Executive coaching, done well, doesn’t make you a different leader. It helps you stop doing the things that are quietly costing your company money, morale, and momentum — and shows you what to replace them with. For Regina-based founders and senior leaders, Ops Harmony provides executive coaching grounded in 25 years of real operations leadership, not theory.

The work focuses on four areas — Leadership, Management, Teamwork, and Accountability (LMA). These are the four competencies that determine whether a senior leader scales with the company or becomes the bottleneck that stops it. Most executive coaching engagements run three to twelve months, with biweekly one-hour sessions, plus optional access between sessions for time-sensitive decisions.

Who this is built for in Regina

Regina-based founders and CEOs running companies with 25 to 250 employees.
Senior leaders (COO, VP Operations, GM) who have recently stepped into a bigger seat and are feeling the stretch.
Leadership teams where one or more members are technically strong but struggle with the interpersonal side of the role — holding people accountable, running a meeting that gets decisions made, saying the hard thing early.
Leaders inside family businesses navigating the specific dynamics of working with relatives, founders, or long-tenure employees who predate the current leadership structure.

The four coaching focus areas

Leadership

Leadership is the work of setting direction, communicating it clearly, and inspiring the team to pursue it. Most leaders are competent at one of those three and weak at one or two. Coaching identifies which is your weak point and builds habits that compensate — then strengthens.

Management

Management is the daily work of making sure the right things get done by the right people on the right timeline. This is where most founder-led companies break down as they scale — the founder was a great doer, but managing managers is a different skill. Coaching focuses on delegation, the difference between reviewing work and redoing it, and the rhythms that make team commitments visible.

Teamwork

Teamwork is the capacity to be part of a leadership team rather than a collection of individual contributors who happen to report to the same CEO. Most leadership teams have never actually been coached as a team — they’ve been coached as individuals who occasionally meet. Ops Harmony offers both 1:1 coaching and leadership-team coaching formats for exactly this reason.

Accountability

Accountability is the most-talked-about and least-practiced of the four. In most leadership teams, accountability is assumed to exist until the moment it’s needed and then discovered to be absent. Coaching builds the specific conversational habits, meeting rhythms, and follow-through structures that turn “we agreed to X” into “X happened.”

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How the engagement runs

Free 30-minute intake call. A conversation about where you are, what is in the way, and what success looks like twelve months from now. No obligation on either side.
Initial diagnostic session. Ninety-minute in-person or video session. We map your current leadership situation, identify the top three development areas, and define what you want to change.
Biweekly one-hour coaching sessions. Regular cadence for the duration of the engagement. Sessions are structured but not scripted — each one works on whatever is actually in the way that week, anchored to the development areas from the diagnostic.
Leadership-team coaching option. For engagements that expand beyond 1:1, we add a monthly or quarterly leadership-team coaching session focused on the team’s operating dynamics rather than individual development.

What this is not

A few distinctions worth naming, because executive coaching means very different things in different hands.

This is not therapy. Personal issues come up in coaching — they always do — but the work is aimed at leadership effectiveness, not personal healing. If deeper therapeutic work is indicated, coaching refers out.
This is not life coaching. The focus is your work as an executive. Personal life shows up only when it is interfering with leadership performance.
This is not consulting in disguise. Coaching develops your capacity to make good decisions. If you want someone to tell you the answer rather than help you find it, what you want is fractional COO services, not coaching.
This is not an assessment-and-training course. No 360 review with a binder of results. No half-day workshops. Real coaching work, session by session, on the actual situations you face.

Service area

In-person sessions in Regina and southern Saskatchewan (Moose Jaw, Weyburn, Yorkton, Saskatoon on arranged dates). Video coaching is available province-wide and across Canada. Most engagements end up hybrid — a mix of video and in-person, with the in-person sessions reserved for the biggest inflection points.

Common questions

How long does a typical engagement run?

Most engagements are structured as an initial three-month commitment to establish the coaching relationship and early habits, with continuation on a monthly basis after that. The average engagement runs six to twelve months. Some clients continue for years at a reduced cadence.

Can coaching be combined with fractional COO work?

Yes. Many engagements start as either coaching or fractional COO and expand to include the other. The boundary is worth maintaining — the coach role is non-directive, the fractional COO role is directive — but one coach can carry both as long as both parties are clear on which hat is on.

Is the coach a credentialed coach?

Ty Sutherland is a credentialed BOS-Up coach across all four program tiers (BOS 101, Starter, Builder, and Scaler). The credential is framework-specific rather than an ICF coaching credential. The coaching practice draws more heavily on 25 years of operations leadership experience than on formal coaching credentialing. For clients who require an ICF-credentialed coach, that is not the right fit here.

Book a conversation

Executive coaching only works if the chemistry is right. The 30-minute intake call is the best way to find out whether we would be a good fit for the next phase of your leadership work.