Nobody wants to go to harassment training.
Then they experience Epiphany.
Engaging, honest, packed with real stories from real workplaces — and clear about what is and what isn't workplace harassment. So your people know where the lines are before anyone crosses one.
Founder of Epiphany Leadership Solutions, Desirée brings nearly 28 years of experience developing leaders in the public sector — including 20 years in Florida state government and 13 years as a certified law enforcement instructor.
She teaches not only from theory, but from lived experience and real workplace stories, not scripted slides. Her sessions are known for their energy, directness, and the kind of honest conversation most training programs avoid.
Remember when you got the call that you got the job? You couldn't wait to start. The paycheck was coming.
Then came onboarding — and three inches of paperwork. Benefits enrollment, emergency contacts, direct deposit, acceptable use, the employee handbook, and somewhere in the middle, the harassment prevention policy.
It's all signed the same way: quickly, without reading it. Yes, I'll be responsible for all of this. Yes, I'll be accountable. When did you say my first check is?
Then that stack goes into a drawer and never gets revisited — until something happens. Either to them, or possibly because of them.
THE LINE ensures the learning happens before the incident — not after.
Address it today — or be a headline tomorrow.
Everyone has a bear of their own they'd rather not be poked.
We spend time on pain points.
Understanding yours is the fastest way to respect someone else's.
Complementary but distinct. Both courses stand alone.
Separate cohorts are recommended so participants engage openly
with peers at their own level of responsibility.
A transformative, interactive, behavior-focused experience built for every member of your workforce.
THE LINE develops participants' ability to recognize inappropriate workplace conduct, understand their personal impact, take professional accountability, and know when to communicate, escalate, or report concerns.
This isn't a lecture with a sign-in sheet. It's a progressive, multi-layered experience that puts participants inside realistic workplace scenarios where they must make decisions, consider consequences, and practice responding — not just listen.
LEADING THE LINE covers everything in THE LINE — because leaders must meet the same behavioral standard as every other employee — then goes further.
Supervisors, managers, and command staff learn to receive employee concerns appropriately, determine when to handle, consult, escalate, or report, strengthen documentation and accountability practices, address inappropriate conduct early, and understand retaliation and performance-management risk.
Both personal conduct and supervisory responsibilities — because the people your team reports to must be ready for both.
You're experiencing or witnessing something that doesn't feel right. Do you speak up? To whom? What happens next?
You've just been told your behavior made someone uncomfortable. Now what?
An employee just came to you with a concern. Do you handle it, consult with HR, escalate it, or report it? How you respond in the next five minutes shapes what happens for the next five years.
The instructor was very confident and knowledgeable about the material.
— Law enforcement officer
I enjoyed the conversation, it was productive while also holding people accountable for their behavior in the workplace.
— Public sector employee
I enjoyed the scenarios, the delivery was both informal and entertaining.
— Fire rescue recruit
Loved the training. Energy was great and entertaining while being informative.
— Public sector employee
She is ALWAYS informative, engaging, professional & appreciated.
— Fire rescue participant
I personally wouldn't change anything. The session was well-organized, thought-provoking and knowledgeable.
— Public sector employee
The action distinctions between handle, consult, escalate, and report were very clear and gave managers an action plan.
— Manager, public sector training
As HR, the consult, handle, escalate, report model is something I am going to use to advise managers to refer to first when asked how to proceed with certain situations.
— HR Professional, public sector
Every session is customized to the organization's culture, policies, and reporting structure.
Content is adapted for your specific audience:
Delivered on-site (separate supervisor and employee sessions recommended) or private virtual.
Tell us about your team, and we'll recommend the right format, length, and audience mix for your organization.
Or call 561.247.4434