Most leadership workshops end with a binder that collects dust. Ours end with a 90-day practice plan, peer accountability, and measurable shifts in how your managers lead every single day.
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Slide decks full of frameworks feel productive in the room, but without structured practice, knowledge fades within two weeks. Research from the National Training Laboratories shows that lecture-only retention sits around five percent. Our cohort model replaces passive listening with live role-plays and peer feedback loops that push retention above seventy-five percent.
A first-time supervisor wrestling with delegation needs a completely different toolkit than a director navigating cross-functional politics. Generic programs lump them together. We run separate streams — emerging leaders, mid-level managers, and senior operators — so every exercise maps to real authority levels and real constraints.
The workshop ends, the calendar swallows everyone whole, and nothing changes. We pair each participant with an accountability partner and schedule three post-program check-ins over ninety days. Behaviour change requires sustained pressure, and we build that pressure into the programme architecture from day one.
Learn to distinguish reversible from irreversible decisions, use pre-mortem analysis, and communicate choices with clarity even when data is incomplete. Participants practise with timed scenario exercises drawn from real Quebec businesses.
Delegation is not dumping tasks. This module teaches the skill-will matrix, graduated autonomy, and structured debrief conversations that turn every delegated project into a growth opportunity for your reports.
Healthy teams disagree. Dysfunctional teams avoid disagreement. We teach the difference and equip managers with scripts for surfacing tension early, mediating between peers, and holding direct reports accountable without damaging trust.
Annual reviews are dead. This module trains managers to deliver weekly micro-feedback, run quarterly growth conversations, and handle underperformance with documented, compassionate rigour that protects both the individual and the team.
Bad hires cost six to nine months of salary. We walk through structured interview design, bias-reduction techniques, and a thirty-sixty-ninety onboarding framework that cuts ramp-up time by a third.
Your effectiveness depends on relationships with peers and senior leaders as much as your direct team. This module covers stakeholder mapping, influence without authority, and the art of presenting bad news constructively.
Before the first session, every participant completes a 360-degree behavioural assessment and a structured self-reflection. We use the results to personalise case studies and pair accountability partners with complementary development goals.
Four consecutive half-days — in-person at our Laval training studio — combining short concept briefings with live simulations. Each simulation is recorded, reviewed, and debriefed with a facilitator so participants see their own habits in action.
Over the following six weeks, participants apply one new behaviour per week in their actual workplace. They log observations in a shared journal and meet their accountability partner bi-weekly for a structured thirty-minute debrief call.
At the ninety-day mark, we re-run the 360-degree assessment and compare results. Participants present a five-minute case study to their cohort, documenting what shifted, what resisted change, and what they will tackle next.
Struggled with delegation across three shift supervisors. After the programme, implemented graduated autonomy check-ins and reduced her weekly overtime from twelve hours to four while maintaining throughput targets. Her supervisors reported feeling more trusted and more capable.
Avoided performance conversations until issues became crises. Adopted the weekly micro-feedback cadence from Module 4 and resolved two long-standing underperformance situations within sixty days — one through a development plan, one through a respectful transition — without a single HR escalation.
Managed twelve store managers but had no system for structured one-on-ones. Built a repeatable thirty-minute conversation template during the workshop block and reported a measurable lift in store-level customer satisfaction scores within the first quarter after graduation.
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8593 Erika Junction, H7A 0A1 Laval, Quebec, Canada
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+1 450 867-3003
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