The Effective Leadership Accelerator

It starts with how you lead, then changes your team and the culture around you.

How you change

Today

You firefight all day. No time for the important work that takes you forward.
You react, and never see your own patterns.
People decisions are confusing. You make them on gut feel.
You run away from the hard conversations and tolerate the underperformance.
You delegate it, but you end up redoing it yourself anyway.

Six months in

The fires stop reaching you. You spend it building people and thinking ahead.
You see how you lead, and lead with awareness and purpose.
You decide with practical, time-tested frameworks, not a gut feel.
You handle the difficult conversations, and communicate clearly.
You delegate the right way. The work gets done, and the person grows.

How your team and culture change

Today

The team works in to-do mode. They don't own the result.
People don't bring you the real problems. You find out too late.
Nothing moves without you. You're the blocker.
Every escalation lands on you.

Six months in

The team owns the outcome, not just the task. What's committed gets done.
There's trust. People bring you the real problems early.
The team makes the call. You're in the loop, not in the way.
You've built a second line. It stops with them.

What you'll learn

Win back your time, and spend more time building people and strategizing instead of firefighting

See where your week actually goes, and move your hours to the work only you can do.
Get real time back for the work that matters: building your people, thinking ahead. Instead of losing every day to firefighting.
Build the layer below you, so the strong people two levels down aren't invisible until the day they quit.

Delegate effectively to empower the team, without becoming the bottleneck

Match each task to the person who can carry it, and stretch them a step further each time.
Hand off the outcome, not just the task, so they own the result, not just the to-do list.
Turn delegation into a system: define it, set it up, review it, so work gets done right instead of landing back on your desk.

Set clear expectations, so work comes back done

Get clear up front: what, how, by when, and when to escalate, so work doesn't bounce back half-done.
The harder and fuzzier the task, the more you spell it out up front, not less.
Agree on what "done" looks like before they start, so you don't hear "I thought you meant something else."

Know the people you lead. Really know them

Have one conversation with each person that tells you what drives them, where they want to go, and what they need from you.
Keep it going with regular 1-1s, so trust builds and you keep developing each person.
Spot who's ready to take on more, before they ask and before they leave.

Give feedback that actually sticks, instead of repeating yourself for months

Make feedback specific. No more "you're just not proactive enough."
Focus on what to do next time, not what went wrong last time.
Give each person feedback the way they actually take it. The same words that work on one person can break another.

Turn an underperformer around, or let them go, early and the right way

Give a struggling person a real shot first. Get to the root cause, align the work, and coach the gap, so you know you did right by them.
Tell the difference between someone who can still get there and someone who never will, instead of hoping for months.
When it's not working, make the call early and cleanly. Kinder for them, and for you, than dragging it out.

What changes, and what it's worth

Each leader took away something different, but the shift was the same: they stopped doing the work and started building the people who do it. A few results from leaders who've already done it:

One analyst went from 3 projects to 8. A senior hire's worth of capacity, with no new hire.

"I'd have needed another fully-trained, expert resource. I got it done just by spending time with him."Shristi SinghLeads a 35-person team

A department's best run in 18 months. From cutting waste, now winning new clients.

"Our root-cause fixes went from very low to 70–80% — and escalations dropped, because the system's finally in place."Sanket TiwariHeads a 25-person function

A top performer already interviewing elsewhere. Caught in time, with the honest conversation most leaders skip.

"That thought, 'work is done, move on,' didn't come for one second this time."a senior leader in the program

A team that went from vague encouragement to measurable goals, now owning outcomes at the department level.

"Earlier I'd tell my team, 'you're on the right track, you'll see growth.' Now I give them defined, measurable goals, the exact steps, and we review every week. They've started taking ownership at the department level."Chiranshu DhingraHeads a 13-person team

In their words:

"Earlier I'd just express myself and not listen. Now I give them time to figure it out. And I avoid jumping in with the solution."Manisha ChauhanLeads a 10-person growth team

"This was less about leadership theories, more about becoming aware of the patterns that are in you."Aryan LambaRuns an 8-person team

"A reportee who's reported to me for two years. I never knew what was going on in his life. Now I do, because I ask the right questions."Shristi SinghLeads a 35-person team

"A program that brings structure to the chaotic, messy decisions we deal with day to day."Shivakant ShuklaLeads a 29-person tech function

"What I am right now, 30% more effective. Minimum."Dhanak Langeh

What it is, and why it works

None of this is theory. It came out of 10 years of building leaders inside Growisto: 2,000+ people interviewed, 500+ hired, and just about every leadership mistake made and fixed. What's left is what actually worked, with real careers on the line.

