Signature executive workshop. Leadership teams learn to see the behavioral patterns driving their organization. Up to 15 participants.
1-Day: ₹30,000–₹50,000 | $400–$750 · 2-Day: ₹50,000–₹1,00,000 | $750–$1,500
Request Scope Proposal →A half-day team session plus the written pattern report. The leadership team’s patterns, read together.
₹75,000–₹1,50,000 | $1,200–$2,500
Request Scope Proposal →Make the Unsaid Said — names what the job never told your team-leaders: how work actually flows, who actually decides, what actually gets rewarded.
₹50,000–₹2,00,000 | $750–$4,000
Request Scope Proposal →Every leadership engagement ends in a written output your team can act from, not a good day and a folder of slides. Here is what lands on your desk, item by item.
1-Day: ₹30,000–₹50,000 | $400–$750 · 2-Day: ₹50,000–₹1,00,000 | $750–$1,500
₹75,000–₹1,50,000 | $1,200–$2,500
₹50,000–₹2,00,000 | $750–$4,000
The same arc runs every leadership engagement, from a half-day diagnostic to a two-day workshop. The method behind it, the 8-step Pattern Intelligence Method, is on the The Method page.
You submit the scope proposal form. Rashi replies within 48 hours with a fixed-scope, fixed-price proposal, and the written scope note names the participants, the format, the deliverables, the fixed price, and what is explicitly out of scope. You approve it by email and pay the 50% advance. Nothing is booked before that.
The questionnaire goes out to participants. Three to five pre-session interviews are booked and held, and the documents named in the scope note are reviewed: org chart, meeting cadence, escalation records, attrition data where the question touches it.
One or two days, or a half day for a diagnostic. The room works on its own real material, on cases the participants bring, and every pattern surfaced in the room is checked against the pre-work evidence before it goes anywhere near a written output.
The team pattern map or pattern report is drafted from the session record and the interview log. Every claim in it traces to something said or done in the room, or in the interviews, or in a document. What rests on inference is labelled a hypothesis.
The read-through call takes the pattern map first, findings second, actions last. Your questions from the call are answered in writing within 24 hours, and the final report is issued after. The one-page action plan carries an owner and a date agreed before the room breaks.
Scheduled at delivery, not remembered later. One month on, a check-in email asks two questions: is the action running, and is the pattern holding? The answers shape what comes next, if anything.
A report is easiest to trust when you can see one. Below is a single finding from an attrition-side leadership engagement, redrawn as an anonymized composite from real investigations. No client, site, or person is identifiable.
Exit data for a 200-seat operation shows 34% annualized attrition, with departures clustered under three of eleven supervisors and a tenure cliff at eleven months. The exit interviews record “growth opportunity” in nine of twelve cases, and the data signature does not support it: internal movement was frozen in the same period, and the leavers moved laterally, not up. Stay-interviews with current high performers surface the actual driver. New joiners were onboarded into silence, and the first explicit acknowledgment of good work arrived, on average, in the fourth month. The pattern is the Recognition Debt loop: a joiner produces, the supervisor assumes and doesn’t say so, the joiner reads the silence as a verdict, a recruiter’s message lands as the first real acknowledgment, the exit records growth, and the team inherits the workload of the unfilled seat. The one action: a fifteen-minute weekly recognition ritual at the team level, with a Poka-Yoke, a visible tracker in the team room that makes skipping obvious. Attrition fell to 21% in two quarters. Estimated cost of the pattern before the fix: Rs. 4.1 lakh per quarter (basis: replacement and ramp cost for the regretted leavers, from the HR ledger). If the ritual runs weekly for a quarter and the tenure cliff still holds, this reading is wrong.
The same finding as it appears on the Leak Map:
| # | Finding | Pattern Named | Loop Stage | Est. Monthly Cost | Severity | Recommended Action |
|---|---|---|---|---|---|---|
| 2 | Attrition clustered under 3 of 11 supervisors | Recognition Debt | Stage 5 — Reinforcement | Rs. 1.35 lakh | 4 / 5 | Weekly recognition ritual with a visible tracker |
That is the discipline in every finding: an artefact, a named pattern, the loop, the cost with its basis, and the test that would prove the reading wrong. The anonymized Case Studies page shows what changed after findings like this landed.
Founder and Lead Investigator, EvolveWithRashi
Rashi Mathur spent 17 years leading global Quality and Training functions across BPO, manufacturing, and tech before founding EvolveWithRashi, and much of that time was spent in rooms like yours: leadership reviews, escalation calls, and the weekly meetings where patterns quietly get decided. She has read the behavioral side of operations for her whole career, first as a quality discipline and now as a practice of its own. She is a Six Sigma Master Black Belt, a certified POSH and POCSO professional, and a certified graphologist.
She personally facilitates every leadership engagement, and every written output from these engagements carries her signature. Nothing leaves the practice without passing her quality gate.
Serious money deserves an honest boundary. Here is what these engagements do and do not do, how payment works, and where the policies live.
Submit the scope proposal form, and Rashi replies within 48 hours with a fixed-scope, fixed-price proposal. You pay nothing until you have approved the scope note, so you will know exactly who is in the room, what comes out of it, and what it costs before any money moves.
Request a Scope Proposal →Prefer a conversation first? WhatsApp +91 99673 03364.
