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

➡️ Here's what most leaders miss about organizational culture:

They think culture change happens from the top down through mission statements and company values.

The reality?

73% of culture transformation initiatives fail because leaders diagnose the stated culture instead of the enacted culture.

After studying Cameron & Quinn's Competing Values Framework and Schein's organizational culture theory, I've adapted a 4-phase diagnostic that reveals what's actually happening:

The Framework:

✅ Phase 1: Behavioral Evidence Gathering (Weeks 1-3)
→ Track decision patterns, not policy documents
→ Observe meeting dynamics, not org charts

✅ Phase 2: Informal Culture Assessment (Weeks 4-6)
→ Map promotion patterns vs. stated values
→ Analyze crisis responses vs. company principles

✅ Phase 3: Force Field Analysis (Weeks 7-9)
→ Identify reinforcing vs. disruptive cultural forces
→ Calculate net change pressure

✅ Phase 4: Integration & Action Planning (Weeks 10-12)
→ Plot cultural reality gaps
→ Design evidence-based evolution strategy

The difference? Companies using behavioral diagnostics see 3x higher success rates in culture transformation.

You know you've succeeded when: Your promotion patterns, resource allocation, and crisis responses actually match your stated values.

Which assumption about your company culture needs challenging?

Share your biggest culture gap discovery below. ⬇️

—

👉 DM me “GROWTH” to book a free 30-minute strategy call.

And get actionable leadership tips right in your inbox every Wednesday.

(Newsletter link in my bio).

Angela Crawford, PhD

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

👉 Strategy without a framework is just a wish.

You can't build a solid house on a shaky foundation. The same goes for your business strategy.

Too many leaders either overcomplicate their planning or "wing it" and hope for the best.

The secret to effective strategy isn't having a 100-page document. It's about having the right tools to think clearly and make decisive moves.

Here's a cheat sheet with 5 battle-tested frameworks that I use with my clients to turn ideas into action:

→ SWOT Analysis: Your 360° View
↳ To honestly assess your Strengths, Weaknesses, Opportunities, and Threats. Start here for a clear picture of your current reality.

→ TOWS Matrix: Your Action Blueprint
↳ To turn insight into action. This framework helps you match your internal strengths to external opportunities and create a concrete plan.

→ SOAR Framework: Your Vision Igniter
↳ To build a future-focused, positive vision. It rallies your team around Strengths, Opportunities, Aspirations, and measurable Results.

→ PESTEL Analysis: Your Early Warning System
↳ To see the bigger picture. Analyze Political, Economic, Social, and other macro-trends to anticipate shifts before they impact you.

→ VRIO Framework: Your Competitive Edge
↳ To find your "unfair advantage." Identify resources that are Valuable, Rare, and hard to Imitate to build a moat around your business.

Stop guessing and start using a framework.

Which one will you use to plan your next quarter? 👇

—

👉 DM me “GROWTH” to book a free 30-minute strategy call.

And get actionable leadership tips right in your inbox every Wednesday.

(Newsletter link in my bio).

Last week, I facilitated sessions with a cohort of high-potential leaders. It’s always fun and energizing to watch them dive in.

In this particular session, we focused on something many leaders find challenging: giving and receiving feedback through coaching conversations. 

Among the models I share, the GROW Coaching Model (Goal | Reality | Options | Way Forward) consistently resonates most powerfully. It creates space for open dialogue without handing over ready-made answers.

I’ve found that most people don’t respond well to being told exactly what to do. We tend to commit far more deeply to solutions we help discover ourselves. 

GROW supports that beautifully by guiding the coachee to define their own goals, examine their current reality, brainstorm options, and commit to actionable next steps, all while building ownership and momentum.

With performance review season underway for many organizations, revisiting this timeless framework can be especially valuable. It helps leaders foster genuine growth conversations that keep top talent engaged and clear on what success looks like moving forward.

Attached is a helpful visual overview of the model (adapted from John Whitmore’s Coaching for Performance).  

If you want more tools for your leadership toolbox, subscribe to my weekly newsletter (link in my bio) and get them right in your inbox every Wednesday at 8 a.m. EST.

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.

26 Leadership Books to Read in 2026:  What's on your list?

As I looked over my bookshelf and through my Kindle over the holidays, I thought about how many timeless books I read and which new ones have impacted my clients. 

Here are 26 for 2026 that I've curated by analyzing bestsellers from the past year and including favorites from leadership legends. Each book brings something unique to help you grow, inspire others, and create positive change.

As we enter 2026, effective leadership matters more than ever. Whether you're leading a team, developing yourself, or building organizational culture, change is everywhere. These books offer timeless wisdom and cutting-edge insights to elevate your impact.

It was hard to keep the list to only 26. What's on your 2026 reading list? 

