Growth outpaced the systems that got you here: we can help.

Every engagement starts the same way: we find out what's actually causing the friction — in how work is structured, how leadership and teams operate, or how skills keep pace with what's needed. From there, we build what the business needs next.

Organisational Development AI Roadmap

A short, practical download that gives visitors something useful right away and previews how Cotempo thinks about operational problems. Copy and design to follow once the resource itself is finalized.

Download the guide →

"Working with Cotempo was a game-changer. Their process helped me identify and resolve critical gaps and friction in my user journeys. I'm already seeing measurable improvements in my website performance and marketing ROI as a direct result of these changes."

— Quinten Sheriff, The Design Coop

Our Service Pillars

Cotempo's systems approach.

Cotempo works on three levels by analysing the eco-system in which your business operates. Operational challenges rarely impact only one area of a business, and our service pillars reflect this by supporting organisational, team and individual needs.

Pillar #1

Organizational Design

We find where the infrastructure hasn't caught up, and build what the business needs — both to run cleanly today and to support where it's headed:

  • Documented processes and clear decision ownership
  • Competency mapping, so roles and structure reflect the capability the business actually needs
  • A structural plan for what the business will need next — before growth forces the issue
No more decisions made three different ways depending on who's asked, lost time on figuring out where important documents are saved. No more important information stuck in one person's head. A clear path forward for you and your team.

See how this worked for a growing team →

Pillar #2

Leadership & Team Development

We find where leadership and team dynamics haven't caught up, and build what the team needs — both to work well together today and to lead where it's headed:

  • Leadership practices that build psychological safety, so problems surface early
  • Clear roles, responsibilities, and expectations across the team
  • Team cohesion work that keeps people aligned as direction shifts
No more project stalls because three people each assume someone else owns the next step. No more abiguity after the business shifts direction: the team is clear on how their day-to-day work fits into it. No more communication breakdowns between leadership and teams because the last person who raised one got blamed instead of heard.

See how this worked for a leadership team →

Pillar #3

Training & Learning Design

We find where learning and development haven't caught up, and build what the team needs — both to apply new skills today and to grow into what's needed next:

  • Job aids and reinforcement structures that turn a single training session into lasting capability
  • Manager and leadership training, so people are equipped to lead as roles grow
  • Individual development plans that give each person a clear, mapped path forward
No more completing a training session, with no plan for what happens when someone gets stuck applying it. No more assuming a high performer being promoted to manage a team, without training in how to actually lead people. When employee asks what their next step looks like, and there's a clear plan for their individual development

See how this worked for a busy team →

How we partner with our clients

Four stages. One outcome: operational clarity.

Every engagement — regardless of the solution — follows the same four-stage methodology.

Stage 01 · Sense

See the full picture

We look at what isn't documented, where the day-to-day runs reactive rather than strategic, and how the different parts of the business actually connect — building a full picture of the system before drawing any conclusions.

Stage 02 · Diagnose

Find the root cause

We separate symptoms from root cause, weigh which structural or human factors are driving the friction, and identify what needs to change first for the rest to follow.

Stage 03 · Design

Build the right solution

WWe draw on structural, leadership, or learning solutions — whichever the diagnosis points to — and design each one around how your team actually works, not a generic template.

Stage 04 · Activate

Hand it off

We document what has been built, train the people who will manage it, and then step back—so that the system can function without ongoing dependence on us. However, our door remains open if additional support is needed.

Built for the Canadian regulatory environment

Every system Cotempo builds is Law 25-compliant by design — not retrofitted after the fact. This matters for any Quebec-based business handling client data, employee records, or operational documentation. It's also why diagnosis always comes first: the right infrastructure protects your business. The wrong one creates liability.

Cotempo is LGBTQIA2S+- and women-owned, and built by a neurodivergent practitioner. That background shapes how the work gets done. Diversity, equity, and inclusion live in the infrastructure itself — in every system, process, and program Cotempo designs. Our aim is to build for the full range of people actually doing the work — this includes different processing styles, energy patterns, and ways of taking in information.

Cotempo operates from Tiohtià:ke (Montréal), a territory that has long served as a gathering place for many Indigenous nations. We are committed to reconciliation and recognise that it requires more than a land acknowledgement. It is an ongoing act that requires intention, listening, learning and unlearning.