Crawford Partners, LLC

Delivers strategic consulting in marketing, strategy, leadership, organizational design, business transformation, executive coaching, and employee experience for private organizations focused on growth.  

I also partner with many leadership development, coaching, and organizational development firms to provide shared experience and solutions for a wide range of clients.

President

Thomas More University

Provided strategic leadership in adult enrollment and marketing for the university.  Designed new revenue models and channels to drive growth.  Responsible for all advertising, media placement, digital marketing and strategic initiatives.

Vice President for Digital, Graduate & Professional Programs

Founding Dean of the College of Business

Taught strategy, innovation, marketing, MBA skills, organizational behavior, etc., at undergraduate and graduate levels.

Assistant Professor

Weatherhead School of Management at Case Western Reserve University

Assisted doctorate students in designing meaningful research.

Research Advisor for Doctorate of Management Students

Direct Opinions

Provided marketing strategy, sales, employee experience, customer research and analytics for clients across retail, healthcare, consumer products, and manufacturing.

Chief Marketing Officer

Convergys

Successfully provided cross-functional marketing leadership in creating solutions, designing business transformation, and developing innovative strategies that lead to growth.  Responsible for all value proposition creation, packaging, positioning, digital marketing, branding, creative services, web redesign, lead generation, sales center of excellence consulting services and voice of the client research.

Senior Director Marketing Strategy

University of Cincinnati

Enjoyed teaching Business Ethics and Quality Management Tools courses to students by designing a highly interactive curriculum.

Adjunct Business Management Instructor

Citigroup

Led sales and marketing business transformation efforts for private label cards, retention, and mortgage across seven sites.  Managed $230M in annual revenue, driving year over year continued growth.

Senior Vice President, Regional Sales Director

AmTrust Bank

Traveled throughout the country studying contact center best practices.  Designed, developed, implemented and managed all aspects of the retail banking contact center, internet web customer service and the B2B mortgage contact center.  The program won the National Teleprofessional Award for Call Center Excellence (ACCE).

Vice President

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©

Stop trying to find your one "authentic" leadership style.

Start being the leader your team actually needs you to be in the moment.

Conventional wisdom tells us to be consistent. But what if that consistency is the very thing holding your team back?

A single leadership style applied to every person and situation is a recipe for failure.

→ Your brand-new intern feels lost because you're too hands-off.
→ Your senior expert feels micromanaged because you're too hands-on.

The most effective leaders don't have one style; they are leadership chameleons. They use the Situational Leadership Model to accurately diagnose and adapt to the needs of their people.

It’s about flexing between four distinct approaches based on your team member's competence and commitment to a specific task.

🎨 The 4 Leadership Styles:

1. Directing (S1) 🎯
→ You provide clear, step-by-step instructions.
Perfect for the Enthusiastic Beginner (D1) who is eager but inexperienced.

2. Coaching (S2) 🤝
→ You still direct, but also explain the 'why' and encourage them.
Ideal for the Disillusioned Learner (D2) who has hit a roadblock and lost confidence.


3. Supporting (S3) 🤗
→ You empower them to lead the way while you act as a sounding board.
For the Capable but Cautious Performer (D3) who has the skills but is hesitant to own it.

4. Delegating (S4) 🚀
→ You turn over full responsibility and trust them to deliver.
Reserved for the Self-Reliant Achiever (D4) who is a true expert.

Your goal as a leader isn't just to get the task done. It's to develop your people from D1 to D4. That requires you to change your approach as they grow.

Ready to try it?

Try this for one week:
→ Pick one person on your team and one specific task.
→ Diagnose their Development
→ Consciously apply the matching leadership style (S1-S4).

Who's ready to become a more adaptable leader?

—

👉 Get free weekly tips and actionable guides by signing up for my newsletter at the link in my bio.

What if we’ve been wrong about what great leadership looks like?

We celebrate the charismatic, larger-than-life CEOs on the covers of business magazines. But what if the data told a different story?

In his groundbreaking research for Good to Great, Jim Collins and his team discovered something interesting:

The most effective leaders combine personal humility with professional will.

They were Level 5 Leaders.

And the climbing looks like this:

• Level 1: Highly Capable Individual 🧑💼
Makes productive contributions through talent, knowledge, skills, and good work habits.

• Level 2: Contributing Team Member 🤝
Contributes individual capabilities to the achievement of group objectives and works effectively with others in a group setting.

• Level 3: Competent Manager 📈
Organizes people and resources toward the effective and efficient pursuit of predetermined objectives.

• Level 4: Effective Leader 🧭
Catalyzes commitment to and vigorous pursuit of a clear and compelling vision, stimulating higher performance standards.

• Level 5: Executive ✨
Builds enduring greatness through a paradoxical blend of personal humility and professional will.

Greatness is not a function of circumstance.

It is, first and foremost, a matter of conscious choice and discipline. The most powerful choice a leader can make is to subjugate their own ego to the larger goal of building something great and lasting.

