Partnering with Leaders to Define SUCCESS and Achieve It.

Thank you for visiting my profile.  I'm Angela Crawford, a strategist and leadership consultant who empowers people and organizations to grow through authentic connection and a relentless commitment to helping others succeed.

With over 20 years of strategic leadership experience, I provide organizational consulting, along with coaching and leadership development through my customizable Leaders SUCCEED Together© system.

Let's work together to define success for yourself and your organization--and achieve it!

Who I Help:
- C-Suite Executives in privately owned companies
- Senior Leaders tackling new challenges
- HR Professionals seeking leadership development solutions
- Education and Healthcare Administrators

How I Can Help:
- Provide consulting services across organizational development, HR, sales, marketing, and operations.
- Design custom leadership programs to attract and retain top talent
- Serve as your confidential sounding board with fresh perspectives
- Enhance team dynamics and performance with tailored solutions
- Navigate the unique challenges of education and healthcare leadership

Why Choose Crawford Partners?
- Extensive cross-industry experience
- Proven, research-backed Leaders SUCCEED Together© System
- Flexible, client-focused approach
- Deep commitment to your success
- Over 13 years of delivering results

Ready to grow your organization like never before?  Let's connect.

P.S. Even if leadership development isn't your current focus, feel free to pass my information along to someone who might benefit. I'm passionate about helping leaders become the best versions of themselves.

Angela Crawford

Want to boost retention?

Then stop asking “Why did they leave?”

Start asking “Why would they stay?”

Retention isn’t a single program.

It’s a system.

And that system evolves through four levels:

1. Reactive - Crisis mode. Too late.
2. Programmatic - Perks over purpose.
3. Strategic - Career growth built in.
4. Cultural - Belonging by design.

The goal isn’t just fewer exits.

It’s better reasons to stay.

Your top talent isn’t just evaluating comp.

They’re asking:

– Do I matter here?
– Can I grow here?
– Is this a place I’m proud to be?

Remember:

Retention starts long before the exit interview.

And if you’re still waiting for resignations to “learn” something…you're too late.

—

👉 Get my free guidebook detailing the 7 essential steps for leadership growth.

Link in bio.

Angela Crawford, PhD

Business Owner, Consultant & Executive Coach | Guiding Senior Leaders to Overcome Challenges & Drive Growth l Author of Leaders SUCCEED Together©

Who Do You Really Need? Probably More Support Than You Think. 

Take a look at the graphic in this post: Therapist. Coach. Consultant. Mentor. 

Most professionals think they need to pick one or maybe two people to support their growth.

But in today’s environment, I have found that you may need all four.

And here’s the truth: it’s not indulgent.  It’s strategic. 

The Reality of Today’s Workplace: 

➡️ Leaders are juggling nonstop change and complexity: financial pressures, workforce disruptions, and tech transformation, all at once. 

➡️ Over half of employees today report stress and fatigue. Nearly one in three struggles to balance work and life. We’ve never been asked to navigate more challenges than we are right now. 

Why Multiple Forms of Support Matter 
✅ A therapist helps you process the emotional side. 
✅ A coach accelerates your growth and clarity. 
✅ A consultant brings frameworks and fresh expertise. 
✅ A mentor offers real-world wisdom. 

Alone, each plays a role. 

Together, they help you build resilience, strategy, and confidence. 

That’s why hybrid coach-consultants are on the rise, helping leaders think differently and act decisively. 

Insight + Implementation = Sustainable Change. 

The ROI of Investing in Yourself:  The data speaks for itself: 
💲 Leadership development returns $7 for every $1 invested (Bridge LMS, 2025). 
💲 Coaching boosts financial performance by 14–19% (ICF, 2024). 
💲 94% of employees say they’d stay longer at a company that invests in their growth (LinkedIn Learning, 2025). 

But beyond the numbers, the right support builds confidence, energy, clarity, and capacity, which are the hallmarks of great leadership. 

When you thrive, your organization thrives. 

So here’s the question every leader should ask right now: 
👉 What kind of support are you giving yourself this year? Is it enough for the change and complexity you’re facing? 

Because investing in your own development doesn’t just lift you, it lifts everyone who depends on your leadership. 

Send me a DM if you want to chat about consulting and coaching.  Or, sign up for my weekly newsletter at the link in my bio and get resources in your inbox every Wednesday.

