and independent validation have not yet been obtained.

For each issue, include the module, stage, case title, selected response, what happened and the change you recommend. The rating form collects brief impressions; retain detailed comments for your feedback to the course creator.

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Delivery and rollout status

Available in the pilot: browser-saved progress, tap-based exercises, answer explanations, individual results and a qualifying course-completion certificate. Use one browser throughout. Completion-time estimates are provisional.

Planned for organizational rollout: named accounts, account-based progress, certificate verification, administrator completion reporting and team learning trends. These are not active pilot features. Accessibility, data handling, reporting needs and organizational policy fit must be reviewed with each employer before rollout.