Our approach, rooted in the principles of cognitive and social sciences, is customised to meet our clients’ unique needs.

Delivering customised solutions to improve performance.

For over 40 years, The Pacific Institute® has successfully helped individuals to unlock their potential and improve their performance, allowing organisations to transform their culture and improve business results. We’ve built our process on the universal principles of cognitive and social science, which draw from multiple research disciplines including psychology, anthropology, sociology, linguistics, neuroscience, and biology. Our methods are guided by an understanding that individuals can adapt to change if they see value in it and are directly involved in its creation.

“Change starts first on the inside then works its way out.” ~ Lou Tice

Our flexible and experiential process makes it easy for clients to engage with us at the personal, leadership, team, or organisational level. We help clients learn how self-imposed, limiting habits, attitudes and beliefs prevent them from realizing their full potential, and we challenge them to overcome these perceived obstacles. We also provide insights into how culture impacts the performance of organizations and their members. We provide coaching and support to leaders to increase their sustainable effectiveness in both individuals and the organisation.

Our Approach 

The approach that The Pacific Institute® Canada takes to performance is similar to that of an ecosystem. Like a biological ecosystem, Organisational Performance is an ecosystem in that the system is a community of interaction in which performance is affected both by internal and external actions. Individuals performing within an ecosystem are affected by the actions of all others within the system. The way an individual or group responds to these actions can have a positive or negative reaction within the entire ecosystem. There is a varying degree of dependency on each action within the ecosystem, but there is a dependency. High performance has interdependence between four primary contributors; the actions of people, the actions from leadership, the current culture within the organization and the organizational design. For overall organizational performance, it is the leadership’s role to provide the stewardship of this ecosystem. It is the leaders’ role to then support the ecosystem by both the external design and by internal support. In our practice, we work to help individuals, teams, and organisations improve and grow their performance. The Pacific Institute Canada has worked in this field for almost two decades; The Pacific Institute Global has over four decades of expertise. This may be obvious, but performance doesn’t care if you are in sport, health, education, government, for-profit or not-for-profit, it is all the same, fundamentally. Organisational results are primarily dependent on the performance of individuals to achieve organisational goals. Therefore, the focus on people is critical. The model below is the framework we will use to explain the important interrelationship and inter-dependencies of the four elements of organisation performance; people, leadership, culture and organizational design. What affects organizational performance? People. What affects people performance? The person themselves, the leadership, the current culture and the organisational design.



Our engagement begins with discovery and information gathering to determine client needs. We use a variety of diagnostic tools to guide our assessment. When working with organisations, we evaluate leadership, organisational alignment, and culture. We provide the leadership with an in-depth analysis of our findings as well as our recommendations.


Design & Prescribe

Once our research findings have been compiled and analyzed, we tailor our approach to meet the clients’ specific objectives. We prepare organisational leadership for the next phase of engagement. With their involvement, we craft a road map to achieve alignment throughout either the entire organisation or those functions involved in the engagement.



After building the plan for alignment, we employ tools that translate the latest research in cognitive science into practical concepts, providing the organisation and individuals with the skills and knowledge needed to take the organisation to the new level of performance. The people are actively involved in the design of new methods and approaches, which is critical to raising their individual performance.



Our programs are built to benefit clients not only in the short term, but also in the years following initial implementation. Once new levels of performance are achieved, internal structures and systems often need to be recalibrated. We provide ongoing support to ensure new skills are maintained to continually elevate performance.