You have the role.
Now arrive in it.
A structured six-month coaching journey — eight one-to-one sessions — built for the most decisive, most exposed months of a CXO career.
of new executives fall short within 18 months.
The first six months decide the next three years.
They rarely fail for lack of talent. The transition itself is the risk. Pressure surfaces the shadow behaviours you kept in check. An imported strategy misfires against the real situation. The predecessor's shadow shapes how you are received before you have said a word. Most leaders navigate all of it alone. The best ones do not.
A system built for one moment — your transition.
Generic executive coaching is open-ended. This is structured — three risks, targeted directly.
See yourself first
Map your derailers before Day 1, so pressure does not surface your shadow side in front of the people you most need to convince.
Read the real business
Diagnose the situation you actually inherited (STARS). Then act on it — not on the playbook that worked in your last role.
Name the shadow
Decode the imprint your predecessor left on culture, loyalties and expectations — the one no one will name out loud.
From new leader to the leader.
- Six months. Eight sessions.
One protected hour, roughly every three weeks, to think — plus preparation before Day 1.
- Three outcomes, in order
See yourself clearly. Navigate the ecosystem. Embed, then sustain.
- A live toolkit you keep
Derailer map, stakeholder grid, CEO operating manual — yours to use long after the engagement ends.
- A confidential thinking partner
Direct access to Anand Bhaskar — PCC-ICF, 250+ CXOs coached, former CHRO who has sat in your seat.
Every session leaves you with something you can use on Monday.
Before Day 1 — a psychometric assessment, your transition intentions, and the first hypotheses to test. You start oriented, not improvising.
- 01
Self-Awareness & Derailer Mapping
Debrief your psychometric. Leave with an early-warning system for the moments pressure surfaces your shadow side.
Weeks 1–2 - 02
Stakeholder Mapping & Relationship Strategy
Plot the influence-interest grid. Leave with a decoded CEO relationship and a stakeholder plan for your first 90 days.
Weeks 2–3 - 03
Decoding Culture & the Predecessor's Shadow
Read the operating code beneath the stated one. Leave with a Cultural Operating Manual for the organisation you inherited.
Weeks 4–5 - 04
Strategic & Business Diagnosis
Run the STARS diagnosis on the real situation. Leave with a strategy calibrated to it — not the playbook from your last role.
Weeks 6–8 - 05
Expectation Alignment & Early Wins
Set the 30-60-90 success framework with your CEO. Leave with three to five early wins your stakeholders will notice.
Weeks 9–10 - 06
Navigating Internal Politics & Coalitions
Map the informal power grid. Leave with coalitions built on shared interest — not favours you will owe later.
Weeks 13–15 - 07
Leading the Team & Building Followership
Convert an inherited team into your team. Leave with followership, not just compliance.
Weeks 16–18 - 08
Sustaining Momentum & Consolidating Identity
Consolidate the leader you have become. Leave with goals for months 7–18 and the identity to carry them.
Weeks 19–22
“I have sat in the seat you are stepping into.”
Anand has sat in the seat. Former CHRO at Adani Airports, Sapient and the GE-SBI joint venture. Senior leadership roles before that at Microsoft and Unilever.
A PCC-ICF certified executive coach with 5,000+ coaching hours and 250+ CXOs coached over the last decade. Accredited across leading leadership and psychometric assessments.
Leaders he has coached come from Tesco, Diageo, Daimler, Intuit, Adobe, TE Connectivity, Alstom and BIAL, among others.
- Absolute confidentiality
- Private, self-sponsored, off the record. What you share never leaves the room.
- Honest challenge
- Support, and a mirror when you need one. The value is clarity, not comfort.
- Rapid terrain-mapping
- Read the stakeholders, culture and predecessor's shadow you have inherited — fast.
His engagement skills are truly exceptional. What sets Anand apart is his profound understanding of individual personalities — he tailors his coaching to each person's strengths, making the guidance both relevant and impactful.
I was at a crossroad of conflict. From a reluctant attendee to someone who eagerly awaited the next session — Anand's quiet, unassuming style, filled with searching questions, led me down a path of discovery on complete blind spots.
His coaching was instrumental in my professional and personal growth. One key outcome was my decision to pursue the PGPX from UCLA Anderson, which greatly enhanced my strategic thinking and prepared me for larger roles.
Your ability to inspire, motivate and encourage individuals to find their maximum potential is truly commendable. Some of the life lessons I learnt will remain forever in my leadership transformation.
What leaders ask before the first conversation.
The goal is not to survive your transition.
It is to arrive.
A short note is enough to begin. Every enquiry gets a personal reply from Anand.