Energy Leadership Coach | Leadership Trainer | R&D Expert

Can't shut off? Always on edge?

If you're highly sensitive, HSP, ADHD, or neurodiverse - your nervous system operates differently. 

You naturally pick up more. Process deeper. Feel misalignment faster.

When you override your wiring? Your body shuts you down.

I help sensitive and neurodiverse founders regulate their nervous systems so they can build businesses that work WITH their wiring, not against it.

Take the Free Founder Regulation Assessment → founder-regulation-assessment.lovable.app

My Story

Three years ago, I moved from Holland to the Portuguese mountains to escape burnout.

It didn't work.

Working 8am-10pm. Phone at dinner. Snapping at my kids - I remained stuck in survival mode.

My chest was tight. Mind racing. I'd lost the ability to feel what my body was saying.

That wake-up call changed everything.

I stopped trying to push through my dysregulation and instead started treating through somatic work and regulation.

Now I help other sensitive and neurodiverse founders do the same.

So if this is you...

- Can't shut off - mind races, body won't rest
- Always on edge - chest tight, revenue dips spiral you
- Body refuses to fake it 
- You feel everything 3x harder
- Decide from panic, not strategy
- Rest feels dangerous
- Irritable with people you love

Better boundaries alone won;t solve your problme. You need nervous system regulation.

How I Work
→ Map your nervous system patterns
→ Rebuild regulation capacity
→ Create rhythms that honour your wiring
→ Lead from presence, not performance

What makes this different is that most business coaching ignores the body. Most nervous system work doesn't understand business. 

Almost nothing addresses how sensitive and neurodiverse systems work differently.

I bridge all three.

I bring nervous system science (Polyvagal Theory) and body-based practices (Somatic Experiencing) into entrepreneurship for founders whose systems operate differently.

Your system picks up everything. Processes everything. Feels everything.
You dysregulate faster - and pay a higher price.

The popular "push through" advice? breaks you.

When you work WITH your wiring? Everything changes.

Start Here

Free 5-min assessment: Take it here → founder-regulation-assessment.lovable.app
1:1 Coaching: Book call here → https://cal.com/daniel-philips-coaching/clarity-call

The real breakthrough was learning to feel what was happening inside - and lead from there.

Daniel Philip Wilcock

I help organizations turn people data into meaningful action.

With 12+ years of experience leading People & Culture strategy, I focus on aligning employee experience with business growth. My work spans startups, agencies, and enterprise teams. I partner closely with revenue and client-facing leaders to build systems that support engagement, communication, and performance.

Through Quokka Hub, I use tools like Quarterly Pulse Checks, DISC assessments, and tailored leadership workshops to surface insights on culture, engagement, and team dynamics. 

But data alone isn’t the solution... It’s what you do with it. 

That’s why I partner with leaders to translate results into clear strategies:
⇢ Designing performance & feedback systems that drive accountability
⇢ Supporting leaders of growth and delivery teams through org design and scale
⇢ Building cultures where people stay, grow, and contribute at their best

Whether inside an organization as Head of People or through short-term consulting, my approach is consistent: combine insight, strategy, and execution to create measurable impact.

Michael Franco

Your culture is creating workaholics

Not on purpose
But it is

Nobody scheduled a meeting about it
Nobody wrote a policy that said 
"work until you break"

It just became what dedication looks like here

Staying late became a sign
Always available became the expectation
Logging off became a risk

And people learned
Without being told

Monster Hiring asked 800 workers why they overwork

The top answer?

Company culture 

The environment told them to

Leaders forget this
Culture doesn't announce itself
It just becomes the standard

And when overwork is the standard
Rest feels like underperformance
Boundaries feel like a lack of commitment

You didn't build a high-performance culture
You built a fear-based one

Those aren't the same thing

As an individual
⇢Notice what your environment rewards

As a leader
⇢The behavior you tolerate becomes the culture

As a company
⇢Sustainable performance requires visible boundaries and support


❓ What's the difference between a workaholic and a passionate worker?

