Most coaching feels like therapy with a whiteboard. Ours is a structured provocation — designed to surface the thinking patterns that cap your impact, then replace them with sharper ones. Based in Sherbrooke, deployed globally.
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These figures are drawn from 120+ completed coaching engagements between 2019 and 2025. Each metric is self-reported by the sponsoring organisation at the six-month mark after the final session.
Every engagement follows this arc, though the duration and depth of each phase flexes to the leader and the business context. Typical total duration is four to eight months.
A 90-minute session — not a sales call — where we map the gap between where you lead today and where your organisation needs you to lead next quarter. We use structured inquiry, not personality tests.
We interview five to eight people around you: direct reports, peers, your board sponsor. The goal is to surface the patterns you cannot see from inside your own perspective. All feedback is synthesised, not quoted verbatim.
Bi-weekly 75-minute sessions over three to five months. Each session targets a specific leadership behaviour — delegation clarity, strategic framing, conflict stance — with real-time practice, not retrospective analysis.
We attend one or two of your actual leadership moments — a board presentation, a strategy offsite, a difficult team conversation — and provide granular, behavioural feedback within 24 hours.
A structured debrief with you and your sponsor. We measure progress against the diagnostic baseline, document the shifts, and build a self-sustaining practice plan so the gains outlast the engagement.
Rate yourself honestly on these four dimensions. This is not a validated psychometric — it is a conversation starter designed to surface where coaching would create the most leverage for you right now.
A SaaS company promoted its VP of Product to COO. Six months in, she was still reviewing pull requests and attending sprint demos. Through stakeholder triangulation and focused delegation sprints, she freed 15 hours per week and redirected them to cross-functional alignment — the actual job she was hired to do.
Role transition
A Series B founder was hemorrhaging senior talent. Exit interviews pointed to the same cause: he overrode every decision. Through live observation of his leadership team meetings and structured practice in inquiry-based facilitation, his team retention rate went from 58% to 91% over eight months.
Founder scaling
A manufacturing division president let tensions between operations and sales simmer for quarters, then intervened only when targets were missed. Coaching focused on building a structured conflict-engagement protocol. Within two quarters, cross-functional escalations dropped by 60% and the division hit plan for the first time in three years.
Conflict leadershipTherapy explores your past to understand your present. Mentoring shares someone else's experience. Coaching is neither. We work on observable leadership behaviours in real business contexts, with measurable outcomes tied to organisational goals. If you need therapy, we will tell you — and refer you.
Engagements range from $18,000 to $45,000 CAD depending on duration, the number of stakeholder interviews, and whether live observation is included. We do not offer single sessions or hourly billing. The investment is scoped to the outcome, not the clock.
Our primary modality is one-on-one executive coaching. However, we frequently run cohort engagements where three to five leaders in the same organisation are coached individually but participate in shared learning sessions. This creates a multiplier effect on culture change.
Yes. Roughly 70% of our sessions happen via secure video. Live observation phases typically require on-site presence, which we arrange regardless of geography. We have coached leaders in Montreal, Toronto, New York, London, and Singapore from our base in Sherbrooke.
Our lead coach holds a PCC credential from the International Coaching Federation, an MBA from McGill, and has 14 years of operating experience as a VP and C-suite executive in technology and professional services. Credentials matter less than results — which is why we publish our outcome data.
At the diagnostic phase we define two to three observable behaviour shifts and one to two business metrics. At the six-month mark after the engagement ends, we survey the sponsoring stakeholder. If the metrics have not moved, we offer a supplementary sprint at no additional cost.
The first step is a 90-minute diagnostic — not a pitch meeting. If we are not the right fit, we will say so. Fill in the form or reach us directly.
582 Sonya Stream, J1H 1A1 Sherbrooke, Quebec, Canada