👇 Drop your favorite leadership book in the comments. I'd love to hear what's shaping your thinking!

If you are as passionate about leadership, then subscribe to my weekly newsletter where I share free guides, tips, and links. 8 a.m. EST every Wednesday. No spam, no junk, just resources to help people and organizations grow. See the link in my bio.

What's your why?  Simon Sinek is famous for asking leaders to articulate their why. And he’s right—purpose matters. It’s how we stay grounded, fulfilled, and energized in the work we do. 

When I reflect on my why, which is my mission to help people and organizations grow, I don’t think about frameworks or programs first. 
I think about people. 

🌟 People like Courtney Jo, who sent me this video. She is a software engineer who completed my Superpower Pyramid program and is now continuing her leadership journey in one of my client organizations’ leadership programs. 

 ➡️ I think about Bob, a 63-year old maintenance supervisor who attended one of my leadership programs and told me, “This is as much leadership development as I’ve received in my entire career.  I really wish I had learned this sooner.” 
➡️ Or Bill, a CEO who shared something many leaders quietly experience: “The more I have moved up in the organization, the less honest people are with me. I need someone who understands this complexity, both as a consultant and a coach.” 
➡️ I think about Jennifer, a CMO navigating relentless change and an entirely new business reality, needing a trusted partner to help her make sense of what’s next. 
➡️ Susan, an HR leader, was told she must “be more strategic,” and she needs someone who truly understands HR and strategy to help her grow into that role. 
➡️ Cindy, a nonprofit leader balancing a complex web of stakeholders while facing the most challenging season of leadership she’s ever known. 
➡️ And John, a new college graduate, starting his career, unsure which path to take. 

No, these names (except Courtney Jo) are not their real names, but they are real people.   

Yes, I’m growing a business. But for me, this work has always been about impact. Walking alongside people I genuinely care about.  Earning their trust.  Helping them navigate their biggest challenges, hopes, and dreams. 
That is my why. 

And I am deeply grateful for the leaders, Courtney Jo Zuboski, who trust me with it and are willing to share their stories.

What’s your why?  Who do you have in your corner to walk beside you toward the growth you desire?   

Interested in growing in strategy and leadership?  Sign up for my 1 x per week newsletter (link in my bio).

Kicking off 2026 by doing something a little different…I pulled together my top 10 posts from 2025. These are the ones that sparked the most saves, shares, and “this is exactly what I’m dealing with” messages from leaders.  

Inside this curated set, you’ll find short, practical insights on:  
👉 Why a strategy without a framework is just a wish. 
👉 What most leaders miss about organizational culture and why their best talent leaves.
👉 How to give feedback that actually lands, without damaging relationships. 
👉 Why most companies only use half of SWOT and what to do instead 
👉 What 20+ years of senior leadership experience, education, and working with thousands of leaders have taught me about building thriving workplaces. 

If you’re a busy leader who wants straightforward tools to improve strategy, culture, and communication, not theory, you'll want these in your back pocket for the year ahead.  

Want all 10 posts (beautifully packaged) delivered straight to your inbox next week?  
👉 Sign up for my newsletter using the link in my bio, and you’ll get the full Top 10 from 2025 as a downloadable set, right in your inbox

Hard truth that took me too long to learn: no one will ever intentionally invest in your career growth as much as you will. 

You may have leaders, mentors, and colleagues who care deeply about you, but at the end of the day, you are the one responsible for your own career.

After reading the December 2025 Women in the Workplace report from McKinsey & Company and LeanIn, I felt, honestly...sad. 

The data is a sobering reminder that progress is fragile and that waiting for organizations to take care of us is a risky strategy.

Early in my career, I believed my boss owned my aspirations. She was wonderful, supportive, smart, and a mentor. I took the classes, earned degrees, and did all the right things inside the system. Over time, I learned a tougher lesson: organizations change, internal politics are everywhere, and if you are not intentional and strategic about your career, it will not unfold the way you hoped.

The report notes that only about half of companies are still prioritizing the development of women leaders, and for the first time, there is a visible ambition gap: 80 percent of women versus 86 percent of men say they want to be promoted. 

As AI, automation, political polarization, and constant change impact everyone, women are experiencing higher burnout and, in many cases, lower support. Those who wait quietly for their organization to invest will likely be sidelined from the most strategic, future-focused work.

