This workshop is conducted by Puja Bharwani, an Associate Director at APRW. She is a communications leader, content strategist, and founder with over 20 years of experience spanning journalism, venture capital, and technology across Asia and the US. Her forte lies in translating complexity into clarity — building credible narratives, high-trust content ecosystems, and stewarding reputation for leaders and organisations operating in fast-moving, high-stakes environments. She has partnered closely with CEOs, investors, and founders to build influence, trust, and tell their stories.
Before the market tells your story, tell it yourself.
Most organisations can describe what they do. Few have agreed, as a leadership team, on why it matters, and in words that could only be theirs.
Customers, candidates, partners, journalists, investors and regulators all form a view of an organisation long before it is ready to explain itself. And the gap shows up quietly and expensively: a founder pitching one version of the business while the leadership team briefs another; a careers page that could belong to any competitor; a rebrand that changes the logo but not the reason anyone should care; a hard question in a meeting that nobody has a shared answer to.
Positioning that hasn’t been agreed at leadership level, often falls apart the first time it is tested.
This session is designed to bring out the organisation’s real narrative through direct, specific questions asked in the room, designed to make leadership think deeper and more contextually about what the business actually stands for. The questions are set in the context of the phase the organisation is in right now, because the story a company needs at a certain phase of its growth is not the story it needs at IPO, or in year forty. What emerges is turned into a narrative architecture and a compressed positioning statement leadership can use consistently, across every audience that matters.
The session works through four questions most leadership teams have never answered together:
Founders, CEOs, senior leadership teams, spokespersons and board members — in any organisation that has outgrown the story it started with.
Relevant across sectors and stages: businesses in growth stage, approaching a funding round or a first real spotlight; established companies entering a new market, a merger or a rebrand; listed companies whose equity story no longer matches what the business has become; family businesses and institutions navigating succession or generational change.
A focused three-hour deep dive with the leadership team, structured around the four building blocks. Available as a standalone session or as the opening module of a longer readiness programme.
Leadership leaves with a documented, agreed narrative architecture (Origin, Tension, Voice, Impact); a compressed positioning statement the organisation can use consistently; and a shared understanding, across the leadership team, of what the organisation stands for and why it matters.
This is the foundational document a great deal of communication comes out of — internal and external, from the website and the hiring pitch to media, investor and crisis communication.
“If there’s one thing you need to be sure of in an uncertain world, it’s who you are and what you stand for.”
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