Coaching the Next Generation of Leaders – Exclusive Interview With Andrew Beaulieu

Andrew Beaulieu is a Leadership Development Expert and the Founder of Bold Moves Coaching & Consulting. With over 16 years of leadership experience in general contracting, Andrew helps organizations develop the next generation of confident, emotionally intelligent leaders. His work blends applied neuroscience, positive psychology, and practical business insight to create lasting transformation for leaders and their teams.

Andrew Beaulieu, Leadership Development Coach

Tell us a bit about your story. How did you build your career until this point?

I grew up in a house where there was a no-quit work ethic instilled at a young age. My father, a carpenter by trade, started his own general contracting company from our kitchen table when I was seven. Our home, which was always under renovations, never quite finished, was an opportunity for me and my three older siblings to learn how to roll up our sleeves and appreciate a hard day’s work.

I never really had a “calling” growing up, no burning passion or clear vision as to what I would do later in life. Something about walking the streets of Montréal in a kick-ass suit and a briefcase seemed really appealing to me. I guess I wanted to appear important. Either way, with no clear direction, whatever it is I was going to do, I knew I was going to work hard for it.

In my late teens, my siblings and I started our first company, “flipping” houses. We did this for a few years while I finished up College (Cégep here in Québec). It wasn’t glamorous work, but it was a chance to build something from the ground up, literally. After working nights and weekends for a few years, I left that business behind and focused on building my career in my father’s business, Dama Construction, which at this point was well established across Canada.

My father was a tough boss, something at the time I didn’t appreciate as much as I do today. His partner, although not blood related but always felt like an uncle, always told me and my brothers, who also worked in the business, that we got the “special treatment” but not in the way you would think. We got our foot in the door because of our family name; the rest was up to us to earn.

Over the course of the next sixteen years, grinding up the proverbial corporate ladder, my brothers and I became co-owners after my father took his well-deserved retirement. Dama Construction had become a national gold standard in the world of commercial interior renovations. My role in the later years? Was primarily overseeing Finance, Administration, and HR, but still very much involved in operations (wearing many hats as many owners do).

It was the leading part that always engaged me the most. In the end, that’s what ultimately led me to coaching. I realized at a young age, as a servant leader, that it wasn’t the industry that mattered most to me; it was the people. I’ve always been drawn to understanding what makes people tick, what holds them back, and what helps them thrive. Coaching became the natural next step, and a new way to lead with empathy and drive.

What was a pivotal moment that led you to transition into leadership coaching?

When the pandemic hit in 2020, like everyone else, I was forced to work from home. Suddenly, I was no longer spending 60-70 hours a week outside the house, away from my wife and, at the time, our two very young daughters.

That shift hit me hard. It made me stop and ask some deeper questions: What kind of father do I want to be? What kind of husband? What kind of leader? I realized how much of my identity had been tied to work, and how easy it was to lose sight of the bigger picture when you're caught in the daily grind.

That period of reflection reignited something in me, a desire to help other leaders pause, reflect, and redefine success on their own terms, not just in business, but in life. Coaching became the path that allowed me to do that, with purpose and impact.

What drives you in the work you do today?

If you look at the data, over 70% of employees are disengaged at work. That stat alone should be alarming. But what really stands out is the number one reason people give: their relationship with their direct supervisor.

That tells us something big about Leadership. It’s not just a job. You play a huge part in the happiness of other people’s lives. And then consider how much time people spend at work. This was the logical place to make the biggest difference.

I was that leader once. Trying to hold everything together, feeling the pressure to deliver, to keep people happy, to keep the business running. And on paper, we were killing it. The performance was there. The results looked great. But it’s what was off paper that was suffering.

I wasn’t prioritizing anything at home. I was emotionally unavailable. I was letting everyone down, including myself. It’s a brutal realization.

So, what drives me today is simple: I want to support leaders before they reach that breaking point. I want to help them find their balance, rediscover their capacity, and show up in a way that serves both their people and their personal lives. Because when a leader grows, their team grows. And if we want to build a more engaged world, we have to start with the people leading the way. The people who should be role-modeling the right behaviors.

What is your personal motto or guiding philosophy?

