Hi! I'm Stephanie! I'm passionate about building impactful partnerships, enabling businesses to grow, and making sure the social impact community thrives. With over a decade of consistently generating seven and eight figure annual revenue for companies, I understand what it takes to drive success.

Over the last 15 years working with non-profit, government and for profit businesses, I've developed a unique process for building community and generating revenue through a partnership growth mindset. I've been fortunate to develop programs and partnerships that have touched lives across the globe, from India to the United States and beyond. I've created thousands of ecosystems and opportunities that unite governments, educators, employers, and donors to make tangible change.

I believe that together we can achieve great things and am committed to paving the way for a more inclusive, impactful future.

Stephanie Wilson

I can coach a multi-million dollar proposal team, but coaching volleyball felt terrifying.

For years, I've lived and breathed volleyball—even having a court right in my front yard! But passion for a sport doesn't automatically translate into coaching skill. This thinking held me back.

Professionally, I'm confident coaching teams through complex proposals, government funding, and partnership strategies. 

But volleyball felt different. It was my pure outlet, my passion - what if I wasn't any good at it?

This year, I decided to challenge that fear. I took the leap and started coaching a regional training team of 15U/16U girls.

The results?

It's better than I ever imagined.

The skills I use in professional settings like mentoring, strategy, driving a team—are incredibly relevant on the court.

And yes, getting a clothespin that says "Fav Coach" at a tournament this weekend absolutely made my year! 🥳

My takeaway? Don't let the fear of the unknown sideline you. 

That simple phrase, "I don't know how to do this yet, but I'm willing to learn," is the easiest first step to unlocking unexpected growth. 

You may just surprise yourself with what you can achieve.

Ready to take the leap? What small risk are you committing to take this week to step outside your comfort zone?

#Leadership #PersonalGrowth #Volleyball #Coaching #ChallengeYourself

Cross-Sector Growth Strategist | $100M+ in Government & Partner Funding Secured | Nonprofit • Tech • Education • SaaS | Founder – The Uplift Collective

In two days, we hit the road for a month-long adventure.

Some vacation time, some work days, and a LOT of hours together - twenty-four a day for thirty days straight to be exact.

We did not take our annual road trip last year for a lot of reasons, so this one feels extra special.

He is my favourite person in the world, and every time we do a trip like this, I fall even more in love with him. 

For the way he sees life. 

For the way he interacts with strangers. 

For the way we show up for each other - him driving, me taking meetings.

I will share pieces of this year’s journey as we go.

Here is to adventure, love, and the balance of work and rest that somehow always feels right when you are on the road.

#JoinMe #Roadtrip

I’m equal parts terrified and thrilled to share this.

Because this one… it means something.

It’s built from every proposal written, every “not this time” email, every partnership formed, and every win celebrated over the last 20 years.

After months of work (and a few too many coffees), Sandra and I are launching something we wish existed when we started out.

Introducing The Funding Compass.

If you’ve ever spent hours searching for grants, rewriting proposals, or wondering how to turn one-time wins into steady, reliable funding — this is for you.

Between Sandra Saric and I, we’ve spent over two decades writing, reviewing, and funding proposals.

We’ve seen how competition has intensified, how partnerships have become harder to build, and how organizations are pushed to maximize their own piece of the pie instead of expanding what’s possible together.

We knew there had to be a better way.

✨ The Funding Compass helps organizations to not just find funding and win it but to turn opportunities into sustainable, predictable revenue streams.

It’s designed to bring clarity to the process, structure to your strategy, and momentum to your mission.

Because funding shouldn’t feel like chaos. It should feel like confidence.

Check it out: www.thefundingcompass.com

This isn’t just a launch — it’s a milestone built on every late night, every lesson, and every “try again.” And we’re just getting started. Join us!

Jedno #Funding #Government #SocialImpact 

Also - feedback is always welcome. We've already made improvements since it was launched to our Insider's Group.