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#CompanyCulture #Leadership

Head of People | Global HR & People Operations | Multi-Region Execution (US, Europe, LATAM, APAC)

Illustration of five laptops in a row showing time passing during the evening: 7:00 PM (screen bright), 9:00 PM, 11:00 PM, 1:00 AM, and finally a laptop with a nearly empty battery icon. Above the laptops the text reads, “Work rarely collapses suddenly.” Below them it says, “Burnout usually falls one hour at a time,” with “one hour at a time” highlighted in green.

Remote workers earn more than in-office colleagues

That's what the Federal Reserve found
And everyone's sharing it like a remote work win

But the data is more interesting

The pay gap isn't because they work from home
It's because the people who already had leverage
Were the ones who got flexibility

Senior employees
Higher earners
People who could negotiate

Remote work didn't create their advantage
They used their advantage to get remote work

Which reveals something important

If flexibility mainly exists at the top of your org
You haven’t built a flexible company

You’ve built a two-tier system
Where options are a perk of power
Not a baseline of trust

And people will eventually notice

They may not say it directly
But they see who has options
And who doesn’t

And over time that determines how people think about

Trust 
Culture
And opportunity


❓ What patterns have you seen around flexibility?


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#RemoteWork #PeopleAndCulture

Illustration of a multi-story office building where several employees sit inside cubicles working at desktop computers while a manager stands outside looking up. On the rooftop, two people relax on lounge chairs with laptops and drinks, suggesting remote or flexible work happening above a traditional office structure.

Teams may get smaller
Expectations won’t

So the margin for error disappears

When fewer people are doing more work
Two things matter more than anything

1. Communication
2. Decision-making


One missed handoff
One unclear decision
Slows everything down

This is what tests leadership
The hard moments

Making decisions not everyone agrees with
Setting direction when things aren’t fully clear
Being transparent about why

You don’t need everyone to agree

But people need to understand

Because when they do
They move faster
They trust the direction
They make better decisions on their own

No amount of AI or Tools will fix

-Unclear priorities
-Avoided decisions
-Weak communication

Smaller teams need 

-Clear direction
-Fast decisions
-Transparent leadership

As an individual
⇢Clarify before acting

As a leader
⇢Decide and explain the why

As a company
⇢Invest and empower your leaders


❓What improves communication most on your team?

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#Communciation #Leadership

Conceptual illustration of interlocking gears with a central green gear and the text 'Efficiency is a Leadership Choice,' representing communication and leadership in small teams.

338,000 women left the U.S. labor force this year

Women are five times more likely to leave
Due to caregiving responsibilities

And most companies are treating this
Like a personal decision

It's not

It's a system failure

And it's hurting more than retention numbers

When the same type of person stays 
And everyone else leaves 
You lose cognitive diversity 
You lose the people who think differently 
Solve differently 
Lead differently

You also lose institutional knowledge 
Because someone experienced a life event

And it's getting more complex

More of the millennial generation 
Is now caring for both their kids 
And their aging parents

That's the sandwich generation 
and it's growing

This takes structural redesign

Not a perk 
Not a policy announcement

A commitment to accommodating your performers 
Through what we all eventually experience in life

You should never have to choose 
between a paycheck and caring for your family

And the flip side is also true

When companies do design for life integration 
Employees have to show up for it 
Or they risk making it harder
For the next person who needs it

As an individual 
⇢Know your non-negotiables and find companies that match

As a leader 
⇢Support your team when they experience those life events

As a company 
⇢A retention strategy that ignores caregivers is incomplete


❓What's a flexible policy you've seen make a difference in someone's life and work?

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#PeopleAndCulture #OrganizationalDesign

Illustration titled “The Sandwich Generation.” A stressed professional sits at a laptop with a green screen, looking overwhelmed. A child on the left holds up a paper labeled “HELP?” while an elderly person on the right asks for assistance and holds medication and a cane. Text below reads: “Design work for the Reality.” The image highlights the pressure of balancing work responsibilities with caregiving for both children and aging parents.

Companies are investing less in people
And people are investing less in companies

And both sides think the other one started it

I’ve seen this a lot recently

Leaders afraid to commit to development 
Because they don't know what the org looks like in 12 months

Employees afraid to go all in 
Because they don't know if they'll be there in 6 months

So everyone just... maintains

Does the work 
Avoids the risk 
Waits for someone else to move first

But waiting costs you

The company loses the institutional knowledge 
That only builds when people feel safe enough to grow

The employee misses the growth window 
That requires both initiative and investment

Both sides lose
And neither side meant for it to go this way

Someone has to move first 
And it's usually the leader who has to

This is the only way to break the cycle

As an individual 
⇢Show up like you're staying even when it's uncertain

As a leader 
⇢Invest in your people before you need them to perform

As a company 
⇢Fund development even in unstable quarters


❓What was your favorite development program you took part in?