You can't "fake" Level 5, but you can consciously cultivate its attributes.

—

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

Link in bio.

Have you ever seen a great strategy die a slow, silent death?

The year starts with ambitious goals and high energy. By March, the team is buried in the “whirlwind” (endless emails, back-to-back meetings, and urgent fires that keep the business running).

The whirlwind isn’t necessarily a bad thing.
But if left on its own, it can consume 100% of your time and energy.

That’s why most strategies fail. All your resources go battle against the whirlwind.

The 4 Disciplines of Execution (4DX), created by Chris McChesney, Sean Covey, and Jim Huling, is the proven system to fight back.

Before you can win, you must know your enemy:

⚡️ What it is: The energy it takes to run your daily operations. The calls, the reports, the fires.

🚨 Its nature: It is not evil. It is urgent. And urgency will always feel more important than importance.

⚠️ Its power: It can derail any initiative and act on your team every minute of every day.

The 4 Disciplines are your weapons to protect your most important goals from being lost in the storm:

1. Focus on the Wildly Important
2. Act on the Lead Measures
3. Keep a Compelling Scoreboard
4. Create a Cadence of Accountability

What’s your go-to framework to fight the daily whirlwind?

—

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

Link in bio.

70% of major change initiatives fail.

The dangerous myth? That the new ideas were flawed.

The harsh truth most people miss? It's almost always a failure of leadership.

For decades, we've watched leaders with brilliant visions underestimate the human side of change.

They treat it like a software update, issuing a memo and expecting everyone to comply.

They are unprepared for the inevitable storm of resistance, fear, and inertia.

The result is always the same: wasted money, cynical employees, and a failed initiative that poisons the well for future efforts.

But you don't have to be a statistic. Dr. John Kotter's research provides a proven roadmap for navigating the storm. His 8-Step Model is not a checklist; it's a sequential, disciplined process for leading people through turmoil.

Skipping a step is like leaving a hole in the hull of your ship.

Here is the 8-step voyage to lasting change:

Phase 1: 🌪️ Create a Climate for Change(You can't steer a ship that's tied to the dock.)

→ Step 1: Create Urgency. Make the status quo seem more dangerous than the unknown future.
→ Step 2: Form a Powerful Guiding Coalition. Assemble a credible and influential team to lead the charge.
→ Step 3: Create a Vision for Change. Develop a clear, simple "North Star" to guide every action.

Phase 2: 🤝 Engage and Enable the Organization(Raise the sails and remove the obstacles.)

→ Step 4: Communicate the Vision. Relentlessly, through every channel possible. Then do it again.
→ Step 5: Empower Others to Act. Remove the barriers—be it a legacy system or a resistant manager.
→ Step 6: Create Short-Term Wins. Build momentum and silence the critics with visible successes.

Phase 3: ⚓ Implement and Sustain the Change(Anchor the new way of working in your culture.)

→ Step 7: Consolidate Improvements. Use the credibility from early wins to tackle bigger challenges.
→ Step 8: Anchor in the Culture. Weave the change into "the way we do things around here."

What's your experience?
Which of these 8 steps have you seen leaders skip most often?

—

👉 Get free tips and guidebooks weekly by signing up for my newsletter at the link in my bio.

➡️ The highest-performing teams aren't the smartest, they're the safest.

Most leaders focus on hiring talent but ignore creating environments where that
talent can actually speak up.

Here's how 5 industry leaders master psychological safety:

Google: Project Aristotle discoveries

→ Team diagnostic surveys for psychological safety measurement
→ Blameless post-mortems focusing on systems, not people
→ GTEAM meetings discussing "how we work together"
→ Result: 67% higher performance in psychologically safe teams

Microsoft: Growth mindset transformation

→ Daily pulse surveys for real-time team health monitoring
→ Learning Fridays: 10% time for experimentation
→ Courage Conversations training for difficult discussions
→ Result: 35% increase in employee confidence to speak up

Pixar: The Braintrust model

→ No hierarchy in feedback, junior animators critique directors
→ "Plussing" technique: "Yes, and..." instead of "No, but..."
→ Rapid prototyping with expectation of failure
→ Result: 83% feel safe sharing wild ideas

Netflix: Radical candor at scale

→ "Keeper Test" for transparent performance conversations
→ 360-degree feedback including upward feedback to managers
→ "No Brilliant Jerks" policy, culture matters as much as performance
→ Result: 89% trust their manager to act on feedback

The pattern? All 4 companies:

→ Measure psychological safety consistently
→ Train leaders to model vulnerability
→ Normalize speaking up through structured processes
→ Iterate and improve based on feedback

Amy Edmondson's research shows 4 stages: 

✅ Inclusion Safety
✅ Learner Safety
✅ Contributor Safety
✅ Challenger Safety.

Most teams never reach stage 4, where breakthrough innovation happens.