______________
Hi! I'm Stephanie Wilson. Over the last 10 years, I've guided organizations to secure over $100M in revenue through government funding. Hit the bell 🛎️  to get notified of when I post. Join a newsletter to not miss a thing! Join The Funding Compass to get started with us today!

Open article: The Funding Compass - Never Miss a Funding Opportunity Again by thefundingcompass.com

The Funding Compass - Never Miss a Funding Opportunity Again

I woke up sick today.

And for the first time in a long time, it is just a regular cold.

Not the kind that comes from pushing too hard for too long. 

Not the kind where you finally slow down, take a break, and your body crashes the moment you exhale. The vacation cold. The post-deadline flu. The crash that happens right when you finally breathe.

Our bodies remember what we try to ignore. They hold the exhaustion we keep pushing through.

So this time, I am grateful. Grateful that this cold is just a cold. 

Just a normal, human, everyday cold.

It feels almost like a sign of progress. 

That maybe (just maybe) I am finally learning what balance looks like.

Sometimes the smallest things remind you that healing does not always look like rest. 

Sometimes it looks like living at a pace your body can keep up with.

#ProgressOverPerfection #TakeCareOfYourself #RestAndRelax

There's a light snow falling outside this morning. ☃️
Everything is quiet.
Still.

It's the kind of morning that reminds me how easy it is to overlook the quiet when life moves fast.

Today, I'm choosing to notice it.
To appreciate the space between what was and what is coming.

Because sometimes the most productive thing you can do is slow down enough to hear yourself think. ❄️

#Grateful #SlowDown

This week had wins. It also had moments of doubt, long pauses, and those quiet “am I doing this right” check ins.

That is the part of building something new that most people never see.

The good and the uncertain are always happening at the same time.

We launched things.
People showed up.
Feedback came in.
Progress is real.

And at the same time, I am learning, adjusting, and growing just as fast as the work itself.

It is a reminder that creating something meaningful is rarely smooth.

It stretches you, surprises you, humbles you, and energizes you… sometimes all in the same day.

If you are in a season where the wins and the wobble live side by side, you are not alone.

Both are part of the story. CHEERS TO GROWING AND IMPROVING!

What did this week teach you?

#SeasonofGrowth Jedno #Leadership #Authenticity

I AM A FEMALE ENTREPRENEUR.
Wait. What? Really? How did that happen?

I should have posted this yesterday.
You know, ON the ACTUAL National Women’s Entrepreneurship Day.
But for all the reasons I am sure many people face… I didn’t.
So here we are. One day late, still just as proud.

I never pictured myself in this world. I did the work. I led teams. I supported organizations. But entrepreneur felt like a title for other people.

And yet… here I am.

And what is EVEN BETTER than becoming an entrepreneur myself?

Building something with a cofounder who is also a woman.

Someone who brings her own brilliance and strength.
Someone who sees the vision and helps expand it.
Someone who wants to build something that makes a real difference.

There is something powerful about creating something with another woman who leads with integrity, purpose, and an enormous amount of heart. Shout out to you Sandra Saric!!!

So, to every woman who has stepped into something new, surprising, or brave this year… I see you.

#FemaleEntrepreneurship #FromFriendsToFounders Jedno

In the past few weeks, I’ve had conversations with nonprofit leaders and a common thread keeps surfacing.

Everyone’s trying to lead through change while the rules keep shifting.

The opportunities are still there, but they’re smaller, faster, and harder to catch.

A pilot project here. 

A short-term funding window there. 

A new initiative that may not exist by next fiscal year.

What I’m hearing over and over again is that leadership today feels less like strategy and more like triage. 

Leaders are holding their teams together, 
managing funder relationships, 
and trying to stay innovative when the ground won’t stop moving.

The challenge isn’t just finding funding anymore. It’s learning how to diversify it. 

Resilience has always been part of this work. But agility, well that’s becoming the new superpower.