Here is the encouraging part: in my own work, I am starting to see a shift. Senior women, especially in the C-suite and in HR and marketing, are proactively seeking me out as a confidential sounding board to navigate complex organizational dynamics. Not just as a coach, but as a consulting partner to work through high-stakes career and organizational decisions. Some are even paying out of pocket and not telling their organizations, because they worry their desire for growth will not be understood or supported. Their courage humbles me every day.
Together we focus on:
✅ Becoming more strategic by shifting from a trusted operator to an enterprise-level thinker who shapes decisions, not just executes them.
✅ Navigating politics with integrity by mapping power, influence, and risk so you can advocate for yourself and your function without burning out.
✅ Leading AI and change by positioning yourself as a future-ready leader who understands both people and technology, rather than being pigeonholed into softer roles.

If the 2025 numbers tell us anything, it is this: no one is coming to save women’s careers from the outside.

If you are a senior woman, consider this your nudge to take back ownership of your career. Whether you work with someone like me or not is secondary. What matters most is that you find a trusted partner, a confidential and strategic secret weapon, to walk alongside you as you build the career and impact you desire. 

👏 You deserve it!

What's Your Word for the Year?

For 2025, my word was GROWTH, focusing on growing organizations and growing myself in alignment with my values and purpose as a leader. That word shaped my decisions, my calendar, and my commitments. It reminded me that my mission is to help people and organizations grow, not just in results, but in character, clarity, and capability.
 
For 2026, my word is generosity. It comes from this verse:
 “Remember this: Whoever sows sparingly will also reap sparingly, and whoever sows generously will also reap generously.”  (Based on 2 Corinthians 9:6)
 
Even if you’re not someone of faith, this principle is powerful. When we are generous with our time, treasure, and talent, we become more valuable to those around us. We don’t just do our jobs—we multiply value. We don’t just hit goals—we elevate people.
 
This year, I want to be known for generously sharing with those around me:
➡️ Generously sharing knowledge
➡️ Generously sharing time and attention
➡️ Generously sharing information, connections, and opportunities

I’ve spent time reflecting on a deeper question: “How do I want to be known when I’m gone?”
 
Being remembered as someone generous—with wisdom, encouragement, and practical support—is deeply important to me. Generosity is how I want to live, and how I hope to be remembered.
 
If you’re considering choosing a word for 2026, here are a few reflection questions to get you started:
❔ What are your values?
❔ What do you want to see more of in the world?
❔ How would you like to be remembered?
❔ Where do you believe you need to grow this year?
❔ When you look back at the end of 2026, who do you want to have become?
 
🌟 Then ask yourself: “What single word, if I truly lived it, would change the way I show up this year?”
 
Drop your word for 2026 in the comments. You never know who might need the word you choose.
 
Want a more detailed copy of our Word of the Year Guide? My newsletter subscribers already received it last week. DM me for a copy and sign up for my newsletter (link in my bio) to get actionable tips and guides in your inbox every Wednesday at 8 am EST.

Recently, a colleague asked, "Why don't more organizations have leaders ready to take on larger roles?" 

We both started our careers and quickly advanced because we experienced what many leaders today haven't: foundational leadership development within our organizations. 

So I looked into it. What I discovered reveals a troubling trend: for some organizations, we may have a lost generation of leaders.

➡️ Early 2000s: Organizations invested in leadership training: workshops, mentoring, programs, assessments. Imperfect, but present.
➡️ 2007-2010: The Great Recession devastated L&D budgets. Organizations cut leadership development by over 50%. 
➡️ March 2020: COVID-19 canceled leadership workshops overnight. The real-time mentorship and informal learning pathways that develop leaders simply vanished.
➡️ 2020s: Many organizations shifted to self-paced online modules. While inexpensive and flexible, research shows these lack the collaboration, real-time feedback, and interpersonal connection that actually develop leaders.

Although many organizations have returned to investing in leader development, others have not, and here's what we lost: 

Collaborative learning that creates shared language, common vocabulary, and frameworks that strengthen culture and accelerate decision-making. 

The bottom line? A generation of talented leaders was promoted because they deserved it, but many never received the foundational development they needed.

This isn't their failure.

We cut budgets when we should have invested. We moved to isolated online learning when they needed collaborative experiences. We canceled programs when uncertainty demanded we double down.

Now, during unprecedented change, I have to ask:  How are you developing your leaders?

Are you creating collaborative learning experiences that build shared language and strengthen culture? Or are you asking them to figure it out on their own?

If we want future leaders, we need to be the ones willing to develop them.

We are sending all ten of these detailed guides to our newsletter subscribers on this Wednesday. Sign up in my bio if you want to receive them.

Ghostwriter & Messaging Strategist helping leaders achieve 70% opt-ins with a Microstory Journey using the 3-Minute Story Blueprint to build trust and convert hesitant prospects into eager customers.

Most businesses struggle to convert leads because they rely on forgettable downloads and meaningless discounts that fail to create an emotional connection. 

Prospects don't just need information, they need to feel valued, to trust you, and to experience genuine engagement. 

