ABOUT / THE PEOPLE AND THE PRACTICE
A practice shaped by what remains unsaid.
Unsaid Labs is founded by Jim Tharakan. It brings together experience from inside organisations and years of working with groups on the conversations that shape leadership, culture and change.
It is a practice built around a simple belief: what people do not say can still shape what they think, decide and do.
THE JOURNEY
From Bespoke Consults to Unsaid Labs.
Bespoke Consults was the earlier name under which this work took shape. As the practice evolved, a clearer centre emerged: helping organisations pay attention to the assumptions, tensions and difficult conversations that sit beneath everyday behaviour.
Unsaid Labs is not a departure from that journey. It is a more precise expression of what the work had become — and the question that continues to guide it.
HOW THE PRACTICE TOOK SHAPE
Three threads. One point of focus.
01 / INSIDE ORGANISATIONS
Understanding how organisations work.
Jim’s corporate experience across IBM, Mphasis, Nokia and DSM spans organisational development, culture transformation, people leadership and inclusion work.
02 / WORKING WITH PEOPLE
Making space for the human dynamics.
Facilitation brought another lens: dialogue, storytelling, theatre and experiential methods for working with trust, identity, tension, belonging and difficult conversations.
03 / NAMING THE WORK
Giving the work a clearer centre.
Unsaid Labs brings these strands together around what often goes unspoken — and the influence it has on decisions, relationships and organisational life.
THE IDEA AT THE CENTRE
What is said. What is not. Both shape what happens next.
The said
Plans, strategy, roles, decisions, values and the conversations an organisation knows it is having.
The unsaid
Assumptions, hesitation, power, tension, identity and concerns that may be felt but not openly named.
Unsaid Labs works in the space between the two — helping people bring what matters into view and decide what to do with it.
THE PRACTICE TODAY
Where the work happens.
Leadership and teams
Working with the dynamics that influence alignment, trust, accountability and collaboration.
Culture and belonging
Exploring the gap between stated values and lived experience, and making room for perspectives that are easy to miss.
Difficult conversations
Creating thoughtful ways to engage with subjects people may avoid, soften or struggle to name.
The work is personal. The questions are organisational.
Jim’s experience, perspective and facilitation practice shape the work. The aim is always to meet each organisation where it is — not to arrive with a fixed script or a pre-decided answer.
Every engagement begins with a conversation.
Tell us what is happening in your organisation — including what may be difficult to say.