I believe great leadership starts with self-awareness. One quote that’s always stuck with me is, “Happiness is not by chance, it’s by choice,” by Jim Rohn.

That mindset has helped shape how I lead, parent, and coach. Leaders don’t need to chase perfection, but they do need to take ownership of their energy, their decisions, and how they show up. When they start doing the inner work with consistency, not just intensity, they become the kind of leader others trust and the kind of person they’re proud to be at home. Everything is a choice.

What is Bold Moves Coaching & Consulting, and how do you help your clients?

Bold Moves Coaching & Consulting is a leadership development firm built for real-world leaders, not just those chasing titles, but those who care about how they show up.

Alongside a trusted network of professionals, my team and I partner with organizations to design and deliver people-first development solutions. Whether it’s executive coaching, strategic offsites, or full-scale training programs, we help companies strengthen their leadership from the inside out.

We focus on building the core capacities that drive meaningful results: clarity, emotional agility, trust, and communication. Our work is grounded in applied neuroscience and backed by validated psychometric tools, always customized to the people and culture we're working with.

It’s not about checklists or content dumps. It’s about creating the space and structure leaders need to grow, so they can lead with intention and impact, both at work and at home.

What inspired you to create Bold Moves, and how does it reflect your values?

Most people think bold moves are the big, flashy decisions, like leaving a legacy family business when you’re an owner-operator. And sure, those are bold. But the real bold moves? They’re the quiet ones. The everyday decisions leaders make to grow, take responsibility, and push the needle forward, even when no one’s watching.

I created Bold Moves because I wanted to support that kind of leadership. The kind that happens in the real world, between meetings, behind closed doors, and around the dinner table. I saw too many high-performing leaders doing well on paper but falling apart off-screen, disconnected, depleted, and unsure how to course-correct.

The work we do is grounded in the values I live by:

• Integrity: acting with honesty, empathy, and fairness in every relationship.

• Excellence: not perfection, but a commitment to continuous growth and learning.

• Authenticity: creating trust through real, transparent human connection.

• Resilience: helping leaders adapt, persevere, and show up with courage even when it’s hard.

Bold Moves is more than a business. It’s a reflection of how I believe leadership and life should be lived.

What are the biggest challenges your clients face, and how do you help them overcome them?

Most of my clients aren’t visibly struggling. They’re successful, respected, and achieving big results. But behind the scenes, many feel stretched thin, emotionally reactive, and unsure how to shift gears without dropping the ball.

I know that experience well, because I’ve been there. I spent 16 years contributing to the growth of an organization, leading high-performing teams, and carrying real responsibility. It was intense, rewarding, and full of lessons. But what I didn't realize at the time was how easy it is to become disconnected from your values, your energy, and even your own definition of what success/fulfillment is. Do most people even know their definition?

That lived experience is what allows me to meet leaders where they are. I’m not coaching from theory; I’ve walked this path. And I’ve learned that sometimes, we’re simply too close to the problem to see a new way forward.

I help my clients make space for honest reflection and reconnect with the kind of leader they truly want to be. We work on emotional regulation, energy management, decision-making clarity, and team connection, all grounded in their real-world context.

One client captured it perfectly: “You helped me zoom out, get honest with myself, and reconnect with what actually matters, as a leader and a person.”

It’s not about fixing anyone. It’s about helping them remember what they’re capable of, who they’re doing it for, and realigning how they lead, live, and show up.

What sets your approach apart from other coaching or leadership development programs?

There are so many great coaches out there. What sets my approach apart is the blend of real-world experience and human insight. I’ve led from the top, built teams, managed crises, and carried the weight of a business. I know what that feels like, and I bring that operational lens into every coaching conversation.

I think my age as well. I was raised with very traditional values, but I am a millennial, and I understand the values shift in the new generation coming into the workforce. I believe, given my experiences and my age, I am uniquely positioned to bridge conversations and meet people where they are.

And then, of course, my training and education add some flare to what I already have. I’ve done the deep work, having studied neuroscience, emotional intelligence, and various psychometric tools. And all of this is simply to have a more robust toolkit (construction pun intended) to help my clients.