That's why I created the concept of the Microstory Journey, a 5-day emotional experience that uses the 3-Minute Story Blueprint to touch hearts, build authentic connections, and establish unshakable trust, turning hesitant prospects into eager customers ready to take action.

AWAI Verified Copywriter
Case Studies Certification
Sales Enablement Certification

WRITING SERVICES I PROVIDE:

📨 5-Day Education Email Courses
💲 Ghostwriting on Social Media Platforms
📰  Newsletters
🌐   Web Content
✍️   Blog Posting
📧   Email Marketing
🛒   Sales Pages
📱   Facebook/Google Ads 

WHOM I WORK WITH: I help executives, CEOs, founders, & coaches.

3 Simple Steps to Powerful Messaging
1. Define your goals and messaging. 
2. Develop a customized storytelling strategy. 
3. Execute and refine messaging for maximum impact.

HERE'S WHAT TO DO NEXT:
Email me at mike@mikehays.net OR
Book a call with me at https://calendly.com/ask-mikehays

Mike Hays

Stop Saying 'Should.' 

It's Killing Your Progress.

"I should prospect more." 
"I should post on LinkedIn." 
"I should work out."

Yet nothing changes. The list grows longer while your results stay flat.

Here's what actually happens when you 
replace "should" with different language:

Scenario 1: Your prospecting goal.

↳Old language:
"I should reach out to five prospects today."
Then guilt when you don't. Repeat tomorrow.

↳New language:
"I'm reaching out to five prospects today."
Or admit: "I'm choosing not to prioritize this right now."

↳Result: You either act or you own the choice. No guilt loop.

Scenario 2: Your content creation.

↳Old language:
"I should post three times this week."
Followed by excuses about time, perfectionism, fear.

↳New language:
"I must post three times this week to build my authority."
Or: 
"I'm not ready to commit to this yet."

↳Result: Clarity replaces confusion. Action replaces avoidance.

Scenario 3: Your personal commitments.

↳Old language:
"I should work out tomorrow morning."
Then snooze the alarm. Feel terrible. Repeat.

↳New language:
"I will work out tomorrow at 6 AM."
Or: "I'm prioritizing sleep over exercise right now."

↳Result: You honor your decision either way.

"Should" is the language of obligation without commitment.

It keeps you stuck in a cycle of intention without execution.

When you eliminate "should" from your vocabulary, 
you force yourself to either commit or let go.

Follow Mike Hays for more communication insights.

Mike  Hays

Messaging Strategist & Ghostwriter for Leaders - I help you turn short stories into trust, influence, and premium clients with my Microstory Journey using the 3-Minute Story Blueprint.

You know exactly what you need to do.
But you're still not doing it.

Here's why:

Your brain isn't lazy.
It's just running a calculation you don't see.

Every decision comes down to emotional math:
↳ Pain of taking action vs. pain of staying stuck
↳ Whichever feels heavier wins

I used to think I lacked discipline.

Turns out, I'd just linked massive pain to starting:
- Anxiety about failing publicly
- Worry about wasting time
- Fear of looking stupid

Meanwhile, staying stuck felt... safe.

Uncomfortable, sure. But familiar.

The shift happened when I realized:
Inaction has a cost too.

It's just quieter.
More gradual.
Easier to ignore.

So I started asking myself:

"What's the real pain I'm avoiding here?"

Usually, it wasn't the work itself.

It was the vulnerability. The visibility.

The possibility of being wrong.

Once I named it, the math changed.

Taking action became less scary than staying invisible.

Here's what I realized:
You're not avoiding action because you're broken.

You're avoiding it because right now, it feels riskier than standing still.

What pain have you been avoiding by not taking action?

Follow Mike Hays  for insights on doing the work that matters

How To Get Complainers to Stop Complaining
Without Losing Your Mind.

You enabled the complaining the moment you 
started validating every grievance.

And now you're stuck in an endless loop of 
negativity instead of progress.

But here's what most people miss - 
stopping complainers isn't about dismissing their concerns.

It's about redirecting their energy strategically.

Here's what's really happening:
↳ Your empathy becomes their permission to continue
↳ Chronic complainers seek attention, not solutions
↳ They control the conversation through negativity

Here's how to break the pattern:

1. Acknowledge Once, Then Pivot

↳ Validate briefly, then shift to action
↳ Don't get trapped in the complaint cycle
↳ "I understand. What's one thing you can control here?"

2. Ask Solution-Focused Questions

↳ "What would make this situation better?"
↳ Move them from problem to possibility
↳ Force their brain to think differently

3. Set Boundaries Early

↳ Be clear about your role
↳ People respect confident limits
↳ Define what conversations you'll engage in

4. Model the Energy You Want

↳ Stay solution-oriented in your responses
↳ Your tone sets the standard
↳ Don't match their negativity

What Most People Are Overlooking:
Everyone can listen.
Everyone can sympathize.
But only leaders can transform complainers into problem-solvers.

