For CXOs & Senior Leadership Teams
Crucial Conversations® Training for CXOs.
Change starts at the top, or it doesn’t start at all.
At the top of an organisation, the cost of an avoided conversation is measured in strategy and board confidence, not team morale. A culture programme that begins two levels down rarely survives contact with a leadership team that has not changed its own behaviour.
Request the Executive Outline Explore Our BrochureTrusted by senior leadership teams at Bosch, Dr. Reddy’s, Motilal Oswal, Abbott, Mercer, and 300+ others.
Why CXOs Choose BYLD
Crucial Conversations® training for CXOs, delivered as a leadership engagement.
Cohort, not classroom.
A small in-person cohort of your leadership team, structured closer to an executive engagement than a course rollout. The team leaves with shared language for holding each other accountable.
Leadership team, together
Model, then cascade.
Leadership team is trained first so the standard is modelled before it is cascaded. Managers and the wider organisation come next through virtual and on-demand formats. No credibility gap between what leaders say and what leaders do.
Standard set at the top
Research over rhetoric.
Three decades of behavioural science research and 3,000+ organisational studies behind the framework. Delivered in India by BYLD Group, Crucial Learning’s only authorised licensee, to the same standard used by Fortune 500 leadership teams globally.
India’s licensed partner
The Problem
What’s different at the executive level.
Senior leaders receive the least direct feedback, and hold the most leverage over whether candour is safe anywhere else in the company. That asymmetry is what a leadership-level engagement has to solve for.
The Programs
Two programs, delivered as a leadership engagement.
At leadership level, the two programs that matter are peer accountability inside the executive team and influence with stakeholders where authority does not apply. Both delivered as small in-person cohorts, sequenced to a leadership team’s calendar.
Peer accountability
Crucial Conversations® for Accountability
Resolve problems of poor performance, broken commitments, and violated expectations, at the level where the commitments were made to each other, not to a boss.
Executive-level application: peer accountability inside the leadership team; holding cross-functional commitments without escalating everything to the CEO.
View program →
Influence without authority
Crucial Influence®
Learn leadership skills to create lasting behaviour change using six sources of influence, designed for the rooms where positional authority does not apply.
Executive-level application: moving a board, a peer executive, or a parent-company stakeholder, and driving organisation-wide behaviour change.
View program →There is a credibility cost to asking managers to have hard conversations that the leadership team visibly avoids. That is why these engagements start at the top, not in the middle.
The Cascade
How Crucial Conversations® training cascades from the CXO team down.
Leadership training is normally the first phase of a broader rollout. Four phases, sequenced across three to six months, with the CXO cohort setting the standard the rest of the organisation inherits.
Leadership Cohort
Phase one
The senior team completes the engagement first and agrees the behavioural standard it will hold itself to.
Manager Layer
The same framework is delivered to people managers, who determine whether the standard survives contact with day-to-day operations.
Organisation-Wide
On-demand and virtual formats extend coverage at a viable cost per head, with in-person cohorts reserved for critical functions.
Reinforcement
New joiners get on-demand access so the standard is not diluted by hiring. Typical full cascade runs 3 to 6 months across phases.
The Evidence
Proof at leadership level.
79%
of Crucial Learning® clients report a payback period of less than one year.
3 decades
of behavioural science research behind the framework.
3,000+
organisations across 36 countries have trained their leaders on the framework.
$7,500
estimated saving per successful crucial conversation (approx. ₹6.3 lakh).
Client outcome data published by Crucial Learning®. Figures should be calibrated for Indian benchmarks in your business case.
In their own words
Senior leaders on Crucial Conversations® training.
Crucial Conversations®
“The Crucial Conversations for Mastering Dialogue program, facilitated by BYLD Group, has been a transformative experience for our team. The workshop equipped our leaders with practical tools to handle high-stakes conversations with confidence, empathy, and clarity. We’ve seen significant improvement in how our teams approach difficult discussions.”
