Corporate training
Corporate Training Built Around What Actually Changes Behaviour
Most corporate training produces informed employees who go back to doing exactly what they did before.
Tryitowl builds programmes around the gap between knowing and doing — because that's where most training budgets disappear.
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Virtual + in-person options
Tryitowl designs and delivers corporate training programmes for enterprises across India, with a focus on experiential methods — business simulations, management games, and facilitated learning experiences — rather than conventional instruction-based training. The programmes are designed for leadership development, team performance, stakeholder capability, and compliance, and are delivered in-person, virtually, and in hybrid formats across sectors including healthcare, ITES, BFSI, retail, and manufacturing.
Understand the gap
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What Makes a Training Programme Worth Running
There's a question most L&D teams don't ask loudly enough before commissioning a programme: will this actually change what people do? Not what they know — what they do. The two are not the same thing, and most corporate training is designed as though they are.
Instruction transfers knowledge. A well-run training session can teach someone the principles of stakeholder management, the structure of a difficult conversation, or the stages of an effective delegation cycle. None of that is worthless. But knowledge in a workshop doesn't automatically become behaviour at work. The gap between the two is where most training investment is lost — and it's the gap that experiential design is built to close.
The problem with most corporate training
Conventional training puts a subject matter expert in a room with participants who are expected to absorb, remember, and apply what they hear. This works for procedural knowledge — how to use a system, what a regulation requires, what the steps of a process are. It does not work reliably for behavioural change — how to lead a team through conflict, how to influence a difficult stakeholder, how to give feedback that lands without damaging a relationship.
Behavioural skills require practice. Not role-play (which most participants find patronising), not case studies (which most participants can analyse perfectly and then fail to apply), but structured practice in realistic situations where the decisions feel real enough to matter.
The experiential difference
Tryitowl's corporate training programmes are designed around this principle. Business simulations, management games, and facilitated activities put participants in situations that mirror the decisions they face at work — under real-time pressure, with real consequences visible within the session. The learning emerges from the experience and is consolidated through structured debriefing. Rupert Picardo has designed and facilitated these experiences since 2003, across organisations from Thomson Reuters to Virtusa, with 50,000 employees across 50 countries.
The format is harder to design than a slide deck. It is also significantly more likely to produce the outcomes organisations are actually paying for.
Corporate training programmes (live routes)
The original pillar spec listed additional programme URLs that are not built yet; this grid maps only to pages that exist today. Business simulations sit in the simulations hub; compliance sits under Learning.
Communication & Transparency
Candour without collateral damage — structured practice for real conversations.
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Conflict Management
De-escalation and productive disagreement under time pressure.
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Delegation & Accountability
Clear hand-offs, follow-through, and consequence loops managers actually use.
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First-Time Managers
The shift from expert contributor to someone who multiplies others.
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Influencing Skills
Influence without authority — maps, trade-offs, and proof-of-concept dialogue.
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Leadership Development Programme
Pipeline programmes combining diagnostics, simulation, and peer learning.
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Leadership Presence
Physical environment, observation, and feedback for senior presence.
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Remote & Hybrid Leadership
Facilitation built for Zoom — not the same deck shoehorned online.
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Resilience & Adaptability
Sustainable high performance without burning the team out.
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Soft Skills Training (hub)
Gateway to the full behavioural skills catalogue and combinations.
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Stakeholder Management Training
Classroom path paired with stakeholder simulations when you need both.
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What Is Experiential Learning?
Why doing beats deck-only training — and how debrief locks transfer.
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Also explore
- Business simulations — resource, stakeholder, client, pitch, and cohort-scale experiences.
- Compliance learning — PoSH, ISMS, assessments.
- Assessments & diagnostics — competency, 360°, Guild.
How We Work with Organisations
Every training engagement starts with a conversation about the business problem, not the programme catalogue. This is worth stating because it's not the default.
Discovery and design
The initial conversation focuses on three things: what behaviour needs to change, what has already been tried, and what the organisation's specific context looks like. From that, Tryitowl designs or recommends the right programme — not the most available one. An engagement might end with a recommendation for something Tryitowl doesn't offer. That's the right outcome if it's the honest one.
Facilitated delivery
Rupert Picardo personally facilitates programmes requiring deep customisation or senior leadership cohorts. For programmes running across multiple locations or cohorts, Tryitowl works with a select group of certified facilitators who are trained on the methodology, not just the content.
Measurement and follow-through
Before a programme runs, the team agrees on what good looks like — the specific behaviour change, the relevant metric, the way it will be assessed three months after delivery. This is not always possible to measure precisely, and where it isn't, that's said clearly. What is always possible is a structured post-programme evaluation and a participant follow-through plan that doesn't assume the learning happened in the room and nowhere else.
Who Runs Training with Tryitowl
Tryitowl works with enterprise organisations and growing mid-market companies across India. The engagements that produce the most durable results share certain characteristics: a clear business problem behind the training brief, an L&D or HRBP stakeholder who has thought carefully about what success looks like, and a cohort of participants who are worth investing in.