Which stage is your team at? 

And what's one practice you'll steal from these companies?

—

👉 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).

Why do so many brilliant strategies fail?

It’s rarely the strategy itself. It's the organizational 'body' rejecting the transplant.

After years of advising leaders, I've seen the same painful pattern: companies pour months into crafting the perfect strategic plan, only to watch it stall, lose momentum, or die on the vine.

The cause is almost always a hidden misalignment.

A visionary strategy is useless if the organization's internal machinery isn't wired to execute it.
You can't ask for speed and innovation if your systems are built for rigid control.

The most effective leaders think like doctors. They don't just prescribe a treatment (Strategy); they run a full diagnostic MRI to see the entire system. That's the power of the McKinsey 7S Framework.

The old way: (Recipe for failure)
→ Obsess over strategy
→ Shuffle the structure (the org chart)
→ Hope culture and processes magically catch up

The new way: (Roadmap for alignment)
→ Start with shared values (the organization's heart 🤝)
→ Align the "hard" elements: Strategy 📈, Structure 🏢, and Systems ⚙️
→ And the "soft" elements: Skills 💡, Staff 🧑💼, and Style 🎨

When these 7 elements are in harmony, execution feels effortless. When they're misaligned, you get friction, burnout, and failed initiatives. The difference isn't the quality of your strategy, but the health of your organization.

Take 60 seconds to run a quick diagnosis.

Which of the 7S elements is the most misaligned with your company's strategy right now?

—

👉 Sign up for my newsletter and get my free guidebook detailing the 7 essential steps for leadership growth.  Link in bio.

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JSESSIONID

Heidi De Wolf MODA

70% of cultural transformation initiatives fail within the first year.

After working with 100+ leadership teams, I've discovered the pattern: Most organizations skip the diagnostic phase and jump straight to "solutions."

The problem is that you can't fix what you can't see.

Here's what a successful cultural transformation launch actually looks like:

✅ Days 1-30: Foundation Building
→ Complete comprehensive Cultural Assessment
→ Conduct Informal Culture Analysis (observe actual vs. stated behaviors)
→ Map your Cultural Force Field (based on Lewin's Force Field Analysis)
→ Achieve leadership alignment on desired culture using the Competing Values Framework

✅ Days 31-60: System Design
→ Redesign performance management systems
→ Optimize people processes and structures
→ Evolve communication patterns
→ Choose 2-3 strategic change levers

✅ Days 61-90: Launch & Early Measurement
→ Launch pilot programs with 1-2 teams
→ Collect behavioral and outcome data
→ Begin scaling successful elements
→ Develop 2-3 year transformation roadmap

Companies using this systematic approach see early momentum indicators within 30-60 days.

Things like increased awareness, leadership alignment, and initial behavioral experiments.

Reality check: True cultural transformation takes 2-3 years. This 90-day framework gets you started with a solid foundation.

What's one cultural blind spot your organization might be missing?

Drop your thoughts 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).

Cultural Transformation Toolkit: Your 90-Day Action Plan

After years of advising leaders on growth, I've seen a dangerous pattern.

Many organizations have a growth hope, not a growth strategy.

They default to one thing: "sell more of what we have."

This leaves them stuck in a saturated market, completely blind to the massive opportunities just over the horizon.

What is the typical pattern across the most successful companies? They navigate it deliberately using a compass.

The best compass for this is the Ansoff Matrix. It's a simple but powerful framework that outlines the four fundamental paths to growth, forcing clarity on your options and the risks involved.

Here are the four cardinal directions every leader must understand:

1. 📈 Market Penetration (Low Risk)
→ The Play: Sell more existing products to your existing market.
→ Think: Coca-Cola launching a new ad campaign to deepen its market share.

2. 🛍️ Product Development (Medium Risk)
→ The Play: Create new products for your loyal, existing customer base.
→ Think: Apple launching the Apple Watch for its massive base of iPhone users.

3. 🌍 Market Development (Medium Risk)
→ The Play: Take your proven products into entirely new markets.
→ Think: Starbucks taking its existing coffee shop model and expanding into China for the first time.

4. 🚀 Diversification (High Risk)
→ The Play: A leap into the unknown with new products for new markets.
→ Think: Virgin Group expanding from a record label into airlines, telecoms, and finance.

Most businesses live their entire lives in quadrant #1.

But true, sustainable growth requires a conscious strategy that considers all four.

What does your growth plan for the next 18 months look like?
Which of these four quadrants are you actually operating in?

—

👉 Get free leadership guides and tips right in your inbox every Wednesday.  Link in my bio.

Vision, Mission, Values... Do your team statements inspire action or just collect dust?

Most leaders have them, but almost everyone is messing them up.

These aren't just buzzwords. They're the operating system for your team.

Get them right, and you create clarity, alignment, and purpose.