It's not a course you finish and forget. You practise the tools on your team, week after week, until they become second nature. Here's how:

A room of peers, real cases, not hypotheticals

You're with founders and senior leaders working on similar problems in real time. People bring live situations from their own week, and the room works them together. You learn as much from theirs as from your own.

You discover it yourself

No one hands you the answer; you're asked the right questions until it's yours. Week after week that questioning sticks. You start catching yourself before you act, not after.

You commit, then act on your team

Every session ends with one specific change, named out loud to the group. Then you go do it. Real people, real stakes, that same week.

You bring it back, reflect, and course-correct

Next week you report what happened. The group and Pritesh help you see what worked, what didn't, and what to adjust. Then you run it again. A buddy keeps you honest in between, and what's said in the room stays in the room.

Syllabus

Ten sessions, built in order. Each one sets up the next.

Session 1: The Ownership Switch. See how everything that bottlenecks on you traces back to choices only you can make.
Session 2: Clarity in Expectations. Get clear up front, so work stops bouncing back with "we never aligned."
Session 3: Read Your People. Run the conversation that surfaces what drives each person. Then see them clearly: is it a will problem or a skill problem?
Session 4: Delegation That Works. Hand off work in a way that grows the team, and stops it bouncing back to you.
Session 5: Time & Strategic Thinking. See where your hours actually go, and move them to the work only you can do.
Session 6: Feedback That Lands. Why the same feedback works for one person and breaks another, and how to deliver it so it sticks.
Session 7: Performance & Fit. Separate performance from fit. Stop carrying the wrong person for months out of guilt.
Session 8: Handling Disagreement. Up, sideways, and down, including the conflicts you've been avoiding.
Session 9: Building Visibility Below. See and grow the strong people two levels down, before they quit.
Session 10: The Working Close. Pull it all together and lock in the habits that keep it running.

Months 4–6: make it stick

Three monthly sessions to keep the new habits going after the intensive phase ends.

The schedule

10 weekly sessions, then 3 monthly sessions to lock it in. Fully online, on India time (IST). Starts Saturday, 4 July 2026.

Every week

Saturday · 10 am–12 pm IST. The main session.
Wednesday · 10–11 am IST. Mid-week follow-up: put it to work, check last week's commitments.
A 30-minute buddy call with one peer, between sessions.

About 5 hours a week. On a break week, both days are off. Protect the slots before you commit.

The 10 Saturdays

Sat 4 Jul Sat 11 Jul Sat 18 Jul Sat 25 Jul Sat 1 Aug Sat 8 Aug Sat 22 Aug Sat 29 Aug Sat 12 Sep Sat 19 Sep

Breaks on 15 Aug (Independence Day) and 5 Sep. After the 10 weeks, one Saturday a month: October, November, December.

Am I a fit?

This is for founders, CEOs, and senior leaders with at least 4 people reporting to them. What matters most isn't your title. It's that you're ready to lead through your team instead of doing the work yourself, and open to honest feedback in a room of peers.

You're likely a fit if you:

Run a team and feel the bottleneck. Too much still runs through you.
Want to grow your people, not just get the work done.
Come ready to be questioned, and to question yourself.

What you commit to:

Show up for the full six months: the sessions and your buddy calls.
Bring real situations from your own week.
Give and take honest feedback.
Keep what's said in the room in the room.

Not sure? That's what the discovery call is for. We'll tell you honestly if it's not the right fit.

A few questions

Will this fit around a full-time job?

About 5 hours a week in the intensive phase: a 2-hour Saturday, a 1-hour Wednesday, your buddy call, and the real work you put in with your team. It's front-loaded, then lighter. Protect those slots before you say yes. If your calendar's already maxed, wait for a cohort you can actually show up for.

What if I miss a session?

Every session is recorded and shared, and your buddy catches you up on what a recording can't. Live is where the work happens, so we expect 80%+ attendance, and the Wednesday session is there to close any gaps.

What's the format?

Fully online and fully live. Pritesh facilitates every session himself. It runs on India time (IST); nearby zones are workable, far-flung is hard given the live format.

How big is the cohort?

Capped at 15. Kept small on purpose, so everyone gets airtime and the group can go deep on each person's real situations.

What's the language?

English, with Hindi welcome when it helps you say it precisely.

What if I need to cancel, or it's not right for me?

Plans change. If something comes up before we start, you can move your seat to the next cohort. And the first session is risk-free: sit through Session 1, and if it's not for you, full refund, no questions.

Still have questions?

The quickest route is the application above, a short form, and it kicks off your 30-minute discovery call, where you can ask anything. Just have a quick question first? Email pritesh@priteshmittal.com.

Build a team that runs without you.