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– Director, ING Direct
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– Consultant, Toyota Canada
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– Project Manager, Telus
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– Manager, Application Services, CIBC
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– President, Professional Sales Plus
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– Manager, Human Resources and Social Development Canada
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From Our Blog
Learning Tools
Since organizational issues are both created and solved by people, the better we understand people, the better we can resolve presenting problems and issues.
Learning tools and instruments allow us to address specific needs and help our clients strategize and create solutions that address issues at a systemic level.
  Leadership Practices Inventory
The inventory is a 360-degree assessment instrument. Respondents can indicate their relationship to the leader-manager, co-worker or peer, direct report, or other observes. With the exception of the leader's manager, all the observers' feedback is anonymous.

This assessment tool helps individuals and organizations measure their leadership competencies.

Learning Outcomes
To help participants master the five leadership practices:

Model the Way

Inspire a Shared Vision

Challenge the Process

Enable Others to Act

Encourage the Heart
Leadership Values Assessment
This is a 360-degree feedback instrument that compares a manager's perception of his or her operating values against the perception of his or her superior, peers and subordinates.

The results are plotted using the framework of the Seven Levels of Leadership Consciousness. This assessment is usually followed up by a two-hour feedback session and the development of a personal action plan. This is a valuable instrument in the process of Corporate Coaching.
  Leading Change At Every Level
This diagnostic tool helps drive home the importance of individual behavior to the success of an overall change effort. This 30-item assessment is an excellent way to gently surface behaviors that are counterproductive to change, generating scores in 5 dimensions: Modeling the Change, Communicating About the Change, Involving Others in the Change, Helping Others Break from the Past, and Creating a Supportive Environment for the Change.

Learning Outcomes:

Examine change behaviors

Develop change leadership skills and behaviors

Generate support for change efforts

Enable Others to Act

Improve ability to lead change
  Hermann Brain Dominance Instrument
Your HBDI profile illustrates and explains the way you prefer to think, learn, communicate, and make decisions.

It also helps leaders understand how to coach and deal with others who have a different style. It's a great instrument to helping you manage conflict, embrace change, make decisions, and communicate more effectively.
An in–depth analysis of how a team thinks, processes information and prefers to work. It shows trends and gaps and clarifies the preference of the team as a whole, and where there is a need to think outside the box.
  Myers-Briggs Type Indicator
Designed to measure psychological preferences in how people perceive the world and make decisions.

After more than 50 years, the MBTI instrument continues to be the most trusted and widely used assessment in the world for understanding individual differences and uncovering new ways to work and interact with others.

Learning Outcomes:

Improve individual and team performance,

Nurture and retain top talent,

Develop leadership at every level of an organization,

Reduce workplace conflict, and

Explore the world of work.
  Thomas-Kilmann Conflict Mode
This instrument is designed to measure a person's behavior in conflict situations. "Conflict situations" are those in which the concerns of two people appear to be incompatible. In such situations, we can describe an individual's behavior along two basic dimensions: (1) assertiveness, the extent to which the person attempts to satisfy his own concerns, and (2) cooperativeness, the extent to which the person attempts to satisfy the other person's concerns.