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 on the leader before or at the start of the transition — what drives them, how they show up under pressure, and what the system needs to know to set them up well.
Navigative — The first three months
The first three months 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.
Weekly sessions through the first three months, with access as needed between them. Close to what’s forming. Responsive to what surfaces.
Integrative — Sustained support from month zero
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 set up to succeed in the new role.
From month zero through months nine to twelve — staying close to what’s live, aligned to what the system needs and what the leader is navigating. Where a Diagnostic has been done, it feeds directly into this work. Where the early months need a weekly cadence, that can be built into the Integrative structure.
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, Integrative, a 360 — in part or in combination. 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