Here's the simple breakdown of the only four statements you need:

1. Vision Statement: Your North Star
→ Dreams big about the future
→ Sets direction for everyone
→ Shows where you want to go

2. Mission Statement: Your Roadmap
→ Explains what you do now
→ Shows how you operate
→ Names who you help

3. Values Statement: Your Guardrails
→ Lists core beliefs
→ Guides behavior
→ Sets cultural standards

4. Purpose Statement: Your "Why"
→ Explains deeper meaning
→ Goes beyond money
→ Connects emotionally

When these four are clear and aligned, everything changes.

You don't just lead a team; you lead a movement.

Which statement does your organization need to revisit first?

Share in the comments! ⬇️

—

👉 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).

You hired the best. 

So why do they underperform together?

Here's what I keep seeing after years of executive team development: brilliant individuals thrown together and told to "figure out chemistry."

They rarely do.

→ Personality alone doesn't predict working style
→ Strengths assessments don't reveal values
→ Single-lens tools miss the team system dynamics
→ Individual brilliance ≠ Team excellence

Most teams get one assessment and call it done. 

But that's like diagnosing a patient with only temperature, you miss the complete picture.

What actually changes when you map the full picture:

Before: 

→ Teams talk past each other. 
→ Conflicts feel personal. 
→ Decisions take forever. 
→ Your best people quietly wonder if they belong.

After:

→ Leaders understand why they clash. 
→ Personality differences become productive tension. 
→ Decisions accelerate. 
→ Teams finally function like the sum of their exceptional parts.

The difference?

Four scientifically-validated instruments working together, not one assessment in isolation.

✓ DiSC reveals how they naturally communicate and handle conflict
✓ CliftonStrengths uncovers their natural talents
✓ VIA Character Strengths shows what motivates them
✓ Working Genius identifies their natural role in a project team.

That’s why I developed the Superpower Pyramid.  To create high-performing growth machines.

8 weeks. 4 assessments. 6 facilitated sessions.

📩 DM me "SUPERPOWER" to more.

The Team Performance Paradox

Quick question for leadership teams:

When was the last time you had a real conversation about how you actually work together, not just what you're working on?

Here's what I've observed: Many executive teams spend 100% of their time on strategy, execution, and results. 

And 0% on the operating system that drives all three.

You know the symptoms:

→ Meetings where everyone talks but nothing moves forward
→ The same conflicts surfacing in different forms
→ Talented leaders who seem disengaged or misaligned
→ Decisions that require endless loops of "alignment"

These aren't people problems. 

They're system problems.

Because every leader processes information differently. 

Makes decisions differently. 

Gets energized by different types of work. 

And contributes value in different phases of execution.

What successful teams understand:

Your meeting structure advantages some leaders and silences others. What feels "thorough" to one feels "paralyzed" to another. 

You're asking talented people to operate outside their genius zones.

The problem is that you're running a high-performance team on a one-size-fits-all operating system.

Introducing the Superpower Pyramid.

Through four scientifically-validated assessments (DiSC, CliftonStrengths, VIA Character Strengths, and Working Genius), leadership teams discover the unique combination of personality, talents, values, and working genius that makes each leader exceptional, and how to orchestrate them for maximum impact.

The 8-week program delivers:

✅ Clear understanding of each person's natural "superpower"
✅ A map of how individual strengths complement or conflict
✅ Practical strategies for collaboration that actually work
✅ A sustainable framework for ongoing team development

The measurable results:
→ 25-40% improvement in decision-making speed and collaborative outcomes
→ $100,000+ saved per retained executive leader
→ Enhanced stakeholder relationships through leveraged strengths
→ Accelerated organizational growth through optimized team dynamics

Ready to unlock your team's Combined Superpower?

📩 DM me "SUPERPOWER" to learn how the Superpower Pyramid can transform your leadership team in just 8 weeks.

What If Your Greatest Asset Is Being Underutilized?

From my Thanksgiving table to yours.  Thank you for your continued support, friendship, and engagement.  I am truly grateful and blessed for so many of you who are in my life.

As we look forward to the holiday season, let’s also remember to reach out and help those in need.

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Persuasion isn't manipulation. It's the most underrated leadership superpower.

Having great ideas is common. Getting the buy-in to make them a reality is what separates effective leaders from the rest.

After years of coaching executives, I've learned that the best communicators don't force, they connect.

They use these 8 persuasion secrets to build trust and inspire action:

→ 1. Show Genuine Interest: Remember personal milestones, not just project deadlines. It shows you care about the person, not just their output.

→ 2. Give Strategic Recognition: Praise achievements that directly reflect your team's goals and values. It reinforces what success looks like.

→ 3. Lead With Presence: Your positive energy and open body language set the tone for every interaction. Your team will mirror it.

→ 4. Display Your Human Side: Share appropriate vulnerabilities. It builds psychological safety and encourages others to do the same.

