Remediation coaching and workplace harassment training

Remediation Coaching That Rebuilds Teams After Conflict

When a workplace incident demands more than a policy response — when trust is broken, HR needs a resolution path, and your team needs to function again — you need a specialist. Dr. Kortney Peagram has spent her career doing exactly this.

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The Problem (Why You're Really Here)

Something happened. A complaint was filed. A team is fractured. An employee situation has escalated past what your HR team can — or should — handle alone.

Most coaching firms do leadership development. Very few specialize in what comes after the incident: the investigation-adjacent work, the repair process, the rebuilding of working relationships when "moving on" isn't working.

That gap is where most workplaces get stuck — and where remediation coaching begins.

What Is Remediation Coaching?

Remediation coaching is structured intervention for workplaces in the aftermath of conflict, misconduct findings, or team breakdown. It is not therapy. It is not HR consulting. It is a specialized coaching discipline that gives organizations a credible, structured path from incident to restored function.

Dr. Kortney Peagram has spent her career in this niche — a field where genuinely qualified practitioners are rare. Her background combines:

This is the rare overlap: a practitioner who can hold the clinical seriousness of an incident and speak the language of business outcomes.

Who This Is For

This work has a specific shape: Dr. Peagram works with the individual named in the investigation — not the complainant. Say an employee was harassed and the investigation closed without termination. She comes in and works with the person who committed the harm so they can return to the workplace and work effectively with the people around them — rebuilding the structure, not just the relationship. Her clientele is typically high-end leaders: C-suite, VPs, and high performers the organization doesn't want to lose.

Executives, VPs, and high performers who were named in an investigation but retained — the coaching path back into the fold, led by an outside specialist so trust is preserved.
HR leaders and teams who need an independent, credentialed coach to run the reintegration after an investigation closes — the step between "case closed" and "the leader actually works with the team again."
Organizations that investigated and decided against termination — where the finding is "keep them," and someone has to make the return-to-work actually succeed.
Organizations in regulated or high-liability environments where documented, professional remediation is part of the resolution record.
Schools and education-sector teams dealing with staff conflict, bullying dynamics, or parent-community incidents.

If you're not sure which describes you — that's fine. The first consultation clarifies it.

How It Works

Intake & Assessment — Understand the situation: what happened, who's involved, what the organization needs on the other side of it.

Structured Coaching Engagement — 3–6 sessions per affected party (typical), each 60 minutes, each closing with its own report. Sessions follow a defined progression: stabilization → accountability → skill-building → reintegration.

Organizational Closure — A documented path forward: what changed, what's been rebuilt, what to watch for. Your HR team gets a partner, not a black box.

The reintegration focus: this is post-investigation work. The investigation determined the person stays; remediation coaching makes that decision succeed — ensuring the individual can work with the other people involved and rebuilding the team structure around them.

Published engagement structure: Peagram Consulting's own description of the coaching engagement runs: a pre-work meeting with the leadership or HR team → the one-on-one coaching sessions with the affected party → a recap report with recommendations and an action plan → a closing meeting with the leadership or HR team.

Format: Virtual (Zoom) for teams nationwide, or on-site in the Chicagoland area. Sessions scheduled around your team's reality.

What the Coaching Addresses

Professional boundaries: Recognizing appropriate limits in conversations, relationships, digital communication, and workplace interactions.
Intent versus impact: Understanding how behavior affects others, even when harm was not intended.
Power dynamics: Examining how title, authority, and influence affect employees' ability to speak up or set boundaries.
Emotional intelligence: Building self-awareness, managing reactions, and responding thoughtfully to feedback.
Communication and judgment: Practicing appropriate language, reading interpersonal cues, and redirecting conversations.
Accountability and trust: Identifying specific changes, following through on commitments, and respecting others' boundaries during trust repair.
Workplace reintegration: Developing a practical plan for professional interactions and continued accountability when a return or transition is appropriate.