Quick Question:

When was the last time you got stuck in someone's complaint spiral?

How did you handle it?

Follow Mike Hays for more communication strategies.

They make it look so effortless.

That's what people say when they see polished work.

But here's what they don't see the invisible architecture behind it.

I used to think making work look easy meant hiding the effort.

The late nights.
The revisions.
The moments of doubt.

But the more I refined my process, the more one truth became obvious:

Work doesn't look easy because you hide the struggle.

It looks easy because you've done the hard work 
so many times that it becomes second nature.

And there are only two approaches to this:

The exhausting way
→ Reinventing the wheel every time
→ Burning out to meet deadlines
→ Starting from scratch repeatedly
→ No systems or frameworks
→ Relying purely on inspiration



The strategic way
→ Learning from past projects
→ Refining with each iteration
→ Making complexity invisible
→ Building repeatable processes
→ Creating templates and frameworks

One drains your energy.
The other multiplies your impact.

The best professionals aren't naturally gifted
they're systematically prepared.

They know that mastery isn't about working harder.

It's about working smarter until the complex becomes simple.

They've failed enough times to know what works.
They've refined their approach until it flows.

Not to show off.

But to deliver consistent excellence without the chaos.

Making work look easy isn't about pretending it's effortless.

It's about doing the behind-the-scenes work so well that others only see the result.

When you build the right systems, excellence becomes your baseline.

What's one process you've refined that now feels effortless?

Follow Mike Hays for more insights on strategic communication.

"Quick question" is never actually quick.

Feel That Stomach Drop?

I used to think it was just me.
Then, one day, I realized something:

"Those two words trigger an instant physical reaction."

I wondered why my stomach tightened every time I heard it.

It's always said like it's small. Casual. Friendly.
But the second you hear it, your body knows better.

Because "quick question" doesn't mean a question.

It made perfect sense to me.

It means a conversation.
With follow-ups. And feelings.

It's the verbal equivalent of: "We need to talk."

That pause you feel in your soul? You're not imagining it.

Here's what I learned about "quick question":
- Your stomach knows before your brain does
- Recognition beats explanation every time
- The tone is casual, the stakes are not
- It always leads somewhere bigger
- It's never one question

So here's my takeaway for anyone who's felt that tightness:

You're not overthinking it.
You're reading the room correctly.

Comment: "I've heard this one," and I'll share
the follow-up script that names what happens next.

Follow Mike Hays for more communication insights.

What's Controlling Your Life Right Now?
It's Not What You Think.

(And it's definitely not your circumstances)

Most people believe their life is shaped by what happens to them.
But here's the truth I've learned:

↳ Your decisions create your reality, not your conditions.

There are three decisions driving everything in your life right now:

1. What You Choose to Focus On

↳ Your focus determines your experience
↳ Not what's happening around you
↳ But where you direct your attention

2. Your Emotional State

↳ Your emotions shape your actions
↳ Your state creates your outcomes
↳ You can change how you feel in any moment

3. Your Blueprint

↳ The standards you've set for yourself
↳ What you believe you deserve
↳ These are your expectations

Here's What Most People Miss:

↳ They wait for conditions to improve
↳ They blame circumstances for their results
↳ They give their power away to external factors

The Real Shift Happens When:

↳ You rewrite your blueprint
↳ You realize you control your focus
↳ You take ownership of your emotional state

Your life doesn't transform when you get the promotion, 
find the relationship, or hit the income goal.

It transforms the moment you decide differently.

When you stop waiting for permission from your 
circumstances and start making different 
decisions, everything changes.

So here's my question for you:

Which of these three decisions do you need 
to take back control of today?

Follow Mike Hays  for more insights on intentional living

Fear Will Move You Forward 

But It Will Never Set You Free.

I've been thinking about what really drives most of us.

Here's what I've noticed:
Fear is the default setting.

Fear of failing. Fear of being judged. Fear of not measuring up.
It's exhausting, and it keeps you stuck in reaction mode.

Here's what I've learned:
• Both create movement, but only one creates freedom
• Fear pushes you away from what you don't want
• Vision pulls you toward what you do want
• Vision gives you energy; fear drains it

The shift happens when you stop running from 
something and start moving toward something.

When I switched from "I can't mess this up" to 
"I'm building something meaningful." 
Everything changed.

The work felt different. The decisions became clearer.

The pressure turned into possibility.

Fear will always be there, that's normal.
But it doesn't have to be in the driver's seat.

So ask yourself

What would you create if fear weren't calling the shots?

What vision would pull you forward if you let it?