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#PeopleAndCulture #LeadershipDevelopment

Black-and-white sketch illustration of a company and an employee standing on opposite sides of a cracked bridge, each holding a green sign labeled “Investment.” The word “Waiting” appears above them. Beneath the broken bridge are the phrases “Lost Knowledge,” “Lost Growth,” and “Lost Trust,” symbolizing the cost of mutual hesitation to invest in each other. The handle /michaelfranco appears in the bottom corner.

I used to think the hardest part of People Ops work was the strategy
It's not

It's sitting across from a leader who knows something is broken
And watching them choose not to name it

Not because they don't see it
They do

Not because they don't care
They do

But because naming it makes it real
And they already have a billion things to do

So instead:
The survey gets delayed
The feedback loop stays quiet
The high performer who's been checked out for three months
Stays checked out

And the leader tells themselves

"Things are fine"

The most expensive phrase in any organization

"Things are fine"

Because by the time things are obviously not
You've already lost the window

The leaders I've seen build something impactful
Were the ones willing to ask the hard question
Before they were ready for the answer

That's the job

As an individual
 ⇢Say the thing you've been hoping someone else would bring up

As a leader
 ⇢The question you're avoiding is usually the most important one

As a company
 ⇢Build systems that encourage asking "Why?" and "Why not?"


Tag a leader who isn't afraid to name the elephant in the room

❓What’s the one question they always ask?


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#Leadership #PeopleAndCulture

A toy-style plastic office worker figure sits calmly at a small desk holding a green coffee mug while bright plastic flames surround the workspace. A laptop on the desk shows a downward green graph. Papers and a box sit nearby, with a wall clock and an open doorway in the background. Above the figure, a speech bubble reads “Things are fine,” contrasting with the chaotic scene of the office burning around him.

Treating onboarding like an orientation?

Two days
A stack of paperwork
A welcome lunch
Badge access

And then the employee feels lost after 90 days

Onboarding isn't an event
It's the first touchpoint of your culture

It tells the new hire everything they need to know
Before anyone says a word

How decisions get made
What gets celebrated
Who has influence
What gets ignored

And most importantly…

Whether the job they were sold 
Matches the one they walked into

If those don't match
You've already started losing them

I've seen companies spend months recruiting the right person
 And two weeks undoing it

The best onboarding I've built with clients
Focus on building context

⇢Who should this person know, and why?
⇢What does success look like in 30, 60, 90 days?
⇢Why does their work matter, and how do they get support?

The first 90 days are the most expensive 500 hours your company will spend

It’s either an investment in momentum
or the start of a slow exit

As an individual
 ⇢Having fresh eyes means don't be afraid to ask “why?”

As a leader
 ⇢Utilize your new hires to find opportunities within your workflows

As a company
 ⇢Onboarding is the first impression and sets the tone, prioritize it


❓ What was your best onboarding experience? 

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#EmployeeExperience #OrganizationalDesign

66% of business leaders say they won't hire someone without AI skills

Jobs listing AI skills pay 28% more

And less than half of companies 
Are providing even basic AI literacy training

Read that again

They want the skill 
They won't develop it 
But they'll pay a premium to find it outside

This is the talent paradox hiding in plain sight

You can't build AI fluency in your workforce 
If AI fluency is only rewarded at the point of hire

And realistically, with the pace of tech
Constant learning is needed by everyone

Some companies are doing just that

Building capability internally 
Before they need it 
Before it's urgent

Because by the time it's urgent 
You're already behind

AI readiness is a people infrastructure problem

As an individual 
⇢Start building AI fluency, utilize the free resources out there

As a leader 
⇢Model it. If you're not using these tools, neither is your team

As a company 
⇢If you ignore development, you'll pay a premium for it tomorrow


❓ What's one AI skill you've put to use in your work?


