85%
of CEOs say they need more support navigating disruption
AlixPartners, 2026
Reframe Leadership
Every leader right now is being tested by winds they didn’t choose.
We help senior leaders and their organizations hold today's complexity differently, and build the skills and mindsets to meet what's next.
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Programs, coaching and strategic planning, for individuals, teams and organizations.
Trusted by leaders atGovernment of CanadaCanadian Blood ServicesHabitat for Humanity CanadaCATSA · ACSTAMark'sCORIL HoldingsFarm Credit CanadaSGI CanadaGovernment of AlbertaATB FinancialCayman Islands GovernmentDucks Unlimited CanadaG3 Canada LimitedSaskPowerTransAltaThe Family Centre
The Questions
And the questions that keep surfacing aren’t the ones anyone puts in writing.
- Am I up to it?
- What am I not seeing?
- If I stumble, does the Board still have my back?
- Do we have the right people in the right seats?
None of these are questions you’re supposed to have already answered. They’re the job.
(01) - The Weight
Under real pressure, we typically do three things:
-
We hold on tighter, reaching for control and certainty that don't exist.
-
We retreat to the familiar and perform a certainty we don't feel, quietly robbing the system of its ability to adapt.
-
We carry the load heroically instead of sharing it.
These are normal responses to load, not character flaws. The work is learning to hold complexity differently.
(02) - What The Data Is Showing Us
The usual approach - build resilience, build capacity - isn’t producing the results leaders need.
This isn’t a motivation problem. It’s showing up in the numbers, at every level of the organization.
30%
of CEOs are confident in revenue growth over the next 12 months - down from 56% in 2022
PwC Global CEO Survey, 2026
22%
manager engagement globally - the steepest decline of any group
Gallup, 2026
$10T
in productivity lost to disengagement worldwide
Gallup, 2026
+6
points in engagement during major change
SGI
The tree that survives the storm isn’t the stiffest.
Roots and trunk hold. The crown adapts in real time. Growth shapes what it becomes next season. Grounded Agility is that same motion - in a person, a team, an organization.
(03) - Hold. Adapt. Shape.
Hold. Adapt. Shape™. Three moves, one continuous practice.
Not a trait you have. A practice you return to.
How we’re coming at the problem
Select your lens. The same motion, at every scale - choose the one that’s yours right now and the three moves below shift to match.
Hold
Sound decisions under pressure.
Stay grounded in what's real. Confront reality, name the fear, and make sense of what it's asking of you.
Grounded Presence
Stay steady enough to make clear decisions under pressure.
Identity, nervous system and values as the anchor.
Adapt
Change course sooner, before the cost compounds.
Widen the lens. Let go of old stories, invite new information, and find the courage to see differently.
Expanded Awareness
Sense-making that widens your own range.
Shape
Lead the future you want, not just react.
Author the future. Flex, shift, and act to build what's next.
Intentional Becoming
Build the leadership skills and mindsets your next challenge needs.
Deciding who you're growing into next, and stepping into courageous action.
Each pass isn’t a repeat - it’s a turn of the spiral, building more capacity than the one before.Explore Hold, Adapt, Shape in depth
(04) - How We Work
Three ways the work takes shape.
Starting from Self Leadership - the lens you chose above. All three remain open to you.
01 - Strategy
Strategic Planning - including Execution Capacity
We build execution capacity directly into your strategic plan using Hold, Adapt, Shape™, so it survives contact with the people who have to run it.
- Who it's for
- CEOs and executive teams setting direction, or resetting it after change.
- What happens
- We scan your environment together, including a SWOT, and surface what the team has been working around. Then we align on the way forward: the strategy, and the leadership behaviors it will take to carry it out.
- What you get
- Strategic clarity, and the few leadership and team behaviors that matter most for executing it, defined for the executive, director and supervisory levels. There is often a written plan with critical success factors, KPIs and SMART action plans, and often a digital dashboard for tracking.
- How long
- Usually pre-session one-to-ones and agenda definition, then a one-day collective session (sometimes two for a full organizational strategic plan), then follow-up documentation and a six-week post check-in.
02 - Capacity
Developing Organizational Capacity
We partner with organizations to build change, capacity, and effectiveness at scale - starting with the CEO and executive team, then rolling out across the organization.