Most growth strategies don't fail in the market. They fail in the executive suite.

Here's what I see over and over with leadership teams chasing aggressive growth targets:
→ The strategy is clear to the CEO but fuzzy to everyone else.
→ Execs nod in meetings but communicate conflicting priorities to their teams.
→ Culture is "fine" on paper and invisible in practice.
→ Change creates confusion instead of momentum.

Growth doesn't just require a good plan.

It requires an executive team that is clear, aligned, and ready.

That means clarity across four dimensions:

1️⃣ Strategic Direction & Alignment:  Can every executive describe the same definition of success?
2️⃣ Executive Team Effectiveness:  Are you solving enterprise problems together, or protecting silos?
3️⃣ Culture & People Systems:  Do your hiring, promotion, and performance decisions actually reflect your values?
4️⃣ Change & Growth Readiness:  Can you scale without breaking your culture?

I built a Growth-Readiness Matrix (see the graphic) to help CEOs and their teams see exactly where they stand and where the bottlenecks are hiding.

I also have a 24-item self-assessment that goes with it, so you can score your team across all four dimensions.

Want a copy? DM me or email me, and I'll send it right over.

The best time to realize your executive team isn't ready for growth is before growth stalls.

Not all feedback is valid, but all feedback is valuable because it provides us with insight into perceptions. 

A key question I often receive is how to receive feedback, especially when you disagree with it. 

The challenge is that when we get defensive, we create an environment where people are reluctant to share feedback with us, and that is what I find holds leaders back more than anything. 

Everyone in the office knows something about this person that is holding them back in their career, except for the person. Two reasons:
1.  No one told them.
2.  They have received feedback and haven’t done anything about it.

That’s why teach the ARC model for receiving feedback effectively:
🔹 Acknowledge – Listen without reacting, interrupting, or defending. Thank the person for sharing, even if you’re not sure you agree.
🔹 Reflect – Ask questions to understand: “Can you share an example?”, “What impact did you notice?” “What would effective look like instead?” Curiosity over judgment.
🔹 Commit – Decide what you will do with the feedback. You might commit to a specific change, experiment with it, follow up, ask for support or clarification, and take action. Even if the feedback is based on an incorrect assumption, you still need to consistently adjust how you show up so people's perceptions can shift over time.

Leaders who consistently acknowledge, reflect, and commit turn even imperfect feedback into fuel for growth and stronger trust.

If you want to receive actionable leadership tips right in your inbox every Wednesday, sign up for my newsletter (link in my bio).

I was thrilled to sponsor a table at last night's Mardi Gras event, benefiting homeless children.  It is an honor to support the Brighton Center and other organizations in our area.  Special thanks to those who joined us for a great cause.

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No one really talks about this part of executive and senior leadership.  The higher you go, the lonelier it gets.
​​
You’re carrying the strategy, the culture, and the talent risks.  Yet you do not have a true peer with whom you can be fully honest.​

Research shows that senior leaders are about twice as likely to feel isolated at work as junior employees, and nearly half of CEOs report that loneliness directly hurts their performance. 

Women leaders face an additional layer of this, with smaller networks, fewer mentors, and less sponsorship as they advance.​

That isolation isn’t just uncomfortable; it’s expensive. The U.S. BLS estimates that loneliness and absenteeism cost businesses over $150 billion a year in lost productivity, and executives report higher rates of stress, depression, and emotional strain than the general workforce. 

When the people making the biggest decisions are also the most isolated, strategy quality, execution, and retention all suffer.

This is where a confidential sounding board changes the game. A trusted coach and strategic thought partner gives you:
✅ A safe place to pressure-test strategy, org design, and people decisions before they hit the organization.
✅ An outside vantage point to spot blind spots, patterns, and unintended consequences you can’t see from inside the system.
✅ Space to process the politics, unspoken rules, and high‑stakes relationships that come with leading at the enterprise level.​

Executives are paid to create clarity and make quality decisions, but no one says you have to do that alone. You’re not weak for needing a sounding board; you’re wise for refusing to play this game by yourself.​

If this resonates, share this with a leader who needs to hear it, or reach out if you’re ready for a confidential place to think out loud about your strategy, your organization, and your people.  

Whether it is me or someone else, make this investment in yourself.  I care about you and know that it's worth it.