Drop a comment or send me a DM
 I'd love to hear what drives you.

Follow Mike Hays for more communication insights.

Ever replay one harsh comment all day?

I do.

Someone once told me my work "lacked depth."
Not in a meeting. Not with context.
Just a quick message, then silence.

I couldn't shake it.

I replayed it during lunch.
During my next call.
Even while brushing my teeth that night.

The comment wasn't even detailed.
But my brain filled in the gaps with worst-case scenarios.

Here's what I learned:

Our minds magnify criticism.
→ One negative comment outweighs ten compliments
→ We loop it, dissect it, personalize it
→ It becomes louder than reality

But here's the shift:

That comment forced me to ask better questions.
Not "Am I good enough?"
But "What specifically can I improve?"

I reached out. Got clarity. Made changes.
The work got stronger.

Harsh comments sting because they touch something real.
The goal isn't to ignore them.
It's to separate the noise from the signal, fast.

Because replaying it won't help.
But responding to it will.

What's one comment that pushed you to level up?

🔔 Follow Mike Hays for more leadership strategies

You're watching the wrong thing during presentations.

The Signal That Tells You 10× More

That's what I realized after years of watching presentations.

But here's what most presenters miss:

The slides don't tell you if your message is landing.

The faces do.

People think I'm weird for watching faces instead of slides.

I used to obsess over perfecting every bullet point.
Tweaking fonts.
Rehearsing transitions.
Making sure the data looked flawless.

But the more presentations I attended, the clearer one truth became:

Your audience's reaction matters more than your content.

And there are only two ways to present:

The oblivious way
→ Never checking for understanding
→ Finishing on schedule regardless
→ Reading bullet points verbatim
→ Ignoring confused expressions
→ Staring at your own slides

The adaptive way
→ Reading the room constantly
→ Noticing when energy drops
→ Responding to nonverbal feedback
→ Pausing when faces show confusion
→ Adjusting pace based on engagement

One delivers information.
The other creates connection.

The best presenters aren't just speakers, they're observers.

They know a furrowed brow means "slow down."
They see glazed eyes and shift tactics immediately.

Not because they're mind readers.

But because they prioritize resonance over rehearsal.

Watching faces isn't weird.

It's the difference between presenting at people and communicating with them.

Your slides support your message, but faces reveal if it's working.

What do you pay attention to during presentations?

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Marketing isn't about volume.

It's about clarity.

We often assume more content equals more attention.
But in real business, especially when competing for seconds
positioning shows up in much quieter ways.

I started paying attention to the brands that 
consistently cut through the noise.

↳ They simply knew exactly why they mattered.
↳ They weren't everywhere.
↳ They weren't louder.

And once you notice it, you can't unsee it.

Most entrepreneurs skip the critical step:
Defining what makes them irreplaceable.

They plunge into content, ads, and campaigns
but struggle to explain their unique value in a single sentence.

The assumptions?

↳ "Our product speaks for itself."
↳ "We'll figure it out as we grow."
↳ "People will understand what makes us special."

But without clarity, your message gets lost
and your budget gets burned.

Three truths about positioning in the attention economy:

1. If you can't explain your edge clearly, 
don't expect your audience to figure it out.

2. You're not competing for market share.
You're competing for milliseconds of attention.

3. Vague positioning doesn't win that battle.

Here's what sets standout brands apart:

↳ They lead with relevance.
↳ They craft messaging that cuts through noise.
↳ They anchor every campaign in a crystal-clear answer to: 
"Why should I care?"

Compare that to those stuck in generic slogans, 
feature lists, and "we're better" claims.

One approach resonates.
The other fades.

Before your next campaign, pause and ask:

What makes us the only choice for the right people?

Can you explain your unique value in 10 words or less?

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How Saying Less Helped Me Hear More.

I've been guilty of this for years.

Nodding along while mentally rehearsing my response.

In meetings, I'd:
➤ Plan my counterpoint
➤ Wait for the pause
➤ Polish my story

I wasn't listening.
I was loading.

Then I realized something:

The people I trusted most never did this.
They asked follow-up questions I didn't expect.

So I changed my approach.

Instead of preparing what to say next, I started tracking:

• Where their energy shifted
• What they didn't say directly
• What they emphasized twice
• Questions that would go deeper

That's when conversations became different.

Because real listening isn't about silence.
It's about curiosity.

Stop rehearsing your brilliance.
Start discovering theirs.

The best responses come from what you actually heard, 
not what you planned to say.

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51,500 AI layoffs hit Dow, UPS, Amazon, Pinterest.

There’s one skill AI still can’t replace.

