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!

Sysco

Manages portfolio with 8% account penetration, surpassing the 1% industry standard.

Develop consultative sales strategies while leveraging HR and workforce insights to advise clients on labor planning.

Identify hiring trends and provide staffing solutions to businesses in the food and hospitality industry. 

Developed new business and penetrated existing accounts to achieve profitable sales growth in the assigned territory.

Researched customer needs, recommended products based on market trends, and shared competitive information with customers.

Managed accounts receivable, collaborated with the credit department to collect balances due, and coordinated deliveries according to the routing schedule.

Participated in sales and district meetings, engaged in ongoing training, and assisted in training new employees.

Sales Consultant

Stagnaro Distributing

Manages relationships between our brand partners and on-premise key independent and chain accounts within Stagnaro’s core distribution footprint. Responsible for select venues such as restaurants/bars, event venues, casinos, and hotels as assigned.

Responsible for profitably managing business results (volume, share, profit) among assigned accounts/chains. Collaborates on the development of national key account programming initiatives.

Achievements:
15% growth in the territory within 6 months

25 net new accounts opened

Maintains the highest volume + revenue sales route 

Consistently in the top 5% of sales team


Consistently wins internal and partner-promoted sales contests.

Analyzing data to predict future sales trends to promote appropriate products to customers.

Maintains a working knowledge of Stagnaro's entire portfolio of brands.

Maintains working knowledge of sales history for each account.

Consistently meets and exceeds all sales volume, display and distribution goals. 

Develops and cultivates a positive relationship with each retailer.

Secures the commitment and closes the sale, all while maintaining and developing the relationship with the account.

Possesses strong, prompt follow-up skills.

Stays organized to execute all sales objectives laid out by management.

Work well and collaboratively with others in a team environment.

Stays abreast of market activity and reports relevant information to management.

Account Manager

Wings and Rings

Led recruitment and training for multiple store openings, hiring and onboarding 200+ employees per location within a few weeks.

Coached new franchise owners on hiring best practices, workforce planning, and compliance, ensuring smooth operational launches.

Developed structured onboarding programs, cutting new hire ramp-up time by 25% while improving retention.

Designed and facilitated leadership training programs, accelerating manager readiness and reducing turnover by 20%.

Consistently met/exceeded quarterly & yearly sales goals across all store objectives for Buffalo Wings & Rings:
	•	2020: Achieved 8% profit in Q2 amid industry challenges during the COVID-19 pandemic.
	•	2019: Exceeded annual goal by 7%; achieved 11% YOY total growth.
	•	2018: Exceeded annual goal by 17%; achieved 23% YOY total growth.
	•	Broke previous corporate sales record by $300K, achieving $3.2M in sales in 2019.

Piloted a Beer Knowledge training program for front-of-house staff, increasing beer sales by 2.5%.

Successfully opened 2 new stores in new markets for Wings & Rings, resulting in a 20% increase in sales within the first 5 months of new store openings in 2018 and quality improvement.

Human Resources Responsibilities:

Managed payroll and benefits administration, ensuring timely/accurate processing.

Oversaw employee relations, including conflict resolution, FMLA compliance, and team management, maintaining a positive work environment.

Conducted recruitment, onboarding, and training of new staff, leading to improved team performance and retention. Data analysis in industry hiring to stay abreast of trends.

Implemented HRIS for improved data management and operational efficiency.

Developed and executed targeted training programs, resulting in a 20% increase in employee retention rates.

Assisted in budgeting and financial management to optimize resource allocation and control costs.

General Manager | HR Generalist | Corporate Trainer

As an assistant manager, I took on many responsibilities typically associated with an HR generalist, in addition to a 15% increase in sales in the first quarter of the new store opening in 2016. My role included:

Managed high-volume recruiting for 5+ new franchise locations, successfully hiring 75-100 employees per store.

Built and maintained talent pipelines, reducing hiring time by 30% for future openings.

Created standardized hiring frameworks, improving interview quality and ensuring compliance with labor laws.

Assisting in payroll and benefits administration.

Supporting employee relations, including conflict resolution and team management.

Participating in the recruitment, onboarding, and training of new staff.

Aiding in budgeting and financial management to optimize resource allocation.

Implementing HRIS for improved data management.

Contributing to reducing labor costs by 15% through strategic scheduling and resource
 management.

Helping to increase employee retention rates by 20% through targeted training programs.

My extensive experience in these areas demonstrates my capability and readiness to transition into a dedicated HR Generalist role.

Assistant General Manager | High Volume Hiring | New Store Openings

Barleycorns's

Led recruiting efforts for front-line positions, increasing hiring efficiency by 25%.

Developed onboarding and training processes, reducing turnover by 15% through engagement initiatives.

Partnered with leadership to establish workforce planning strategies based on seasonal and operational needs.

Introduced a series of staff engagement and satisfaction initiatives utilizing PowerPoint, such as flexible scheduling and a recognition program, significantly lowering turnover and improving team morale.

Implemented orientation training on health protocols, surpassing local health department standards with a 100% inspection pass rate.

Achieved an average customer satisfaction score of 92% by training staff in customer service excellence, consistently improving guest satisfaction ratings throughout the year.

Achieved high-quality reviews and quality results from new hires post orientation by creating a team-oriented learning approach and managing tasks effectively to stay in step with working in a fast-paced environment.

Utilize advanced presentation skills to research, create, and deliver comprehensive training modules. Driving improvement in people operations.

This role requires a focused approach to ensure that content is effectively communicated and understood, enhancing verbal and written communication among team members.

Assistant General Manager | Recruiting + Workforce Planning

Bob Evans Restaurants, LLC

100% participation in advanced skills training sessions among eligible staff by conducting a corporate series of advanced culinary and service excellence workshops, fully attended by eligible staff, to enhance skills and improve service delivery.

Administrative support to the General Manager.

Boosted employee Net Promoter Score (ENPS) by 30 points to an industry-leading 70 through strategic culture and engagement initiatives.

Managed HR tasks prioritizing employee development, career growth, and LMS administration. Ensured business needs were met through effective training coordination, preparation, and user guides for LMS.

Exhibit exceptional interpersonal and communication skills by leading by example. Build orientation training in these areas, emphasizing the importance of clear verbal exchanges and well-crafted written materials. Help them troubleshoot issues effectively and foster a more collaborative workplace.

Employ excellent time management skills to schedule and execute training sessions efficiently. Continuously research and troubleshoot to identify areas for improvement in training processes and content, ensuring that all educational activities are aligned with organizational goals and employee development needs.

Assistant Manager | HR Generalist Responsibilities

Experienced HR professional with 7+ years of hands-on people leadership, HR operations, and employee development experience — now seeking a dedicated HR generalist or HRBP role to formalize and expand my career in human resources. After leading HR functions as a restaurant GM and gaining a business-side perspective through sales, I’m focused on returning to an HR-centered path where I can drive engagement, retention, and strategic people solutions. Currently pursuing SHRM-CP certification to reinforce my long-term commitment to the field.

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