Every HR and human capital team out there is asking themselves one question: How do we up-level the 80%?

I know this from experience. Before founding Experiential Insight, I worked in the HR field for more than 10 years, and while it was often exciting, I remember the 80% question being something of a challenge in nearly every company for which I worked.

What is the 80%?

The so-called 80% (in HR speak) refers to those team members who fall, performance-wise, in the center of the company. Every company has its top 10% of performers, and its bottom 10%; the 80% is the lion’s share employees of most companies -- those that fall somewhere in between.

In every business, these are the people who make up the most significant portion of a workforce. Interestingly, though, I’ve found many companies do not give them the attention they deserve.

Instead, I’ve seen companies spend time developing programs for top talent, and significant energy and resources managing low performers out of the organization or into different roles.

Playing to the 80%

I believe that focusing and cultivating the talent of the middle can be among a company’s strongest competitive advantages. As it stands now, it is certainly the biggest missed opportunity.

Whenever you hire, there is a strong chance that the new employee will likely be in the 80%, so if this is the pool you are most often feeding, then why not play to the 80%?

What if you worked to up-level your 80% so they could start to think, act, and create value, just like your top 10%?

Can you imagine what it would mean to have 90% of your organization thinking big, acting big, and engaged at the highest level?

This is a tremendous opportunity for every company on the planet.

Benefits of focusing on the 80%

There are infinite benefits that come from focusing on the 80% -- here are a few:

  • Happier employees that are engaged, committed, and loyal (and happy employees = happy customers)

  • Less time and money spent on hiring (because you know more often than not, you’re feeding the 80% when you hire)

  • A culture where everyone is valued and has the opportunity to do the best work of their life (this is when you reap the benefits of fully engaged employees)

I want us to live in a world where we provide everyone the same opportunities to unlock their full potential.

I want the 80% to have a chance to dream and excel.

If you’re reading this thinking -- “Wait! I’m in the 80% at my company!” -- know that we are on your side and would love to help your company focus on up-leveling your contribution satisfaction at work.

Because when we focus on the 80%, everyone wins.

What would that solve for your organization?


Nishika de Rosairo | CEO and Founder | Experiential Insight

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We are living in interesting times. It is now the norm for digital assistants to schedule meetings, AI to work alongside humans, and computers to pick stocks, translate speech, and diagnose cancer.

Gartner reported that one in five workers will have AI as their co-worker in 2022. Crazy, right? And here’s the thing: the further development of AI brings the promise of increased productivity, safety, and convenience. On the flip side, it also raises difficult questions on the impact on jobs, skills, wages and the future of work itself.

Humans + Technology = Greater Possibilities

At Experiential Insight, we believe that thoughtful use of AI-based automation, far from making humans obsolete, can open up vast possibilities for us to become smarter and create meaningful work that requires uniquely human strengths.

While the future of work and technology will continue to evolve at a rapid pace, the key to our effectiveness and well-being will be to understand how humans and technology can best work together. There is a looming fear that technology and automation could possibly wipe out thousands of jobs, leaving many unemployed. This very thought could turn into a reality if this is the mindset we take on. Instead, we need to shift our thought process to, “how can I use technology to enhance what I already do?” or “how can I use technology to accelerate my results?” This understanding will require that we embrace and tap into what makes us human to begin with, which is rooted in two key areas: the strength of our Success Skills, and our personal connection to one another.

Success Skills + Connection = Unlocking Human Potential

In addition to developing strong technical skills, forward-looking HR leaders understand the value of strengthening Success Skills and creating an environment where employees can connect with each other in meaningful and accelerated ways. In other words, the future of work is not about humans OR technology, it’s about humans AND technology – a space where we thrive together!

Experiential Insight actively works with corporations to prepare their workforce in both these areas for the future of work.

Here’s how:

  • Strengthening Success Skills: HyperQ is our thought leadership framework that develops executive level skills for all employees and unlocks the full potential of your organization’s workforce. HyperQ is the key to how organizations will scale, grow and ride into the future.

  • Connection to Others: We believe that individuals can only grow in a transformative way when they grow together. By breaking silos, creating augmented learning, shared understanding and accountability, human connection increases. When human connection increases human impact also increases.

With a passion to prepare companies for the future of work, our team is proud to partner with industry leaders such as Facebook, VMware, Nielsen, Gojek, and several others globally to provide a human enabled technology solution that enables employees to unlock their potential and accelerate their impact.

Bob Thordarson | Chief Technology Officer | Experiential Insight

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Chances are, if you are a woman, you are not asking enough. But I’m not the first one to tell you this, there’s plenty of data that tells you the same thing. What I care about most is that we don’t just read the data and understand it, but that we actually act on it.

