People

Build culture intentionally. Not just hopefully.

Aligned talent strategy, healthier culture, stronger leadership, and measurable people outcomes — with a trusted advisor managing every people-related vendor relationship.

Start with 15 minutes Meet the Practice Leads
The challenge

Everyone sells people solutions. Nobody sees the whole workforce.

Most organizations don't have one people challenge. They have several interconnected ones — and they hire a different vendor for each.

The coach doesn't talk to the recruiter

Leadership development runs on one track, hiring on another. Nobody reconciles who you're bringing in with how you're developing them.

Culture work stops at the workshop

A great session, a good day, then nothing. Without application and reinforcement, behaviour reverts within weeks.

Change management is bolted on late

The technology isn't the issue. Adoption is. Managers are asked to lead a transition they were never prepared for.

No one owns the whole picture

Recruiters, coaches, HR consultants, benefits brokers, and training vendors all pitch. None of them coordinates the strategy.

The rethinQ approach

Your rethinQ Associate assesses your entire people ecosystem — talent pipeline, culture health, leadership bench, and employee experience — then sources and manages the right partners across every dimension. Leadership and culture are led directly by our Practice Leads; everything else runs through a curated specialist network, coordinated by one advisor accountable for your entire people strategy.

Practice Leads · Leadership & Culture

Operators who have done the work.

rethinQ doesn't staff engagements with generalists reading from a deck. Our People Pillar is led by practitioners with decades of delivery behind them — and a curated specialist network behind that.

Parm Chohan, Practice Lead — Leadership & Culture
Practice Lead · Leadership & Culture

Parm Chohan, MCM

Leadership Development Strategist · Executive Coach · Learning & Organizational Development Consultant

Parm's work starts from a conviction: people, leaders, and teams are far more capable than they realize. With more than two decades of experience across communications, leadership, healthcare, and municipal government, he helps organizations strengthen leadership capacity through practical, people-centered development.

He helps organizations move beyond one-off leadership training by connecting workshops, executive coaching, team development, assessments, playbooks, and sustainment into one integrated leadership development ecosystem. Every engagement is designed to help leaders learn, apply, reflect, and create lasting behaviour change.

Maxwell Leadership Trainer, Speaker & Coach Gallup CliftonStrengths Certified Coach EQ-i 2.0 Certified Trainer & Coach Master of Communications Management
Track record
20+
Years across leadership, communications, healthcare, and municipal government
3
Integrated leadership assessment certifications: Maxwell, Gallup CliftonStrengths, EQ-i 2.0
AMCTO
Official partner and service provider across Ontario's municipal sector
Ecosystems
Specialty: connecting learning, coaching, and sustainment into lasting behaviour change
Areas of expertise
  • Leadership development strategy and learning ecosystems
  • Leadership and executive coaching
  • Strengths-based team development
  • Custom leadership and team Playbooks, and sustainment strategies
  • E-learning and community/group coaching
  • Facilitated leadership experiences and skills development

Sector focus: Helping healthcare, municipal, and public-sector organizations strengthen leadership capacity through leadership development, coaching, and team engagement. Official partner and service provider to the Association of Municipal Managers, Clerks and Treasurers of Ontario (AMCTO).

The session exceeded our expectations. I especially appreciated the custom Playbook and follow-up debrief, ensuring these valuable insights continued to be implemented long after the session ended.Kyle Pratt, Chief Administrative Officer — Town of Tillsonburg
Learning about my strengths, values, and leadership was a game changer. Within six months, I experienced results I never thought were possible.Rajvinder Singh, Applied Behaviour Therapist
Mónica Hernández, Practice Lead — Leadership & Culture
Practice Lead · Leadership & Culture

Mónica Hernández, P.Eng.

Leadership Speaker · Executive Coach · Mentorship & Inclusion Strategist

Seventeen years inside large technical organizations taught Mónica what most engineering leaders learn the hard way: technical excellence and team performance are two different problems. She left to build her own practice around the harder one — coherence, where people understand each other well enough to pull toward a common goal.