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#FutureOfWork #PeopleAndCulture

Illustration showing a gap between two cliffs labeled “Companies Want AI Skills” and “AI-Ready Workforce.” A broken bridge spans the gap with a sign above it reading “Training,” while coins fall below labeled “Hiring Premium.” At the top: “66% of leaders want AI skills.” At the bottom: “The AI Talent Paradox.”

57% of employees felt worse after a culture initiative launched

Not better 
Worse

Because they recognized it for what it was 
A response to a problem 
That didn't address the problem

The free lunch didn't fix the unclear expectations
The new policy didn’t fix the inconsistent standards
The wellness app didn't fix the manager who never listened 

And when nothing changes 
People stop expecting it to

What makes the biggest difference?

When leaders changed their behavior

No rollout
No program 
No announcement

Just different behavior 
Trust scores rose 26%

That's it

Culture doesn't just improve through initiatives
It requires aligned behaviors 

In the meeting 
In the feedback conversation 
When the easier thing would be to say nothing

People notice what leaders do 
Even in the moments that don't feel significant

As an individual 
⇢Model the change you want to see before you ask for it

As a leader 
⇢The behavior you change this week creates a culture initiative

As a company 
⇢Initiatives work when behavior is aligned and supportive


❓What's the most meaningful culture change you've seen that didn't come with an announcement?

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#CompanyCulture #Leadership

Illustration of a deep black crack splitting a white surface, covered by a small beige bandage that only masks the fracture rather than repairing it, symbolizing superficial culture initiatives that fail to address underlying leadership behavior issues.

Gartner says HR leaders must now manage 
A blend of human and virtual co-workers

This isn’t really the future of work 
That's this year
It’s now

My personal workflows have changed dramatically over the past month

But with smarter workflows
Smaller team sizes
Comes a hidden complexity

Communication

If only 2 people manage 2 key workflows
They better communicate super effectively

On top of that
Teams need

-Clear ownership of decisions
-Documented workflows
-Defined expectations

The companies getting value from AI 
Rebuilt their people infrastructure first

As an individual 
⇢Learn to manage outcomes, not just tasks

As a leader 
⇢Clarify ownership before introducing automation

As a company 
⇢AI readiness is a people systems problem, not a tech one


❓ What part of your work has changed the most in the past year?


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#PeopleAndCulture #OrganizationalDesign

Minimal sketch of two humans overseeing AI agents, connected by a green “Communication” line above a shared workflow diagram. Text reads “Automation Multiplies. Communication Aligns.”

HR departments are sitting on some of the most sensitive data in the company

And the headlines keep proving how risky that's become

Resumes 
Government IDs 
Medical records
Compensation details 

Keeping this information safe
Is key to keeping trust

I've had to manually redact so much information over the years 
It's time-consuming but important

I came across Redactable® and loved that it was built specifically for this
SOC 2 Type II and HIPAA compliant

It has saved me so much time

Permanent redaction, not just a visual layer
AI detects and removes PII automatically 
Strips hidden metadata most tools miss

HR needs safeguards to remain trustworthy


❓How does your team handle sensitive docs before sharing?


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#PeopleAndCulture #DataProtection

It’s company retreat season
And it is one of my favorite times of year
Not because it’s usually a great location

It is because I see great teams
Get even better

My favorite question I get is
“What activities should we plan?”

Which is awesome to hear
Because leadership wants the team to have a good time

But a better question:
“What has been impossible to figure out while everyone is heads down?”

These retreats are an interruption
A space for everyone to zoom out together

I’ve seen teams unblock decisions that were stuck for months
Not because of a brilliant workshop
Not because of an amazing guest speaker

But because teams had time
For those unplanned conversations
The moments between the schedule

These kinds of conversations

Don't happen in a Zoom meeting
Don't happen in the office
Don't happen in a 1:1

It's from the intentional pause
That lasts long enough for people to be honest

Retreats aren’t rewards
They’re a refocus

As an individual 
⇢Give clarity & take perspective

As a leader 
⇢Create time for context-sharing 

As a company 
⇢Build in moments to rethink, reflect, and connect


❓What was your best experience at a company retreat?