You see, I’m not only a woman -- I’m also a brown woman. Some may view that as a double negative, but for me, I view it as a double positive. It’s given me the drive, capabilities, and tenacity to work smarter and to convert my perceived negatives into a positive. Starting from a first and last name not many people can remember (try pronouncing it!), to a funny accent that is a mish-mash of several cultures, I’ve started to use these differences that make me stand out as my ammunition for driving my ambitions forward. And guess what? More recently I’ve been using this ammunition as a way to be remembered, and I’ve been seriously harnessing the power of the ask.

Talking Money Doesn’t Make You Cheap

In my college years, I was obsessed with observing human behavior, and understanding why some people become successful and others don’t. What I learned was, there were two things that separated us. The first being self-awareness and the second being the simple act of an “ask”.

Later when I was working in HR, I was surprised to discover how many men actually asked for promotions, raises and so on (above and beyond women), and no disrespect at all to my fellow male colleagues, but I would sometimes find myself scratching my head questioning the ask itself. But yet, they always seemed to muster up the courage to unashamedly ask. I was in absolute awe! I too wanted to develop the kind of confidence it would take to ask for whatever I thought I deserved, even if it risked sounding silly to the person on the receiving end.

I spent years fielding the asks of multiple men (on average only 1 out of 10 asks came from a woman colleague of mine), and as a woman myself, I was still battling the awkwardness of me asking for what I wanted. I feared coming across as “desperate” or “cheap.”

It took me a long time before my internal light switch turned on. I realized that if I too wanted to get somewhere, I had to start asking, and so here I am.


What’s An Ask Worth?

A few months ago, I was having a conversation with a client on the power of asking, and it dawned on me that there was this incredible compounding effect of women not asking. It actually broke my heart.

Let’s take Lucy and Rajiv below as an example. Both start in their first job at the same salary level and on the same date. Let’s also assume that there were no gender differences in their starting pay.

Screen Shot 2019-09-11 at 10.01.46 PM.png

When we do the math, it’s a $42k difference over a 10-year period – possibly even more! This massive difference in Lucy and Rajiv’s salaries is quite shocking if you think about the key difference being the “ask”.  

For the purpose of this example, I’ve assumed they stay in the same role doing the same job for 10 years, and so naturally if I took into account promotions, I guarantee the difference would be even bigger.


I Needed to Step Up. What About You?

Over the last 7 years of practicing how to ask, I am no longer ashamed to ask. In fact, often times I find that the person on the receiving end feels important when I ask.

And now that I’m not afraid to ask, because I know I deserve the outcome, I’m no longer focused on whether the answer is a yes or no. I focus instead on weeding through the no answers to get to the yes ones faster.

My boldest and most courageous ask to date was when I asked my friends and family if they were interested in investing in Experiential Insight. I literally asked 388 people, and before I knew it, I had exceeded my target. I raised $1 million in funding in just 4 weeks across 7 countries from friends and family who said, “YES!”

The way I see it – if I can do it, any woman can do it. So, if you’re a woman not yet asking, keep in mind that the compounding effect of not asking is much higher than the cost of asking.

So, what will you ask for next?

Nishika de Rosairo | CEO and Founder | Experiential Insight

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Technology is propelling us into the future at a faster rate than ever before. And organizations must adapt -- quickly.

The workforce of today must transform into the workforce of tomorrow. However, there’s currently a big gap between the two.

Where Your Workforce is Now

Here are some startling stats to reflect on the state of our workforce today: 

  • In just 3 short years, the World Economic Forum tells us that more than 54% of all employees will require significant up-skilling [1]

  • 55% of executives reported that there is a significant difference between current skill sets and the ones needed in the near future [2] 

  • 86% of C-Suite leaders said their organizations were doing "all they could" to create a workforce for Industry 4.0. This year, fewer than half said the same [3]

So what does all this tell us? With the speed of technology and transformation coming our way, it tells us that while organizations understand the challenges ahead, they have less clarity on what to do.

Although technology has forced us to become smarter and has created opportunities for more meaningful work at every economic evolution, the harsh reality is that your employees will not have the Success Skills needed for your organization's success in the Future of Work.

Why? Because there is a lack of Success Skills training beyond 101, meaning that there’s just a basic foundation -- insufficient for the future.

Taking Your Workforce Into the Future 

“We are called to be architects of the future, not its victims.”

-Buckminster Fuller

In an economy where 47% of all jobs will be automated in just under 5 years, how do we help individuals reach their full potential at a micro level, and organizations and economies to succeed at a macro level? The answer is HyperQ.