Her focus is raising the consciousness of leaders and teams — helping them see that they can do something different, and giving them the tools to do it. She works through individual and corporate coaching, keynotes, workshops, seminars, and leadership assessments, and delivers in both English and Spanish.

John Maxwell Leadership Academy Certified Keynote Speaker & Facilitator Mentorship & Inclusion Practitioner Bilingual: English · Spanish
Track record
20+
Years leading and developing multicultural technical teams
STEM
Specialty: technical experts stepping into people leadership
Ambassador
2025 Vancouver Ambassador for Women's Entrepreneurship Day — filled the city's first event 10 days early
Founder
CEO of Infinity Growth, with its engineering practice operating in Canada
Areas of expertise
  • Leadership keynotes and conference speaking
  • Individual and corporate leadership coaching
  • Team coherence and cross-cultural collaboration
  • Mentorship program design and sponsorship strategy
  • Inclusion and belonging for technical and STEM workforces
  • Workshops and seminars with leadership assessments

Sector focus: Engineering, energy, industrial, and STEM-heavy organizations where technical experts are being asked to lead people. Infinity Growth's engineering practice currently operates in Canada. Mónica is also a frequent keynote speaker on leadership, mentorship, and women in business.

I highly recommend Monica for event leadership, speaking engagements, and community development initiatives. Her ability to curate meaningful experiences and uplift others is unmatched.Rasie Bamigbade, Leadership Coach & Author — RB Jumpstart Coaching
Through insightful coaching sessions, she helped me gain greater clarity around my professional goals, enhance my leadership skills, and unlock new levels of confidence.Karelis Prieto, Quality Management System Specialist — WSP
Monica is clever and wise, knows well to ask good questions and to give comments. Her contribution in education of young generation and specialists of different disciplines is invaluable.Dr. Alec Groysman, Chairman, Israeli Society of Chemical Engineers & Chemists — Technion

Our Practice Leads are independent senior practitioners engaged through the rethinQ Associate model. Credentials, certifications, and career figures shown are those of the individual practitioner and are self-reported from their professional materials. Assessment instruments referenced are the property of their respective owners. Engagement scope, deliverables, and fees are confirmed in a written Statement of Work.

What your Associate covers

Six service areas. One accountable team.

Leadership and culture are led directly by our Practice Leads. The remaining areas are delivered through a curated network of vetted specialists — sourced, coordinated, and held accountable by rethinQ, not sold to you on commission.

Led by our Practice Leads

Leadership Development & Coaching

Executive and 1:1 coaching, first-time manager programs, leadership cohorts, succession and pipeline development, 360-degree feedback design, and emotional intelligence development — supported by DISC, Gallup CliftonStrengths, and EQ-i 2.0 profiling with facilitated debriefs.

Led by our Practice Leads

Organizational Design & Culture

Culture diagnostics, team dynamics analysis, values alignment workshops, change management frameworks, communication and conflict patterns, and people integration through restructuring, modernization, or acquisition.

Co-led with our specialist network

Performance & Retention Strategy

Performance framework design, engagement and pulse surveys, stay and exit interview analysis, retention risk modelling, recognition program design, compensation benchmarking, and career pathing.

Delivered through our specialist network

Talent Acquisition & Fit Assessment

Sourcing strategy, recruiter management, structured interview design, psychometric pre-hire profiling, candidate-role fit scoring, team composition analysis, and onboarding design.

Delivered through our specialist network

Employee Wellbeing & Corporate Therapy

Registered, licensed therapists embedded into engagements for burnout prevention, psychological safety, workplace conflict mediation, and critical incident support. Individual confidentiality is preserved; leadership receives aggregate, de-identified insight only.

Delivered through our specialist network

HR Strategy & People Operations

HR function audit, people analytics and dashboards, HR technology stack assessment, policy development and compliance review, HRIS implementation guidance, and fractional CHRO or VP People support.

Challenge to solution

Tell us the symptom. We'll name the work.

