How I Partner
Depending on where your leaders are in transition, there are a few ways we can work
Anytime · For a Data-Driven Read
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.
This isn't always where an engagement starts — it can come in before a hire or promotion is confirmed, right as someone steps into the role, or later, once old patterns and muscle memory have quietly taken over. What it reads is the same regardless of timing: the natural tendencies and pressure responses actually driving how this leader navigates the move, and what support or partnership is needed to stay on track.
You get a clear, evidence-backed answer, and the leader gets a confidential debrief. If the results indicate a need for ongoing support, Integrative becomes the natural next step.
Investment
Starts at SGD 3,250
Format
Assessment + 90-min debrief for leader
Our edge: A written note for organisation with recommendations, and a check-in session.
Best for
Leader you are watching closely — a potential new senior or executive hire.
Month 0 to Month 12
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.
This is the core engagement — 6 to 12 months, sessions every 2 to 3 weeks, built around how senior leaders actually meet. It starts wherever the leader is, whether that's fresh off the Diagnostic or already mid-transition when we begin.
For a senior appointment — internal or external — the signs of drift start showin up from month one, if one is watchful of it: how the leader shows up, how they interact, how they make decisions. Most organisations don't have anyone specifically positioned to catch that early enough to matter, or close enough to say something before it hardens into a pattern by month six. Integrative closes this gap — someone reading those signals from the start, not waiting for them to become a problem everyone can see but becomes too much work to dial back from.
Investment
SGD 7,500 – 15,000
Duration
6 to 12 months
Best for
When a transition is live or about to be.
Work With Me
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.