HyperQ is Visionary Intelligence (VQ) multiplied by Emotional & Social Intelligence (ESQ). Our study with 100+ leaders showed us that HyperQ is a unique set of Success Skills that allows individuals to tap into their uniquely human strengths and excel alongside technology. HyperQ means having the ability to embrace failure, adopt a growth mindset, take 100% ownership, have self-awareness, be influential, and perform at one’s best. It’s the perfect balance of left brain thinking intermingled with right brain genius.

At Experiential Insight, we develop executive-level skills at every level of the organization through intimate Group Coaching that is pre-designed for transformation through the lens of HyperQ. We help you unlock the potential of your workforce and stay ten steps ahead of the game. 

In an economy where the supply of Success Skills is decreasing, while the demand for Success Skills is rapidly increasing, HyperQ is how organizations are scaling, growing and riding into the future.

Want to avoid the heavy costs of having underdeveloped employees in your organization? Contact us to start embedding HyperQ in your workforce for greater impact and engagement.

Let us help you be the architect of your own future.


Nishika de Rosairo | CEO and Founder | Experiential Insight

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[1] WEF,

[2] Deloitte,

[3] WEF,



Experiences are powerful -- they control how your brain attaches an emotion to a moment that is then etched in your memory. When you think about the level of service you received in the past, whether it’s at a restaurant or while you were out shopping, it’s always the surprisingly good or disastrously bad experiences that are the easiest to recall.

As the Customer Experience Manager at Experiential Insight, the experiences our customers receive is in my hands as I handle the end-to-end journey from start to finish. Exceptional products can make the first sale, but it’s the thoughtful design of a customer journey that creates a raving fan. 

Here at Experiential Insight, we are always willing to go the extra mile for our customers. Our Net Promoter Score, which is a tool used to gauge loyalty in customer relationships, is 92%. That’s because human connection and consistency are the cornerstones of our customer journeys.

At the core of our customer experience is human connection and how it is built, received, and internalized. Even through our digital products, human connection is still key, so everything we do is personalized with an extra touch.

Whether it’s a check-in email to our client, a dashboard with the information our world-class Coaches need to perform at their peak, or a personalized takeaway for our Coachees at the end of their Coaching Track, my vision for their experience starts with what I want them to feel as they go through our step-by-step journey.

To create customer journeys that deliver value end-to-end, I start by putting myself in our customer’s shoes. What kind of connection would they want to feel? How would they feel if they didn’t get the best experience? How would they feel if their 10/10 experience is followed by a mediocre 6/10?

Our customers are our biggest stakeholders, and they deserve the highest level of service – always! And I plan to continue to deliver and delight them because we value and deeply care about our customers and each of their journeys with us.  


Leslie Yu | Customer Experience Manager | Experiential Insight

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Talent is something that many companies want, but few succeed to get.

In a fast-paced world full of competition, companies are constantly fighting for talent. There’s no denying that attracting and hiring top talent gives organizations a remarkable advantage. In fact, research shows that superior talent is up to 8 times more productive [1]. However, great talent is scarce.

Did you know that almost one third of senior leaders cite finding talent as their most significant managerial challenge [2]? It is no wonder then, that the ‘war for talent’, a term coined by McKinsey’s Steven Hankin in 1997, still rages on today.

While the hunger for corporations to attract talent may seem justified, directing the same amount of energy towards developing their existing workforce would yield far greater returns. Let’s look at some reasons why.


Training and Retaining Current Employees is Cheaper Than Hiring New Ones 

Think it’s easier to just replace existing employees with new hires? Think again.

Studies show that individuals who feel that they cannot develop in the company and fulfill their career goals are 12 times more likely to leave the company [3].  And if they don’t leave, chances are they are disengaged. There are 22 million actively disengaged employees costing the American economy as much as $350 billion dollars per year in lost productivity including absenteeism, illness, and other problems that result when employees are unhappy at work. That’s an astounding loss.

However, while it may seem logical to just replace one employee with another, the total cost of replacement can reach 200% of an employee’s salary [4]. Therefore, it usually makes much more sense to develop and engage current talent than fight for new talent.


Developing Your Workforce Increases Revenue

Companies that put a priority on meaningfully developing their employees make an average of $169,100 per employee while companies that don’t only make $82,800, which is less than half [5].


There’s Plenty of Unlocked Potential in Your Workforce

While many companies look outside to find new talent, there is plenty of talent within -- it just has to be unlocked. For every 10 employees, only 4 strongly agree that when they are at work, they have the opportunity to do what they do best [6]. That’s less than half of an organization that can say they are operating at their true unlocked human potential.

Yet with ample research showing the benefits of retaining and investing in their own people, why do corporations still get stuck in the war for talent? With vast amounts of untapped potential ripe for development, why not avoid entering the battlefield in the first place?

The reality is, although corporations recognize the value of up-skilling their employees, most of them still struggle to meaningfully develop their workforce beyond training 101s.


