I’ve worked inside Zomato as it built culture and organizational muscle with Deepinder Goyal, through the Grofers-to-Blinkit transformation with Albinder Dhindsa, and with Vikram Chopra as CARS24 moves toward becoming an AI-native company.
I work with founders and CEOs when the company becomes too complex to run on instinct alone.
What you may be carrying right now
The early leader who helped build the company — and the difficult conversation you have been postponing.
The gap between what is said in the all-hands and what people say in the rooms you are no longer in.
The senior team that agrees in the meeting, but waits for you to name the real issue.
The decision you thought was closed three meetings ago, but somehow returns to your desk on a Friday evening.
The culture that still depends too much on your presence, your judgment, and your emotional labour.
This is not simply a people problem. It is entropy — the slow drift that begins when a company grows beyond direct control, but has not yet built the systems, trust, and leadership depth to carry its own weight.
How can I help you?
Basic
Clarify the real problem
Basic
Build leadership capacity
Basic
Create operating rhythms
Basic
Break stuck patterns
Basic
Align senior teams
Zomato Culture Book
Co-authored by Naina Sahni
A sharp internal culture book originally written for Zomato employees.
It captures the company’s way of thinking, working, and building — from ownership and speed to standards, humour, and everyday decision-making.
More than a book about Zomato, it is a glimpse into culture as an operating system — the invisible code that shapes how people act when no one is watching.
Frequently asked Questions
-
Because at a certain stage, intelligence and effort are not enough. The company becomes a system — with patterns, tensions, blind spots, informal power, emotional residue, and decisions that do not move cleanly. I help leaders see what is actually happening and work with the system more consciously.
-
I help you slow down the noise, identify the real problem, and work through the leadership, cultural, and organizational patterns underneath it. This may include founder coaching, senior team alignment, decision architecture, culture work, leadership development, and systems thinking.
-
My work is conversational, diagnostic, and deeply practical. I listen for patterns, contradictions, energy leaks, avoided conversations, and places where the system is asking for a different kind of leadership. Depending on the need, I work through one-on-one coaching, leadership team sessions, culture diagnostics, offsites, and strategic thought partnership.
-
Direct, reflective, warm, and systems-oriented. I do not offer generic motivation or surface-level advice. I help leaders see themselves, their teams, and their organizations with greater honesty — and then translate that insight into action.
-
My work is customized based on the depth, duration, and nature of the engagement. I usually work with founders, CEOs, and senior leaders through monthly retainers, focused advisory projects, or long-term transformation partnerships. For serious inquiries, please reach out through the contact page.