The part of executive leadership no one talks about.

Leadership development has fundamentally changed.

I remember sitting in leadership courses and listening to someone talk for hours.  Mind-numbing and ineffective, but that is how we used to do it.

Now, we know better.  Adults learn from one another and through interactive experiences.  It's why we design custom, interactive learning experiences where your team doesn't just sit and listen—they interact, collaborate, and learn together. 

My sessions typically receive 95%-100% satisfaction ratings, and I'm proud of my work, but I also know that it is not about me.  It's about how participants in the sessions interact and apply what they learn, in person or virtually.

These are not passive participants checking their phones between slides. They are engaged leaders solving real problems, giving each other feedback, and building solutions they could apply Monday morning. 

Here's what shifted: 
❌ Generic curriculum → ✅ Custom-designed for your team's actual challenges 
❌ One-way lectures → ✅ Group coaching and peer learning 
❌ Individual workbooks → ✅ Collaborative experiences 
❌ Theory-focused → ✅ Applied, interactive assessments 

When leaders learn together, they build more than skills. They build a shared language, collective problem-solving capacity, relationships, and momentum that carries beyond the session. 

That's the difference between training that gets forgotten by Tuesday and development that transforms how your team leads. 

In today's ever-changing organizations, we need leaders who can collaborate, communicate, and adapt.  How are you preparing your leaders?  Do you have a leadership playbook designed for your organization?

The most significant risk to your organization's growth may not be what you think. 

It's having the people you need to take on broader roles and sustaining the culture you've built.

As business owners and senior leaders scaling up, you're likely focused on revenue, market share, and operations, but overlooking culture can erode the very foundation that fueled your success. 

In my book, Leaders Succeed Together, I outline a collaborative, systems-based approach to leader development. Step 4 is Culture, which I call the "Leadership Soil," and it is all about assessing, designing, and sustaining a culture that nurtures growth. 

Pair that with Step 7, Development, where we build capable leaders ready for expanded responsibilities, and you create an environment where expansion strengthens, rather than dilutes, your organization's unique competitive edge: your culture.

To help you get started, I've attached page 1 of my 4-Phase Diagnostic Process for Organizational Culture. This practical tool, drawing on proven frameworks such as Cameron & Quinn's Competing Values and Edgar Schein's cultural levels, guides you through behavioral evidence gathering, informal assessments, force-field analysis, and action planning. It's designed to align your culture with your growth ambitions, ensuring your team thrives together.

If you're navigating rapid expansion or simply want to fortify your leadership soil, subscribe to my newsletter to get the entire guide in your inbox tomorrow. Let's ✅ connect. 

👏 What's one cultural strength you're proud of in your organization? Share below. I'm here to support your journey to sustainable success!

It was a fantastic evening at Aviatra Accelerators gala fashion show last night. 

Most of the profit I make from my business goes to supporting local non-profits and start-ups.   

Jill Morenz does a wonderful job helping local women in their business journeys and I am happy to be a proud supporter of their work.

It was also fun inviting some special friends to share the evening together.

Keep up the great work, Jill and team!

Change models are everywhere, but many still treat people as “resources” to be managed rather than as human beings striving to do their best amid uncertainty.  

That’s why I developed the Strengths-Based Leading Change framework.
It’s an 8-step approach that integrates classic models (like Kotter and Prosci’s ADKAR) with what we now know about trust, psychological safety, and the real human experience of change.

At the core are three simple principles:
✅ Confront reality
✅ Hold faith
✅ Build trust

From there, the 8 steps walk leaders through how to:
1. Diagnose resistance and readiness (before jumping into solutions)
2. Create urgency and a truly shared vision
3. Build coalitions and engage real champions
4. Co-create processes with the people who do the work
5. Address both skills and psychological needs (not just training plans)
6. Communicate purposefully and continuously
7. Reinforce, recognize, and sustain new behaviors
8. Monitor and adapt as you learn

The goal: help leaders drive meaningful transformation without burning people out, and actually strengthen trust and engagement along the way.

I have been leading change and transformation for years, and I now see change fatigue more than ever.  These are practical steps I have used and seen work across industries.

People and organizations that don't change and adapt will become irrelevant; now is the time to become experts at leading change.