Unlock Your Potential Talent Through Group Coaching

That’s where we come in. Experiential Insight is the global leader in developing executive-level skills at every level of the organization through intimate group coaching that is designed for transformation.

Group coaching is a uniquely powerful model that is unlike any form of check-box training program. Or even one to one Coaching. We use tools and techniques used with CEO's and C-suite executives to shift the mind and create self-awareness in a way that ultimately shapes new behaviors and drives shared accountability.

And the results? Increased productivity and self-awareness. Greater bottom-line impact. Engaged employees doing the best work of their life and adding value where it’s most needed.

If you’re ready to step away from the war for talent and unlock the potential of your existing workforce, let’s start talking.


Nishika de Rosairo  |  CEO and Founder  |  Experiential Insight

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[1] McKinsey,

[2] McKinsey,

[3] IBM,

[4] IBM,

[5] Cornerstone Study,

[6] Gallup,



When was the last time you walked into a training room and felt really inspired and engaged by the topic? And when was the last time you walked away with a wealth of knowledge that you knew exactly how to apply in your day-to-day job?  

If recently or even ever, count yourself as one of the rare few. Chances are, you are more likely to attend an ineffective mandatory training, walk away not understanding how to connect the dots, and forget what you absorbed almost instantly.

The Problem With Just Training

Although companies have the best intentions to up-level their workforce through training, research shows that they are missing the mark.

American corporations spend an estimated $160B annually on Learning and Development initiatives, and most of it’s wasted [1]. McKinsey shares that adults typically only retain 10% of what they learn in a classroom environment [2]. But if only 10% is retained, then how much is acted on? Harvard Business School Professor Michael Beer calls this the “the great training robbery”. 

It is no secret that Success Skills development today is still dominated by outdated training practices. Unfortunately, these ineffective practices overlook context, underestimate mindsets, and assume that one size fits all.

While organizations care about developing their workforce, most have not moved beyond the classroom or online training approach. Although training can often be masked with more relevant names such as ‘Manager Success’ or ‘Leadership Next Level’, the reality is, no matter how sexy you might label your training courses, at the end of the day, they are still likely to achieve the same outcomes.

Why? Because training is an event & events do not create self-awareness and change behaviors.

Moving To Mindsets

Staying relevant as an organization means being intentional. If you want to step up your impact as an organization, you have to step up your Learning and Development game.

To truly move the needle, at Experiential Insight we believe in building mindsets, not just skills sets.

It is our core philosophy that it is time to ditch traditional training methods, and turn to Learning & Development options that are intentionally designed for transformation. Our Group Coaching Tracks provide opportunities for augmented learning through others and are purely driven by your organization's strategic goals. Group Coaching effectively and efficiently creates self-awareness, shifts mindsets, changes behaviors and ultimately increases results.

If you want different results, then you have to start taking different actions.

If you really want to up-level your employees, stop running traditional training classrooms, and start providing personalized small group Executive Coaching at scale. By doing this, you can shape the mindsets and actions of your employees to increase productivity, impact, and engagement.

Are you ready to take action? Contact us to discuss how.

Nishika de Rosairo  |  CEO and Founder  |  Experiential Insight 

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[1] BetterUp,

[2] McKinsey,



I spend my days in career coaching conversations with alumni of all levels and across different-sized companies and industries in my role as the Director of the Smeal College of Business Alumni Center at Penn State University.

If one thing is clear, it is that our alumni are constantly searching for lifelong learning opportunities in an effort to continue their growth and development post-graduation. I know this is not a unique case to our alumni, but that universally individuals are craving access to knowledge that enhances their ability to reach successful heights. 

“And the truth of the matter is that most alumni are not getting access to the type of development opportunities they are looking for.”

Being at the heart of these conversations I know what opportunities individuals are getting access to through their companies versus what they are searching for. And the truth of the matter is that most alumni are not getting access to the type of development opportunities they are looking for.

Smeal Alumni Career Services offers a robust one-on-one career coaching service which assists alumni clients with strategizing a job search process or career transition. As coaches, we help our alumni refine their application materials, research respective industries, and prepare for various forms of interviewing.

Areas that focus more on leadership, managing teams, and creating impact in the workplace are topics we touch on, but we don’t actively coach on. We discovered this gap in our coaching program and found Experiential Insight’s approach to executive coaching for non-executives to be an incredible asset to the work we already do.

This is why we have stepped up as an alumni center – to intentionally address that gap so that we can continue to support our alumni in meaningful ways that make a difference.

Through our partnership with Experiential Insight, we are providing intimate group coaching to our alumni so they can start to develop the Success Skills they need to unlock their full potential. This includes important Success Skills such as visionary intelligence, social intelligence, curiosity, growth mindset, and so on.