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#TeamAlignment #CompanyRetreat

Black-and-white illustration of three colleagues in conversation during an outdoor retreat. Two are standing with coffee cups, one seated in a wooden chair, engaged in a discussion. Behind them is a board covered in sticky notes with highlighted themes reading “Ownership,” “What’s Stuck?” and “Decision.” At the bottom, green text reads: “Retreats Are A Refocus.”

Layoffs make people question stability
AI makes people question relevance

Both trigger the same thought

“Where do I stand?”

When the environment changes
Titles become a lot more fluid

But skills don’t

In volatile environments
Steady isnt fitting a job description

Steadiness is durable capability

-Clarity
-Judgment
-Systems thinking
-Decision ownership

These are skills that get amplified
And help automation

If AI can produce faster output
The value becomes knowing
What’s worth producing

When teams are leaner
Value becomes knowing
What matters

Volatility exposes one thing:
Were you building a position?
 Or capability?

As an individual
 ⇢Upgrade the skills that travel with you

As a leader
 ⇢Develop judgment in your team

As a company
 ⇢Add systems thinking to your quarterly performance review


❓What skill feels most durable in your world right now?


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#FutureOfWork #OrganizationalDesign

Minimal sketch-style illustration contrasting “Position” and “Capability.” On the left, a tilted business card labeled “Title, Company, Role” represents position. On the right, a solid stack of blocks labeled “Clarity, Judgment, Systems Thinking, Decision Ownership” represents capability. The headline reads “Build Capability,” emphasizing durable skills over job titles in changing environments.

Block just cut nearly half its workforce 
Over 4,000 people

Jack Dorsey's message
"Intelligence tools have changed what it means to build and run a company"

The stock went up 17%

I'm not here to debate the decision
It wasn’t mine to make
I'm here to talk about what it means for the rest of us

Because Dorsey also said: 
"I'd rather get there honestly and on our own terms than be forced into it reactively"

And he predicted your company is next

Whether that's true or not 
This has been a trend

AI fluency has become a baseline expectation

The professionals who will be most resilient 
Aren't waiting to be told what to learn 
They're already building

They're not afraid of the tool 
They're curious about it 
They're asking

⇢What part of my job could this do? 
⇢What part of my job requires me specifically? 
⇢What would I need to learn to stay irreplaceable?

Just an honest self-assessment

As an individual 
⇢Get ahead of this. Audit your skills, plan to add new ones

As a leader 
⇢Help your people, teach them, guide them

As a company 
⇢ Transparency is a best practice when in a state of change


❓ What part of your work do you think AI will never replace?

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#FutureOfWork #Leadership

Illustration of a professional standing at a drafting table designing a workflow diagram. AI elements like a robotic arm and digital network nodes appear faintly in the background. Text reads “Architect > Operator,” emphasizing strategic skill development over task execution.

Layoffs
AI anxiety
Corporate caution

All symptoms of something deeper:
The collapse of mutual investment between companies and employees

This week’s newsletter dives into it

#WorkplaceCulture

It’s the story nobody is telling clearly because it’s easier to blame "the economy" or "the AI tool." But if you look beneath the surface of the lates

Open article: The Trust Collapse: Is Everyone "White-Knuckling" It? by Michael Franco • 3 min read

The Trust Collapse: Is Everyone "White-Knuckling" It?

We implemented the tool 
Why isn't anything changing?

New platforms 
New workflows 
New expectations

The assumption is that access equals adoption
That if you give people the tool 
They'll figure out how to use it well

That's not how it works

There is always a gap between 
What was implemented
And how people use it

Some are using it well 
Some are using it as a shortcut 
Some aren't using it at all 

This is a change management problem

Rolling out a platform without redesigning the workflow
Is like handing someone a better hammer 
And hoping the house is built differently

Companies getting value from these investments 
Are the ones asking 

⇢What does good output look like with this tool? 
⇢Who needs support and what kind? 
⇢How does this change the work?

Technology doesn't transform organizations 
The people using it do

As an individual 
⇢Use the tool to enhance your thinking, not replace it

As a leader 
⇢Adoption without guidance creates inconsistency

As a company 
⇢Investment in how people use the tool is where the value is


❓What's your new favorite tool or platform? 