 Because the market isn’t hinting anymore, it’s shouting:

Dow: ~4,500 jobs cut (about 13% of the company). 
UPS: up to 30,000 roles on the chopping block. 
Amazon: about 16,000 corporate jobs eliminated. 
Pinterest: about 15% of staff cut as restructuring accelerates. 

This isn’t random. It’s directional.

And the question nobody wants to say out loud 
is the one that hits at 2am:

“If my job is a set of tasks… am I at risk?”

Then the dividing line becomes obvious:

The one skill AI can’t replace is the ability to 
communicate in a way that changes behavior.

Not “being articulate.”
But creating clarity, trust, and alignment,
especially when stakes are high.

 AI replaces output.
 It doesn’t replace leadership.

And communication is what leadership looks like in plain clothes.

If you want to be future-proof, stop asking, 
“What tool should I learn next?”

Start asking, “Can I move people with clarity, empathy, and precision?”

What’s your plan to sharpen that this month?

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Messaging Strategist & Ghostwriter for Leaders - I help you create instant credibility that gets replies, calls, and conversions with my Microstory Journey using the 3-Minute Story Blueprint.

Introducing the Fishbowl Practice

The First Method That Neutralizes Criticism Anxiety

(The drill that builds emotional armor)

I help smart people stop talking like robots.
But here's what nobody tells you:

↳ The fear of criticism keeps you sterile.

My Fishbowl Practice changes that:

1. Write Your Worst Nightmares Down

↳ Every harsh comment you fear
↳ Every cruel judgment possible
↳ Drop them in a fishbowl

2. Pull One Daily

↳ Record your response on camera
↳ Just you and the discomfort
↳ No script, no safety net

3. Watch Your Transformation

↳ Week one: You'll stumble
↳ Week two: You'll find your voice
↳ Week three: You'll own your message

4. Build Resilience Through Repetition

↳ Criticism loses its power
↳ Your authentic voice emerges
↳ Confidence replaces performance anxiety

5. Turn It Into Content

↳ Your growth becomes your story
↳ Your vulnerability becomes your authority
↳ Your responses become YouTube Shorts

The Real Win:
When you can handle the fishbowl, real comments feel easy.

I'm starting this series next week.
Each episode: one comment, one raw response, zero editing.

Quick question:

What's the harshest comment you're afraid to receive?

⤵️ Drop it below
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"I wasn't ready for that."

We say it all the time.

But what does it really mean?

Most people think it's about surprise.
About being caught off guard.

But I've learned something different after years of working with leaders and founders.

"I wasn't ready for that" actually means three things:

↳ First: I didn't prepare mentally.
We knew it could happen, but we didn't visualize it. We didn't rehearse our response.

↳ Second: I underestimated the emotional weight.
Logic told us one thing. Reality hit differently. The gap between knowing and feeling is massive.

↳ Third: I didn't build the support system.
We tried to go it alone. No mentors. No peers who'd been there. No framework to lean on when it mattered.

Here's what I've noticed:

The leaders who say "I wasn't ready" the least aren't the ones who predict everything.

They're the ones who prepare differently.

They don't just plan for outcomes.
They prepare their mindset.
They build their network before they need it.
They create frameworks that work under pressure.

Being ready isn't about knowing what's coming.

It's about building the capacity to handle what you can't predict.

The next time you catch yourself saying "I wasn't ready for that," ask a better question:



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Have You Ever Won the Argument

But Lost Every Relationship in the Process?

Being right doesn't matter if nobody wants to work with you afterward.

Yet most of us prioritize correctness over connection every single time.

Here's what I've learned about the cost of being technically right:

Scenario 1:

You catch an error in someone's presentation.

↳Old approach:
Point it out immediately in front of everyone.
Make sure they know you spotted it first.

↳New approach:
Pause. Consider the setting.
Pull them aside later with a quiet heads-up.

↳Result: They fix the error and remember your respect.

Scenario 2: A team member suggests a flawed strategy.

↳Old approach:
Shut it down with data and logic.
Prove why it won't work, point by point.

↳New approach:
Ask questions that guide them to see the gaps themselves.
Let discovery replace demolition.

↳Result: They learn. They don't resent you for it.

Scenario 3: Someone challenges your expertise publicly.

↳Old approach:
Defend your credentials with force.
Make them feel small for questioning you.

↳New approach:
Acknowledge their perspective.
Share your reasoning without needing to dominate.

↳Result: The room sees your confidence and their dignity intact.

Being right with the wrong tone doesn't build influence.

It builds walls.

When you choose connection over correction, people actually hear you.

So here's what I'm asking myself now:
What's more valuable, winning the point or keeping the relationship?

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I used to think "watch me fail first" was about humility.
But it's actually about permission.

Most people wait for proof before they start.
➤ They need someone else to go first.
➤ They need validation.
➤ They need certainty.

