Diagnostic
Diagnostic
When you want confidence that the leader lands well and integrates, and the investment is protected — I sit with you, your leader, and an assessment that tells us where the risk actually lies, before it becomes a performance or cultural-fit conversation that takes work to walk back.
This is where most engagements start. A Hogan-backed read — HPI, HDS, MVPI, and reasoning — gives us a specific, individual picture of where a leader's derailment risk actually sits, rather than a general sense that something might be off.
You get a written summary, and the leader gets a confidential debrief. If the results indicate a need for ongoing support, it flows directly into Integrative. If it doesn't, you still have a clear, evidence-backed answer either way.
What It Is
The Diagnostic is a structured engagement, not just an assessment score. It starts with an alignment call, moves through the Hogan Suite itself, and closes with a debrief that turns the data into a specific read on this leader's transition — not a stand-alone report you're left to interpret on your own.
It's just as useful before a hire as after one. If you're deciding between final candidates or confirming a promotion before it's announced, this is the perfect time to bring it in.
What It Is
Not a confirmation or rejection. There's no good or bad profile — only patterns, and what they mean in this specific context.
Not a personality quiz. It's read in the context of a specific transition, not treated as a stand-alone artefact.
Not a diagnosis. It doesn't name what's wrong with someone. It names what to watch for.
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Hogan surfaces decision-making and contextual-judgment risk before commitment, catching what's expensive to unwind after the fact.
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Every session is read against a known pattern, not built from a guess each time.
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Hogan shows where a pool of potential successors is genuinely ready and where the gaps actually sit.
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Hogan closes the gap between how someone sees themselves and how they're actually being experienced by the people around them.
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Hogan surfaces where a team's composition creates friction or blind spots before it shows up as visible conflict.
Use Cases
A quick way to see which situation you're actually in.
A general rule of thumb: for leaders three to six months into a transition, what I recommend depends on where they actually are — the core instruments are always the starting point, with HBRI and Judgment added based on their level and what the role specifically demands.
Leadership Instruments We Use
Hogan Suite of Assessments
What It Is
The Hogan Suite is a personality assessment — three core instruments (plus Reasoning and Judgment, where relevant) that build a picture of how someone thinks, behaves, and is motivated. It's used to understand a leader as they actually are, not as an interview or a CV might suggest.
Why
It's the assessment built specifically to measure what surfaces under pressure — most personality tools describe someone at their best, not what happens when the stakes rise.
The read is contextualised to the actual role and transition, not delivered as a generic profile.
The investment is durable — one assessment can be re-referenced across role changes for 4-5 years, because the two points above hold true regardless of which specific role someone moves into next.
What Each Instrument Shows
HPI | Hogan Personality Inventory
How someone operates day to day — their working style, strengths, and how they show up when things are going well.
HPI | Hogan Personality Inventory
How someone operates day to day — their working style, strengths, and how they show up when things are going well.
Diagnostic
Diagnostic
When you want confidence that the leader lands well and integrates, and the investment is protected — I sit with you, your leader, and an assessment that tells us where the risk actually lies, before it becomes a performance or cultural-fit conversation that takes work to walk back.
This is where most engagements start. A Hogan-backed read — HPI, HDS, MVPI, and reasoning — gives us a specific, individual picture of where a leader's derailment risk actually sits, rather than a general sense that something might be off.
You get a written summary, and the leader gets a confidential debrief. If the results indicate a need for ongoing support, it flows directly into Integrative. If it doesn't, you still have a clear, evidence-backed answer either way.
Investment
Starts at SGD 3,250
Format
Assessment + 90-min debrief for leader + 1 check-in session
Written debrief note for organisation
Best for
Leader you are watching closely — a potential new senior or executive hire
How We Begin
1
A conversation
No pitch. Just what's actually going on with the leader or the transition, and whether this is the right fit.
2
The Diagnostic
An assessment-backed read of where the risk actually sits — yours to keep, whether or not we go further.
3
The Engagement
I stay with the leader through the window that actually matters — with periodic reviews and alignment back to you as the sponsor, on a schedule we set together, not day-to-day oversight.
In Their Words
"I was determined to hone my interpersonal skills and expand my influence. Preeti not only heightened my self-awareness but empowered me to embrace my identity, which helped reshape others' perceptions of me, securing me that role."
EVP, Financial Services (anonymous)
"Preeti brings a genuine coaching style, clear guidance, and a structure tailored to my needs. I did not just gain skills; I gained a partner who believed in me. She constantly helped me to stay focused through all my competing priorities at work and personally."
Kar Ning, Regional HR Director, Organisation Development — Sephora
"She has significantly enhanced my self-awareness and given me practical techniques and methodologies to navigate various professional and personal situations. ... Coaching with Preeti has been highly effective, and I would wholeheartedly recommend her to anyone looking for an executive coach to elevate impact."
Cameli Pawar, General Manager — Unilever
Leaders I've worked with have held roles at Chanel, Sephora, LVMH, Unilever, Google, Accenture, AMEX, Oracle, GovTech, Pfizer, bp, and more.
Let's Talk
"The right conversation, early, changes what happens next."
Hi I’m Preeti
I lead organisational consulting and transition coaching at MindShifts.co, backed with 20+ years in senior leadership leading teams through organisational change, restructures, relocation and redundancy. I largely work with organisations managing leadership transitions and the leaders navigating them.
ICF-PCC · Advanced Hogan Assessor