Meenu Gupta · MHS Certified EQ-i 2.0® & EQ 360® Practitioner · Enterprise Talent Strategist
I help scaling enterprises with two things: keeping the people they can’t afford to lose, and finding the executive blind spots holding the business back — before either one reaches the balance sheet. The tool is measurement, not opinion.
Fifteen years inside enterprise talent, and the same few problems kept arriving with different names on them: a hire who didn’t work out, a team that stalled, a culture people quietly left. Almost none of it came down to a shortage of technical skill. It was behavior nobody had ever measured.
An executive who freezes on decisions under pressure.
A leadership team that keeps postponing the hard accountability conversation.
A star performer who can’t influence anyone outside their own function.
A capable board that can’t get aligned exactly when the stakes are highest.
None of that shows up in a performance review. Which is why the question worth asking isn’t “what is failing?” but:
“Which behavior is actually driving this?”
Fifteen years in HR and talent — recruitment, performance, leadership, culture. The everyday machinery of how a company treats its people.
I’ve also built that function from the ground up twice: first at Solitaire Infosys, then at Softuvo Solutions, where I co-led an IT firm to a hundred professionals.
So the friction I diagnose isn’t something I read about. I’ve sat inside it, in teams I helped build.
What I do now adds the piece that was always missing: measurement. EQ-i 2.0® and EQ 360® give leadership development a starting point that isn’t somebody’s opinion of you.
Talent wins games. Emotional intelligence wins market share.
We start from a benchmarked score, not from someone’s read on you. Opinion is where most leadership feedback stops. This is where it starts.
The same number can be a strength in one role and a liability in the next. Every result gets read against your structure, the job, and your industry.
Every assessment finishes with a short list of specific behavioral changes, each tied to a business outcome — not a report you file away.
It’s sharpening the two or three leadership behaviors that actually move execution. Everything else about you stays exactly as it is.
If you're dealing with a leadership challenge and aren't sure what's driving it, let's talk.