We’re big believers of measuring impact, and we know that on average our alumni are experiencing a 2.7 point shift on a scale of 1.0 to 10 from before the group Coaching Track to after. That’s a remarkable difference.

The shift is powerful, and I’m proud to be able to serve our alumni through unique opportunities that accelerate their achievement.


Keleigh Asbury | Director Smeal College of Business Alumni Center | Penn State University

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“In a very real sense we have two minds, one that thinks and one that feels.” -Daniel Goleman

In the 90’s Daniel Goleman became a hit through his book, ”Emotional Intelligence: Why It Can Matter More Than IQ.” In the book, he explains that we have rational and emotional minds, why Emotional Intelligence is critical to success in our work and relationships, and how EQ can be taught and cultivated.

I strikingly remember the buzz, as the topic was fervently discussed during a class at my university.

What Goleman was saying made sense, but what didn’t make sense was how long it had taken us to write about a topic that seemed like it should have been second nature to us. But was it?

The Need For Emotional & Social Intelligence

Fast forward many years, and it turns out that we’re still not experts yet on the topic of Emotional Intelligence. We are still far from aligning our rational and emotional minds to most effectively reach our highest potential.

And to make things even more complicated, we’re also not well-versed on what it means to be Socially Intelligent (anymore) – an art we’ve sadly lost in the day and age of screens.

As a human capital and human resource practitioner of 15 years, I continue to grapple with the question of why companies still haven’t shifted their focus from building skillsets to building mindsets. Almost anyone can be taught a skillset, but building a mindset (as challenging as it might be) is a whole new parameter to success.

Emotional and Social Intelligence (ESQ) builds and shifts mindsets to make radical transformations. Leading with ESQ will reap incredible value for organizations that are leading through times of increased complexity and change – like today. Studies and experience continue to show that building ESQ in your employees will be a game changer on every level.

What is ESQ?

At Experiential Insight, we’ve developed a thought leadership framework called HyperQ, and ESQ is a key Intelligence Type in it.

The seven Success Skills under ESQ include:

ESQ Success Skills.png

Want To Increase Your ESQ?

With increased ESQ, the opportunities for value creation in your organization are endless.

Just think about what it would mean to have employees who place value on and engage in dialogue, who are resilient, who are able to leverage both their rational and emotional minds, who are able to influence outcomes, and who bring global perspective to every solution.

If you’re looking for next-level impact, then it’s time to stop training for skillsets and start coaching instead for mindsets-- your business depends on it.

As we’ve witnessed first-hand through our group Executive Coaching tracks, Emotional and Social Intelligence (ESQ) transforms organizations for the better.

Let us help you transform your business by transforming the mindsets of your employees with ESQ.


Nishika de Rosairo  |  CEO and Founder  |  Experiential Insight

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In our modern and fast-paced world, organizations face constant change all the time.

Leading a company through ever-increasing complexity and changing economic models is no small endeavor. Having the right tools that enable you to push your human capital assets into new heights means introducing capabilities that are uniquely positioned.

So what makes a team uniquely capable beyond what they already know and do?

At Experiential Insight, we call this unique capability Visionary Intelligence, which is an Intelligence Type in our thought leadership framework called HyperQ.

In our experience working with the hottest startups, to the mid-sized growth machines, and the big enterprises too, it is increasingly clear that companies that lead with Visionary Intelligence (VQ) have an advantage over their competition.

What is VQ?

Visionary Intelligence or VQ consists of the following seven Success Skills:

VQ Success Skills.png

What’s the Opportunity?

Building a team that embodies each of these Success Skills is where your greatest opportunity lies.

Being a visionary and having VQ are two different things. VQ enables your organization to look beyond, think bigger, never be satisfied, create experiences, and so much more.

This is a powerful place for both the individual and the company to strive for because it will create heightened employee engagement, and rapid next-level organizational results.

Are you ready to build the team that’ll help your organization adapt and grow?

Then seize the opportunity to let us build VQ in your organization today.


Nishika de Rosairo  |  CEO and Founder  |  Experiential Insight 

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20+ years ago when I started my career as a Change Management Consultant, little did I know that I would eventually find my full passion through a life-changing body of work called Executive Coaching.

I’ve spent my career working with some of the most intelligent leaders and the best companies in the world, from Deloitte Consulting to Cisco, Silicon Valley Bank, Royal Dutch Shell and so many others. It’s always been an honor to develop bright minds to that next level of management and leadership.

And now as an Executive Coach with Experiential Insight, I am able to have an even broader impact, by bringing executive-level skills to every level of an organization, through intimate group coaching that is designed for transformation. I’ve had the joy of coaching a diverse range of people – from university students to corporate managers and directors.

