Dr. Martin Hale
Strategic decision-making
Former COO of a national infrastructure firm. Researches cognitive bias in executive teams at McGill University. Leads the Deconstruction and Cognitive Reframing phases.
Cohort IX opens September 2026
Executive Leadership Training for the leaders others already follow
Most programs teach frameworks. Ours dismantles the assumptions underneath them — then rebuilds your capacity to lead through ambiguity, conflict, and scale.
Request your diagnostic briefing
Before the program
We start with a leadership diagnostic, not a syllabus
Every participant undergoes a proprietary 360-degree behavioural assessment before their first session. This is not a personality quiz. It maps decision architecture, influence patterns, and the specific blind spots that emerge under organizational pressure. The diagnostic becomes the foundation for a personalized development arc that runs through the entire program.
Our assessment framework draws on cognitive load theory, adaptive leadership research, and fifteen years of longitudinal data from over 400 alumni across North America. Each leader receives a confidential report that identifies three to five high-leverage development areas — the places where incremental change produces disproportionate organizational impact.
01
Decision architecture mapping
We trace how you actually make decisions — not how you think you do. Using scenario simulations and structured interviews, we surface the heuristics, biases, and delegation patterns that shape your leadership footprint under real-world conditions.
02
Influence network analysis
Your formal authority tells one story. Your actual influence tells another. We map the gap between the two using stakeholder perception data and communication pattern analysis, revealing where your leadership capital is strongest and where it leaks.
03
Stress-response profiling
When complexity spikes, leaders default to one of several predictable patterns. We identify yours — whether it is over-control, premature consensus-seeking, or analytical paralysis — so you can interrupt the pattern before it costs you credibility or momentum.
04
Strategic narrative audit
The story you tell about your organization shapes how your team allocates attention, energy, and risk tolerance. We evaluate whether your strategic narrative is coherent, compelling, and aligned with the outcomes you are actually pursuing.
The program arc
Five phases over fourteen weeks
Each phase builds on the last. There are no elective modules or self-paced detours. The structure is intentionally demanding because leadership growth does not happen in comfort zones or at convenient intervals.
Phase one — weeks 1–2
Deconstruction
Strip away inherited management assumptions. Examine the mental models you brought from your first leadership role and assess which ones still serve you. Intensive case-based analysis paired with individual coaching sessions.
Phase two — weeks 3–5
Cognitive reframing
Introduce new lenses for complexity, ambiguity, and organizational politics. Work with live business challenges brought by cohort members. Practice holding multiple competing hypotheses without defaulting to premature resolution.
Phase three — weeks 6–8
Relational intelligence
Develop advanced skills in negotiation, coalition-building, and difficult conversations. Simulated boardroom exercises with professional actors force you to operate under emotional and political pressure in real time.
Phase four — weeks 9–11
Strategic execution lab
Apply everything to a real strategic initiative within your own organization. Faculty advisors provide weekly feedback. Peer cohort members serve as an advisory board, challenging your assumptions and sharpening your plan.
Phase five — weeks 12–14
Integration and legacy
Synthesize your development arc into a personal leadership charter. Present your strategic initiative results to the full cohort and faculty panel. Graduate with a twelve-month post-program coaching commitment.
Published outcomes
What the data says about our alumni
These figures are drawn from post-program surveys conducted six and eighteen months after graduation, covering cohorts I through VII. We publish these annually because accountability should flow in both directions.
91%
Report measurable improvement in strategic decision-making confidence
18-month follow-up, n=347
2.4×
Average increase in direct-report engagement scores
Pre/post comparison, cohorts V–VII
78%
Received a promotion or expanded mandate within 24 months
Alumni survey, cohorts I–VI
4.8
Average faculty rating out of 5 across all program evaluations
Aggregate, all cohorts
Who teaches
Faculty who have led, not just studied
Every faculty member has held an executive role in a complex organization. They bring research rigour and operational scars in equal measure — which means they will not let you hide behind theory.
Nadia Okafor
Relational intelligence
Organizational psychologist and former VP of People at a global logistics company. Designs the boardroom simulation exercises and leads all negotiation intensives.
Jean-Pierre Aubin
Strategic execution
Three decades in financial services, including a CEO tenure at a Montréal-based investment firm. Now a certified executive coach who guides participants through the Execution Lab and Integration phases.
Common questions
What applicants ask us
Who is this program designed for?
The program is built for VP-level and C-suite leaders with at least ten years of management experience who feel that conventional executive education no longer challenges them. We deliberately keep cohorts small — twelve to sixteen participants — to ensure depth of engagement and psychological safety.
How much time does it require each week?
Expect to invest eight to twelve hours per week, including one full-day session every other week held in person at our Montréal facility, plus asynchronous case preparation and coaching calls. The program is designed for working executives who cannot step away from their responsibilities.
Is the program delivered in person or virtually?
The core sessions are in person. Boardroom simulations, peer advisory work, and faculty-led intensives lose their impact on a screen. Coaching calls and some case preparation can happen remotely, but we ask participants to commit to being present in Montréal for scheduled session days.
What does the application process involve?
Submit the inquiry form below. If your profile fits, we schedule a thirty-minute diagnostic briefing call with a faculty member. There is no written application or essay — we assess fit through conversation. Decisions are communicated within two weeks of the briefing call.
Can my organization sponsor my participation?
Yes. Approximately sixty percent of our participants are organizationally sponsored. We provide a detailed program brief and ROI framework that your HR or L&D team can use to build the business case internally. We are also happy to speak directly with your sponsor if that would be helpful.
Begin here
Request your diagnostic briefing
Tell us about your current role and what you are hoping to shift in your leadership. A faculty member will respond within three business days to schedule your briefing call.
Visit us
111 Mitchell Path, H2X 1Y4 Montréal, Quebec, Canada
Call
+1 514 639-6200
Email
[email protected]