If you’d like a copy of the visual 8-step model or would like to explore how it could support your next transformation, send me a message, and I’ll follow up with you.  I also have a sheet that compares and contrasts this process with other change models, if you are interested.

Leading Strength-Based Change

Gen X — It’s Your Time to Shine

Every generation brings something unique to the workforce. 

Gen X brings perspective.

Born between 1965 and 1980, Gen X is smaller than the Boomers and Millennials. They are about 20% of the U.S. workforce yet hold a significant share of leadership roles (Pew Research Center; BLS).

They are the bridge generation.

They graduated as the internet entered the workplace.
They remember leaders questioning whether the World Wide Web mattered.  

I remember the CEO of a company I worked for said, and I quote, "No one will ever need a website.  That WWW thing is just a fad."

They navigated the dot-com boom and bust, the rise of social media, globalization, remote work, and now AI. That lived experience matters.

The AI era doesn’t just need digital natives.

It needs leaders from every generation who can translate change, balance people and systems, and lead through uncertainty.

Gen X knows transformation is messy because we’ve lived it repeatedly.
This moment isn’t about catching up.

It’s about stepping forward. Gen X leaders are uniquely positioned to:
• Integrate AI responsibly
• Develop the next generation
• Protect culture while accelerating innovation
• Turn disruption into strategy

The world needs digital translators. Gen X:  It's your time to shine.

We all have unique experiences that add value.  What prepared you most to lead in this moment?

Of course, I created this graphic with AI, so the new LinkedIn algorithm may not push it to anyone's feeds.  However, I hope to encourage someone to step out and embrace their lived experiences!

ADHD & Distracted? DM “Yes” to Activate Your Superpower in 4 Min/Day. “It’s the missing piece of the ADHD puzzle” Rated 4.8* Excellent on Trustpilot.

Got time for the 1 Minute Story behind the Expresso ADHD revolution? 

It was 2019 and I was pretty happy with myself

After 14 years of coaching over 800 clients including students, employees and 250 CEOs,  I THOUGHT I knew what I was doing... 

Then I got my "nightmare" client.  A wonderful guy named Joe who wanted to push himself to grow his business. 

Joe was a nice guy, very intelligent and wanted to take action to propel his sales.

I thought Joe would be the perfect client

I was wrong

At first everything seemed to go well. At the end of our first weekly 50 min session, it seemed that Joe had committed to a gamechanger action to transform his life.

Each week however, Joe returned having not done the action. I soon found out why.

Through a mixture of fear and distraction, Joe came up with a rationale by day 2 of each week
about why not to take the action forward

Can you relate?

He was only brought back on track the following week by our next session

I was getting extremely frustrated and really wanted Joe to get results like my other clients

After 2 months of only minor breakthroughs, I had an idea!

"I'm going to break my rules", I told Joe

"Instead of meeting you once a week, I'm going to call you EVERY.....SINGLE....DAY....... Mon-Fri except for Bank Holidays, but, we are only going to speak for 4 minutes.... a micro coaching session"

"Sure, I'll try anything" he said

So I called him every day....

After 2 weeks.... he had taken 12X more action then ever before

I was doing backflips and was thrilled for Joe. 

Expresso Coaching was born!!!

But I wanted to be 100% sure it worked, so we piloted the programme with 30 individuals across 12 months

The results were astounding

One guy gave it to his manager who normally produced £300 per week for his company
Instead he produced £4000 in his first 6 days of working with an Expresso coach

A student who was flunking due to ADHD, achieved top marks in her Uni course

Can you feel the power of this?!!!

Just DM me "YES" or pop a "YES" to david@expressocoaching.com to Book a 15 minute Discovery Call Now and see how an Expresso Coach can help you Transform Your Life Today

Or simply visit Expressocoaching.com 

"Following-through is the only thing that separates dreamers from people that accomplish great things."
~ Gene Hayden

David Citron

Adjusting to Big Changes, adapting to transitions and still keeping one step infront of another can be challenging, especially if you have Adult ADHD. 
Having an expert by your side daily makes all the difference.

David Citron 

Inattentive ADHD? DM “Yes” to Unleash Superpower in 4 Min/Day Rated 4.9* Excellent on Trustpilot.