→ 5. Make a Personal Connection: Use names. This simple act makes your message more personal and impactful.

→ 6. Address Issues Directly: When you sense resistance, get curious. Ask questions to transform hidden concerns into productive conversations.

→ 7. Create a Positive Culture: Your authentic passion is contagious. It inspires your team and creates a magnetic workplace.

→ 8. Practice Radical Empathy: Actively work to see the situation from your team's perspective. It's the foundation of effective communication.

These aren't tricks; they are trust-building habits.

Master them, and you'll earn commitment.

Which of these 8 secrets will you focus on this week? 👇

—

👉 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).

📣 A Quick Update for Those Who Follow My Work

Over the coming months, I’m making a small but meaningful shift in how I show up here on LinkedIn. You’ll still see me posting and sharing insights (I’m not going anywhere!), but my deeper focus will be on pouring even more value into my weekly Leaders Succeed Together newsletter.
Why the shift?

Because it matters to me that I can share sources, external links, research, and practical toolkits—the kind of helpful resources that social platforms don’t always make easy to share.  Posting a quick graphic is simple… but real growth requires depth, context, and access to the right tools.
If you’ve been following me because you care about:
✨ Becoming the leader you were meant to be
 ✨ Building positive, resilient cultures
 ✨ Navigating change with clarity, confidence, and purpose
 ✨ Helping your organization grow like never before

…then I’d love for you to join me on the newsletter side of things. That’s where I can go deeper, share exactly what I think will help you, and build something real with you—not just around you.

Here’s my commitment to you:
✅ No selling your information
✅ No spam
✅ No inbox overload

Just one email every Wednesday at 8 AM EST, filled with actionable insights, valuable links, tools, articles, and resources you can use immediately—or pass along to someone who needs them.

I’m incredibly grateful for the amazing people I’ve met on this journey to 25K+ LinkedIn followers. This next step is about building something even more meaningful—a community where leaders truly succeed together.
If you’d like to be part of that community, you can sign up using the View My Newsletter link in my bio.

Wishing you a wonderful weekend,
 Angela

A sneak peek of my newsletter this week.  Sign up in my bio to get the research-backed insights.

DeltaOps Consulting

I help CMOs scale marketing teams by applying lean principles like Kaizen to optimise processes, remove inefficiencies, and improve collaboration. My goal is to save marketing teams time and resources, driving smarter, more effective campaigns. If you're looking to streamline operations and create a culture of continuous improvement, I’m the partner to call.

Founder & CEO

Shoot 4 The Moon Ltd

Marketing operations consulting and workshop facilitator of 'Ox' the Operations Excellence Programme for marketeers. On our Ox course, in just 3 sessions, your team will be fast-tracked to gain the confidence to audit and own their processes and embrace the discipline of continuous improvement. 
The 3 workshops will solve these common issues: automating manual processes, freeing-up space by reducing non-value adding tasks, and standardising processes to eliminate siloed work.

Consultant and Facilitator

Prime Video & Amazon Studios

Leading the marketing campaigns of SVOD titles, Prime Video Channels, and Live Sports properties across +50 streaming device partners in EMEA.

Marketing Manager - EMEA

Leading various marketing operational projects that aid Prime Video’s EU expansion. 
Responsibilities included:
•	Creating efficiencies by implementing new software, deprecating and unifying tools, and developing automation. 
•	Establishing Standard Operational Procedures with other teams to streamline processes. Teams included Content Acquisition, Catalog, Local Brand teams, Amazon Studios, etc).
•	Mapping roles and responsibilities to establish single thread ownership of tasks to maximise efficiencies.
•	Educating and on-boarding +50 newcomers on processes, tooling, and resources.
Key Achievements:
•	Introduced a workstream that reduced ingestion errors saving +10h per title in the campaign management team (+400h in 2022)
Skills developed:
•	Large scale operations management 
•	Mastering project management tools

Marketing Operations Manager - EU

Henkel

•	Managing the brand relaunch of Schwarzkopf's Masterbrand across categories: Colour, Styling and Care
•	Developing a brand plan for Right Guard, including the ideation, strategy, and development of a new premium sub-brand to enhance category and brand value. 
•	Supporting the divestment of Right Guard after the acquisition from a private equity firm.
•	Leading the implementation of Power BI (market share data platform) for the UK marketing team.
•	Analysing and assessing different ventures for the UK marketing team including D2C and brand extensions.
•	Managing and developing the 2021 Schwarzkopf Graduate Programme (+400 applicants, 2-day virtual group assessments, 16 second stage interviews).
•	Managing and training graduates, included: development plans, training, and upskilling.