Disha Gupta
Learning & Development Head, Abbott Healthcare
Crucial Influence®
“We partnered with BYLD for a Crucial Influence workshop for our senior people managers. The session covered influence styles, building trust, and using emotional intelligence to drive engagement. The workshop exceeded expectations and strengthened our leaders’ ability to drive meaningful impact.”
Angad Singh
Associate Director L&D, Mercer
Learning partnership
“We truly value our learning partnership with BYLD. Their training content is of high quality and resonates very well with our leaders, making every session impactful. What stands out is their professionalism and flexibility, always willing to customise programs to align with our team’s learning needs.”
Deepika Chandwani
Corporate Trainer, Motilal Oswal
A CEO or MD quote from an Indian organisation would outperform every L&D quote for a CXO audience. Swap these in when brand-cleared executive quotes are available.
Delivery
A small cohort, in person, at leadership level.
In-person, small-cohort delivery is used at this level, structured similarly to an executive coaching engagement rather than a scheduled workshop. Cohorts run at client offices or offsite venues in Delhi NCR, Mumbai, Bengaluru, Pune, Chennai, and Hyderabad. Other cities arranged on request.
Virtual delivery is available where a leadership team is genuinely distributed, though in-person is strongly recommended. The candour the engagement depends on is materially harder to establish on a call.
Typical engagement length
Two to three consecutive days, or two half-day sessions per month for four to six weeks, structured to fit executive calendars. The Manager Layer that follows in Phase Two runs one-to-two days per cohort.
Who’s in the room
CEO/MD and direct reports as one cohort, typically 6 to 12 leaders. The CEO’s presence is not optional: the standard the team commits to holding is a peer commitment, not a corporate policy.
Common Questions
What CXOs ask us first.
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It complements coaching rather than replaces it. This is cohort-based skills training built on a specific, repeatable framework and delivered to the leadership team together, which means the team leaves with shared language for holding each other accountable. One-to-one coaching develops an individual leader; this changes how the team operates as a group.
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Leadership training is normally the first phase of a broader rollout. The same framework is then delivered to people managers, followed by organisation-wide coverage through virtual and on-demand formats. New joiners get on-demand access so the standard is not diluted by hiring. Typical full cascade: 3 to 6 months.
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Two to three consecutive days, or two half-day sessions per month across four to six weeks, structured to fit executive calendars. The Manager Layer that follows in Phase Two runs one-to-two days per cohort. Total lead time from scoping call to first leadership cohort is typically six to eight weeks.
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As a small cohort of the senior leadership team, normally in-person. Cohort delivery is deliberate: peer accountability among executives cannot be built in separate individual sessions, because the commitments are made to each other.
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Yes. The CEO attends with direct reports as one cohort. The engagement’s value comes from modelling peer accountability among the leadership team, and a CEO who is not in the room cannot participate in the standard the team commits to. Where the CEO cannot commit to full attendance, we recommend deferring the engagement rather than running it without them.
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Leadership-level engagements are priced per cohort, scoped to the team size and cascade structure. Share your leadership team size and rollout scope with us and we’ll send a specific quote within 48 hours.
Related
Where to go next.
For HR & L&D Leaders
The cascade phase, sequencing the same framework across departments and measuring behaviour change.
Read more →
Crucial Influence®
Moving a board or a peer executive where positional authority does not apply.
Read more →
The SDI® Assessment
Surfacing motive and conflict patterns inside a leadership team before the engagement.
Read more →
Request the Executive Outline
Design Crucial Conversations® training for your leadership team.
Tell us your leadership team size and we’ll come back with the engagement outline, cascade structure, and an indicative scope for your organisation.
What happens next
- 1 We reply within one business day to set a 45-minute scoping call with a Master Trainer.
- 2 You receive the executive engagement outline and a cascade plan mapped to your organisation.
- 3 A quote follows within 48 hours of scoping.
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