If you are a leader in this space, the best thing you can do right now is stay curious.

Ask what else your organization could offer beyond its current programs.

Reach out to partners in different sectors.

Look at where your mission intersects with economic priorities.

Diversification starts with curiosity, not capacity.

You've got this!!!

#GovernmentFunding #RevenueDiversification #MakingADifference #BusinessDevelopment

Yesterday I had one of those conversations that fills you with pure joy.

The kind where you pause for a second, smile, and think, THIS is why I do this work.

Someone I have had the privilege of working with just had their second proposal approved.

Seeing their excitement, their relief, and their sense of possibility made my whole day.

What makes it even better is remembering the journey, all the learning, the refining, the patience it takes to get to this point. 

Every funded proposal carries a story of persistence and growth.

I am so proud of the work they are doing, and so grateful to play even a small role in helping bring their vision to life.

Here’s to more of these conversations.

The quiet wins that remind us that momentum builds one “yes” at a time.

#CelebratingWins #GovernmentFunding #ProposalDevelopment #BusinessDevelopment

Every now and then someone says something that hits you in a way you did not expect. That happened yesterday.

I was in a conversation that flowed easily. We talked about work and life. We were catching up because it had been a few years since we spoke and a lot had changed in both our lives. 

At one point she said she always remembered and valued that I wasn't an ego driven leader.

It stopped me for a moment because it reminded me why I do this work. 

I care about helping people work together in ways that feel honest, supportive, and real. 

I care about creating connection. 

I care about clearing the noise so teams and partners can do their best work together.

Her comment felt less like praise and more like a small reminder that I am on the right path. 

The work matters because the people matter.

What is something someone said to you recently that stayed with you?

#HonestConversations #Connections #Leadership #Impact

It is raining here today and honestly… it matches my brain.
When it rains it pours and I am all up in my head about balance.

We have our very first Jedno workshop next week and I am so excited about it. 

It is free, it is useful, and it is built to help people avoid the funding mistakes we see all the time. And did I say it's our FIRST!?!?! Eeekk!!

And yet here I am trying to walk that fine line between sharing something exciting for us and not turning my feed into a parade of promotions.

People do not come to LinkedIn to be sold to.

They come for connection and insight and a little bit of humanity.

So here is the balance I am trying to hold today.
I want to share what we are building because I know it will help people.
I also want to respect the space and the people in it.

If you are in the world of government funding or know someone who is, the workshop is there for you next week. Link in first comment (hope to see you there).

If not, I hope you still see me as someone who shows up with intention, not noise.

Maybe that is the real balance.

Leading with value first and letting people decide what they need.

What helps you stay centered when everything starts to pour at once?

#Leadership #FromFriendsToFounders #GovernmentFunding #SocialImpact

If your feed is full of budget reactions and you’re thinking about scrolling past, I get it.

But here’s why it might be worth a closer look (at the document itself, not my post lol).

This year’s federal budget puts most of its weight behind a few big focus areas. 

Nearly 80 percent of the investments are directed toward two priorities: protecting Canada’s long-term economic and national strength, and reducing costs for Canadians.

The biggest areas of investment are housing, infrastructure, artificial intelligence and innovation capacity, national defence and cybersecurity, and support for businesses looking to scale or stay competitive.

There’s also a shift in how the government plans to spend overall: less on day-to-day operations, more on long-term projects it believes will shape Canada’s future economy.

What’s quieter this year are broader investments in education systems, immigration supports, nonprofit capacity, or community development — except for some targeted programs like youth employment and support for personal support workers in health care.

So while you don’t need to read every page of the 300-plus page document, it’s worth spending a few minutes looking up the areas that matter to you. 

Budgets don’t just reflect spending — they reflect priorities. And those priorities affect where opportunities flow next.

#FederalBudget2025 #CanadianEconomy #CanadaStrong

I'm at #SaasNorth today and tomorrow! Say hi if you see me!