Senior Brand Manager - Beauty Care Retail - Body and Hair (Right Guard, Schwarzkopf)

•	Revitalising Right Guard with a brand relaunch and repositioning with market research data and multiple workshop sessions.
•	Managing a nationwide Out of Home and Digital/vod campaign to support the relaunch. This included the development of all assets, creative workshops with media owners, and media budget optimisation.
•	Rolling out the relaunch on Right Guard’s Xtreme sub-brand and Shower Gel ranges, and preparing 2021-2022 NPDs.
•	Managing a last-minute COVID response project that included the launch of 3 SKUs in record time.
•	Performed Net Revenue Management portfolio assessment; which resulted in the launch of a new deo size in the category.

Brand Manager - Beauty Care Retail - Right Guard, Fa

•	Developing and executing brand strategy plans for local brands.
•	Performing 'deep dive' analyses to key categories which resulted in changing in pricing strategy and the rationalisation of ¼ of the brand portfolio. Resulted in a margin increase of +2pp.
•	Full ownership of ATL/BTL campaigns that included 3 TV and VoD campaigns (i.e. building business cases, forecasting, working with creatives, undergoing Clearcast approvals, buying media, and tracking/presenting results).
•	Training and supporting newcomers, including being an interim line manager for 5 months.
•	Championed the implementation of a volunteering program at Henkel to aid a local food bank.

Brand Manager - Adhesives for Consumers - UniBond, No More Nails, Solvite, Nitromors

•  Activating and managing digital campaigns (i.e. SEO, AdWords, Pinterest promoted pins, Facebook ads, YouTube video campaign, Google banners). 
•  Launching and managing an inspirational-DIY website and Facebook page.
•  Collaborating with digital managers from other business units to share best practices. 
•  Liaising the implementation of campaigns that linked with customer’s digital assets. 
•  Updating the business unit’s digital assets (i.e. YouTube pages, social media, websites). 
•  Working with content and SEO agencies to optimise digital assets (e.g. creating and defining assets, keywords and content for A+ pages). 
•  Implementing GPRD compliance across all the business unit's websites and digital touch points

Adhesives for Consumers Digital Marketing Manager (on top of brand responsibilities)

•  Supporting the launch of NPDs and implementing +100 artwork refreshes and adaptations. 
•  Developing, executing and presenting local brand plans 
•  Launching local and international product innovations. Including introducing  27 new products in 2 months for a customer’s international tender.   
•  Managing and coordinating digital and TV campaigns.
•  Providing cross-functional support: trade marketing, demand planning, supply planning, sales, finance, packaging, production, customer service, regional and global teams.

Junior Brand Manager - Adhesives for Consumers - UniBond Sealants and PU Foam

Panamericana de Salud C.A.

Responsibilities include:
• Analysing the company’s financial accounts (e.g. statement of cash flows, income statement,
balance sheet) and developing action plans.
• Performing cost accounting analysis and valuations of projects.
• Assisting in the debt management for account receivables.
Key Achievements:
• Decreased the variable costs by 12%.
• Collected 90% of account receivables including $10,000 of bad debt
Skills Developed:
• Negotiation skills under stress
• Financial accounting skills (e.g. ratio analyses).

Financial Advisor

The London Print Company

Responsible for organising the daily on-line and mail marketing activities, debugging the CRM software, changing the pricing strategy, performing a cost analysis of promotional products, and designing a strategic business plan.

Marketing Intern

Founder | Consultant | Content Creator | Follow for daily posts about Process Improvement & Effective Leadership | ex-Amazon

Hi, I’m a former brand marketer who’s now an expert in process improvement.

At Amazon, I led big marketing operations projects and saw firsthand how improving processes can make a huge impact. Today, through my consulting firm, I help marketing teams grow more efficiently by using smart management methods like Kaizen.

I work with CMOs of mid-to-large companies, especially those with teams of 10 or more, to streamline workflows, improve teamwork, and get the most out of their marketing tools. By spotting inefficiencies and turning them into productive actions, I help teams achieve more with less effort.

My goal is simple: save time, cut waste, and create a culture that’s always improving. With my experience in brand marketing and process optimisation, I’m here to help you scale your marketing operations smoothly and effectively.

In short: I help marketers improve their processes by removing inefficiencies, automating tasks and eliminating wasteful activities.

Oliver Ramirez G.

People don't leave great jobs.

(keeping talent isn't rocket science)

The best leaders know:
✔️ Growth isn't a favour - it's a promise.
✔️ Respect isn't a bonus - it's the baseline.
✔️ Fair pay isn't kindness - it's smart business.

Here's a proven action plan to keep your best people:

1️⃣ Fair pay is table stakes.
→ Review comp structures twice a year. 
→Stay ahead, don't review it after people quit.

2️⃣ Respect isn't just tone.
→ Operationalise it: Set real feedback loops where
employee ideas are acted on, not just "noted."

3️⃣ Growth needs a map.
→ Make personal development plans part 
of quarterly goals, not a dusty once a year HR form.

4️⃣ Recognition beats annual awards.
→ Use: weekly wins, small shoutouts, instant feedback 

5️⃣ Career paths shouldn't be mysteries.
→ Create clear role progressions and talk about 
them often. Don't let it become a guessing game.

