Values as a GPS · Not a wall poster
IS THIS FOR YOU?
You've built a career
that looks great
from the outside.
The results land. The team performs. Nobody's complaining. And somewhere between the back-to-back meetings and the fourth "everything's fine" — something quietly went flat.
Maybe it was the promotion that should have felt exciting but didn't. Maybe you're giving everything to everyone else and there's not much left. Maybe it's simpler than that — you're just tired of fine as a permanent destination.
You don't need to be in crisis to want more. You just need to be honest enough to admit that more of the same isn't working. That admission — that's the starting line.
"You don't need to blow up your career to recalibrate it. But you do need to stop pretending the compass is still pointing somewhere meaningful — and look at where it's actually pointing."
YOU MIGHT RECOGNISE YOURSELF HERE
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You're executing well — and the work stopped feeling alive somewhere along the way
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You've done the leadership courses, read the books, and something is still missing
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You know your values in theory — but you couldn't honestly say they're guiding your decisions
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You've hit a wall that more effort and more strategy aren't breaking through
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The pattern that's holding you back isn't new — you've just never had the right name for it
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You want a genuine before and after — not just a feeling of improvement
THE GROUP FORMAT
You won't be doing this
alone.
The Recalibration Method runs as an intimate group cohort — a minimum of 4 leaders, maximum of 8. Not a webinar. Not a workshop. A small, carefully assembled group of people at a similar career stage, doing real work together over six months.
Each person brings their own situation. The group brings something no 1:1 engagement can replicate — the moment when someone across the (virtual) table says "that's exactly it" and you realise you're not the only one.
One honest caveat: the group format runs on a fixed schedule. Sessions are set at the start. If you need total flexibility, the 1:1 individual program is the better fit. But if you can commit to the rhythm — the group will give you something the 1:1 can't.
GROUP SIZE
4 – 8 leaders
Intimate by design. Never anonymous.
Community
You're not doing this in isolation. The group becomes its own kind of support — leaders who get it because they're in it too.
Like-minded peers
Carefully assembled. Same career stage, same kind of challenge. No explaining yourself from scratch — they already understand the context.
Shared experience
The breakthroughs you have in group often go deeper than 1:1 — because hearing someone else name your thing out loud is different from naming it yourself.
Better value
The group format is more accessible than 1:1 — same depth, same rigor, same results. The trade-off is a fixed schedule. If you can commit to the rhythm, it's the smart version of brave.
HOW I DESIGN LEARNING
Not coaching
as usual.
A full recalibration.
The Recalibration Method is a 24-week structured program — six steps, twelve sessions, built on emotional intelligence, Positive Intelligence, and neuro-leadership. Not as buzzwords. As the actual scaffolding for real, measurable change.
It works in two halves. The first half is the inner work — clarity, values, blind spots. The second half is the outer work — habits, stakeholders, team, sustainability. Together, they create a shift that doesn't evaporate when the coaching ends.
Available as a group program (cohort-based, with individual deep-dives) or as a 1:1 individual engagement. Either way, the depth is the same.
24
weeks · the full program
6
steps · inner + outer work
12
sessions · bi-weekly
WHAT MAKES IT DIFFERENT
Measured
A clear baseline at the start. Evidence of shift at the end — through EQ assessment, stakeholder feedback, and observable behaviour change. You'll have proof, not just intuition.
Systemic
Most coaching happens in a silo. You grow. You go back to your desk. Nothing around you has changed. This brings stakeholders and your team into the process — so the change lands in the real world.
Science-backed
EQ-i, Positive Intelligence, neuro-leadership. You won't experience these as frameworks. You'll experience them as clarity — the kind that makes sense of things you already knew but couldn't name.
Human
I was a leader in the trenches before I became a coach. There's warmth, empathy, and humour in this work. There's also zero bullshit. Those two things are not contradictions — they're the whole point.
THE PROGRAM
Six steps.
One real transformation
01
You'll feel genuinely heard
INNER WORK · WEEKS 1–4
An honest look at where you really are — not where you think you are. EQ assessment and stakeholder input build a picture you can actually trust. Including the things nobody's saying out loud.
YOU WALK AWAY WITH
A clear baseline. The real agenda — which may surprise you.
03
Name and Manage the Saboteurs
INNER WORK · WEEKS 9–12
The patterns that keep you working against your own best instincts — identified, named, and understood. Saboteurs are brilliant at disguising themselves as reason. This is where the disguise comes off.
YOU WALK AWAY WITH
Your saboteur profile. A map of which patterns block which values. Strategies to interrupt them in real time.
05
System Integration
INNER WORK · WEEKS 17–20
Making your internal change visible to the people around you. We revisit stakeholders, close the perception gap, and address the friction that comes with genuine growth. Because change that only lives inside your head has a shelf life.
YOU WALK AWAY WITH
Updated stakeholder feedback. A strategy for making change stick in your actual environment.
02
Find and Activate the GPS
INNER WORK · WEEKS 5–8
A deep values discovery process that turns "I have a sense of what matters" into a practical decision-making compass — one you can actually use under pressure, not just when things are easy.
