How I Partner
Depending on where your leaders are in transition, there are a few points where I can come in
Diagnostic
Diagnostic
When you're not sure yet — I'll sit with the leader and an assessment that tells us where the risk actually sits, before it becomes a performance conversation you didn't see coming.
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
SGD 3,000–4,000
Format
Assessment + Written report for organisation + 90-min debrief for leader
Best for
Leader you are watching closely — a potential new senior or executive hire
Integrative
Integrative
When the transition is already live — I stay with them (and their team) through it. Every few weeks, for as long as the window that actually matters, so the shift holds instead of just surviving.
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 an external hire, there's usually a moment — somewhere between months three and six — when it stops being just about the leader and becomes about whether the team around them has actually aligned. When we can see that coming, a team alignment session is built into the engagement from the start. When I'm brought in after something's already gone sideways, it looks different — because by then, the team isn't starting from a shared understanding; they're recovering one.
Investment
SGD 7,500–15,000
Duration
6 to 12 months
Best for
When a transition is live
Hogan 360
Hogan 360
When it's been months and something still feels off — I bring in a fresh 360 read to tell us whether it’s the transition still unresolved or something else entirely.
This can be booked on its own — you don't need to have gone through Diagnostic or Integrative first. It's built for the moment nine to twelve months in, when things should have settled by now and haven't, and nobody's quite sure why.
If the read points back to the transition itself, this flows naturally into Integrative from here. If it points somewhere else, at least you'll know that too.
Investment
Let’s talk
Format
Survey + debrief
Best for
When something still feels unresolved or the leader’s integration seems stuck
Work With Me
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