When your role changes, you must too..
You’ve built competence, achieved success, and yet your next chapter demands a different operating system — for your stakes are higher, the complexity is sharper, and the ground feels less steadier.
Your next role isn’t about what’s next—it’s about how do you need to think, show up, and act differently to ensure success. And about strategic clarity to accelerate impact and move forward without losing yourself, your goal, or your chances of definitive success.
The Transition Arc
Your executive transition — whether a vertical move or a lateral move — is a path that brings with it a surge excitement of the new role coupled with the quiet pressure and fear of failure.
This journey, however, isn’t random; it's a structured process with predictable emotional and strategic demands. Your context may be different, but the approach to sustained impact and long-term success is the same.
At MindShifts.co, we guide you through the full arc — the four phases of transitions — ensuring your internal commitment to change (mindset) meets the external demands of your new environment for long-term impact and sustained success.
Phase I:
Pre-Transition Preparation
Mindset Shift
This is the internal work before Day One. It's often defined by nervousness and self-doubt—the voice that questions if you are truly ready.
Your goal here is personal and strategic readiness.
We move beyond guesswork by auditing your current skills, setting a clear internal mandate, and addressing the specific traits (like micromanagement or avoidance) that could sabotage your launch.
This phase converts your self-doubt into a focused, executable plan.
Phase II:
Alignment
90-Day Mandate
The first three months are the most critical. While the environment is noisy, the emotional challenge is maintaining clarity, staying grounded in your core values,and belief in your experience.
Your goal here is mandate clarity, team & organizational alignment and understanding the new enviroment.
We focus on rapidly decoding the new culture, aligning your vision with key stakeholders, and securing the early wins that establish your leadership credibility.
This phase ensures your actions are strategic, not reactive.
Phase III:
Integration
180-Day Milestone
This phase, covering months 4–6, is the careful roll-out of vision and new strategy. Leaders often hit a wall of overdrive, burnout, and stuckness as new strategy meets systemic resistance.
Your goal here is creating transparency, buy-in, inclusion, and remaining open to course correction.
We tackle the delegation failures, manage the political pressures, and embed new habits, transforming initial strategy into resilient, automatic executive competence.
This named milestone emphasizes accountability and delivery at the half-year mark.
Phase IV:
Execution
Established Success
Beyond the initial crisis, months 7–12 are about momentum and building for sustained success.
While you navigate focused stewardship and loneliness, this period marks your transition from managing the change to owning the system.
Your goal her is establishing a strong foundation for sustained impact and success.
We focus on securing systemic mastery, ensuring the role is self-sustaining, and consciously building protocols for long-term influence and renewal, preparing you for the next high-stakes challenge.
Beyond the initial crisis, this phase is about making sure the transition "sticks."
The Core Shifts: How You Recalibrate
These are the internal transformations required for sustained success. You must move from relying on old competencies that brought you here to embracing the new executive operating system.
Achievement
Control
Performance
Self-doubt
Conviction & Trust
Lead from inner purpose and resist the urge for external validation.
Managing Change
Identity Crisis
Strategic Recalibration
Redefine your purpose and role based on strategic necessity, not history.
Shift from personal output to organizational priorities.
Alignment
Replace management with trust in people and established systems.
Systemic Clarity
Focus on how you show up and command influence, not just what you do.
Executive Presence
Move beyond administration to inspire, drive, and sustain transformation.
Mobilizing Action
Who We Partner With
Individuals
Every leader navigating change falls into one of these five inflection points. We address the strategic and systemic challenges of your context, as well as the specific emotional change you are experiencing.
We work across 5 inflection points:
Leadership vertical or lateral move to a more high-stakes role, where the leader faces the risk of not scaling influence fast enough or purposefully.
Leader at a crossroads — navigating a career pivot, mid-career change, or feeling stalled in current role/environment and in need of sustained clarity to define new path.
Leaders leading change — an org restructure or M&A integration, struggling to overcome resistance and embed new behaviors across the system.
Leader facing market or job disruption where you must strategically reskill to reposition yourself and quickly scale current skills into a new domain to thrive.
Leaders re-entering the workforce need to rebuild their network, elevate their executive presence, and revalidate their value.
Quick surface fixes and a stand-alone strategy won't cut it. What you need is a personalized, contextualized, and battle-tested system that senior leaders use to master their specific inflection point.
Organizations
We translate the most common executive transition failures into a structured, proactive strategy. Our focus is on ensuring your critical talent investments are protected from organizational chaos and talent flight.
We work across 3 organizational mandates:
Supporting external executive hires for mitigating the risk of passive integration and potential political blind spots in the critical first 18 months.
Succession planning & building a leadership pipeline where functional experts are mandated to prepare for the new enterprise-level landscape and prevent derailment.
Leading organizational change initiatives like wide-scale technology or AI adoption, or restructuring to integrate focus on the psychological impact and team readiness as much as change logistics, reducing chaos and talent flight, and mitigating change failure.
A failure in any of these oversights results in 12–18 months of lost time, organizational chaos, and millions in failed investment.
Led by Preeti Kurani
Transition Strategy Partner
All coaching and consulting at Mindshifts.Co is personally led by Preeti Kurani, a Transition Strategy Partner who works with senior executives (C-1) and senior leaders EVP/SVP/Directors) to de-risk critical transitions.
With over two decades of corporate and leadership experience, she combines psychological depth, strategic foresight, and a proven 180-day framework to help leaders secure credible success and move through change with confidence, clarity, and speed. Preeti specializes in accelerating leadership impact during high-stakes transitions (promotions, succession, pivots).
The Future-Ready Layer
As the world tilts toward an AI-powered future, leadership isn’t about coping with change; it’s about evolving with it — consciously. Our work integrates future-readiness into every format, so you don’t just respond to disruption—you evolve through it.
Relevance
Understanding how AI is shifting industries, roles, and leadership value, and reimagining aspects of leadership.
Human Edge
Strengthening the traits (empathy, ethics, narrative clarity) that guarantee your relevance in a disruptive, automated world.
Adaptive Thinking
Developing the capability to make wise decisions amid data overload, AI hallucinations, and tech evolution.
Systemic Intelligence
Evaluating how technology, culture, and strategy intersect to inform your high-stakes decisions.
Some of my partners include leaders from
Leadership transitions aren’t about changing yourself — they’re about realigning with what matters and reimagining aspects of leadership that will help you thrive in new roles and environments.
If you’re navigating change and want to move forward with clarity, let’s talk.