The industries Tryitowl works with most actively are healthcare, ITES and technology, BFSI, retail, and manufacturing — sectors where the leadership development gap is real, the compliance requirements are meaningful, and the demand for training that actually transfers is high. Healthcare → IT & ITES →
Programmes run for cohorts of 8 to 200+, from single-day interventions to multi-month development programmes.
What Clients Report After
Three months after a Tryitowl simulation programme, the feedback that comes back most consistently is not about the session itself but about a specific moment since — a negotiation handled differently, a stakeholder mapped and managed before the conversation went wrong, a delegation given that would previously have been done personally. That specificity is the signal that something transferred.
The BMA Group, operating 173 stores across the Middle East and Africa, brought Tryitowl in for a leadership and team development programme. The brief was specific, the cohort was senior, and the outcome was measured against defined capability milestones. Tryitowl won a world record for the largest simultaneous leadership activity at 160% larger than the previous record — not because spectacle was the goal, but because the scale of the brief demanded a design approach that had never been attempted before.
Rupert's Take
The hardest conversation in corporate training is the honest one about whether the training is the right answer to the problem.
Most training briefs arrive shaped as solutions: “We need a leadership programme for our mid-level managers.” The implicit question beneath that — what is it about the current behaviour of mid-level managers that needs to change, and why hasn't it changed already — often goes unasked. And the answer to that question sometimes points toward something other than a training programme: a structural problem, a performance management gap, a reward system that is actively incentivising the wrong behaviour.
Tryitowl will ask that question before designing anything. If the answer points toward training, the programme will be designed to address the actual behaviour gap — not to produce the most engaging session or the highest happiness scores. Engagement and satisfaction matter, but they are not the same as impact.
FAQs
What types of corporate training programmes does Tryitowl offer?▼
Tryitowl offers experiential corporate training programmes across four areas: business simulations (resource allocation, stakeholder management, client relationship, pitch, and decision-making simulations); leadership and soft skills programmes (communication, conflict management, influencing, delegation, resilience, and leadership presence); compliance learning (PoSH training under the Sexual Harassment of Women at Workplace Act 2013, and ISMS information security awareness training under ISO 27001); and leadership assessments and 360-degree feedback tools. All programmes are available as in-person, virtual, or blended delivery.
Are Tryitowl programmes available across India or only in specific cities?▼
Tryitowl programmes are available across India. In-person delivery is not restricted to specific cities — facilitators travel to client locations. Virtual programmes run across time zones. Organisations with multiple office locations can run simultaneous cohorts with consistent facilitation standards across sites.
What is experiential corporate training?▼
Experiential corporate training is training designed around doing rather than listening. Instead of instruction followed by discussion, participants are placed in structured scenarios — simulations, management games, facilitated activities — that require them to make real decisions under realistic conditions. The learning comes from the experience itself and from structured debriefing that connects what happened in the session to what participants face at work. Research on learning transfer consistently shows that experiential methods produce more durable behaviour change than instruction-only formats, because the skill is practised, not just explained. Read more about experiential learning →
Can training programmes be customised for our industry?▼
Yes. Tryitowl adapts simulation scenarios, case materials, and programme design to the industry context of the client. Healthcare programmes use clinical and operational scenarios. ITES programmes address client escalation, distributed team management, and technology-sector stakeholder dynamics. BFSI programmes incorporate compliance complexity and matrix organisational structures. The adaptation goes beyond inserting the right industry name — the scenarios, the roles, and the decisions participants face are designed to reflect how their specific environment actually works.
How does Tryitowl measure the impact of a training programme?▼
Before a programme runs, the design process includes a conversation about what measurable outcome the training is intended to produce and how it will be assessed. For behavioural programmes, this typically involves a baseline measure (either through the competency assessment or manager observation) and a follow-up assessment three months post-delivery. For compliance programmes, completion rates and assessment scores are captured automatically. Tryitowl does not promise ROI numbers that cannot be realistically measured — but every programme engagement includes an agreed measurement plan before delivery begins.
What is the minimum group size for a Tryitowl training programme?▼
Most Tryitowl programmes run most effectively with a minimum of 12 participants. Some programmes — including the leadership presence programme and senior leadership cohort experiences — run with as few as 8. Business simulations are designed for 16–60 participants across multiple teams. Large-scale events have run with 200+ participants simultaneously. Group size affects which formats are viable and how simulations are structured — this is part of the design conversation at the start of every engagement.
Do you offer blended or virtual corporate training options?▼
Yes. All of Tryitowl's core programmes are available in virtual formats, and several are designed specifically for distributed and hybrid teams. Virtual delivery uses a combination of video facilitation, digital simulation tools, and real-time collaboration platforms. The facilitation approach for virtual programmes differs from in-person — it's not the same session moved onto Zoom. Programmes that are in-person-only (such as the leadership presence programme, which relies on physical environment and in-room observation) are noted as such on their individual pages.