MindShifts.co
A leadership integration practice for organisations managing transitions and the leaders living them.
The Practice
MindShifts.co is a leadership integration practice that works at the point where a leader stepping into a new role or challenge must align with what the organisation actually expects of them, both personally and in the role they are or will be leading.
Maxcel Group Pte. Ltd. established MindShifts.co in 2019, starting as an executive coaching practice. The focus sharpened on transition and integration over the past few years, as the pace of change — AI and technology among the biggest drivers — began reshaping roles faster than most organisations could formally respond.
Twenty years of leadership experience and the coaching practice itself have grown together to shape how MindShifts.co works today, because what I've found, across hundreds of these transitions, is that the leader's read and the organisation's read rarely match from the start. How one bridges that gap usually determines whether the leader succeeds.
Preeti Kurani
Integration Coach & Consultant
What I Augment
Real-time Read
Early support creates the space to catch familiar patterns faster before they harden into the norm and one’s potential being written off.
Staying on Track
Accountability held against the goals set at the outset, to catch whether something specific is actually being missed.
Guarding What's at Stake
The cost of a senior appointment isn't the salary. It's what's spent to get someone into the seat — and what it costs when they derail. Early presence is what protects that bet.
*CEB/Heidrick & Struggles/Manchester Inc.
Most organisations already have something in place — an onboarding plan, a first-90-days framework, sometimes a coach. The gap isn't effort. It's timing, and it's attention.
A coach usually enters around month four or five, once the leader begins to settle — because the value of bringing one in earlier isn't obvious until it's already needed. By then, the first, most formative months have already happened without anyone reading them in real time, and it only grabs attention because something's visibly gone off track. That is the real reason why 35-50%* of transitions are reported as failures.
About Me - Preeti Kurani
This gap isn't abstract to me.
Twenty years inside senior leadership before I ever coached anyone — including a decade leading teams through a reputation- and relationship-driven luxury industry, where a misstep is expensive and visible.
I know what a transition feels like from inside it, because I navigated them on my own — making mistakes, with no playbook or integration support beyond the logistical, introductory kind. Always on my toes, sleuthing for signals on what was landing and what wasn't. No real-time feedback. No real-time pattern-spotting.
That's what makes it easy to catch the drift early in someone else — and why I advocate for integration support built in from month zero, the moment a hire is finalised, not once something's already visibly off track.
Personal experience of leading and managing transitions underpins reflective inquiry — the thing that makes it possible for a leader to see what they're unable to see while in the thick of it.
Three hundred leaders and ten CHROs have sat across from me in this work — across financial services, pharma, management consulting, and luxury. Trusted by CHROs to support their teams, by CxOs to do the work directly, and in partnership with digital coaching platforms.
I read every assessment myself. I run every debrief. I hold every session through to completion. That continuity is the value I bring to the work.
Preeti Kurani.
ICF-PCC. CPCC. Advanced Hogan Assessor.