#SN2025 Jedno

Launching something new always comes with a mix of excitement and nerves.

And this week has reminded me why I care so deeply about this work.

Over the years I have watched incredible organizations pour their hearts into proposals only to hear no.

Not because their ideas were weak.

Not because their mission lacked value.

But because the application itself got in the way.

So for our very first free workshop at Jedno, we chose to tackle this head on.

Three Proposal Mistakes That Make Funders Say No

This is a live session for leaders who want more clarity, stronger positioning and a better understanding of what funders actually look for.

If you work in a nonprofit or start up organization and you're trying to be more successful with funding, this session will absolutely support you.

It is practical.

It is accessible.

And it comes from years of reviewing, writing and winning proposals across sectors.

You can grab your spot here:
https://lnkd.in/edR_dSG4

I am really looking forward to this one. It is going to be a powerful conversation and I hope to see you there.

#FirstWorkshop #SoExcited #MakingADifference

Open article: Crack the Funding Code: 3 Proposal Mistakes That Keep You From Winning Big by eventbrite.ca

Crack the Funding Code: 3 Proposal Mistakes That Keep You From Winning Big

I love a good audience engagement moment, don't you? 

During a recent presentation, the facilitator asked a simple question:

“When you hear the word performance, what’s the first word that comes to mind?”

The answers filled the screen in a word cloud: results, excellence, consistency, mindset, success, talent, grit.

What struck me most was how few of the responses were about people.

So much of how we measure performance focuses on outcomes and efficiency, not the human side that makes those results possible.

Performance is more than metrics.

It’s Connection. 
Clarity. 
Consistency. 
Care.
(I'll stop here cause I can't think of any more C's 😂 )

It’s how people feel supported enough to keep showing up and growing.

If you asked your team this question, what word would you hope to see appear?

I’d love to hear yours.

#Outcomes #Leadership #SocialImpact
Jedno The Uplift Collective

Yesterday I saw so many posts about gratitude. And I LOVED READING EVERY ONE OF THEM!!!

But It also reminded me that thankfulness does not need a date on the calendar. 

It is a practice. Something we can choose every day.

Today I am thankful for amazing friends who always show up, a business that is finding its rhythm, and a cofounder who is just as inspired to make a difference with the work we do. (And tissues, I'm so thankful to the inventor of tissues)

Gratitude changes everything. 

It turns the everyday into evidence that we are moving in the right direction.

What are you thankful for today?

The Canadian War Museum invites you to learn more about Canada’s military history during Remembrance Week.

The museum will be open from 9 a.m. to 5 p.m. today. Admission is free.

On Remembrance Day, visit the museum’s webpage to watch the light shining through Memorial Hall at the Canadian War Museum. At exactly 11 a.m. on Nov. 11, sunlight enters through a single window in Memorial Hall, illuminating the headstone of Canada’s Unknown Soldier.

Link: https://lnkd.in/e3Uh-rXs

Canadian War Museum
#WeRemember #UnknownSoldier #CanadianWarMuseum

Open article: Memorial Hall Visitation and Livestream | Canadian War Museum by warmuseum.ca

Memorial Hall Visitation and Livestream | Canadian War Museum

Choose your favorite ⬇️ and pretend the universe sent it just for you.

1️⃣  Seats are free but your next funding opportunity is priceless.

2️⃣  Your proposal deserves a glow up.

3️⃣  The algorithm brought you here for a reason.

4️⃣ We promise this will be more fun than reformatting a budget spreadsheet.

5️⃣ Your weekend self might scroll. Your weekday self will thank you.

SEE YOU THURSDAY AT NOON EST!!!

If you are reading this on a Saturday night, THIS post might be your sign.

You could be anywhere right now, but you are here.

Thinking about work. Thinking about growth. (Ok, that's probably not what you were originally thinking about but now that we said it you are 😂 )

And probably wondering why funding always feels so complicated. (Because aren't we all?)