I realized something different:

"Watch me fail first" means I'm willing to be the example.

Not because I want to fail.
Because I'm willing to learn in public.

Here's what that actually looks like:

• Testing ideas before they're perfect
• Sharing lessons while I'm still learning
• Making mistakes visible so others can skip them
• Building credibility through transparency, not perfection

The leaders I respect most aren't the ones who never stumble.

They're the ones who stumble forward and document the path.

Because when you say "watch me fail first," you're really saying:
"I'll take the risk so you don't have to guess."

That's not humility.
That's leadership.

Stop waiting for permission to be imperfect.
Start creating the path others are afraid to walk.

Your willingness to go first is your competitive advantage.

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I blamed my audience for three years.
(they weren't the problem)

The silent killer in every conversation:

Clarity isn't what you say, it's what they understand.

My Wake-Up Call:

→ Perfect presentations
→ Detailed explanations
→ Logical frameworks
→ Zero conversions

I kept thinking:
"Why don't they get it?"

The Real Issue:
↳ I prioritized being right over being clear
↳ I explained features, not transformations
↳ I spoke my language, not theirs

Then I shifted everything:

New Approach:
↳ Watch their faces, not my slides
↳ Test every message with real people
↳ Ask "what did you hear?" not "did you understand?"

The Results:
↳ Clients repeating my message back perfectly
↳ Referrals using my exact words
↳ 3x higher engagement rates

The Truth:
If they didn't get it, your message failed - not them.

Quick Question:

When was the last time you tested your message before blaming your audience?

Struggling to capture attention in conversations?

Start with vulnerability.

I used to think I needed perfect stories to connect with people.
Then, one day, I realized something:

My mistakes were more interesting than my wins.

I wondered why some conversations felt flat while 
others sparked instant connection.

The difference wasn't polish or perfection,
it was honest, human moments that people could relate to.

It made perfect sense to me.

So, I started opening conversations differently.

Weeks went by.
And engagement transformed with every vulnerable opener.

Networking events? Deeper connections.
Client calls? Trust built faster than ever.

And because I led with authenticity,

I stopped trying to impress everyone
and started building real relationships that mattered.

Here's what I learned about conversation starters:
- "I regret this…" invites empathy immediately
- "Don't do what I did" positions you as a guide
- "This is embarrassing" breaks down walls instantly
- Vulnerability creates permission for others to open up
- People remember how you made them feel, not how perfect you sounded

So here's my takeaway for leaders and communicators:

Lead with your humanity
or keep having forgettable surface-level conversations.

Comment: "I lead with vulnerability," and I'll share my conversation framework for building instant trust.

The Smallest Edit That Changed Everything

I almost didn't make the change.

For months, I'd been sending cold outreach messages to potential clients.
Same template, same structure, same disappointing results.

Then I changed one sentence.
Just one.

Instead of opening with "I help executives craft their messaging"...
I wrote: "I noticed your recent post about struggling to stand out."

That's it.
Seven words became twelve.

The response rate jumped from 8% to 34%.

Same offer.
Same credentials.
Same me.

But here's what actually shifted:

I stopped talking about myself first.
I started with them.

It forced me to do the work before I hit send:
→ Understand their actual challenge
→ Show I was paying attention
→ Read their content

The tiny change wasn't really about the words.
It was about respect.

It proved I valued their time enough to be specific.
That I saw them as a person, not a prospect.

Now I apply this everywhere:
In emails, in stories, in every message I craft for clients.

Because people don't ignore relevance.
They ignore generic.

What's one small change you've been avoiding
that might actually transform your results?

Sometimes the difference between invisible and influential
is just twelve words.

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I shot 39 videos to get ONE right.

Was it worth it? Here's what I discovered.

Most creators say, "just hit record and post."
But after my marathon reshoot session, I learned:

↳ Perfectionism vs. progress is real.
Here's what I found on both sides:

The Pros:

Clarity improved dramatically
↳ By video 20, I knew exactly what to say
↳ Each take refined my message
↳ Confidence grew with repetition

Delivery became natural
↳ Eye contact felt genuine
↳ No more reading scripts robotically
↳ Energy levels peaked at the right moments

The Cons:

Time investment was massive
↳ Editing through 39 takes? No way, didn't do it!
↳ 3 hours for one 60-second video
↳ Diminishing returns after take 25

Overthinking killed spontaneity
↳ Started sounding too rehearsed
↳ Lost the raw, authentic moments
↳ Perfectionism became procrastination

The Key Insight:
↳ Beyond that? You're polishing, not improving.
↳ There's a sweet spot around 5-7 takes.
↳ Done beats perfect every single time.

My new rule:

Three takes maximum, then ship it.

What's your video recording process? One take or multiple?

Drop your number below
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