- Who it's for
- Organizations that need the strategy carried by leaders at every level, starting with the CEO and executive team and rolling out across the organization.
- What happens
- Team effectiveness sessions and team coaching with the executive team. Leadership development workshops and leadership coaching for directors and supervisors. Leadership 360s where they help. All of it builds the Hold, Adapt, Shape behaviors the strategy needs.
- What you get
- New skills and mindset across levels, a more cohesive and aligned executive team, and leaders who can hold what matters, adapt to what's changing, and shape what comes next.
- How long
- From one session with follow-up accountability to several sessions spread across the entire organization. An organization-wide engagement typically runs six months, through to ongoing development work that supports the larger organization. Reframe believes good coaching and consulting removes dependency on a provider, so our measure of success is that you don't need us anymore.
03 - Coaching
Your lensExecutive Coaching
We build presence under pressure by strengthening who you already are, grounded in 25+ years of understanding what senior leaders actually deal with.
- Who it's for
- Leaders from newly senior through managing director level, and experienced CEOs.
- What happens
- One-to-one coaching, often paired with a Leadership 360 to give a clear benchmark or starting point.
- What you get
- Leaders who lead with more clarity, engage complexity and ambiguity sooner, and bring courage and heart to hard conversations.
- How long
- Three to six months, depending on objectives and scope: an intake conversation, agreed outcomes, a 60-90 minute session every two weeks, and a closing recap with next steps for ongoing learning and development.
How an engagement works
01
Chat. Let's chat, explore the challenge and create shared context.
02
Bring in the decision-makers. We bring in the decision-maker(s), usually the CEO. One-to-one coaching engagements are always confidential.
03
Strategize and align. We strategize and align around the issue and the challenge, and develop a way forward that engages the broader executive team in the conversation.
04
Build capability. We develop the new skills, mindsets and behaviors the way forward requires.
05
Execute together. Then we execute together.
Our measure of success is that you no longer need us. Some client relationships have lasted close to two decades.
(05) - What Clients Say
In their words.
“Larry has been a trusted advisor and coach to both new and long tenured leaders at FCC for almost two decades. His ability to help individual leaders unlock their full potential to successfully serve their employees and support the achievement of FCC’s business objectives is invaluable.”
Mike Hoffort
President & CEO
Farm Credit Canada
“Larry is a key partner in our journey designing and implementing an intentional culture - a culture that will support our company in a business environment that is fast paced and rapidly changing. Larry and Reframe have made a difference and the proof is that our employee engagement scores jumped 6 points in a time of major change.”
Andrew Cartmell
President & CEO
Saskatchewan Government Insurance
“Reframe was extremely effective as they worked with the executive team to define a leadership vision and culture that would serve the company’s strategy. The executives were able to work through and define critical leadership and culture behaviors while developing their own skill and ability to model and coach. The end result was an executive team that molded into one team - one culture.”
Janice Watson
VP Human Resources
G3 Canada Limited
(06) - Diagnostic
Grounded Agility Snapshot
When change, challenge, and complexity hit, how do you - and your team, and your organization - typically react? Rate each honestly. Start with yourself; add Team and Organization for a fuller picture.
These aren’t skill gaps. Each reactive pattern is usually protecting something - a fear of not being enough, of losing control, of being exposed. Naming the pattern is step one. Naming what it’s protecting is the real unlock.
Hold
Push through, mask what I'm feeling, and keep moving without checking in with myselfPause, name what's actually going on for me, and choose my next move on purpose
Adapt
Push harder, double down on my approach, enlist others in my perspectiveStep back, gain perspective and new information, and investigate other possibilities
Shape
Defend the strengths that made me successfulTry a new approach even when the old one still works
Grounded Agility Snapshot
Move any slider to begin. Your score reflects only the levels you actually complete - nothing is extrapolated.
Each level is scored only from the sliders you answer there. Complete more than one level to see your overall score and the single move-at-scale where capacity is thinnest.
(07) - Insights
Ideas from the practice.
Distrust has risen, confidence in leadership has eroded, and many teams are carrying fatigue, grievance, and quiet disillusionment. Our essay series map a path from the conditions leaders actually face to the inner capacities required to lead well within them: presence, discernment, letting go, and agency.
(08) - Connect
Start with a conversation.
Thirty minutes, confidential, no obligation. We'll explore the challenge you're facing and whether Reframe is the right fit.