Venn diagram with pink, blue, and purple overlapping circles.

Integrative

When the transition is already live or about to be, sustained support for the leader from Day 0, for 9 to 12 months, to help set them up to succeed.

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What It Is

Integrative is support for the leader through the whole transition, starting at day zero, with regular check-ins and alignment with the sponsors, to catch and address any drift in real time.

In the early months, the leader is working out the role while the system is forming its view of them. The leader often holds back from asking questions. The system often holds back from stepping in, waiting for the leader to find their feet. By month six, much of what has formed starts to set. That is where many transitions go wrong, and it’s the gap Integrative covers.

I meet the leader weekly through Day 100, when impressions form fastest, then every two to three weeks. Between sessions, the leader can reach me for anything that can’t wait, and so can the sponsor. Every conversation is anchored to the goals agreed with the sponsor at the start, so the work stays focused on integration into the system, culture, and people.

For organisations or leaders who want focused support specifically during the first three months, Navigation is the right starting point. Integrative covers the full arc.

A graphic timeline illustrating stages in pattern formation, starting from an ideal starting point, with the most common entry point at 6 months, and noting that past 18 months the process differs.

How It Works

  1. First conversation. We talk through the transition. If the work fits, we agree on the scope.

  2. Contracting. You and I agree on goals, cadence and scope in writing.

  3. Start. Integrative starts in the leader’s first 30 days. Once payment is made, the Hogan Forecast begins and takes about two weeks. Sessions start straight away. If the leader starts before Day 1, two Day 0 sessions are included.

  4. Kick-off. I meet the leader, then hold a three-way alignment session with you.

  5. Ongoing sessions. Weekly for the first 100 days, then every two to three weeks through month 9 or 12. The leader has direct access between sessions for urgent matters. It is not unlimited and does not replace sessions.

  6. Three-way reviews. Periodic sessions with you, the leader and me. Clear boundaries are honoured — the leader’s sessions stay private, and you see progress in the three-way sessions.

  7. Where needed. A 360 assessment or team alignment session may be recommended, scoped and priced separately.

A Venn diagram with three intersecting circles in pink, blue, and purple, illustrating the overlaps between the sets.

What You Get

The Sponsor(s)

  • A starting read, shared in the kick-off session with the leader present, on where the leader’s strengths lie, where they might drift under pressure, and what support may be needed to stay on course.

  • A progress view, from the three-way sessions, of where the transition is holding and where it needs attention.

  • Early sight of drift while it can still be adjusted.

The Leader

  • A Hogan Forecast read and what it means in this role. How they work when things go well, what shows up under pressure, and what drives their decisions. We return to it as the engagement progresses, rather than reading it once and filing it.

  • Support in reading the system around them: who is forming a view, what they might be looking for, and how that view is changing as they settle in.

  • A confidential place to think through what is forming around them as it happens, with direct access between sessions for what can’t wait.

How the Partnership Progresses

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Flowchart illustrating stages of team development: Pre-engagement, Kickoff with leader and tripartite, Ongoing coaching, and When needed for team alignment.
Flowchart illustrating stages of team development: Pre-engagement, Kickoff with leader and tripartite, Ongoing coaching, and When needed for team alignment.

  • Pre-engagement

    The first conversation, then contracting. We agree expectations, cadence and what the engagement covers before anything starts.

  • Kick-off

    I meet the leader to see where they are now, then hold a three-way alignment with the leader and sponsor.

  • Ongoing Coaching

    Weekly to Day 100, then every two to three weeks.

  • Where Needed

    A 360 or team alignment session, scoped separately.

Contexts I Work With

Internal Move

A leader promoted from within.

The focus is to support the leader in adapting to the new altitude, resetting relationships with people who knew them before, and moving away from old dynamics.

Venn diagram with overlapping pink and blue circles showing their intersection in purple.

External Hire

An incoming executive whose track record travels, but whose familiarity with the culture and systemic influences doesn’t.

The focus is supporting the leader in reading the signals, calibrating to the system and the people quickly, and being seen as credible, not just quick.

AI-Driven Role Shift

The demands on the workforce are changing faster than anyone can define.

As the system adopts and rolls out AI, the focus is to identify where reskilling matters and to strengthen the leader’s judgement and discernment.

Corporate engagements SGD 11,500 (9 months) · SGD 13,500 (12 months).
Scoped to where the leader is in their transition.

"The right conversation, early, changes what happens next."

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Self-funded leaders, see Individual Coaching

→ Individual coaching

FAQs

  • Navigation covers Day 0 to Day 100. Integrative covers the full arc from Day 0, for 9 to 12 months, with a deeper sponsor structure. Separate engagements. Pick Navigation for focused early support, Integrative for the full arc.

  • The core engagement runs 9 to 12 months. Lighter support at a lower cadence can continue through month 18, scoped separately.

  • Not automatically. Both are scoped and priced separately and brought in when the need is visible. For an external hire, a 360 usually makes sense around month 12 to 15, once people have formed a real impression. For an internal promotion it can start from day one, since people already know the leader.

  • What the leader tells me in sessions stays with the leader. What the sponsor tells me stays with the sponsor. Progress is shared only in three-way sessions with the leader, the sponsor and me, so the leader hears what is shared and can speak to it.

  • In my experience, 90 days is where onboarding ends, not where the transition ends.

    I’ve worked with 300+ leaders, and I see the same thing repeatedly. The harder part comes after the introductions are done: how the leader is being read, which relationships matter, and whether early habits hold once the pressure rises. By around month six, much of that has set.

    Research points the same way.

    That’s why the weekly work is concentrated in the first three months and spaced out after. Twelve months is the ceiling, not the standard. Where the leader is when we start decides the length.

  • Integrative starts where the leader is. By month six, some patterns have started to set, so the early work is reading what has formed and what can still move. We agree to the focus and cadence in the Integrative Consultation, and the engagement runs nine months from there.

  • Yes, through Readiness →, which is separate from Navigation and Integrative. Once your appointment is confirmed, that’s Day 0.

  • Organisations:
    A leader past their first 30 days can still be supported. Start with a First Conversation, and the engagement is scoped to where they are.

    Individuals:
    Navigation and Integrative start in your first 30 days. If you’re further in, the right approach depends on where you are. Book an Exploratory Call and we’ll shape it together.