What I find most rewarding with Experiential Insight is the culture of continuous improvement. At the conclusion of each hour of group coaching, not only do I know my rating as an Executive Coach, most importantly I know how much I have shifted the needle with my Coachees. In each coaching session we ask them how equipped they are to add value as a result of the session. It’s amazing to see the transformation in their confidence. Having access to real-time results like this also allows me to reflect on my own coaching style – what I should do more of and what I can do better. It gives me the opportunity to bring my A+ game to every coaching session.

It is also phenomenal to work for a company that is built on hiring the best coaches around so that we can learn from each other. We have a 39% Executive Coach acceptance rate, which means we only hire the most elite talent. When you’re creating massive impact around the world and changing the face of organizations and societies, the bar needs to be set high.

Our thought leadership framework HyperQ allows us to address impact both with our clients and within our own walls – this is the best part about working for a global leader committed to unlocking human potential.

I’m grateful to have this opportunity to make a difference, and look forward to creating more impact in the years to come.


Suzanne Quentin | Executive Coach | Experiential Insight

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As a human capital and human resource practitioner with 15 years of experience at Deloitte Consulting, Salesforce, Cisco, and others, I’ve spent my whole career entangled in the wheelhouse of anything and everything to do with the people dimension of running a business.

From behind the curtain, time and time again I’ve seen the challenges organizations face with increasing people value to better align with business value. And I believe that there is a better way forward.

The HR Challenge

One of the biggest challenges from an HR perspective has always been how to effectively create business value in a way that addresses the pain points. And from a business perspective, business leaders want to see that HR understands their priorities and comes to the table with the ammunition required to accelerate growth through their people.

The challenge for HR practitioners to date has been that the tools used to up-level talent for maximum business value hasn’t really added value. This is no fault of HR -- it’s simply because until now training has been the only available tool to up-level talent. Yet McKinsey data tells us that adults unfortunately only retain 10% of what they learn in a classroom, which means that they act on even less.

Building Mindsets Together

If we’re going to push value to the next required level, we need something vastly different than training that focuses only on traditional skillsets. We need to build mindsets, but not in a way that focuses on the individuals’ goals alone. Instead, we need to do it in a way that allows individuals to transform together with a business-centric focus.

One to one coaching models are popping up all over like mushrooms. However, when assessing them for your needs, the first question you should ask is:

Are they focused on life coaching, career coaching, or executive coaching?

These are all vastly different models of intent and focus, and if you’re a business your needs are highly likely geared towards executive coaching at every level, rather than life or career coaching.

The second question you need to ask is:

Are you focused on developing individuals for their own agendas and goals, or are you focused on building individuals that grow and transform together based on the organization’s goals?

It’s clear that the latter is more appealing for a variety of reasons including building a culture of learning together, psychological safety, group accountability, and fostering a team mentality.

So while one to one coaching has worked to date, with the predominant focus on coaching senior executives, it is not nearly as scalable, nor does it translate into rapid transformation for the entire organization.

That’s where group coaching comes in to play.

Scalable Group Coaching

Due to both its collaborative and scalable nature, group coaching is the future of HR.

It is an extremely powerful approach which can do the following things for you:

  • Build organizational cultures

  • Instill leadership visions

  • Create succession planning bench strength

  • Develop manager effectiveness

  • Solve for generational and global differences

  • Develop change agents at every level

  • Build customer mindsets

  • Reduce diversity challenges

  • Integrate acquired employees

That’s why at Experiential Insight we believe in investing in your people and your business by investing in our Group Coaching Tracks.

Ready for the Future of HR? Group Coaching is your answer.


Nishika de Rosairo  |  CEO and Founder  |  Experiential Insight 

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As the great John F. Kennedy once said, “Leadership and learning are indispensable to each other.”

At Experiential Insight, we totally agree. That’s why we believe that coaching and continuous learning are pathways to developing better leaders.

Don’t see how important this is yet?

Here are some shocking stats in terms of where your organization is right now:

  • 90% of your employees are not adding accelerated value

  • 51% of employees are actively looking for or are open to a new job

  • 90% of classroom training is not retained

  • 33% of everyday activities are wasted

  • 67% of change initiatives fail

  • 47% of jobs will be automated by 2034

Although the numbers may seem grim, there is hope to bridge the gap from where you are to where you want to be.

That’s why we’re so passionate about our group Executive Coaching Tracks, which facilitate continuous learning so that your employees at every level can develop as leaders who make an impact.

Let’s work together to get your organization to where you want it to be.

