We believe that leaders are responsible for impact in their worlds. We help leaders have impact through innovation, with their people, and in their communities.



Leadership doesn’t happen once by reading a book or taking a course. It is a behavioural process that happens over time, consistently. Our leadership trainings instill participants with the skills necessary to be responsible for their worlds and for their impact.


The 4 Questions

In this hands-on interactive, conversationally based experience, participants will identify leadership gaps that need to be reinforced in their organization with 4 questions.

  • What’s working at my organization?
  • What’s confused?
  • What’s missing?
  • What’s longing?

Lead Yourself

Leadership always starts with the self. In this experiential workshop participants will learn:

  • Self-Awareness
  • Self-Management
  • Values
  • Personal Purpose
  • Strengths and Blind Spots
  • Resiliency

Lead Others

Once equipped with the skills of leading self, participants will learn the skills of how to lead others.

  • Motivations
  • Social Awareness
  • Empathy
  • Listening
  • Relationship Management
  • DiSC Communication

Lead with Trust

Trust is a like filling a marble jar, measured with small, deliberate moments. The ingredients of trust are:

  • Reliability
  • Credibility
  • Low Self-Orientation
  • Vulnerability
  • “Sliding Door Moments”
  • Listening

Lead through Conflict

Conflict is a fundamental part of the human experience. This workshop teaches the steps to healthy conflict.

  • Assumptions
  • The Story I am Making Up
  • Non-Violent Communication
  • Human vs Other
  • Win-Win Conversations
  • Identify, Discuss, Solve

Lead in Sync

This capstone workshop weaves the learnings from previous workshops in an experiential simulation.

  • Lead Self
  • Lead Others
  • Creating Trust
  • DiSC Communication
  • Healthy Conflict
  • Team Unity

Coaching skills for


Leaders today must be trained with coach-like skills.  We train leaders in the essential coaching skills needed for impact and influence.


Foundations 1

This course gives participants a clear experience of how coaching skills can positively impact relationships through better listening and communication, both at home and work.

With an experiential learning focus, participants learn a concept, see it modelled with others, then have the opportunity to practice coaching and receive co-worker feedback.

Foundations 1 is the first of 6 part series that provides an introduction to the techniques of coaching. Participants learn how coaching mindsets are different than managing mindsets, how to ask powerful questions and how listen on multiple levels.


Foundations 2

Coaches often use imagery and metaphor, they inquire intuitively and have agile, conversational skills. In this section participants learn skills for bringing clarity. Through reframing and summarizing participants learn how to inspire self responsibility and accountability.



Dreaming is about envisioning possibility. It is the state of imagining what could be and enlisting yourself and others in a process of creation. In this coaching course, participants will develop skills to help themselves and their relationships take steps in discovering and living their unique values, identifying self-limiting beliefs, and creating their personalized vision for a resonate future. By the end of this course, managers will be able to create compelling visions for themselves and their teams in new ways.

Dreaming, in the end, is about the human art of imagination and execution. If we can imagine it, we can build it.



We are always in a perspective. And just because we’re in one doesn’t mean that is the truth. It is a truth.

This workshop will train participants to notice how their own perspectives shape their worlds, and how some perspectives are more powerful than others. Like anything, having the ability to notice and shift one’s point of view requires skill and a lot of creativity.  

We spend a lot of time in this workshop training people to think outside the box!


Emotional Literacy

The 17th century French philosopher Descartes once said, “I think, therefore I am.” We believe that this is only half of it. Emotions make up the other half.

In this training, participants will expand their emotional range, vocabulary, and ability to simply “be with” strong emotions. To be a good coach relies far less on problem solving but far more on establishing relationships of trust and open communication. At the heart of this is the ability to empathize in a way that makes team members feel heard and seen.

In the end, isn’t this what we all want?



Being a coach-like manager requires incredible presence, self-awareness, and self-management. It also requires holding team members as naturally creative, resourceful, and whole.  This can be a delicate balance for coaches (who are also managers), who must often balance competing agendas at the same time.

This training will engage participants in the careful dance of coach and manager, and the dance of interchanging the skills learned in the 4 previous trainings: Foundations, Dreaming, Mindsets & Habits, and Emotional Literacy — sometimes done all at once.

Manager training


Most managers weren’t placed in their roles because of their experience or expertise in managing people. Instead, they became a manager of people because that was the next stage of their professional development.

Today, it is estimated that 78% of managers grew into their position because of their technical ability without any formal training in the skills needed to lead others, influence and create change with other people — fundamental skills for any people manager!

Our series of two-day courses equip managers with the people skills imperative to thrive in a post-covid workplace.

Course 1

Performance Management, Feedback and Difficult Conversations

One of the greatest opportunities (and biggest challenges) managers face is the art and skill of developing their people. Great managers have heart, grit, courage and consistency. They do not avoid performance management, feedback or difficult conversations. Our experientially-based two-day course equips managers with the skills needed to engage with this skillset with confidence.