Good news. We've got you covered.

This Thursday, join our live workshop and learn how to avoid the proposal mistakes that keep great ideas from getting funded.

It is free, fast, and might just make your next proposal a lot stronger.

Link in comments.

Now back to your weekend. 👋

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, but always centered on building systems that improve 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
⇢ Building leadership capacity through communication & development programs
⇢ Creating 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

We assume people know they’re appreciated…
But most of the time, they don’t

In the rush of the quarter,
Steady contributors get lost behind the louder wins
Not intentionally 
Just overlooked

As some of us head into the holiday
It’s a good reminder

Gratitude isn’t seasonal

It’s a leadership habit
It’s direction-setting
It’s culture

A Perceptyx study found that employees who feel recognized
Are up to 7x more engaged than those who don’t

What I keep coming back to is:

People work differently when they know their effort matters
Their energy changes when they feel seen
They stay longer when they feel valued

As an individual
⇢Shout out a colleague's effort this week 

As a leader
⇢When you thank them, tell them why it mattered

As a company
⇢Build simple rituals that bring gratitude into the everyday 


❓ Who’s one person you want to thank this week?

–
♻️ Repost if this sparked something
DM Michael Franco for People & Culture strategy

#Leadership #WorkplaceCulture

People Strategy & Organizational Development | Head of People | Employee Engagement & HR Operations

A green gradient graphic displays three bold statements, each followed by a hand-drawn green underline. The statements read: “People work differently when they know their effort matters,” “Their energy changes when they feel seen,” and “They stay longer when they feel valued.” At the bottom, a small banner shows Michael Franco’s profile photo with the text “Need help with your People & Culture? DM Michael Franco,” along with a repost icon. The design is clean, minimal, and uses Quokka Hub’s green brand tones.

People aren’t leaving right now…
But they’re not staying for the reasons you think

Hiring slowed
Budgets tightened
So leaders started looking inward
For promotions, stretch roles, new projects

Retention may look great on paper today
But staying isn’t the same as wanting to stay

And the moment the market shifts?
The people who felt overlooked
Under-supported
Or stretched too thin
Will be the first out the door

Here’s what I’m seeing drive talent away

⇢Poor communication
⇢Unclear expectations
⇢Lack of growth and development
⇢Daily friction that never gets addressed
⇢Feeling unseen, unheard, or undervalued

This is why I focus so much on systems
Performance frameworks
Clear role paths
Quarterly pulse checks
Offsites for trust and alignment

When you design a healthy employee experience
You build a healthy retention strategy

As an individual
⇢Highlight a friction point that slows you down the most

As a leader
⇢Remove one unnecessary step in your team’s workflow

As a company
⇢Focus on creating systems that drive clarity, engagement, and performance

 
❓What’s one thing that would make you want to stay longer at a company?

 –
♻️ Repost if this sparked something
DM Michael Franco for People & Culture strategy
#PeopleOps #EmployeeExperience

A gray metal bucket labeled “Retention” is filled with water but leaking from multiple holes. Blue water pours out of the holes, each leak labeled with a different cause of poor retention: “Unclear expectations,” “Poor communication,” “Lack of growth and development,” and “Feeling unseen, unheard, or undervalued.” At the top, the headline reads: “Staying isn’t the same as wanting to stay.”

Gallup’s workplace data shows something most leaders miss:

Recognition

1 in 3 employees say they received recognition in the last week

What we often forget is
People don't remember the programs or awards
They remember the small moments

We see recognition fail when

1. It’s delayed
 (people hear “good job” months after it mattered)

2.  It’s generic
 (not specific enough to mean anything)

3. It’s inconsistent
 (some people get noticed, others get overlooked)

4. It’s over-formalized
 (programs exist, but daily habits don't)

People need to feel seen, not just rewarded

As an individual
⇢Send one specific “thank you” today

 As a leader
⇢Catch someone doing something right

 As a company
⇢Build simple systems that help recognition happen more often


❓What’s one small gesture at work you’ll never forget?