When you contribute to the growth of your employees, you’ll be able to:

  • Increase productivity, impact, and engagement

  • Create employee experiences that engage employees to do the best work of their lives

  • Create greater self-awareness, achievement, and bottom-line impact

  • Increase organizational alignment and strategic impact

  • Develop employees to become change agents

  • Successfully navigate increasingly complex environments

It’s a big leap, isn’t it?

The gap from where you are to where you want to be can be big and complex. You’ll need a long-term strategic partner who can partner with you to radically transform your organization within the next 12 months. And we’d love to help you get there.

Think bigger. Act bigger. Become HyperQ. 

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Nishika de Rosairo | CEO and Founder | Experiential Insight

Contact Nishika:

Contact Experiential insight:




In the modern work environment, just IQ is no longer enough. These days, soft skills have become critical for success. Or as we call them – Success Skills.

That’s why we developed HyperQ.

HyperQ is every organizations solution for unlocking the hidden potential of your workforce to be able to navigate to the next level of growth and transformation.  

Built over 15 years of deep expertise, HyperQ is our thought leadership framework at Experiential Insight. It was created from the insights we gained while working closely with leaders of all ages, from the 18-year-old college student to the 65-year-old veteran CEO.

In 125 in-person and survey interviews with industry leaders on HyperQ, it became clear that without intentionally developing their employees, organizations stand very little chance of survival.

Why? Because:

  • Organizations have increased in complexity by 10% in just the last two years

  • 2/3 of change management initiatives fail because employees are not equipped to go through the change

  • Even training programs with new and sexy titles still mean that adults only retain 10% of what they learn in a classroom 

In a world of rapid change and transformation, there needs to be a new approach for the new ways of working and learning.

And that’s why we’re here -- to support you at the cusp of this change. Through our high impact group Coaching Tracks, we develop your employees so that their full human potential can be realized through HyperQ.

The powerful impact we make through HyperQ is best described through the words of one of our customers, “The part I loved the most is the comparison between how much/how hard we work versus how much impact we are making in the organization.”

Curious about what HyperQ entails?

HyperQ is Visionary Intelligence (VQ) multiplied by Emotional and Social Intelligence (ESQ). These two factors are made up of crucial Success Skills necessary for the leaders of the future.


It’s time to do things differently if you’re looking for different results. We are excited to offer HyperQ, your new solution forward.

In future articles on HyperQ, we will explore these important Success Skills more closely, so be sure to follow us to learn more.

Nishika de Rosairo | CEO and Founder | Experiential Insight

Contact Nishika:

Contact Experiential insight:




Two years young, and having just celebrated Experiential Insight’s birthday, it’s clear to me now that its inception was shaped by crucial chapters in my life. Suddenly all the experiences and passions in my life came together into what I would call my life’s calling. As Steve Jobs said, “You can only connect the dots looking backwards.”

I live in the glamor of the most desirable capital in the world for all thing’s unicorn, tech, and exit-related -- San Francisco. Sometimes people ask me if there’s pressure to start a business in this environment, and I certainly can’t speak for anyone else, but from my standpoint, absolutely not. I mean there is intrigue, there’s fantasy, and then there’s actually doing it. The leap from desire to action is a big one that can only be sustained with something so much more than just pressure. My drive to build Experiential Insight didn’t come from any pressure -- it came from my Why.

I grew up in a family where education was the number one thing on my parent’s mind. My mum and dad believed that if we studied hard and worked hard, we would always be able to reach our goals. From a young age, my sister and I were exposed to all sorts of activities beyond just school. Tap dancing, ballet, art, piano, gymnastics, singing, swimming, track and field...and that’s just a small sample of a much longer list.

As an adult looking back at these experience’s I quickly realized that humans have relentless amounts of potential, and only some of us are lucky enough to tap into our full potential simply because the people around us gave us the opportunity. I had a burning desire to give what I got as a gift from my parents to the world – the opportunity for an individual to reach their full potential no matter their background, social status, religion, sexual orientation, or other.

As a teenager, I remember that I spent a few good years of my life struggling with fitting in. I was born in Zambia to expatriate parents, raised in Sri Lanka during middle school, moved to New Zealand for high school and university, and now live in the US. Living on four different continents and across cultures, I didn’t always feel I was at my full potential. My main struggle was trying to place myself in a box, because everyone else wanted me to fit in a box, when all the time, my life and personality fit into anything but. It wasn’t until I embarked on a deliberate path of self-development as a teenager that I was eventually able to break free of my own restraints and push into a zone where I could be my best. I wanted this for others as well – the ability to push beyond.

And that’s how Experiential Insight was created. To empower humans to reach their full potential.

I’ve been fortunate enough to spend the last 15 years working in organizations such as Deloitte Consulting, Apple, Salesforce, Cisco, Levi, Chevron, and several others across industries and sizes, with the entirety of my work focused on two distinct yet connected threads: 1. People and Impact, and 2. Growth and Transformation.