Diagnostic before prescriptive. Here's how the most common signals typically map to an engagement.

Leaders operate inconsistently across the organization

Leadership Development

Strong performers newly promoted into management

Executive & Leadership Coaching

AI or system rollout facing quiet resistance

Change Management

Culture described one way, experienced another

Culture Consulting

Turnover climbing, exit reasons repeating

Talent & Retention Strategy

Departments working around each other, not with

Team Development

Growth outpacing the people structure

Organizational Development

No clear bench behind key leaders

Succession & Executive Coaching

When organizations call us

The moments that make or break a transition.

If any of these sound like the last leadership meeting you sat in, the People Pillar is built for exactly this.

Leadership transition

New CEO, Executive Director, CAO, or a wave of senior appointments and retirements.

"We need more consistency across our leadership team."

Growth & expansion

New locations, rapid hiring, acquisitions, or a major capital project underway.

"We've grown faster than expected and our people strategy hasn't kept pace."

Transformation & restructuring

New strategic plan, operational review, modernization, or workforce restructuring.

"People are struggling with the change."

Technology & AI adoption

ERP, HRIS, Microsoft 365, automation, or an AI initiative that needs humans on board.

"The technology isn't the issue. Adoption is."

Talent & workforce pressure

Retention slipping, thin leadership pipeline, onboarding that isn't landing.

"We're hiring, but we're losing good people."

Financial & operational strain

Budget reductions, service reviews, efficiency mandates, rising workloads.

"We're being asked to do more with less, and burnout is becoming a concern."
Our engagement process

Question. Qualify. Quantify.

We assess before we advise. No recommendation is made — and no specialist is introduced — until we understand what's actually driving the problem.

  • 01

    Discovery Conversation

    A working session with leadership to understand priorities, pressures, and what has already been tried.

  • 02

    Organizational Assessment

    A structured review across leadership, culture, talent, engagement, and people operations to establish a baseline.

  • 03

    Identify Priority Challenges

    Gaps ranked by business impact, employee experience, and organizational readiness — not by what's easiest to sell.

  • 04

    Match the Right Specialists

    Practice Leads take the leadership and culture work directly. Everything else is sourced from a vetted network.

  • 05

    Deliver Practical Solutions

    Programs designed for application, with reinforcement built in so behaviour change survives past the session.

  • 06

    Measure Outcomes

    Engagement, retention, leadership readiness, and program-specific KPIs tracked against the original baseline.

  • 07

    Ongoing Advisory Support

    Quarterly organizational health reviews and continued vendor accountability. The relationship doesn't end at delivery.

Why rethinQ People

One trusted partner for the human side of business.

rethinQ People

One accountable team

Practitioners, not presenters

Our Practice Leads have carried real accountability — budgets, high-risk delivery, public-sector scrutiny. They've been the leader in the room, not just the person consulting to them.

Curated network, coordinated by us

Where a specialist is the right answer, we source and manage them. You get the expertise without adding another vendor relationship to your calendar.

Flexible engagement models

Diagnostic-only, project-based, ongoing retainer, or fractional CHRO. Scoped to your priorities and your budget, not a packaged tier.

Built for application

Content, community, and application together. Custom playbooks capture what participants actually committed to, so managers can hold the line after we leave.

Business-first, people-powered

Every engagement ties back to a business objective: retention, readiness, performance, adoption. We don't deliver programs for their own sake.

Built-in accountability

An advisor who works for you — not the vendors.

From hiring to coaching to retention, your rethinQ Associate manages every people vendor.

No more disconnected HR initiatives. One people strategy, one advisor, measurable outcomes.

See the plan before a single recommendation.

See exactly how we assess, diagnose, and plan before a single recommendation is made.

Explore the People Framework Start with 15 minutes to say hi

[email protected] · 1-855-rethinQ (738-4467)

Ready to

rethin

Q

your strategy?

[email protected] | 1-855-rethinQ (738-4467)

Stay curious & rethinQ your potential.

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