I coach leaders and their teams in transition, from the role they hold today to the one they are stepping into. Pausing, assimilating, restructuring, accelerating. 25 years of operating at scale.
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25 years operating at scale. Flipkart-Ekart, Bharti Airtel, Cadbury, Tata DOCOMO, Vahan Technologies. FMCG, telecom, marketplace, logistics. Boards, P&Ls, transitions of my own.
Today I coach leaders and teams moving from the role they hold to the one they're stepping into. 1:1, small group, workshops.
What connects the two: when you describe a co-founder conflict or a P&L decision under pressure, I recognise the shape. Not because I have a framework. Because I've stood in it.
You don't spend the first three sessions teaching me your world.
When you describe a board dynamic, a co-founder conflict or a P&L decision under pressure, I recognise the shape of it quickly. That speed of recognition is what I call Contextual Gravitas. It changes how the work unfolds: the Pause is short, and everything after it moves faster because the recognition came faster.
Where what you walked in with gets refracted into its components. Not deceleration. Recognition. PRISM does the refracting: Presence, Root-cause Inquiry, Incisive Mirroring, Systemic Strategy, Mindset Shift. ICF-aligned. Contextual Gravitas is what makes the Pause short.
You notice what surfaced. What you feel, what you resist, what shifts when you look at it again. Less analysis, more dwelling. The new framing has to land before the action plan does.
You decide what changes. Sometimes that is how you show up in a specific room. Sometimes it is a harder call: who you delegate to, what you stop tolerating, what role you stop performing. You design the change. The coaching surfaces what is worth changing.
You move. The pace returns, but the operating model underneath has shifted. You are not running faster on the old wiring. You are running on the new.
The prism is mine because the operator was mine.
For leaders stepping into roles where the old playbook doesn't quite fit.
Who it's for. Leaders and teams in transition. First-time managers moving into people leadership. Mid-level leaders moving into broader mandates. Function heads taking on cross-functional scope. Seasoned operators stepping into a new role or board.
Format. Confidential 1:1, video or in-person, shaped around the transition you are in. Some leaders hold me on retainer for ongoing thinking partnership.
Duration. Typical engagements run three months (six sessions) or six months (12 sessions). Single sessions and monthly retainers available.
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For cross-functional teams working through a specific problem together.
Who it's for. Leadership teams in restructure. Cross-functional cohorts post-promotion. Founders and their leadership team navigating a hard pivot. Companies that recognise the issue lives in the system, not the individuals.
Format. Group sessions with a defined problem statement and a clear arc, designed around the problem you bring: alignment after a reorg, co-founder dynamics, or a leadership team under structural change.
Duration. Typically three months. Some engagements run as a six-week intensive. Others as weekly check-ins over a longer arc. Shape follows the problem.
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For L&D leaders running leadership development programmes.
The patterns I write and coach from. Refined across the work, not designed and applied.
He had walked away from a long, successful career to do something that actually mattered to him. Six months later, he was exhausted. The question I keep seeing in leaders who left the race: what am I still trying to prove?
25 years of operating taught me that the biggest things I was solving rarely came down to strategy or talent. The pattern under all of it sat upstream. How the thinking itself was happening.
Three promotions in four years. Same feedback every time: be more strategic. She came to me convinced she had a discipline problem. The real pattern was older than the role.
If you recognised yourself somewhere on this page, the next move is a conversation. Thirty minutes: you walk me through where you are, I share what I see and how I work, and we both decide whether there is a next step.
You don't have to have it figured out before you call.
Rivi
Consulting
Coaching leaders in transition
Consulting
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