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 — and nobody quite names it.
That's the space I work in. Not before the transition. Not after it's already failed. The months in between, when it's actually being decided—whether or not anyone's tracking.
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
When you want confidence in the leader taking the seat — and a strong understanding of what it will take to set them up to succeed: what drives them, the kind of culture they thrive in and create, and the specific support they'll need to integrate well — I sit with you and your leader, and a Hogan-backed read that tells us exactly that.
Integrative
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.
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
Every engagement starts with a Hogan assessment, not a conversation built on assumptions or what we believe to to be — because 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
Hi I’m Preeti
I lead organisational transition consulting and integration coaching at MindShifts.co, backed by 20+ years of personal experience in senior leadership roles and navigating transitions.
ICF-PCC · Advanced Hogan Assessor