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Accreditation schedule and pricing

To Apply

Please contact us for details of the next program, and to arrange an initial telephone call with Amanda Knight, owner / creator of The SRQ and lead facilitator to ascertain that the course will meet your professional and personal development needs.


2018/19 Programs

February 2019 - registration open

June 2018 - completed

March 2018 - completed


Your Investment

Here are details of our current program pricing along with our early bird offer.


Canada / US pricing:

Until February 1, 2019, early bird price* CAN $1,750 plus GST

From February 2, 2019 normal pricing CAN $2,150 plus GST

UK pricing:

Until February 1, 2019, early bird price* GBP £995

From February 2, 2019 normal pricing GBP £1,295


* Early bird pricing available for purchases made no later than February 1, 2019.

A 3-part instalment plan via Paypal is available for self-employed coaches (equal payments over 3 consecutive months with initial payment due before commencing the program).


Program Schedule

The next program will begin on February 25, 2019.  Here is the program schedule:

February 25 - March 15, 2019: Undertake own SRQ 360 and receive a phone debrief with lead facilitator

March 18-22, 2019: Study Week 1 webinar in your own time and complete short Week 1 online assessment

March 25-29, 2019: Study Week 2 webinar and complete short Week 2 online assessment

March 27, 2019: Attend Group Video Call 1 on Wednesday March 27

April 1-5, 2019: Study Week 3 webinar and complete short Week 3 online assessment

April 3, 2019: Attend Group Video Call 2 on Wednesday April 3

April 8-12, 2019: Study Week 4 webinar (no assessment)

April 10, 2019: Attend Group Video Call 3 on Wednesday April 10

April 15 - June 28, 2019: Complete trial SRQ feedbacks and complete final online assessment


SRQ accreditation is awarded on successful completion of the final assessment based on a practicum.  The award is a certificate along with access to the SRQ online assessment system.



"As an Executive Coach working with assessments of behaviour, motivators, acumen, and competencies, I was thrilled to discover The SRQ report.  It was the “So what” I had been looking for.  It identifies the emotions that are at the basis of the behaviour styles, and I am able to show my clients how their emotions are affecting their ability to succeed in their connections and relationships.

It shows them what happens to them when they are stressed and how that would affect the people they lead.  It is a powerful experience to watch them realize what they have to change emotionally, in order to be open, and transparent and express their feelings without blaming others for how they feel.  This is a critical piece of my coaching process now, and although I have access to a couple of other emotional intelligence assessment tools, The SRQ has become my “Go-to” as I support leaders to be emotionally intelligent and manage their reactions based on their self and social awareness." Connie Warner,  Executive Coach, Alberta, Canada


Non-judgment of self and others has always been the central message of my work as an Emotional Intelligence thought leader, coach and facilitator. Latterly my work has brought me to the corporate HR arena where I have worked to put dignity and care at the heart of people strategy. This requires a holistic approach to cultural change by aligning transformational leadership competencies, inclusive practices and people development strategies with non-judgmental people systems.

While studying to become a certified professional diversity coach, I mapped out a model for building diverse, inclusive and equitable workplaces, by aligning the principles and language of ED&I with my core messaging around equality, non-judgment, dignity, care and ‘the leadership privilege’.

The principle concepts of this model are that:

1. Workplace cultures that deeply value, respect and leverage how people are different, truly reap the benefits of diversity – the sponsor of this aspect is the Executive team;

2. People strategy and systems built on the principle of dignity lead to fairness and equity – the sponsor of this aspect is HR;

3. Teams that care about each other and that respect each member’s uniqueness, build a sense of belonging which leads to inclusion – the sponsor of this aspect is the team’s leader.

My three-sided model – the Equity, Diversity & Inclusion pyramid – provides a visual of how the three aspects need to be happening concurrently.

For example, a workplace will not be truly equitable and inclusive if leaders are developed so that they build inclusive teams, yet they have to work with judgmental performance and talent management processes that ‘rate’ employees or put them in boxes based on bias.






The Diversity and Equity sides of the three-sided Equity, Diversity & Inclusion pyramid.










 © Amanda Knight 2020










The Inclusion and Diversity sides of the three-sided Equity, Diversity & Inclusion pyramid.









 © Amanda Knight 2020




To discover how to use this model in your organization, please contact Amanda to find out about her Diversity & Inclusion online program, or to discuss a customized approach designed specifically for the needs of your workplace.