Five questions worth answering before we talk
These aren't trick questions. They tell us (and you) whether this program fits your situation right now.
- When was the last time you received honest, specific feedback from someone who reports to you?
- Can you name the two behaviours your team most wishes you would change?
- How many hours per week do you spend doing work that someone on your team should own?
- If you left for three weeks, which decisions would stall completely?
- What did your last performance review say that surprised you?
If any of those made you uncomfortable, good. That discomfort is exactly where growth starts. Our diagnostic call takes 30 minutes and costs nothing.
How the 12-week program works
Each phase builds on the one before. We don't jump to solutions before we understand the problem.
Weeks 1–2: Behavioural audit
We interview four to six people who work with you daily: direct reports, peers, and your own manager if possible. These are structured 20-minute conversations, not anonymous surveys. We compile a behavioural profile that tells you what people actually experience when you lead, not what you intend.
Weeks 3–4: Pattern mapping
Together, we map the recurring patterns that show up in your feedback. Most leaders have two or three habits that account for 80% of friction. We identify those, rank them by impact, and pick the one that will shift the most if you change it first.
Weeks 5–8: Structured practice
This is where the work happens. You practise new behaviours in real meetings, real one-on-ones, real conflicts. We meet weekly for 45 minutes to debrief what happened, adjust the approach, and prepare for the next week. No role-play. Everything is live.
Weeks 9–10: Team recalibration
Your team has been watching you change. Some will welcome it; others may test whether it sticks. We run a facilitated session with your direct reports to reset expectations, clarify new norms, and surface any friction the shift has created.
Weeks 11–12: Handoff and measurement
We re-interview the same people from week one. You get a before-and-after comparison in plain language. We also build a 90-day maintenance plan so the new habits survive the end of the program.
What past participants measured
We track outcomes through re-interviews and operational data. These numbers come from 47 participants across 2022–2025.
| Metric | Before program (avg.) | 90 days after | Change |
|---|---|---|---|
| Direct-report trust score (1–10) | 5.8 | 7.9 | +36% |
| Decisions delegated per week | 3.1 | 7.4 | +139% |
| Hours in meetings the leader didn't need to attend | 6.2 hrs | 2.1 hrs | −66% |
| Voluntary turnover on leader's team (annualized) | 22% | 11% | −50% |
| Participants who said the program was "worth the time" | — | 91% | |
Trust scores are collected through structured interviews, not self-assessments. Delegation and meeting data come from participants' own calendar and task-tracking tools.
Common questions
Managers and directors who have been leading teams for at least two years. You already know the basics. What you need is honest data about your blind spots and a structured way to close the gap. We have worked with people in tech, healthcare, professional services, and non-profits across Montréal and the broader Quebec region.
The 12-week individual program is $6,800 CAD. That includes the behavioural audit, all coaching sessions, the team recalibration workshop, and the 90-day follow-up. For organizations enrolling three or more leaders, we offer a group rate. We discuss pricing on the diagnostic call, and there is no obligation after that conversation.
Yes. About half our participants work with us over video. The behavioural audit interviews happen by phone or video regardless of location. The team recalibration session works best in person, but we have run it remotely when geography or schedules required it.
Most large-scale training programs teach frameworks. Ours changes behaviour. The two are complementary. Several of our clients use us alongside their existing vendor because what they needed was individual accountability, not another workshop deck.
Interviewees are told their comments will be synthesized into themes, not quoted verbatim. We never attribute a specific statement to a specific person unless that person explicitly asks us to. The leader receives a thematic summary, not a transcript.
You keep the 90-day maintenance plan. Some participants schedule a single check-in session at the 90-day mark ($350 CAD) to review progress. Others re-enrol for a second cycle focused on a different pattern. About a third of our participants come back within 18 months for a second round.
Book your diagnostic call
30 minutes, no cost, no pitch deck. We ask questions, you decide if the program fits.
