The people nearest to change are often the last to notice it slipping.
A leadership integration practice for organisations managing transitions — and the leaders living them.
Preeti Kurani
Integration Coach & Consultant
I've sat in the room with leaders six months into a role that should have worked — watching the room quietly pull back from them, and no one to catch it in real time.
Maybe you've seen it too. The promotion that looked right on paper. The hire everyone was genuinely excited about. And then, somewhere past month three, something shifts. Everybody senses it. Nobody quite calls it out.
That’s the space I work in. The transition into the role, and the months after — when the leader is settling into the system, and the system is quietly forming its read.
Who I Work With
Organisations
Partnering with you as you manage a promotion, bring in an external hire, or support your leaders through an AI-driven role change. I align with you and work directly with the leader or group of leaders you're sponsoring.
Individuals
You've either made the move into a new role or organisation, or it's imminent, and you’d like to go in prepared and ready to direct what happens next.
How I Partner
Diagnostic — Before or during transition
When you want confidence in the leader taking the seat, a strong understanding of what it will take to succeed, and the specific support they'll need to integrate well.
A Hogan-backed read before or during the transition: what drives the leader, how they work under pressure, and the support they’ll need.
Readiness — Before the appointment
For leaders being considered for, or building towards, a bigger role.
One-to-one work on the strengths, gaps, skills, presence, relationships and visibility the next role will ask for
Navigation — Day 0 to Day 100
The first 100 days are when the reads form, the relationships set, and the patterns that will be harder to shift later begin to take hold. Support exists in this window — but rarely the kind that stays close to what the leader is actually navigating in real time.
2 x Day 0 sessions after the appointment is confirmed, then weekly support to Day 100, with access between sessions.
Integrative — Sustained support from Day 0
When the transition is already live, or about to be — I stay close: helping the leader align with key stakeholders and their team, stay on track with what's actually expected, surface what's hiding in plain sight, and find their footing in the new role.
Sustained support from Day 0 for 9 to 12 months, with sponsor alignment to catch and address drift in real time.
Why Work With Me
Lived, not theoretical
Twenty years inside senior leadership before I ever coached anyone — including a decade leading teams through the kind of high-stakes, reputation-driven environment where a misstep is expensive and visible. Seeing it clearly once I stepped outside it.
Measured, not assumed
Where it’s relevant, an engagement starts with a Hogan assessment — not a conversation built on assumptions. The risk sitting inside a transition is measurable, and we’d rather know where it is than guess at it.
Tested, at scale
Three hundred leaders and ten CHROs have sat across from me in this work. That's not a number I lead with lightly — it's the reason I know what actually moves a transition, and what doesn't.
Held, in confidence
No names, no borrowed anecdotes. What's said in the room stays there.
The Flow
1/ The First Conversation
Not a pitch. A real conversation about the transition — what's actually working, what isn't, and where the gap sits. You leave with a genuine read on whether it's on track or whether the leader needs support getting there — from the system or from an integration coach.
2/ The Partnership
If what surfaced in the first conversation remains unresolved — or if giving the leader the ongoing support they need keeps competing with the sponsor’s own day job — that's when I step in to support the sponsor(s) and the leader with more targeted, accessible help in making the transition successful.
3/ The Work
Whatever the system and the leader need for the transition to hold begins — Diagnostic, Navigation, Integrative — in part or in combination, and at the stage where it’s most needed. Built-in periodic reviews and realignment, and open feedback loops when something surfaces that needs immediate attention.
About Me
I lead organisational transition consulting and integration coaching at MindShifts.co, backed by 20+ years in senior leadership and 7 years of coaching.
I’ve held 2,300+ conversations with 300+ leaders and 12 CHROs — across financial services, pharma, automotive, tech, IT, and luxury — directly and through coaching partnerships.
I also work with a small number of leaders who come to this work on their own — because they want to be in charge of their own transition and integration without waiting to see what support the organisation offers. 3 to 5 every two months. Self-funded, direct, no intermediary.
I read every assessment myself. I run every debrief. I hold every session through to completion. That continuity — and the context it keeps intact — is the value I bring, for the leader and the organisation.
ICF-PCC · CPCC · Advanced Hogan Assessor