How We Work

Approach is consistent.
Implementation is unique.

No two organizations are the same, so no two engagements look identical. But our process always follows the same logic.

The Re:think Method

Four steps.
Every engagement.

We don't arrive with a packaged program. We arrive with a process. After learning your business inside-out, we design an engagement that fits your culture, your team, and your goals — then we stay accountable to the outcomes.

01
We learn your business
Every engagement starts with a discovery bootcamp — deep conversations with leadership, an honest look at your current culture, and a clear-eyed assessment of where the gaps actually are. We ask uncomfortable questions.
02
We align on values and needs
We surface what your organization actually believes — not what it says it believes — and map that against your business needs. This is where leadership's internal and external values are reconciled. Most organizations have never done this work explicitly. It's revelatory.
03
We design your program
Based on the diagnostic, we design a custom program — selecting from our coaching, training, and speaking offerings to build exactly what your organization needs. The right frameworks, the right format, movement right for your specific priorities.
04
We stay accountable to outcomes
Where are we now? Where are we going? How do we get there? These three questions structure every implementation. We don't disappear after the workshop. We track, adjust, and hold everyone — including ourselves — accountable to measurable change.
Our Framework

Creating the bridge between
purpose, people and performance.

Purpose
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Development Focus
Align internal and external values with the organization's mission — so the values on your website are the values in the room.
Increased engagement and retention
People
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Development Focus
Develop the capabilities, trust, and communication skills that make teams more than the sum of their parts.
Stronger commitment, leadership and culture
Performance
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Development Focus
Improve skills and growth — translating individual development into measurable organizational outcomes.
Higher productivity and profitability
The Research

The data is clear:
Values drive performance.

Values-Driven Motivation
76%
of employees say they would leave a company whose values don't align with their own — values alignment isn't a "nice to have", it is a retention strategy
Desire for Personalization
70%
of employees believe personalized career development is critical to their professional success — generic programs produce generic results
Data-Backed Development
30%
increase in employee engagement when organizations use data-driven development programs — we measure what we do and design based on what we find

Sources: Harvard Business Review · Deloitte Global Millennial Survey · McKinsey & Company

Frequently Asked Questions

Common questions.

What is values-based leadership coaching?+
Values-based leadership coaching grounds leadership development in an individual's and organization's actual values — not generic competencies. Rather than teaching skills in a vacuum, it starts by understanding what you fundamentally believe, then builds the behaviors, habits, and communication styles consistent with those beliefs. The result is leadership development that feels authentic, sticks long-term, and drives cultural change.
How is the Re:think Lab different from other executive coaching firms?+
Most executive coaching firms focus on individual performance. We focus on the intersection of individual performance, team culture, and organizational values — simultaneously. We're also focused on multigenerational workplaces: the challenges of NextGen leaders, intergenerational communication, and the specific dynamics of family offices and founder-led companies. We back everything with data — using validated assessment frameworks to create objective baselines and track measurable change.
How long does an engagement typically last?+
Engagements range from 8-week team coaching programs to 12-month cohort-based leadership development programs. Most of our clients engage us for multiple engagements over time, because culture change isn't a one-time event. We also offer ongoing 1:1 coaching relationships and quarterly office hours as part of flagship programs.
What is NextGen leadership development?+
NextGen leadership development refers to programs designed specifically for Millennial, Gen Z, and emerging leaders stepping into management or senior individual contributor roles for the first time. This generation has distinct motivators — purpose over paycheck, personalized development, values alignment — that traditional leadership programs weren't designed for. Our NextGen programs meet them where they are and connect their individual growth to the organization's broader culture.
How do you measure the success of your programs?+
We use validated assessment frameworks including the Energy Leadership Index (ELI) to establish baselines before an engagement begins. We track specific behavioral and cultural indicators throughout the program and conduct a formal review at the end of every engagement. Where possible, we also track downstream business metrics: retention rates, promotion rates, engagement survey scores, and performance data.
Do you work with organizations outside Hong Kong?+
Yes — we have coaches and clients across the US, Hong Kong, Singapore, Australia, India, and the UK. Our founder, Sanam Thakur, has lived and worked in Asia and the USA for nearly two decades and brings genuine cross-cultural fluency to international engagements. We design programs that work across cultural contexts, not programs that assume a single cultural default.
Not sure which program fits?Let's figure it out together.
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