Bespoke leadership journeys, standalone accelerators, and coaching-led interventions across five practice areas. From one-day labs to nine-month capability journeys. No two engagements are identical.
No ProventusHR programme is delivered from a standard catalogue. Every engagement is built from the organisation’s specific leadership challenge, context, and evidence mandate. The programmes below represent the architecture and methodology families ProventusHR designs within. The content, scenarios, dilemmas, and evidence frameworks are always rebuilt for each client.
Flagship Multi-Month Journey
Leadership Capability
Mid-level managers leading other managers
6 to 9 months
Explore ›Practice Area 01
The Director’s Forge
From Fixing Problems to Shaping Possibilities
2 days · Directors and VPs
Learn more ›Practice Area 02
Practice Area 03
Practice Area 04
Every ProventusHR engagement begins with a discovery conversation, not a programme recommendation. In that conversation, we ask about the specific leadership challenge, the business context, the level and cohort size, and what evidence of impact would look like. The programme recommendation follows from that diagnostic. If you already have a view about what you need, we will stress-test it. If you do not, we will help you build one.
No. Every ProventusHR programme is designed for a single organisation. There are no open-cohort events and no off-the-shelf catalogue items. This is the point of the bespoke model: the scenarios, the film selections, the dilemmas, and the evidence standards are all rebuilt for your context. A standard programme delivered to a mixed audience is training. A bespoke programme delivered to a specific cohort with a specific leadership challenge is development.
For a standalone one-day programme, a minimum of three weeks is required from brief sign-off to delivery, to allow for the diagnostic, scenario development, and REEL|Life film selection. For multi-month journeys such as LEAP or Lead Talent Code, the design and onboarding process typically requires four to six weeks before the first module. Complex multi-cohort rollouts require a project plan and are scoped individually.
Yes, and this is how ProventusHR typically designs for organisations with a sustained capability development ambition. A LEAP Senior Leaders journey, for example, can incorporate a Director’s Forge intensive, a standalone Extreme Ownership module, and individual coaching, all under a single evidence architecture. The programmes are designed to be combinable, not to be sold separately.
This varies by programme. Most one-day and two-day accelerators are designed for cohorts of 20 to 30. Multi-month journeys such as LEAP typically run with cohorts of 16 to 25. Team-based interventions such as Team ReScript and Leadership Reset are designed for the intact team, typically 8 to 18 people. Group size affects the design, and ProventusHR will recommend the appropriate size for the programme and the objective.
Through a four-level evidence architecture: participant reaction at Level 1, application confidence at Level 2, manager-observed behavioural change at Level 3, and documented business outcomes at Level 4. For LEAP and multi-month programmes, every participant completes a Self Impact Showcase that is co-signed by their reporting manager. The consolidated showcase for FY2025–26 documented ₹160 Crore in commercial outcomes across all cohorts. See the Impact section for the full evidence portfolio.
Flagship Leadership Journey
Multi-module. Four cohort variants: Emerging Leaders, Managers of Managers, Senior Leaders, Women Leaders. Six to nine months each.
Start With the Business Problem
A 45-minute discovery conversation with RK or Sathi. You describe the leadership challenge. We tell you what is likely to move the needle, and how we would design it for your context.
Book a Discovery Conversation