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#PeopleAndCulture #ChangeManagement

Hand-drawn style illustration of a green block labeled “New Tool” sitting on one platform and a messy diagram labeled “How It’s Actually Used” on another platform. The two platforms are separated by a visible crack in the foundation labeled “Confusion,” “Workarounds,” and “Inconsistency.” At the bottom, bold green text reads “Implementation ≠ Adoption.” The visual highlights the gap between launching a tool and achieving real adoption.

Changes are happening fast

Changes in tools
Changes in policy
Changes in programs
Changes in all of your forecasting

It feels chaotic 
Because it is

Orgs are patching problems
But not solving them

There's urgency to fix each people challenge 
And each one gets treated like it's separate

But they're not

They're all connected

Your new hire won’t succeed if ownership isn’t defined 
Your leaders can't make decisions if the system isn't clear
Your initiatives won’t stick if they conflict with existing workflows
Your talent strategy won't matter if people don't know where they fit

These aren't separate problems 
They're symptoms of the same thing

You need systems that work together 
Not more programs

You need systems that work together
It’s a web

Systems with frameworks 
Initiatives with programs 
Tools that integrate all of it

As an individual 
⇢Let your leaders know where you feel disconnects

As a leader 
⇢Zoom out to see how problems relate to each other

As a company 
⇢Every implantation is a LEGO block that strengthens the structure

❓ What have you seen streamlined to make the biggest impact? 


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#OrganizationalDesign #PeopleStrategy

Before and after diagram: Top shows disconnected people systems (AI, Hiring, Culture, Policy, Tools, Engagement, Forecasting) with conflicting initiatives and workflows. Bottom shows the same elements integrated around a central Integrated Framework with clean connections.

This week we talked about:

4,000 people laid off
AI reworking workflows
What skills are durable
Trust thinning on both sides

All of it points to one question:

Do you actually know how your people are feeling?

Not guessing
Not assuming
Knowing

Layoffs create fear
AI creates uncertainty
Change creates silence

And silence is the most expensive thing in your org

When people don’t feel safe
They don’t say what’s happening

They cope
They comply
They disengage 

Engagement surveys fail when people don't trust them

If people are wondering:
“Is this anonymous?”
“Will my manager see this?”
“Will this come back to me?"

You won’t get honesty
You’ll get edited answers

And edited data doesn’t help anyone

The value of engagement data
Isn’t the dashboard
It’s the truth

Truth about:
 ⇢Where fear is rising
 ⇢Where AI feels overwhelming
 ⇢Where workload shifted after layoffs

And when you track it quarter over quarter
You stop reacting emotionally
You respond strategically

As an individual
 ⇢Your experience is data someone needs to hear

As a leader
 ⇢Share what you heard and what you’re changing

As a company
 ⇢Treat engagement as operational data

You can’t manage what you don’t measure
And you can’t measure what people won’t say


❓What makes you trust a feedback system?

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#EmployeeEngagement #Leadership

A hand-drawn illustration of a person sitting at a laptop completing an employee survey. Two thought bubbles above their head show conflicting responses. One bubble contains honest thoughts such as “I’m overwhelmed,” “I don’t trust this,” and “My manager never listens.” The other bubble shows what they might actually submit: “Things are going well” and “No major concerns.” Multiple arrows and a question mark between the bubbles show the person debating what feels safe to say. On the laptop screen, a survey with checkboxes is visible and the cursor hovers over an option while the green submit button sits below.

Skills-based talent practices can drive
$125,000 in ROI per employee

Let that sink in

Mentorship
Personalized learning
Hiring for potential

All outperform traditional approaches

And yet
Most companies aren’t doing it

Less than 55% adoption 
So the opportunity is operational

Now layer AI on top
As an accelerator

-Faster learning
-Better knowledge access
-More personalized development

The upside is in AI and investment in people

Many companies are chasing efficiency
The better ones are building capability


 ❓If you had an extra hour a day to develop one new skill, what would it be?


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#Leaderhsip #TalentStrategy

A hand-drawn bar chart comparing two business strategies. The left bar is short and black, labeled 'Chasing Efficiency.' The right bar is significantly taller and filled with bright green scribbles, labeled 'Building Capability.' The headline at the top reads 'The ROI You’re Missing (it’s not efficiency).

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The Battle

Daniel Philip Wilcock

Michael Franco

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The Battle

Daniel Philip Wilcock

Michael Franco

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Engagements

Likes

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

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