6️⃣ Workloads must be sustainable.
→ If high performers are overloaded, they burn out.
→ Build capacity plans, not just headcount reports.

7️⃣ Trust is built in the small things.
→ Let people own their projects. 
→ Kill the "approval bottleneck" culture.

8️⃣ Transparency is oxygen.
→ Share the "why," not just the "what" of your decisions.
→ People commit when they understand the context.

9️⃣ Feedback isn’t a grenade.
→ Train your managers to coach, not criticise. 
→ Invest in real leadership development 

Listen, respect, grow.
It’s smart leadership.

Stay ahead. 
Build companies people don’t want to leave.

💭 What's your favourite retention tip?

- - - 
♻️ Repost to help your network.
➕ Oliver Ramirez G. for leadership & process improvement tips.

Founder | Workflow Automation | Follow for daily posts about Process Improvement & Effective Leadership | ex-Amazon

If you take care of your employees,
they'll take care of your business. 

Keeping employees happy is not rocket science.
Provide training, motivation, and opportunities.

Here are 5 ways to take care of your people:

1/ Training is a smart investment
 ↳ Firms that train generate 3x more rev. per employee
 ↳ Stagnant teams lead to stagnant business.

💡 Make development a KPI, not a 'nice to have'.

2/ A good culture retains employees
 ↳ 62% of employees leave due to bad culture.
 ↳ Money attracts, but culture retains.

💡 Build a mission-driven, psychologically safe space.

3/ Accountability empowers employees
 ↳ Ownership fuels retention by 97%.
 ↳ People stay where they feel responsible.

💡 Give autonomy, allow mistakes.

4/ Showing empathy isn’t soft, it’s a superpower
 ↳ Employees with empathetic leaders are more loyal.
 ↳ People often don’t just quit jobs, they quit bad bosses.

💡 Listen, pulse check through direct/indirect channels.

5/ Well-being isn’t a perk. It boosts productivity.
 ↳ Burned-out employees cost millions in lost output.
 ↳ Happy teams outperform unhappy ones by 20%.

💡 Balance workloads, don't overwhelm your best talent.

Remember to take care of your team, 
and they’ll take care of your business.

💭 Which point resonated most with you? 

- - -

♻️ Repost to help your network.
➕ Oliver Ramirez G. for leadership & process improvement tips.


Sources: ATD Research, Charity Job Finder, Gallup, EY Empathy in Business Survey, University of Warwick.

Leaders who punish mistakes also punish progress.

(here’s what most leaders miss)

When leaders obsess over avoiding mistakes, 
they unknowingly block innovation.

Here’s what happens when “no mistakes allowed” becomes the culture:

❌ 𝗘𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗱𝗶𝗲𝘀
↳ Teams stop taking risks.
➞ Innovation shrinks to safe, incremental tweaks.

❌ 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝗹𝗼𝘄𝘀 𝗱𝗼𝘄𝗻
↳ Fear of failure keeps people quiet.
➞ The best ideas never see the light of day.

❌ 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝘀𝗹𝗶𝗽 𝗮𝘄𝗮𝘆
↳ While you’re busy avoiding errors, competitors are busy learning.
➞ They adapt faster and win faster.

❌ 𝗣𝗲𝗼𝗽𝗹𝗲 𝗱𝗶𝘀𝗲𝗻𝗴𝗮𝗴𝗲
↳ High performers won’t stay in a punishment place.
➞ You end up with compliance, not creativity.

The truth is simple:

✅ Mistakes can be fixed.
❌ Missed opportunities can’t.

Just ask Blockbuster, Kodak, or Nokia. 
Playing it safe was their biggest mistake.

💭 Has fear of mistakes ever hold you back?

- - -

♻️ Repost to help other leaders.
➕ Oliver Ramirez G. for leadership & process improvement.

When people make mistakes, 
the last thing they need is more discipline.

How you react as a leader matters. 

If you create a culture of blame, people will:

❌ Avoid taking risks.
❌ Hide errors until they become crises.
❌ Point fingers at others instead of owning up.

Here are 6 ways to build a culture of owning mistakes:

1️⃣ Embrace vulnerability
 ↳ Leaders should openly admit their mistakes.
 → Sends the message: “It’s okay to speak up.”

2️⃣ Build psychological safety
 ↳ People need to feel safe to disclose errors.
 → Builds trust and reduces fear of repercussions.

3️⃣ Learn from mistakes
 ↳ After any issue, focus on learning not blaming.
 → Run post-mortems to prevent issues from recurring.

4️⃣ Share “failure stories”
 ↳ Share team mistakes and solutions in meetings.
 → Normalises vulnerability & continuous improvement.

5️⃣ Offer training and resources
 ↳ Provide tools or training to prevent mistakes.
 → Employees need to build skills to succeed.

