Your team is planning a build with a six-figure budget and nobody has tested whether the problem is real yet. Your PM has ChatGPT open in one tab and the same two-week discovery process open in the other, running side by side, never talking to each other. You've been meaning to run a proper design sprint on the new service line for two months and it keeps sliding to next quarter.
Somewhere else in the same company, a different room is stuck. Your new manager got the promotion Monday and by Friday the team had already rearranged itself around them, and nobody said anything about it out loud. Two people on your leadership team have been in quiet conflict for a quarter and the org is paying for it in stalled decisions. The offsite happened. The wall still has the same unresolved thing on it.
Different rooms, different problems. Same fix: a facilitator who runs the actual process, whether that's a design sprint, a problem framing session, or a room full of people who've stopped saying the real thing to each other.
Talk To UsFor product, innovation, and digital teams. Your team adopted AI six months ago. Standups are still forty-five minutes. The gap was never the tools.
See AI Adoption FacilitationFor new managers, founders, and intact teams. The room notices before you say a word. This is the work of leading it anyway.
See Leadership FacilitationMost facilitation training teaches you to run an agenda. It doesn't teach you what to do when the room goes quiet at the wrong moment, when one person's fear is quietly steering the whole group's decision, or when the energy drops and nobody names it. That's not an agenda problem. That's a state problem, and it needs a different toolkit.
NLP gets dismissed by people who've never used it, and taken seriously by anyone who's watched what happens when a facilitator can actually read and shift the state of a room in real time. It's not a personality type or a belief system. It's a specific, practiced set of tools for language, state, and rapport, adapted here for the room you're actually in: the one deciding a product direction, or the one where two leaders have stopped listening to each other.
Every Performance Lab session runs on this. Not as a topic anyone announces in the room. As the reason the room moves differently by the end of it.
The scenes this is for
If any of those are the room you're in, this is the track.
The honest diagnosis
The problem isn't the tools. Every PM on your team already has an AI tool open right now. The problem is the process around the tools hasn't changed. Discovery still takes two weeks. Standups are still forty-five minutes. AI is being used inside a structure built for a different pace entirely.
What we offer
What: A one-day facilitated session where senior stakeholders test a proposed problem or project against real data and user input, until everyone in the room agrees on one problem statement worth solving.
Why: Protects budget and engineering time from being spent on the wrong problem, and removes the political drag of unstated disagreement between functions.
When: Before a build gets greenlit, especially when the idea came from a single senior voice rather than validated demand.
Founder's price for first 3 deliveries.
What: A structured decision-facilitation session that moves a team through three stages of thinking: unconstrained possibility, practical next steps, and honest risk-testing, ending in one clear first move.
Why: For teams that already know they need to do something with AI but haven't found the specific question worth answering yet.
When: Often the step right after Problem Framing has confirmed there's a real problem, when the open question is specifically about how AI fits.
Founder's price for first 3 deliveries.
What: One to three facilitated two-hour AI-assisted sprints, run with your team using synthetic user testing, guided until your team can run the format independently.
Why: Gives a team a guided first experience of AI-native sprinting before they invest time learning to self-serve.
When: The team has a specific question already, often from Problem Framing or AI Compass, and wants a guided first run.
What: A facilitated session establishing who the customer is, what problem is worth solving, and what makes the solution different, before any build work starts.
Why: For pre-product or early-stage teams who need first-principle clarity, not a full week-long sprint.
When: Before committing to a build direction at the earliest stage of a product or venture.
What: The classic five-day sprint, map, sketch, decide, prototype, test, run end to end by a Certified Design Sprint Master, ending in a tested prototype with real user feedback.
Why: For teams that want the full, proven sprint experience and already have a defined challenge ready to test.
When: A specific product decision needs testing with real users before committing engineering time to it.
What: A sprint mapping the entire human experience around a service, not just a screen, ending in a validated service blueprint.
Why: For teams whose challenge is about the full experience around a product or service (conversations, physical flow, moments of friction), not a single interface.
When: The problem is experiential or service-based rather than purely digital, and no existing user research exists to build on.
You got the promotion. You know the job on paper. What nobody told you is that the room you used to belong to rearranged itself around you the moment you said yes.
You've given the same feedback to the same person three times and nothing has changed, and some part of you has quietly stopped expecting it to.
