You made the appointment.
Now insure the integration.
A structured six-month integration programme for newly hired and newly promoted CXOs. Faster ramp-up, fewer derailments, and a leadership investment that holds.
Invite your incoming leader to play the CXO Transition Game and see whether they can conquer it. The score tells you where the first 90 days are exposed.
of new executives fall short within 18 months.
The appointment is the easy part. The integration is where value is won or lost.
A derailed CXO rarely fails on capability. External hires misread the unwritten code and meet quiet resistance. Internally promoted leaders keep running the function they came from instead of the enterprise they now steer. The cost lands on you: search fees written off, a stalled agenda, an unsettled team, and a board asking why. Structured integration coaching removes most of that risk in the only window where it can still be removed.
Sponsored integration, with governance built in.
Tripartite alignment
At kick off, the sponsor, the executive and the coach agree the mandate, the success measures and the boundaries of confidentiality.
A mid point checkpoint
A structured sponsor review of integration momentum and themes, without breaching what is said inside a session.
Evidence, not impressions
Diagnostics, stakeholder maps and 30-60-90 day milestones tracked on the SAT platform, so progress is visible and comparable.
Every session leaves your leader with something usable on Monday.
Before Day 1: psychometric assessment, tripartite alignment with the sponsor, and the first hypotheses to test. The leader starts oriented, not improvising.
- 01
Self-awareness and derailer mapping
Psychometric debrief. The leader leaves with an early warning system for the behaviours pressure tends to surface.
Weeks 1–2 - 02
Stakeholder mapping and relationship strategy
Influence and interest grid, a decoded reporting relationship, and a stakeholder plan for the first 90 days.
Weeks 2–3 - 03
Decoding culture and the predecessor's shadow
The operating code beneath the stated one, captured in a cultural operating manual for the organisation.
Weeks 4–5 - 04
Strategic and business diagnosis
A STARS diagnosis of the real situation, so strategy is calibrated to your context, not imported from a previous employer.
Weeks 6–8 - 05
Expectation alignment and early wins
A 30-60-90 success framework agreed with the sponsor, plus three to five early wins the organisation will notice.
Weeks 9–10 - 06
Navigating internal politics and coalitions
The informal power grid mapped, and coalitions built on shared interest rather than favours.
Weeks 13–15 - 07
Leading the team and building followership
An inherited team converted into the leader's team. Followership, not compliance.
Weeks 16–18 - 08
Sustaining momentum and consolidating identity
Consolidation of the leadership brand, with goals set for months 7 to 18.
Weeks 19–22
Powered by SAT: structure you can govern.
Once enrolment is confirmed, the CXO is inducted onto the SAT platform with an appointed coach from Planet Ganges. Assessments, preparation, milestones and notes sit in one secure workspace for the full six months.
Induction and coach assignment
Onboarding onto the SAT workspace with the appointed Planet Ganges coach, within days of enrolment.
Milestone architecture
Diagnostics, 30-60-90 day priorities and early wins, tracked in real time.
Confidential toolkit
Derailer map, stakeholder matrix and personal operating manual, in one secure place.
Invest in CXO integration. Put your appointment in the 30% faster ramp-up and 83% success pool.
- UAE
- AED 50,000 plus VAT, per CXO
- Other geos
- USD 15,000, per CXO
- Six months · eight one-to-one sessions
- Tripartite alignment and a mid point sponsor checkpoint
- Psychometric assessment, SAT platform and live toolkit
- Delivered by Anand Bhaskar or an appointed ICF credentialled coach
- 50% before kick off, balance after Session 1
Set that against the cost of a failed appointment: search fees repeated, severance, a quarter or more of lost momentum, and a team that has to be settled twice. A fraction of one year’s pay buys a 30% faster ramp-up and a materially higher first-year success rate. This is insurance on a decision you have already made.
Coaching designed by someone who has sat in the sponsor’s chair.
Planet Ganges is led by Anand Bhaskar, former CHRO at Adani Airports, Sapient and the GE-SBI joint venture, with senior leadership roles before that at Microsoft and Unilever. He has sat on both sides of an executive appointment: making it, and supporting the leader through it.
Engagements are delivered by Anand or by an appointed ICF credentialled coach from the Planet Ganges panel, matched to the executive’s sector, mandate and organisational context. Every coach works the same structured method, the same toolkit and the same platform, so quality does not depend on who is assigned.
Leaders coached by the practice come from Tesco, Diageo, Daimler, Intuit, Adobe, TE Connectivity, Alstom and BIAL, among others.
What sponsors ask before the first conversation.
Tell us about the appointment you are protecting.
Share the role, whether the leader is newly promoted or newly hired, and how many leaders need support. You will get a considered reply within one business day, and nothing is committed until you decide it is.
- 1.We read the context you share.
- 2.An Interest Call is scheduled at your convenience.
- 3.A proposal shaped to the mandate follows.
The details you share here, including the CXO’s role and context, are used only to respond to this inquiry. Submissions are emailed to speak2us@planetganges.com and kept for that conversation alone: nothing is stored in a database, shared with third parties, or used for marketing. Write to speak2us@planetganges.com at any time to have your details deleted.
You hired for the next three years.
Protect the first six months.
Tell us about the role and the leader. You will get a considered reply, not a brochure.