Step 01 / 05
Diagnose
Training needs analysis grounded in real workplace behaviour, not assumptions.
DiagnoseNext: Design →
Leadership Development · Executive Coaching · Author
Leadership doesn't fail at the top.It fails in the middle.— where managers are promoted and never trained.
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I'm Shilpi Khanna. For 22 years I've helped organizations turn disengaged teams and undertrained managers into confident, behaviour-driven leaders — 50,000+ professionals across 150+ companies.
Stage 1Individual contributor
Where it breaksMiddle manager
Stage 3Senior leadership
22+Years in L&D
50,000+Professionals trained
150+Companies partnered
Trusted by L&D and HR leadership at
EIL — Engineers India Ltd.◆
Nokia◆
Customs Amritsar◆
MY FM◆
Care Health Insurance◆
Orange◆
SMC◆
Sphera◆
EIL — Engineers India Ltd.◆
Nokia◆
Customs Amritsar◆
MY FM◆
Care Health Insurance◆
Orange◆
SMC◆
Sphera◆
01 / The cost
The real cost of poor leadership isn't just low performance. It shows up as disengaged teams. Poor communication. Low ownership. Weak collaboration. High attrition. Managers who were promoted for their skills — and never trained to lead people.
What it's actually costing you0 / 5
Disengaged teams
Poor communication
Low ownership
Weak collaboration
High attrition
02 / What I help organizations build
Thirteen focus areas.
One consistent thesis: behaviour, not slides.
Not a training menu — one method, applied at every stage of the org chart. Hover any line.
01
Leadership Development
Multi-tier programs from first-time managers to senior leadership benches.
02
Executive Coaching
1:1 and group coaching for senior leaders navigating scale, change or transition.
03
Behavioural Transformation
Move learning from the classroom into observable, measurable workplace behaviour.
04
Manager & First-Time Manager Development
Structured cohorts for the leap from individual contributor to people leader.
05
Communication Skills
Assertive, empathetic, cross-functional communication for real workplace stakes.
06
Team Building
Experiential team interventions grounded in your actual team dynamics.
07
Employee Engagement
Diagnose disengagement at its root — not with surveys, with behaviour.
08
Workplace Culture
Culture that shows up in decisions and hallway conversations, not posters.
09
Change Management
Human-side of change — resistance, communication, sustained adoption.
10
Ownership & Accountability
Rewire teams from task compliance to outcome ownership.
11
Training ROI
Learning tied to business KPIs, tracked past the training room door.
12
L&D Strategy
Full learning architecture: capability maps, learning journeys, measurement.
13
Campus-to-Corporate Programs
Bridge the readiness gap for fresh talent entering high-stakes environments.
03 / Methodology
A five-part method for training that survives Monday morning.
Step 02 / 05
Design
Leadership frameworks + behavioural science, built around your organization's actual scenarios.
DesignNext: Deliver →
Step 03 / 05
Deliver
Experiential learning: theatre-based exercises, live role-play, real workplace scenarios — not slide decks.
DeliverNext: Coach →
Step 04 / 05
Coach
Individual and group coaching so learning survives contact with the job.
CoachNext: Measure →
Step 05 / 05
Measure
Reflection, action planning, and training ROI tracked back to business outcomes.
Measure
"Because training shouldn't end with applause. It should end with measurable behaviour change."
04 / Case studies
Programs, not workshops.
A selection of representative engagements. Named-client cases and outcome metrics are shared privately during discovery calls.
Challenge
High first-time-manager attrition inside 12 months of promotion.
Approach
6-month manager development cohort: diagnostic + monthly workshops + peer coaching pods + on-the-job assignments.
Result
Shared on the discovery call
Case study details added on request
Request the full case pack →Want the version with names, cohort sizes and pre/post metrics?
05 / Numbers that matter
0+
Years in corporate L&D
0+
Professionals trained
0+
Companies partnered with
06 / Start a conversation
Most engagements start with a 20-minute call.
Tell me where your teams are stuck. If I'm the right fit, we'll design an engagement scoped to your actual behaviour gaps — not a catalogue.
Discovery call · 20 min
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