Your leadership team has had the same offsite three times. Same wall. Same unresolved thing on it, moved a little to the left each year.
Here's the lead: none of that is a personality problem. It's a structure problem, and structure is what facilitation fixes.
What we offer
What: A cohort programme covering delegation, feedback, and the transition from individual contributor to manager, closing with each participant's own written leadership statement.
Why: Most companies expect new managers to figure it out alone. This gives them structure and peer support in the exact ninety days that decide whether they land the role or burn through their team's goodwill.
When: Right after a promotion, or when a company has a cluster of recently-promoted managers with no structured support.
What: Multi-session cohort work for senior leadership teams, surfacing the actual disagreement in the room instead of the version that survives an offsite.
Why: For teams that keep deferring the hard decision to the next quarterly review and need a structured process to actually decide.
When: A leadership team has had the same conversation repeatedly without resolution.
What: A half-day facilitated session that names what's actually happening underneath an intact team's day-to-day numbers.
Why: For teams where performance metrics look fine but the room feels heavy, and nobody's named why.
When: A team's productivity is fine, morale isn't, and nobody knows quite where to start the conversation.
What: A half-day session for two people or two teams in direct conflict, moving the conversation from fixed positions to the actual interests underneath.
Why: Unresolved conflict has a real organisational cost. This produces a working decision both sides will hold to, not a ceasefire that resurfaces in a month.
When: Two people or teams are in open or quiet conflict and the organisation is visibly absorbing the cost of it.
What: A half-day or full-day session that turns a company's stated values into an actual decision-making tool, not a poster.
Why: For senior teams where "our values" has become a phrase everyone repeats but nobody uses to actually decide anything.
When: A values conversation has stalled at the poster-on-the-wall stage and needs to become operational.
How engagements work
Thirty-minute discovery call. Describe the room you're in, we tell you which format fits. Scope and cost agreed before the engagement starts. Delivery virtual or in-person across India.
Problem Framing decides whether a project is worth building at all, before a rupee goes toward it. AI Compass decides which AI question is worth answering, once you already know you're in AI territory but haven't found the right question yet. Some teams need one. Some need both, in that order.
Both. Every format above lists it. Most AI Adoption work runs virtually. Leadership cohort work runs either way depending on the team's preference.
Every engagement is scoped after a discovery call, matched to what your team actually needs. You'll have a clear cost before you commit to anything.
Most offsites surface the polite version of the disagreement. Facilitation is built to surface the actual one, and to end in a decision the room will hold to, not just a slide.
The room you're in has been running the same way for a while now. Thirty minutes on a call tells you exactly what would need to change and whether facilitation is the right lever.
Talk To UsAI adoption facilitation is structured, in-room work that helps a product or innovation team change how they think and decide, not just which AI tools they use. Kritarth's Performance Lab AI Adoption track runs this work across India, virtually and in person, through Problem Framing, AI Compass, Sprint with AI facilitated engagements, Foundation Sprints, and classic Design Sprints.
Classic Design Sprint facilitation remains relevant where AI tooling in a product's domain is still immature. Kritarth facilitates both classic methodologies: the Google Ventures (GV) five-day sprint and the Service Design Sprint (MVS Model), Tenny Pinheiro's original methodology mapping the full service experience. AI adoption facilitation adds AI-native structures on top, specifically two-hour AI-assisted sprints, for teams whose product decisions can be usefully tested against AI-generated synthetic user perspectives before a full sprint is warranted.
Kritarth's New Manager Programme is a cohort-based leadership facilitation programme for first-time managers in India, covering delegation, feedback that changes behaviour, and the transition from individual contributor to manager, built around each participant's own values rather than a borrowed leadership model.
Kritarth's lead facilitator, Shakti Sharan, an ANLP Certified Trainer of NLP and Certified Design Sprint Master with eighteen years of facilitation practice, leads Performance Lab engagements across both the AI Adoption and Leadership tracks.
A four-page starter framework.
What a two-hour AI-assisted sprint actually is, the exact minute-by-minute structure, and what to do with it this week.
A 15 prompt self-coaching template for the ninety days that either build your foundation as a manager or burn through your goodwill.
Thirty minutes a week. No frameworks.
Just the questions that surface what to actually do next.