Distractions Make Opportunities Disappear. You get inspired and then go off track. Again. It feels depressing. 𝐆𝐨𝐨𝐝 𝐧𝐞𝐰𝐬. There is another way.
Ready to go from Distraction to Traction?
 


2026 is the ultimate year of distraction
Apps are engineered to keep us scrolling
Ai is heightening that tech power
and We start to lose our intentionality

So if scrolling is the removal of intentionality
What creates intentionality?

The answer: 
A human, daily, support system 
That microcoaches you to lead the world
Instead of the world leading you
𝐃𝐌 "𝐘𝐞𝐬" 𝐭𝐨 𝐛𝐞𝐠𝐢𝐧

There's one big rule about leadership:

If there are two people in a room
The one who is most clear 
Will always lead the one who is least clear

The reason you just scrolled a social media app
For 90 minutes 
Is because those influencers 
Had a clearer idea about what they wanted from your next 24hrs
Than you did

Our job as your sidekick
Is to make sure you are in a supreme state of clarity
Not once a year, once a month or even once a week
But 
Every 
Single 
Day
About where you want to be in the next 24hrs

So that you influence the world
Instead of the world influencing you

That way, you end up being the leader of the world
Instead of the world leading you

You grow your business
You shrink your waist

You grow your relationship
You shrink your distractions

You grow your bank account
You shrink your expenses

You grown your self esteem
You shrink your self critic

Sick of getting inspired and then going off track?

Ready to grow the good stuff and shrink the bad stuff?

Ready to unleash your ADHD superpower?

𝐃𝐌 "𝐘𝐞𝐬" 𝐭𝐨 𝐔𝐧𝐥𝐞𝐚𝐬𝐡 𝐘𝐨𝐮𝐫 𝐒𝐮𝐩𝐞𝐫𝐩𝐨𝐰𝐞𝐫 𝐢𝐧 4 𝐌𝐢𝐧𝐮𝐭𝐞𝐬 𝐚 𝐃𝐚𝐲

Life is divided into two eras.

Era 1) Before Expresso  - distraction, disappointment, depression

Era 2) After Expresso - action, traction, satisfaction

𝐃𝐌 "𝐘𝐞𝐬" 𝐭𝐨 𝐛𝐞𝐠𝐢𝐧 𝐲𝐨𝐮𝐫 𝐄𝐫𝐚 2.

I look forward to meeting YOU soon!

Much love,

David

#Expressocoaching #ADHD #Founder #Businessowner #Solopreneur #Entrepreneurship #Director #WFH #Student #MBA #Sales #Recruitment #IT #Neurodiversity #Bestadvice

GET INTO FLOW STATE 
The opposite of intentionality is scrolling.  
The opposite of scrolling is daily microcoaching.

Got ADHD? Get Expresso
Unleash Your Superpower in 4 Minutes a Day
==> www.expressocoaching.com

You've got big dreams
You've got incredible genius
But the two don't cross paths consistently

You've got the ideas
The energy and the know how
But you haven't been taking action

One day you are on
Two days you are off
Lack of flow
Consistent flow
Is the missing piece of the puzzle for you

What if you could take one action
One asset action
That would keep paying you dividends
For the rest of your life

One action that would ensure you get into flow
Each and every day
Like Trisha 

"It’s been going great! I wasn’t sure if it was for me at first but now that I’ve found my groove with it, I’m CRUSHING productivity… cranking out tasks like I never even dreamed. Samantha is the perfect blend of friendly and pragmatic— challenges me when I need it but supports me always. Really loving the experience so far!

And it’s more than just productivity— my self-esteem is higher, my self image of what I think I’m capable of is soaring… very happy customer so far! 🤗" 5 Star Review, Trisha Wiles, Trustpilot

Your daily, expert, gamechanging Expresso Coach
Is just one free Strategy Call away
Take 30 seconds to book now
And Get into Flow for your next 30 years
==> www.expressocoaching.com

#Expressocoaching #ADHD #Neurodiversity #WFH #Solopreneur #Founder #Businessowner #Entrepreneurship #Student #MBA #Sales #Recruitment #Bestadvice #Flow

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The Battle

Angela Crawford

David Citron

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Performance ScoreAngela Crawford's LinkedIn Performance

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The Battle

Angela Crawford

David Citron

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Angela Crawford's LinkedIn Performance

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Performance ScoreAngela Crawford's LinkedIn Performance