Clients don’t only need theory; they need clarity. They don’t just need another framework; they need someone who understands their world and can help them navigate it with more intention, presence, and trust.

As one client shared, "Andrew’s coaching style is incredibly empowering but also fun. He has a unique ability to uncover strengths and offer insight that improves both confidence and self-awareness."

Bold Moves isn’t a one-size-fits-all program. It’s a partnership. Whether we’re working one-on-one with a senior executive or with an entire leadership team, we customize the journey to fit their context, their goals, and their culture.

And because my team and I can scale the work across organizations, from coaching to team diagnostics to leadership training, we become the go-to partner for companies that want to invest in their people without sacrificing performance.

If you could change one thing about the coaching or leadership development industry, what would it be?

I’d change the way coaching is perceived, both inside and outside the industry.

Somewhere along the way, the word “coach” became a dirty word. It’s used by anyone with a motivational quote and a Wi-Fi connection. That’s frustrating, because real coaching is rigorous, relational, and results-driven. It’s not about giving advice or cheerleading. It’s about helping people think differently, lead more intentionally, and create sustainable change.

The second thing I’d change is how some leaders still view development itself, especially when it comes to emotions. I’ve worked with leaders who were brilliant strategically but believed emotions had no place in the workplace. And yet, we know from neuroscience and human behavior that emotions are in the workplace. They drive trust, decision-making, collaboration, and resilience.

If we want high-performing cultures, we have to normalize emotional intelligence, not treat it like a soft skill or an afterthought.

Leadership today requires more than knowledge. It requires self-awareness, adaptability, and the courage to grow, even when it’s uncomfortable.

What are some common misconceptions leaders have about performance, and how do you address them?

One of the biggest misconceptions I see is that performance is just about output. That if you keep pushing, working harder, and checking boxes, results will follow.

But real, sustainable performance is about capacity, not just effort. It’s about energy, clarity, and regulation. And most leaders have never been taught how to manage those things. They end up running on autopilot, burning out, or wondering why their team isn’t engaged, even when the metrics look “fine.”

There’s also this idea that slowing down to reflect is a luxury. It’s not. It’s a strategic leadership skill. Because without self-awareness, performance becomes reactive instead of intentional.

When I work with clients, we start by shifting how they define performance. We look at what’s driving them, where they’re leaking energy, and how to realign their behavior with what actually matters. From there, we build habits that support long-term effectiveness, not just short-term results.

The goal isn’t just to help leaders accomplish more. It’s to help them lead better.

For readers who feel inspired to begin their leadership journey, what’s one small but powerful step they can take?

Start by asking yourself one simple, powerful question:

“What kind of leader do I want to be remembered as?”

Not “what do I need to get done today,” or “how do I keep up”, but who am I becoming?

That question alone can shift everything. It moves you out of reaction mode and into reflection. It connects your leadership to your values. And it creates space to lead with more intention, not just execution.

And once you’ve asked that question, here’s your next bold move:

Talk to someone. Open the door to a conversation. You don’t have to have all the answers. You just need the courage to take one step forward.

Because remember, bold moves aren’t always big and dramatic. Sometimes, they’re quiet decisions made in the background, like choosing to grow, to ask for help, or to lead yourself before leading others.

Leadership isn’t a title, it’s a practice. And the boldest thing you can do is start investing in yourself.

Where can people learn more about you and your work?

You can visit my website or connect with me directly on LinkedIn. I regularly share insights on leadership, self-awareness, and emotional intelligence, and if what you’ve read here resonates, I’d love to hear from you. If anything, just to hear your story.

The work I do has supported leaders through major transitions, elevated senior management retreats, and created safe spaces where people feel heard, challenged, and supported. One senior leader shared, "We hired Andrew for our annual retreat focused on resilience, what seemed like a long agenda turned into one of our most engaging and impactful sessions yet." And this is why I do what I do always for the client.

If you’re ready to take your next bold move, whether it’s a conversation, a commitment, or a mindset shift, I’m here for it. You’ve come this far by showing up for everyone else. Maybe it’s time to show up for yourself.

Follow me on Facebook, Instagram, LinkedIn, and visit my website for more info!

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