39161 Klein Forks, H7A 0A1 Laval, Quebec, Canada
Our training space is on the second floor. Street parking is available, and the nearest Métro station is Montmorency (about a 12-minute drive or taxi ride). If you are driving from Montréal, take Autoroute 15 North and exit at Boulevard Saint-Martin.
Available Monday to Friday, 8:30 a.m. to 5:00 p.m. Eastern. If we miss your call, leave a message and we will return it the same day.
For program inquiries, include the approximate number of participants and your preferred timeline. That helps us prepare a more useful response.
Every inquiry submitted before 4:00 p.m. Eastern gets a personal reply the same business day. We don't use auto-responders. The reply comes from a human who has read your message and has a follow-up question or a suggested next step.
If your inquiry is about a potential training engagement, we will propose two or three time slots for a 45-minute discovery call within the next five business days. The call covers your team's situation, the outcomes you want, and whether our approach is a good fit.
We don't send glossy sales presentations. The discovery call is a working conversation. We ask questions, listen, and share relevant examples from past engagements. If we think another provider would serve you better, we say so and offer a referral.
Most inquiries fall into one of these categories. Knowing which one fits your situation helps us prepare for the discovery call.
New leadership team. A merger, acquisition, or reorganization has brought together senior leaders who haven't worked together before. They need a shared decision-making framework and a common language for giving feedback. Our strategic decision-making and conflict resolution modules are the most common starting point for these groups.
Succession planning. You are preparing directors or senior managers to step into VP or C-suite roles within the next 12 to 18 months. The performance coaching module helps them build the one-on-one skills they will need at the next level, and the 360-degree assessment gives them a clear picture of where they stand before the transition.
Post-survey intervention. Your employee engagement survey flagged leadership communication or trust as a problem area. You need a targeted intervention, not a generic workshop. We use the survey data alongside our own assessment to design a program that addresses the specific issues your employees raised.
Annual leadership development. Some organizations bring us back each year to run a refreshed program for a new cohort of recently promoted leaders. We update the case studies and exercises annually so returning participants (who sometimes sit in as mentors) encounter new material.