COMMUNITY COMMITMENT

In Transition · Job Displacement Support ·Singapore

A private support initiative for mid-to-senior professionals navigating the end of a role — or a shift so complete the role no longer feels like yours.

Singapore Citizens and Permanent Residents

Accessible Pricing

Three Conversations

Fully Confidential

When a role ends — especially one that wasn't chosen to end — what follows isn't simply a job search. It is a quieter and more disorienting experience. The four disruptions below are what most professionals navigate alone, without naming them. Naming them is where the work begins.

FOR THE INDIVIDUAL

What redundancy actually triggers.

Most professionals navigate these four disruptions without naming them. The practical layer — the job search, the CV — is visible. The layer underneath is where the real disorientation lives.

01
Identity Rupture
"I was what I did. And that's gone."
Professional identity is often more load-bearing than we realize — until it's removed. The role wasn't just work. It was how you made sense of yourself, your time, and your place. When it ends abruptly, what remains can feel unfamiliar.
02
Worth Fracture
"They chose not to keep me."
Redundancy carries a specific wound that resignation does not. Even when the decision is structural or economic — the felt experience is personal. Confidence and self-worth crack at the point where the decision landed. This is the disruption most people carry quietly, and longest.
03
Ground Loss
"Everything that structured my day is gone."
The role provided more than income — it provided rhythm, belonging, purpose, and forward motion. When it ends, the structural scaffolding of daily life goes with it. Financial uncertainty compounds the disorientation, but ground loss is broader than money.
04
Future Blindness
"I can't see what comes next — or whether it wants me."
The path forward is obscured — not because options don't exist, but because the disruption to identity and worth makes it difficult to read them clearly. The question isn't only "what's next" — it's "do I still have what it takes to choose well."

HOW THE SUPPORT WORKS

Three conversations. Private. Contained. No programs, no assessments.

This is not career coaching or job search acceleration. It is sense-making support — slowing things down, naming what's changed, and finding steadiness before the next move.

01
The First Conversation
Understanding the context — what happened, what it's disrupted, and what you're carrying. No agenda beyond listening carefully. This is where the work begins to take shape.
02
The Working Conversation
Going deeper into what's actually at stake — identity, worth, the read on the future. Where the quieter questions are named and held, not rushed past. Wherever the thread leads.
03
The Closing Conversation
Not a plan — a position. A clearer sense of what belongs to you, what you're ready to carry forward, and what the next move looks like from steadier ground.
The goal isn't the next role. It's the steadiness to choose it well — and to choose it as yourself, not as someone still managing the disruption.

INVESTMENT

For the Individual
Three conversations. Private. Contained. No ongoing commitment.
SGD 900
Accessible Pricing · 3 Sessions · 60–75 min each
A deliberately accessible rate — part of MindShifts' commitment to Singapore's workforce priorities. Not a reduced-service offering. The work is the same.
Limited to three Singapore Citizens or Permanent Residents per quarter. Not every request will lead to a conversation — fit is assessed early and honestly.
Three sessions held within three months of your first conversation. At your pace within that window.
Share a little context →
Confidentiality
Nothing from your conversations is reported to any organization, employer, or third party. If your engagement is arranged through an organizational package, the only confirmation provided is whether sessions have been activated — for benefit reporting purposes only. Your conversations are entirely your own. This is non-negotiable and absolute.
Eligibility
Open to Singapore Citizens and Permanent Residents who are mid-to-senior professionals navigating redundancy, AI-driven disruption, significant scope change, or the space between what was familiar and what comes next. Self-funded at SGD 900, or through an organizational exit package where your employer has arranged support.

FOR THE ORGANIZATION

What redundancy exposes — inside the organization.

How an organization exits people is not a separate matter from how it leads them. Those staying are watching. The market is watching. In Transition · Singapore gives Singapore-based organizations a considered, confidential way to support outgoing leaders at the moment it matters most — without programs, reporting, or compromise on the quality of care.

01
Trust Erosion
Those staying are watching.
How you exit people is how those remaining understand their own tenure. A poorly handled departure doesn't stay with the person who left — it lives in the room with everyone who watched it happen. Trust is built in years and lost in moments.
02
Reputational Exposure
The market sees exits. Especially at senior levels.
Senior departures are visible — to peers, to networks, to future hires. How an organization treats people on the way out shapes whether the right people want to come in. Employer reputation is not built by recruitment marketing. It is built by exits.
03
Leadership Continuity Risk
What leaves with the person is rarely on the org chart.
Knowledge, relationships, institutional memory, and political capital exit with the leader. Organizations that invest in a considered exit — rather than a clean break — retain more of what matters, and close the chapter in a way that protects what remains.
04
The Responsibility Gap
The decision to let go and the responsibility to exit well are not the same thing.
Most organizations close the first and ignore the second. The decision is made, the process is followed, the paperwork is signed — and the person is left to process the experience alone. Closing the responsibility gap is not a gesture. It is a leadership standard.

WHAT THE ORGANIZATION PROVIDES

Three private conversations for each outgoing leader. No programs. No reporting. No minimum.

Each outgoing leader receives three 1:1 conversations — 60 to 75 minutes each, held privately within three months of their first session. The focus is sense-making and steadiness, not career acceleration. Nothing is reported back to the organization. Leaders have six months from their last day to begin. They are never abandoned. The cost simply shifts.

Retainer
SGD 1,200
On signing. Credited against the first confirmed engagement. Holds capacity and confirms the partnership.
Per Leader Fee
SGD 1,200
Billed on first session confirmation only. No usage means no charge beyond the retainer.
If Unused
Credit note
Valid 12 months. Applicable against any future MindShifts engagement. No waste. No pressure.

INVESTMENT

For the Organization
Outgoing leaders benefit. Those staying notice.
SGD 1,200
Per Outgoing Leader · Accessible Pricing
In Transition · Singapore can be included in a redundancy or workforce transition package — giving departing leaders access to private, professional support at a critical moment.
The work is confidential. Nothing is reported back to the organization. What it signals to those still inside is a decision about culture — made visible at the moment it matters most.
Leaders have six months from their last day to begin. Sessions must be completed within three months of the first session. They are never abandoned. The cost simply shifts.
Start a transition conversation →
Confidentiality — Say This Clearly to Your Leaders
Nothing is reported back to the organization. No session content, no outcomes, no leader feedback. The only thing MindShifts confirms to the organization is whether an engagement has been activated — for benefit reporting purposes only. The leader's conversations are entirely private. This is non-negotiable and absolute.
Who This Is For
Available to Singapore-headquartered and Singapore-incorporated organizations navigating redundancy, restructuring, or workforce transition at the mid-to-senior level. The accessible rate is unlocked by the organization's Singapore status — outgoing leaders of any nationality are eligible when their employer holds the engagement.

ABOUT PREETI & THIS WORK

Two decades at the moments that matter.

I've spent over two decades working with leaders and professionals at moments where something important has shifted — a role has changed, scope has expanded or narrowed, or the ground beneath them no longer feels familiar.

What I've learned is that these moments are rarely about capability. They're about the quieter disruption to identity, context, and the sense of where one belongs. That layer rarely gets named — and it rarely gets the attention it deserves before the next move.

In Transition · Singapore is part of MindShifts' commitment to Singapore's workforce priorities landscape. The same rigorous work that sits at the center of the Integration Arc — made accessible, deliberately, for this specific moment.


Preeti Kurani · Chief Integration Coach · MindShifts

In Transition · Singapore is a subsidized initiative for Singapore Citizens, Permanent Residents, and Singapore-based organizations. If you're navigating job displacement outside this scope — the support is available. Reach out directly →