"Within six weeks of completing the conflict resolution intensive, our VP team reduced escalation meetings by 40%. The frameworks stuck because they were practiced under pressure, not just discussed." — Renée Thibault, Chief Operating Officer, Meridian Logistics Group

Executive Leadership Training: what it costs and why

We do not sell packages. Every engagement is scoped to the actual challenge your leadership team faces. Below is a transparent breakdown of how our pricing works, what each line item covers, and where the money goes. No hidden fees, no vague "custom quote" deflection.

All figures are in Canadian dollars. Taxes apply based on your province.

Component	What it includes	Typical range
Diagnostic interview	90-minute structured conversation with up to three stakeholders to map the leadership gap, team dynamics, and organizational constraints. Produces a written brief.	$1,200 – $1,800
Core training day (on-site)	Full facilitated day (7 hours of active work) for groups of 6–14 leaders. Includes scenario design, materials, and a post-session debrief document.	$4,500 – $6,200 per day
Core training day (virtual)	Same curriculum adapted for remote delivery in three 2.5-hour blocks across two days. Breakout rooms, digital whiteboards, async pre-work included.	$3,800 – $5,000
1-on-1 executive coaching	Monthly 75-minute sessions with a single leader. Minimum three-month commitment. Includes between-session email support.	$850 – $1,100 per session
Follow-up reinforcement	Two 90-minute virtual check-ins at 30 and 60 days after training. Measures adoption, surfaces friction, adjusts approach.	$1,600 – $2,200
Travel and accommodation	Billed at cost for engagements outside the Greater Sherbrooke area. Receipts provided.	At cost

Most engagements land between $8,000 and $18,000 total for a mid-sized leadership cohort. Larger organizations with multiple cohorts or multi-quarter timelines receive volume adjustments. We put the number on paper before any work begins.

Three situations where this training fits

Your senior team avoids hard conversations

Decisions stall because directors route disagreements through you instead of resolving them directly. Our conflict fluency module gives leaders a shared vocabulary and a practiced protocol for productive tension. Groups typically run two live simulations during the training day.

"We stopped needing a mediator in the room." — D. Marchand, VP Engineering

New directors promoted from technical roles

Brilliant individual contributors often struggle with delegation, prioritization at scale, and the emotional labour of managing former peers. This track focuses on identity transition: who you are as a leader versus who you were as a specialist. We use real scenarios from the participant's own calendar.

"I finally stopped rewriting my team's code." — T. Okafor, Director of Platform

Strategic alignment keeps breaking down

The board sets a direction. By the time it reaches middle management, it has mutated into three different priorities. Our alignment architecture module teaches leaders to translate strategy into operational language their teams can act on within a single quarter.

"Quarterly goals finally matched what the CEO actually meant." — L. Fournier, CHRO

The training framework

Diagnostic mapping

Before any content is designed, we interview stakeholders and review existing performance data. This produces a leadership gap map that becomes the backbone of every exercise.

Scenario architecture

We build custom scenarios drawn from your actual business context. Participants practice decisions they will face in the next 90 days, not hypothetical MBA cases from unrelated industries.

Facilitated pressure sessions

Each training day alternates between short concept introductions (15 minutes) and extended practice rounds (45 minutes). The ratio matters. Leaders learn by doing under realistic time constraints, not by absorbing slides.

Debrief and adoption plan

Every participant leaves with a written adoption plan: two specific behaviours to start, one to stop, and a peer accountability partner. The facilitator reviews these plans individually.

Reinforcement check-ins

At 30 and 60 days, we reconvene virtually. What stuck? What didn't? Where did the organization's systems undermine the new behaviour? These sessions often surface the next training need.

Senior executives in a focused strategy discussion around a conference table

"The diagnostic alone was worth the fee. It surfaced a delegation bottleneck we had been misdiagnosing as a hiring problem for two years."

— Karim Benali, CEO, Atelier Numérique

"I expected PowerPoint theory. Instead we spent five hours in live simulations that made my palms sweat. Three months later, I still use the conflict protocol weekly."

— Josée Pelletier, VP Operations, Canopée Health

"The 60-day check-in caught a regression none of us had noticed. That follow-up structure is what separates this from every other leadership workshop I have attended."

— Marcus Leung, Director of Strategy, Apex Industrial

Why we work this way

Most executive training fails because it treats leaders like students. Slide decks, breakout groups with strangers, generic case studies from Fortune 500 companies that share nothing with your reality. Participants nod along, collect a certificate, and change nothing.

We reversed the model. Content is 20% of the time. Practice is 80%. Every scenario uses your company's actual data, your team's real tensions, your upcoming decisions. The facilitator's job is to create productive discomfort, not to lecture.

This approach requires more preparation on our side, which is why the diagnostic exists. It is also why we limit group size to fourteen. Beyond that threshold, practice rounds lose intensity and quieter participants disappear.

The reinforcement phase exists because behaviour change has a half-life. Without a structured return, most new habits decay within 45 days. Our check-ins are not optional add-ons. They are part of the engagement.

Before you reach out, check your readiness

Executive sponsor identified. Someone at the C-level or VP level must own this initiative internally. We do not run training that HR mandates without senior buy-in.
Willingness to share real data. The diagnostic works only if we see actual performance reviews, meeting cadences, and organizational charts. Sanitized versions are fine, but fabricated ones waste everyone's time.
Group of 6 to 14 leaders. Fewer than six and the simulation dynamics flatten. More than fourteen and individual attention drops below the threshold where behaviour change happens.
Minimum three-month commitment window. The training day is the middle of the process, not the whole thing. Diagnostic plus reinforcement requires at least 90 days from start to final check-in.
Budget clarity. If your budget is below $6,000 total, this engagement is likely not the right fit. We are happy to recommend alternatives that work at lower price points.

Start a conversation

Tell us what your leadership team is struggling with. We will respond within two business days with an honest assessment of whether our approach fits your situation.

[email protected] · +1 819 607-5163

6769 Friesen Fords, J1H 1A1 Sherbrooke, Quebec, Canada