I also spent time working with universities in several different capacities including guest lecturing, sitting on boards, founding and running mentoring programs, judging case competitions, including being given the opportunity to deliver a graduation commencement speech -- what an absolute honor that was!

My deep insight into these parallel lives of intimately observing individuals from the 18-year-old knowledge hungry student all the way to the 60-something year old veteran CEO (okay maybe the 27-year-old CEO in some cases) -- this trajectory connected a few critical dots for me.

  1. At a micro level, individuals are just not developed at universities and in life to reach their full potential… ever!

  2. At a macro level, corporations are just not prepared to unlock the potential of their workforce for the next level of organization growth, in terms of building humans who have strength in uniquely human skills

The more I thought about it, the more I couldn’t believe that the gap was so astronomical in terms of where we are now, and where we need to get to. McKinsey research tells us that adults only retain just 10% of what they learn in a classroom setting. Then imagine, how much of that we are able to execute on? Also, uniquely human strengths that require mindset and behavioral shifts simply cannot be taught in classrooms. We’re talking about Success Skills such as developing a growth mindset, embracing failure, global perspective, massive action, 100% accountability, and many others that fall into a thought leadership framework that we call HyperQ.

Experiential Insight closes this gap through a uniquely pre-designed for transformation model that is like nothing out there in the market. Our core offering called a Coaching Track is built for digital, personalized, scalable, and affordable experiences that occur in intimate group settings. The accelerated power of transformation that happens when we are able to experience safe and vulnerable spaces with others is where the real magic happens.

As corporations work with us and employees join our Coaching Tracks from Uber, PwC, Amazon, Dell, Facebook, and several others, I am constantly reminded of the difference we are making in the world in enabling these individuals to reach their full potential through HyperQ.

At Experiential Insight, everything we do is about making a difference and creating impact as a company first – impact in our ability to develop individuals to reach their full potential – and then the ripple effect that has into corporations and societies.

Looking ahead into the future, I am excited to shape the lives of individuals, and lead the way into the Future of Work. But most of all, I am humbled at the chance to give to others what my parents gave to me – the opportunity for humans to reach their true full potential.

Nishika de Rosairo | CEO and Founder | Experiential Insight 

Contact Nishika:

Contact Experiential insight:





We recently interviewed 125 leaders across various industries on developing Hyper Intelligence (Hyper Q) in individuals. HyperQ is Visionary Intelligence (VQ) multiplied by Emotional and Social Intelligence (ESQ).

Here’s what we heard:

  1. IQ has a role to play in HyperQ: It is not an ‘either / or’ game of HyperQ or IQ. For the future of everything you need both HyperQ and IQ.

  2. Magnitude equals multiplication: If we’re looking for greater magnitude, then we can only endorse the 2x4 development formula for leadership and not the 2+4 development formula. Multiplication makes a significant difference, and HyperQ is a multiplication of VQ and ESQ for increased impact.

  3. Vision cannot exist without strategy: It is one thing to set a vision, yet another thing to build a strategy to execute on it. Without a strategy even the greatest of visions remain just that - a vision.

  4. Mindset: Engaging in a continuous loop of lifelong learning, feedback, and reflection in different social contexts is imperative to the next stage of evolution as a leader. Intelligence is an ever-evolving target with a direct correlation to our willingness and effort in wanting to learn and grow.

This is HyperQ. Welcome to the Future of Leadership.

Nishika de Rosairo | CEO and Founder | Experiential Insight 

Contact Nishika:

Contact Experiential insight:




The influence and impact of a leader is fast accelerating into a new stratosphere of success. No longer will an individual rise to the top simply because he or she is a brilliant technician with a few good Success Skills at bay. Instead success will be recognized at the top because he or she demonstrates Hyper Intelligent Leadership. This is the Future of Leadership that will shape our future of work.



In order to truly answer the question of what’s wrong with our education system, we need to start asking the question of what determines success in one persons personal life and professional career over another’s? Are there certain types of behaviors and mental models that equate to success? How and where does one develop these mental models and behaviors?




The world around us keeps evolving at the speed of light, and it’s becoming harder to predict what the future of life and work will mean for each of us in five years time… or even in just two short years.

Artificial intelligence (AI) still seems like it’s decades away from coming into real contact with our every day lives. The term alone sounds complex, unfriendly, and cold. But the truth is, AI is already here, and has been for a few years now.




As children our imaginations are so vast. We see ourselves becoming astronauts, pilots, and firefighters, and we have all sorts of wild dreams about our futures. We are un-inhibited and contained by nothing and no one. Our imaginations are not forced. They’re free, liberating, and dreamy… the feelings every adult wishes they could hold on to throughout his/her life.