YOU WALK AWAY WITH
Your top 5 core values, pressure-tested. One observable behaviour per value. A GPS you'll actually use.
04
Build the Habits
INNER WORK · WEEKS 13–16
Translating insight into action. You'll select 2–3 leadership habits and build them through deliberate, accountable practice. In real conditions. Under real pressure. Insight without new habit is just a good conversation.
YOU WALK AWAY WITH
Observable behaviour change. A mid-point check that shows you — and others — what's different.
06
Sustainment Plan
INNER WORK · WEEKS 21–24
Extending your growth to your team and building a plan that outlasts the coaching. You'll create a team vision and a personal sustainability structure. The compass stays with you — not with me.
YOU WALK AWAY WITH
A team vision and purpose. A before-and-after comparison. A practical plan for staying calibrated on your own.
STEPS 1–3 · THE INNER WORK
Clarity, values, and blind spots. Understanding what's driving the situation — beneath what's visible. This half is done when you feel it, not when the calendar says so.
STEPS 4–6 · THE OUTER WORK
Habits, stakeholders, team, sustainability. Taking what you found in the first half and making it real — in your actual environment, with the actual people around you.
CHOOSE YOUR FORMAT
Two ways in.
Same destination.
Whether you want the full 24-week journey or want to put a toe in before you dive — there's a version that fits where you are right now.
The Recalibration
Method
24 WEEKS · 12 SESSIONS · GROUP COHORT (4–8) OR INDIVIDUAL 1:1
The complete six-step journey from noise to alignment. The inner work and the outer work. The before and the after you can actually show someone. This is the version for leaders who are ready to stop circling and actually land somewhere different.
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EQi 2.0 emotional intelligence assessment + debrief
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Stakeholder feedback (360) at start and mid-point
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Positive Intelligence (PQ) — saboteur profiling
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12 bi-weekly coaching sessions (individual or group format)
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Between-session homework — yes, no, or counter-offer
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Team vision and sustainment plan at close
The Recalibration
Starter
3 MONTHS · 6 SESSIONS · INDIVIDUAL
Steps 1 and 2 only — See Through the Noise and Find the GPS. In six sessions over twelve weeks, you'll get a clear picture of where you actually are, a full EQ assessment, and a set of core values that are pressure-tested enough to actually guide decisions.
Designed to be valuable on its own. But most leaders who complete it discover they're ready for more — because now they know what they want, and they can see what's getting in the way. That's not a sales tactic. It's just what happens when clarity shows up.
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EQi 2.0 assessment + debrief
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6 bi-weekly coaching sessions
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Core values discovery and pressure-testing
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No commitment to continue — but the option if you want it
WHAT THIS ISN'T
Fair warning —
in the spirit of honesty.
I'd rather tell you upfront what you're getting into. Most people appreciate that more than finding out three sessions in.
There will be sessions you love. There will be sessions where you hang up the phone and think — that was a lot. Both are the work working. The process is direct, structured, and sometimes uncomfortable. That's not a bug.
My wish for every client is that they find their aliveness again. Their version of it. Because they are so worth it.
Not a quick fix
This is a 6-month commitment. The change is real — which means the work is real. If you're looking for a weekend retreat and a vision board, I'm not your person. But if you're ready to actually do it — I'm very much your person.
Not always comfortable
There will be moments you love this, and moments you hang up the phone and hate it. Trust the process. Both kinds of sessions are part of what makes the shift real and durable.
Not prescriptive
I won't tell you what to do. I'll help you find your own way, your own voice. Every story is different. Mine is proof it's possible — not a template for how to do it.
Not just talking
Every session ends with homework. The rule is simple: yes, no, or counter-offer. You're always in control — but you're never off the hook.
"
Working with Nathalie was an absolute paradigm shift. She held me powerfully and compassionately accountable where I had limiting beliefs, and challenged me to stretch my thinking and be bolder. She knows when to push and when to call me out — that balance is rare. The most significant period of growth in my career to date.
KELLY · MANAGER, GLOBAL LEADERSHIP DEVELOPMENT · LULULEMON
IS THIS THE RIGHT FIT?
The leaders who get
the most out of this.
Ready to be honest
Not the polished version. The real version — the one you'd share with a trusted friend at dinner, not the one you'd share in a performance review.
Willing to do the work
Even when stretched thin. Even when busy. The work happens between the sessions, and the sessions build on what happened between them.
Willing to believe change is possible
Not naively. Not despite evidence. But with enough openness to try something different and see what happens. That's all the door needs to crack open.
Something landed.
Let's talk about it.
It starts with a 30-minute conversation. No sales pitch. No slide deck. Just an honest talk about where you are and where you want to be — and whether this program is the right vehicle to get there. If it isn't, you'll still leave with something useful. That's a promise I keep.
PCC · CPCC · Systemic Team Coach · Bilingual EN/FR
25 years in corporate leadership · 12 years in executive coaching
contact@vestraleadership.com · vestraleadership.com