How we work
W.I.P sits between your organisation and the artist. You own the problem and the follow-through; the artist owns the craft in the room; we own the diagnosis, the design, the casting, the quality and the review. The client never briefs the artist directly, and the artist never delivers an unprocessed brief.
Process
Every step closes with a decision you can see: nothing moves forward until the brief is signed, the facilitator confirmed and the design approved.
Is art the right tool?
Week 0
A 30-minute conversation, no slides. We ask what the behaviour looks like in your team, why now, and what has been tried. If the problem is a skills gap, a broken process or a policy question, we say so: art is the wrong tool for those.
Thirty minutes with whoever owns the problem: HR, L&D, DEI or a business head.
Within a week, a short diagnostic proposal with a fixed fee, or an honest no.
We understand the problem with HR and your people.
Weeks 1 to 2
We read the team through four lenses: who is in the room, what people actually do, what is at stake, and which art form already trains the behaviour.
A named sponsor, access to 5 to 8 people, and one meeting we can sit in on. Written agreement that observations will never be used for appraisal.
A one-page Diagnostic Brief: the behaviour named precisely, and 3 to 5 indicators of change. Nothing is designed until you sign it.
We choose the art form, then the facilitator.
Week 3, about 3 weeks before delivery
We map the behaviour against the art forms that train it (the Patchbay), then score possible facilitators from our faculty on craft, fit to the problem, steadiness with a group, and ability to translate the work to working life (the CAST rubric). We always hold a second option.
Nothing beyond the brief. Tell us about language, group size, physical constraints and any cultural or religious considerations.
A named lead facilitator and a written reason for the choice. Every lead is paired with a W.I.P learning lead.
We build the curriculum on our frameworks.
1 to 3 weeks before delivery
We write the learning objectives, build each session on the 4W Arc (Warm, Wobble, Work, Walk-out) and use your real meetings, pitches and scenes as material. We present the design to you in a Pitch-back meeting, in three depths (the Pool). Only after you approve do we refine it with the facilitator, round by round (Track Changes), and hold a dry run.
One Pitch-back meeting to approve the design. Help with participant communication, which goes out from you.
A session plan you approve, and a proposal with three options and logistics shown separately.
We deliver, in rehearsal conditions.
Delivery day
The programme runs at your office, at W.I.P aDDa in Delhi, or off-site. Every session opens with the ADDA Agreements: participation by invitation, nobody made the example, anyone can pause. People see the pattern, practise another way several times with notes, and leave with dated commitments.
The sponsor opens for two minutes: why the organisation is investing, and that this is not an assessment. A room with a clear floor.
The programme, observation data at pattern level, and a Commitment Log your HR team holds.
We report against what we agreed.
Within 10 working days, then 30 to 90 days
A Post-Delivery Report against the indicators from step 1, including when no further work is needed. In the deeper options, follow-up at 30, 60 and 90 days against the same indicators.
Follow-through: the Commitment Log, manager support, and the business indicators you choose to track.
A report within 10 working days, patterns never individuals, and a recommendation for what next. The depth of follow-up depends on the option you choose.
Timeline
A template, not a promise. Large organisations often need longer for procurement and calendars. Residencies need more time for venue, travel and a safety plan. Faster is possible; skipping steps is not.
Casting
Artistic standing alone is not enough. A brilliant performer can be a poor facilitator of a sceptical group of engineers on a Tuesday morning; a trainer who learned some theatre games can hold a room but cannot take it deep. We look for both.
We start from the behaviour, not your preferred art form, and ask which practice has spent generations working on exactly this. Then we choose the person.
Each facilitator is scored on Craft, Applicability, Steadiness and Translation. Steadiness, holding a room safely, has a minimum no other strength can make up for.
Every lead artist works with a W.I.P learning lead in the room. Inclusion programmes are always co-led by practitioners of different genders.
The facilitator delivers only after they can explain your diagnosis back to us in their own words, and after a dry run.
Safeguards
Some discomfort is how people see their own patterns. Humiliation isn't, and the design prevents it. These rules are written into our contract with you.
Anyone can watch an exercise instead of doing it, with a useful role. Anyone can pause the room with a raised palm, without explaining.
Nobody has to share a personal story. When we look at a pattern, we look at it in the whole room, never in one person.
We record behaviour with seat codes, not names, and report in aggregate. Observations are never used for appraisal. If a client wants that, we decline the work.
Any exercise involving touch offers a no-touch version first, and mixed-gender groups default to it. People adapt or sit out physical work without having to say why.
No photographs without consent collected that morning. No filming for marketing. Learning recordings only with each participant's consent, never handed to the client, and deleted after the programme unless everyone in them agrees otherwise in writing.
Facilitators are not investigators. If someone discloses harassment or discrimination, we make sure they are supported and tell them privately about your routes, including your Internal Committee under the POSH Act. The content never appears in our report.
Women are never made the evidence: data comes from observed conduct, not from women describing their experience to male colleagues. A separate caucus decides what, if anything, returns to the main room.
We work on habits in a group. Where a diagnosis points to clinical needs, such as burnout at a medical level or grief, we say so and recommend professional help.
Five levels. We report the first four directly. The fifth is yours to track, and we never claim it as our effect.
Relevance, safety and intent to apply.
HowA short exit survey with specific items
WhenEnd of programme
Reported directlyChange during the programme.
HowFacilitator coding, first versus final run, video rubric
WhenDuring
Reported as patterns, never individualsHow the group works.
HowFloor Audit, Nine Seconds, ensemble observation
WhenDuring, and in one real meeting after
Reported, as a snapshotUse at work.
HowSelf-assessment, manager observation, commitment log
When30 to 90 days
Reported as association, not causeBusiness-level signals you choose.
HowAssignment spread, segment attrition, survey items, pitch win rate
When3 to 12 months
Tracked by you; never claimed by usToo much else moves at the same time. Any rupee figure from a single programme would be made up.
Observations are never used for appraisal. If they were, the room would stop being honest.
Most people enjoy artistic work. We report behaviour, not applause.
A one-page brief and three to five indicators, agreed before anything is designed.
Your meetings, your pitches, your hardest conversations. Nothing off the shelf.
They have already tried the new behaviour in the room, several times, with notes.
Specific, dated, logged, and followed up at 30 to 90 days.
Indicators set before we started, reported as patterns, never individuals.
After the first cycle your HR team can run the measurement without us.
Honesty
A diagnosis can end in no. Declining a poor fit builds more trust than delivering badly.
Tell us the behaviour you want to change.
Write to us, or book a 30-minute Google Meet. No slides. If art is the wrong tool for your problem, we will say so and tell you what is.
Describe your problem Or book a Google Meet, or email usFor L&D, HR and procurement teams who want the detail before the first call.