What is included

Typical engagements include three to six sessions per participant, with the scope determined by the situation. Each session package includes a 60-minute virtual coaching session, supporting meetings, a compliance report documenting participation and progress toward agreed expectations, and an action plan.

Why Dr. Peagram

Psychology training + executive coaching — clinical depth most "workplace coaches" don't have; PhD, The Chicago School of Professional Psychology
Works with the leaders named in findings — C-suite/VP clientele; reintegration, not just repair
Three-time NPR-featured expert on bullying and workplace dynamics
TEDx speaker on emotional literacy and workplace culture
17+ years in the field of harassment, bullying, and investigation remediation — per Dr. Peagram's own site copy, including 10+ years leading Bulldog Solution
5.0-star client rating across 10 verified reviews
Chicago-based, available for on-site engagements

NPR — The Call-In: Bullying · NPR — Special Ed / Social Media · NPR — Cyberbully w/ Special Needs · TED Talk — Emotional Literacy & Anxiety Hacks · ★ 5.0 — 10 Verified Reviews

Pricing (Transparent, Structured)

Per-session rate: $1,000–$1,500 (session-by-session, based on complexity and party count)
Typical engagement: 3–6 sessions per party, invoiced to the organization
Custom organizational engagements (multi-party, investigation-adjacent, or on-site): quoted after the initial consultation

There is no subscription. You pay for the work that's needed, then you're done.

FAQ

Is this confidential?

The process is handled discreetly, with expectations agreed by everyone at the outset. What is shared with the organization depends on how the engagement is structured, and participants always know what will be shared and with whom.

How is this different from HR's own process?

HR handles the investigation and policy side. Remediation coaching handles the human side — rebuilding working relationships after the file is closed. Both are needed; they're different jobs.

How quickly can this start?

Typically within one week of first contact. Speed matters in remediation — delay makes everything harder.

Do you work with the organization or just the individual?

Both, with clear boundaries. Individual sessions are confidential; organizational closure reporting is separate and agreed in advance.

Is this only for "incidents"?

No. Remediation coaching also works proactively — for teams that sense friction before it becomes a case file. Early intervention is cheaper and more effective than post-incident work.

Who is remediation coaching for?

Remediation coaching is for employees whose workplace behavior needs to change and whom the organization has decided to retain, subject to its expectations and employment decisions. We frequently work with executives, senior leaders, and high performers whose influence makes professional judgment and boundaries especially important.

How is remediation coaching different from executive coaching?

Executive coaching often focuses broadly on leadership development, strategy, or performance. Remediation coaching addresses specific conduct concerns, defined organizational expectations, and the actions needed to demonstrate improvement. Accountability and documented progress are central to the engagement.

What happens during a session?

Sessions may include reviewing relevant concerns, examining workplace scenarios, discussing the impact of specific behaviors, and practicing alternative responses. Participants leave with concrete actions to apply between sessions.

Does coaching replace an investigation or disciplinary action?

No. Coaching is a remediation plan focused on behavior change and professional development. The organization remains responsible for investigation, discipline, employment decisions, and workplace expectations. Any investigation services are a separate engagement.

How is progress evaluated?

Progress is assessed against the agreed goals and behavioral expectations. This may include participation, completion of action items, demonstrated understanding, responses to practice scenarios, and relevant workplace feedback when appropriate. Completing sessions alone does not establish that lasting behavior change has occurred. The remediation coaching session engages the participant to think, address new habits, and process a better understanding of inappropriate actions and work through a solution-driven approach.

Does coaching guarantee that someone can remain in their role or rebuild trust?

No. Coaching provides structure, tools, and an opportunity to demonstrate change. The organization decides whether to continue employment, and trust develops through consistent behavior over time. The process does not require affected colleagues to forgive, reconcile, or participate in relationship repair.

If Your Team Needs a Real Path Forward, Let's Talk.

A 30-minute consultation is enough to know whether this is the right fit — for you, and for us.

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Kortney Peagram, PhD — Peagram Consulting, Chicago