The people nearest to change are often the last to notice it slipping. I help you catch the drift before it becomes a pattern.
A leadership integration practice for organisations managing transitions — and the leaders living them.
Preeti Kurani
Integration Coach & Consultant
I've sat in rooms with leaders six months into a new role or organisation, when they should have gained real momentum, but instead, I most often notice a drift: a slight steer away from the goals, the room and the people, that slowly and quietly widens, well before anyone close can name it.
Maybe you've seen it too. The promotion that looked right on paper. The hire everyone was genuinely excited about. And then, somewhere along the way, something shifts. By month six, everybody senses it. Nobody quite calls it out. The support still exists, but by then the leader hesitates to reach out. The gap between what the system expects and what the leader brings grows, and soon behaviours harden and become hard to dial back.
That’s the space I work in: with the leader as they move into the role and through the months after, and with the HR leaders and sponsors, to catch the drift as it starts to build.
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 moved 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.
Contexts I Work With
Internal moves
A promotion, a lateral move or a bigger remit. I help leaders work out what has shifted for them
External appointments
A leader joining from outside. I help them read the culture, build relationships and learn the unwritten rules
Roles being re-shaped
A role changing through AI, technology or a restructure. I help leaders learn what the new shape asks of them and find their footing as it moves
Transitions differ in what changes, and that shapes where they get hard.
These are the three contexts I most often work with:
I also work with leaders through other turning points, including career reinvention and exits. Many leaders are living through more than one transition at once.
How I Partner
Change requires Navigation, and context requires Integration.
Start where you are in the transition, and add support as needed.
I support the whole journey, from readiness before the appointment, through the first 100 days, to sustained support as leaders integrate into new roles and environments.
Readiness
Going in Prepared · Before Day 0
Preparation for a step-up, a lateral move, or move into a new organisation before the appointment is confirmed. We look at the strengths that carry forward, the gaps that will matter, how the leader comes across, and who sees their work. It starts with a Hogan read and a debrief, so the preparation is grounded in how the leader actually operates.
Scoped to the leader and the role, weekly or every two weeks. It can start at any time.
Navigation
Building Traction · Day 0 to Day 100
The first 100 days are when decisions are being made, relationships are being built, and reads are being formed — things that can get harder to shift once patterns take hold. Navigation gives the leader a safe space to make sense of what they are learning as it happens, set direction and create traction, with support that stays close to what they are navigating in real time.
Two Day 0 sessions, then weekly support to Day 100, with access between sessions.
Includes a Hogan read and a leader debrief, if not already done in Readiness.
Day 0 is the period between confirming the appointment and the official start on Day 1.
Integration
Staying on Course · Month 3 to Month 12 in the role
After the first 100 days, Integration keeps the leader on course as the role takes shape: goals stay aligned, shifts are noticed early, barriers are worked through as they surface, and the relationships that matter deepen. It is where the leader moves from settling in to leading, with drift caught in both the system and the leader.
Sessions every two to three weeks, with access between sessions as needed.
Integration follows Navigation.
Why Work With Me
Lived, not theoretical
Twenty years in business 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
The work starts from evidence, not assumptions. We use the Hogan assessments to identify the leader's strengths and where the risk in a transition is likely to sit, especially under pressure, to better prep
Tested, at scale
300+ leaders and 12 CHROs have sat across from me in this work. It is the reason I can recognise the patterns early.
Held, in confidence
What a leader tells me stays with the leader. What a sponsor tells me stays with the sponsor. Progress is shared only in three-way sessions, and what a sponsor receives is agreed, and shared with the leader.
Getting Started
Organisations
Transition Consult · 55 minutes · Free
We talk through the transition you are managing: the context, where the leader is in the journey, and the next best step. Sometimes that means being a sounding board. Sometimes it means exploring fit.
Individuals
Exploratory Call · 40 minutes · Free
We talk through the move you are in or about to make, where you are in it, and the next best step. Sometimes I am a sounding board. Sometimes we explore whether we are a fit.
About Me
Hi I’m Preeti
The gap a transition creates between what a leader brings and what the system expects isn't abstract to me.
From what I’ve experienced and seen, change itself is rarely the hard part.
For leaders, it is understanding the new environment: the context, the culture, and the expectations that are more often implied than stated. For organisations, it goes beyond logistical onboarding. It is about how sponsors and HR stay attuned to how the leader is received and how they adapt to the systems and people around them.
In my experience working with leaders across industries and at the executive level, transitions come undone when small missteps go unnoticed or uncorrected. They compound. The leader drifts further from the original intent, the system works harder to pull them back, and what could have been a small adjustment in the first months becomes a difficult conversation about the leader, the role and the fit
If you are managing a transition, restructuring or workforce transformation in your organisation, or you are a leader navigating one, I might be the right fit.
I read every assessment myself. I run every debrief. I hold every session through to completion. That continuity, and the context it preserves, is the value I bring for the leader and the organisation.
ICF-PCC · CPCC · Hogan Advanced Interpreter
20 years corporate experience · 7 years in coaching · 300+ leaders · 2300+ conversations
The right conversation, early, changes what happens next.
Navigating the First 100 Days
Free guide for leaders
A guide drawn from practice: my own transitions and the transitions of more than 300 leaders I have coached, most of them through theirs. Day 0 to Day 100, with a printable worksheet to write on.
