Corporate Training Programs
16 capability programmes built around doing, not listening.
First Time Managers · Stakeholder Management · Conflict Resolution
Experiential learning · India
Learning that sticks
because it hurts a little.
Business simulations, soft skills training, 360 degree feedback, PoSH compliance, and team building activities — for enterprises across India. Less sitting, more deciding.
Thomson Reuters · Google · Virtusa · Adyen · Delphi · EY · SAP Labs · ANZ · Bain · Salesforce · Novo Nordisk · GSK · Meta
Client organisations
Thomson ReutersGoogleVirtusaAdyenDelphiEYSAP LabsANZBainSalesforceNovo NordiskGSKMetaThomson ReutersGoogleVirtusaAdyenDelphiEYSAP LabsANZBainSalesforceNovo NordiskGSKMeta
What we do
Choose where you want to go.
Every path leads to the same place — people who perform better because of what they experienced, not what they heard.
Business Simulations
Management games and decision-making scenarios that feel real.
Resource Paradox · Metro Stakes · 20 Weeks
Assessments & Guild
Leadership competency assessments and a platform for OD consultants.
Leadership Competency · 360 Feedback · Guild Platform
Compliance Learning
PoSH, ISMS, and information security training that actually gets remembered.
PoSH Training · ISMS Awareness · Information Security
Team Building
In-person and virtual experiences via Teamification.
In-Person Activities · Virtual Team Building · Leadership Offsites
Explore ↗External
Our approach
Experiences, not workshops.
Every Tryitowl programme puts participants in the middle of a situation — a crisis, a negotiation, a resource crunch. The learning emerges from how they respond.
1. Behaviour
Learning anchored in real actions observed in the room. Not intentions. Not self-report. What people actually do when the pressure is on.
2. Iteration
Multiple attempts, feedback, adjustment — the way real performance improves. One shot at a case study is not practice. It's performance.
3. Debrief
Facilitated conversation that turns experience into insight. The debrief is where the learning happens. The simulation is just the evidence.
4. Rigour
Every element serves a learning outcome. Nothing is filler. If it doesn't change something, it doesn't belong in the programme.
“Standard team-building is forgettable.
We design for specific cohorts, role
profiles, and strategic gaps.”
Programmes
Built for the gaps that matter.
From soft skills and leadership development to PoSH compliance — each programme is designed around a specific behaviour change.
Soft Skills Training
“The skills that determine whether managers are tolerated or trusted.”
Who it's for
- Managers and team leads who need to improve how they communicate
- High-potential employees moving into leadership roles
- L&D teams building core people-management capability
Activities included: Stakeholder Metro · Listening Under Pressure · Remote Control
Leadership Development
“From knowing what good looks like to actually doing it.”
Who it's for
- Senior managers preparing for executive-level roles
- Mid-career leaders in high-stakes functions
- Organisations building a bench of future leaders
Activities included: Resource Paradox · The Boardroom · 360 Feedback
PoSH Training
“Compliance that produces understanding, not just a completion record.”
Who it's for
- Organisations meeting the POSH Act mandate
- HR teams wanting training that changes behaviour, not just documentation
- IC members who need to understand their responsibilities clearly
Activities included: Scenario Simulations · ICC Role Clarity · Policy Walkthrough
Business simulations
Management games that change how people think.
Not role play. Not case studies. Actual decision-making under real pressure — with consequences.
Resource Paradox
Every team thinks they're being underfunded. Then they see everyone else's budget.
90–120 min · Digital or In-Person
Prioritisation · Resource negotiation · Cross-functional trade-offs
Teams are given a budget, a mandate, and a set of competing demands. Every decision affects another team's outcomes. The debrief reveals how quickly people optimise for their own targets at the expense of the whole. Built for senior leaders and high-potential cohorts.
What clients say
The experience is the evidence.
“We've run other simulation-based programmes and the debrief is usually the weakest part. With Tryitowl it was the opposite — the debrief was where the real work happened. We walked out with specific things to change, not just a shared experience to refer back to.”
“Our previous PoSH training was a slide deck and a signature. After the Tryitowl session, managers were asking us questions about the grey-area scenarios — the ones where they genuinely weren't sure what to do. That's the first time PoSH training had actually made people think.”
“We needed something for a 200-person all-hands that wouldn't feel like a school activity. The Virtual Escape format worked because people were genuinely trying to solve it — you could see it in the chat. Two weeks later people were still talking about the island scenario.”
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Year price lock available
About Rupert Picardo
Designed by someone who's been in the room.
Rupert Picardo has been designing learning experiences for demanding organisations for over two decades. He's a TEDx speaker, the founder of Tryitowl, and the person who personally debriefs every programme he builds. The design has always come first. The rest is just logistics.
When the learning sticks, it's because the design was deliberate.
- TEDx Speaker
- 20+ years designing learning
- 50+ enterprise clients
Resources
Know before you buy.
Deep guides, comparison papers, and practical frameworks — free. No gating, no forms.
What Is a Business Simulation?
The difference between a case study, a role play, and a simulation — and why the distinction matters for learning outcomes.
8 min read
Read the guide →Why Most PoSH Training Doesn't Work
The reason PoSH tick-boxes don't change behaviour — and what organisations building genuinely compliant cultures do differently.
6 min read
Read the guide →What First-Time Managers Actually Struggle With
Not time management or delegation — though those too. The real difficulty in the first manager role is the identity shift. Most training misses it.
10 min read
Read the guide →Ready to design something people actually remember?
Tell us about your team. We'll tell you which experience fits.