MindShifts.co
A leadership integration practice for organisations managing transitions and the leaders living them.
The Practice
MindShifts.co is a leadership integration practice that works at the point where a leader, stepping into a new role or challenge, must align with what the organisation actually expects of them, both personally and in the role they are or will be leading.
Maxcel Group Pte. Ltd. established MindShifts.co in 2019, starting as an executive coaching practice. The focus sharpened on transition and integration as the pace of change and disruption accelerated — with AI and technology adoption among the biggest drivers — began reshaping roles faster than most organisations could formally respond, and leaders could adapt.
Twenty years of leadership experience and the coaching practice itself have grown together to shape how MindShifts.co works today, because what I've found, across hundreds of these transitions, is that the leader's read and the organisation's read rarely match from the start.
How one bridges that gap usually determines whether change, transformation, and transition really hold.
Preeti Kurani
Integration Coach & Consultant
Why Integration Support is Critical
Most organisations already have something in place — an onboarding plan, a first-100-days focus, support from the system. The gap isn't effort. It's timing and attention.
A coach usually enters around month four or five, once the leader begins to settle — because the value of bringing one in earlier isn't obvious until it's already needed. By then, the first, most formative months have already shaped the leader's trajectory and also what they set in motion for the organisation. Without anyone reading them in real time, drift only grabs attention once something's visibly gone off track. By then, patterns have set in, and dialling them back not only gets harder; sometimes it is too late. The opportunity cost is both higher and graver.
What I Augment
Real-time Read
Early support creates the space to catch familiar patterns faster, before they harden into the norm and one’s potential is written off or confidence takes a hit.
Staying on Track
Accountability held against the goals, milestones, and check-points set at the outset, helps keep the focus on point — leader’s and the system’s.
Guarding What's at Stake
The cost of a senior appointment isn't the salary. It's what's spent to get someone into the seat — and what it costs when they derail. Regular presence is what protects that bet.
Why Me - Preeti Kurani
The gap a transition creates — what a leader brings and what the system expects — isn't abstract to me.
Twenty years inside senior leadership before I ever coached anyone — including a decade leading teams through a reputation- and relationship-driven luxury industry, where a misstep is expensive and visible.
I know what a transition feels like from inside it, because I have navigated many transitions — across leadership levels, organisational restructures, retrenchment, even relocation on my own — making mistakes, with no playbook or integration support beyond the logistical, introductory kind. Always on my toes, sleuthing for signals on what was landing and what wasn't. No real-time feedback. No real-time pattern-spotting.
That's what makes it easy for me to see both sides and to catch the drift early in someone else and different organisational contexts — and why I advocate for integration support built in from month zero, the moment a hire is finalised, not once something's already visibly off track.
My personal experience leading and managing transitions, along with extensive coaching experience, underpins reflective inquiry — the thing that makes it possible for a leader to see what they're unable to see and the system to understand when and how to step in, while in the thick of it.
Three hundred leaders, twelve CHROs, and countless HR leaders and sponsors have sat across from me in this work — across financial services, pharma, management consulting, and luxury.
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