Day 1

Performance Management

  • The key ingredients for successful performance management strategy
  • How to prepare for a performance management conversation
  • Manage anxiety, awkwardness and accountability
  • How to give a performance reviews to high, consistent and underperforming team members
  • How to support employees in creating and implementing goals that align with the company's vision
  • How to motivate and empower employees


  • How to create a culture of feedback
  • How to receive feedback
  • The 5 steps of giving feedback

Day 2

Difficult Conversations

  • How to prepare for a difficult conversation
  • Managing your own stress style
  • The 5 ways to have a difficult conversation
  • Creating and setting the right container for every conversation
  • How to create a win-win
  • Empathy
  • Deep listening and curiosity

Course 2

Coaching Skills for Managers

Long gone are the days when managers could employ a top-down, command and control style of leadership and expect results (if they ever could). Today, managers who know how to connect with their employees, solicit the best from them, and empower them to make great choices are the ones who produce the best results for their teams and companies.


Day 1

Foundations 1

  • Coach vs. manager — what’s the difference
  • 3 Coaching mindsets
  • Roadmap of a coaching conversation
  • The power of powerful questions
  • 3 levels of listening
  • Articulating what’s going on
  • Empowering, not answering
  • Questions for facts vs. questions for feelings
  • Empathy

Day 2

Foundations 2

  • The power of metaphors for creating change
  • Compliments vs. recognitions vs. acknowledgments
  • The art of intruding
  • How to reframe
  • The 2 effects of summarizing
  • How to use hunches and intuition
  • How to drive towards accountability for long-term change

Culture that


We help co-create cultures where employees are engaged, inspired, and intrinsically motivated to come to work. A shared sense of purpose, common values and collective belonging are some of the ingredients.


Why does your organization exist? What value does it bring to the world? And how can members of your organization lend their unique skills to this common purpose? These are just a few of the questions that an organization must answer if it hopes to reach its goals, and ultimately, create a culture where employees are intrinsically motivated to work together towards a shared vision.


Employees who are inspired by their organizations enjoy cultures that are deeply rooted in values and behaviours that reflect who they are. Transparency is at the heart of these organizations. Information flows without restraint. At Six and a Half Consulting we help organizations establish protocols for communication and systems to positively reinforce these values-based systems.


Inspired workplaces share a lot in common: from effective time management practices, to efficient meeting agendas, to clear procedures and protocols. This is because at the core of what they do, engaged employees all share a common vision and want nothing more than to achieve their goals in the best way possible. We help organizations craft these imperative systems that co-create responsibility and accountability.


Emotional intelligence is the capacity to be aware of, in control of, and express one’s emotions in a way that preserves interpersonal relationships both judiciously and empathetically. At Six and a Half Consulting we help all levels of an organization understand what EI is, develop self awareness and self-regulation in themselves, and positively develop those skills in others through empathetic listening and shared understandings.


At Six and a Half Consulting, we don’t strive to create conflict-free work environments, as we believe healthy conflict is where growth happens. Conflicts are a natural, and necessary, part of life. We provide leadership trainings so that all levels of an organization can engage in conflict in healthy, productive, and proactive ways. Our goal: to equip teams with the collaborative skills to move an organization forward in a space where people are seen and heard.


For organizations to thrive, all levels of an organization must feel psychologically safe, have some degree of autonomy, and be relationally connected with their co-workers. This means that managers must develop the leadership skills to respond to each situation appropriately so that all employees can grow in a culture of learning. Connection and intimacy are not words reserved for private life. These skills are the bonds that glue a culture together.



It's proven that Leaders with coaching support are more resilient, purpose driven and connected to their teams. Even the most experienced Executives can benefit from coaching as they navigate unprecedented change in business world.

As CTI trained Executive Coaches we guide leaders though a series of powerful conversations to improve emotional intelligence and achieve strategic goals. Together, we dive deep into your goals, self-awareness and tactics and push towards accountability and transformation.

  1. We start with a chemistry call between coach and client to see if there’s an energetic fit.
  2. We launch with a 90 minute discovery call to identify 2-3 leadership goals to step into over the course of the engagement.
  3. We share 8-12 confidential, coaching sessions, 1 hour each, every two weeks.

Together, we dive deep into your goals, self-awareness and tactics and push towards accountability and transformation.



You need your investments in culture development to stick - we know what makes for lasting change.

Videos can be used as a critical part of an overall learning arch. In addition to full team Zoom training, Triad Coworker group work, and Key Executive Consulting, our videos on Thinkific are a critical way to lock in learning and shift behaviour for your team. They can be white-labelled with your brand and used to measure employee engagement in the learning and development experience.

How they fit

We know that people learn best in psychologically safe, collaborative environments. Effective learning requires a multi-platform approach that takes into account different learning styles. Our videos are facilitated and have a predictable cadence with a "practice and progress" plan.

People learn new skills and shift when they can:

  • define (explain it)
  • model (show it)
  • reflect (absorb it)
  • collaborate (practice it)
  • review (integrate it)