6️⃣ Recognise and reward honesty
 ↳ Publicly acknowledge those who speak up.
 → Reinforces that transparency is valued.


Your team works best when they feel safe to admit errors.

You can start by listening without judgment. 

💬 Which of tip do you think is most effective?

- - -

♻️ Repost to help your network.
➕ Oliver Ramirez G. for effective leadership & process improvement tips.

Working with people smarter than you
is a blessing, not a threat.

I've seen too many leaders protect their ego by
choosing "manageable" candidates over top talent.

The cost:

❌ You avoid people who might question your decisions
❌ Every major decision becomes a bottleneck through you 
❌ Innovation dies because nobody challenges your thinking

Harvard Business Journal found that bad hires 
drive 80% of employee turnover.

But when you hire up, everything scales:
✅ Smart hires spot problems before they explode
✅ They bring solutions, not just execution
✅ High-performers attract other high-performers

The fastest-growing companies are led by founders
who know their gaps and hire exceptional talent to fill them.

"Try never to be the smartest person in the room.
And if you are, find a different room."
-Michael Dell

💭 Which part resonated with you most?

---
♻️ Repost to help other leaders
➕ Oliver Ramirez G. for leadership & process improvement

85% of people believe they're over-performers.

(how your ego can kill your growth)

An unchecked ego can sabotage your growth:

1️⃣ The Feedback Filter
↳ You dismiss criticism as "they don't understand"
↳ Only hear praise, ignore improvement areas

💡Escape it by regularly asking for 360 feedback

2️⃣ The Fixed Mindset Trap
↳ Challenges threaten your "smart" identity
↳ You avoid situations where you might fail

💡A growth mindset requires you to challenge yourself 

3️⃣ The Comparison Obsession
↳ Focus shifts from learning to looking good
↳ Energy goes to protecting image, not developing skills

💡Keeping up appearances only fools yourself

4️⃣ The Knowledge Ceiling
↳ "I already know this" blocks new information
↳ You stop asking questions that reveal gaps

💡 Studies show curiosity drives career advancement

The answer is to develop a "quiet ego".

It's not about suppressing confidence,
it's right-sizing your self-perception.

Research shows that individuals with quiet egos have:
✅ More authentic relationships
✅ Higher wellbeing and life satisfaction
✅ Greater learning capacity under pressure

How to develop a quiet ego for growth:

1️⃣ The Reality Check
↳ Ask "What don't I know?" before every project
↳ Seek feedback from 3 different perspectives 

2️⃣ The Growth Challenge
↳ Choose 1 task monthly that makes you uncomfortable
↳ Document what you learned from failures

3️⃣ The Authentic Leadership
↳ Celebrate others' wins publicly
↳ Share your mistakes and lessons learned openly

The strongest leaders aren't those who never fail.
They're those who learn fastest from discomfort.

Your ego wants to protect you from feeling small.
Growth requires embracing what you don't know yet.

💭 What tip works best for you?

---
♻️ Repost to help your network embrace growth
➕ Oliver Ramirez G. for leadership & process improvement

Sources: The Quiet Ego Scale (2015), Growing a growth mindset (2020).

Smart leaders focus on this one thing

(the secret to consistently outperform)

Most managers obsess over outcomes:
- Chasing metrics
- Racing for results
- Pushing for perfection

But focusing on results only gets you so far.

Amazon taught me that neglecting your processes
exposes your team to vulnerabilities:

- Hidden bottlenecks
- Inconsistent results
- Constant firefighting 

High-performing leaders focus on mastering 
repeated success with reliable processes.

Here's how process-focused leaders win:

1/ Diagnose - Process Audit 
↳ Map current workflows end-to-end
↳ Identify bottlenecks and pain points

💡 Quantify the problem (e.g., hours lost per year)

2/ Stabilise - Process Standardisation 
↳ Create clear, repeatable workflows
↳ Remove unnecessary variations

💡 Document the 'what' and the 'how'

3/ Accelerate - Process Optimisation 
↳ Eliminate redundant steps & waste
↳ Automate where possible

💡 Eliminate non-value adding activities

4/ Train - New Process Enablement
 ↳ Upskill teams on new systems and tools
 ↳ Provide job trainings & reference guides

💡 Regularly check the tool adoption rates

5/ Safeguard - Governance & Controls 
↳ Set clear ownership and accountability
↳ Build in quality checks

💡 Prevent issues from ever repeating

6/ Sustain - Continuous Improvement Culture 
↳ Promote experimentation like PDCA
↳ Celebrate process innovations

💡 Small wins compound into big victories

When you neglect the process, 
you'll find yourself consistently reacting.

When you focus on building good processes, 
excellence becomes inevitable.

The greatest achievements are always engineered.

💭 Which step resonated the most?

- - - 
♻️ Repost to help your network.
➕ Oliver Ramirez G. for leadership & process improvement tips.

(Credit to Ash Lamb for this amazing visual!)

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