–
♻️ Repost if this sparked something
DM Michael Franco for People & Culture strategy

 #EmployeeExperience #leadership

A hand-drawn, watercolor-style illustration featuring a gold trophy on the left and a yellow sticky note on the right. Above both objects, bold green text reads, “Most people forget awards. They remember moments.” The trophy looks polished but distant, while the sticky note includes a simple handwritten message, suggesting the personal impact of small gestures. The background has a soft green wash with light texture.

Most people don’t remember their performance review
But they remember the moments they felt seen

I still have a handwritten note
From a manager early in my career

Short
Simple
Unpolished

But it meant something to me

The wild part?

When recognition is personal and in the moment 
Its impact is 3 times stronger than formal programs

That note did more for my confidence
Than any award ever could

Lately I’ve been helping teams
Bring that simplicity back
Tools like Cardly make it easier

Send custom cards for
Birthdays
Work anniversaries
Or even someone going above & beyond

The small touchpoints that create culture

Culture lives in the little things
Times when someone says
“I see you”

As an individual
⇢Make an effort to give recognition to your peers

As a leader
⇢Notice effort and give recognition in real-time

As a company
⇢Utilize tools that help build in that recognition


❓What’s one moment of recognition that stayed with you?

–
♻️ Repost if this sparked something
DM Michael Franco for People & Culture strategy

#EmployeeExperience #WorkplaceCulture

Layoffs reach further than most leaders realize

It impacts
⇢The brand 
⇢The culture 
⇢The people  (both those who leave and those who stay)

For the ones who remain, the emotional landscape changes
Heavier workloads
Survivor's guilt
Loss of trust

Leaders now carry a new responsibility
To rebuild trust through transparency
Restore clarity
And stabilize energy through shared purpose

Regular forecasting 
Honest workload tracking
And better capacity planning
Can help organizations course-correct early on

As an individual 
⇢Acknowledge what’s changed and how you feel to begin to adapt
 
As a leader
⇢Create spaces to begin realigning and rebuilding trust

As a company
⇢Communicate clearly what’s next, don't let uncertainty spread


❓How can leaders rebuild trust after a layoff?

–
 ♻️ Repost if this sparked something
 DM Michael Franco for People & Culture strategy

 #OrganizationalChange #ChangeManagement

A detailed digital illustration shows a construction scene symbolizing rebuilding trust. A tall yellow crane lifts bricks toward a partially built wall while a smaller excavator and a worker on the ground stack bricks below. The scene represents structure, repair, and stability. The headline above reads “You can’t rebuild trust with words alone,” with “trust” highlighted in green. Below the image, supporting text says, “You rebuild it with systems that create clarity, balance workload, and restore confidence.” The design uses a clean white background with a green footer bar for branding.

Decision fatigue is expensive

Every unnecessary choice at work drains your team’s energy

What to prioritize
Who to loop in
Which approval is needed
Each one chips away at focus and creativity

When systems don’t protect people
You end up with exhausted minds
Treating every decision
As if it’s life or death

A good system shields people from that
Eliminates redundant decisions
Protecting energy and focus

So the energy can go where it matters most
The decisions that drive business results

As an individual
⇢Automate low-value choices in your day

As a leader
⇢Audit the number of decisions your team makes, then simplify

As a company
⇢Build systems that protect energy, time, and focus


❓Where in your workday do unnecessary decisions pile up?

–
 ♻️ Repost if this sparked something
 DM Michael Franco for People & Culture strategy

#WorkDesign #PeopleOps

A split-brain illustration shows the left side as a tangled mass of dark wires and the right side as a smooth, green circuit-like pattern resembling structured pathways. Above the image, the text reads: “Your systems should protect your team’s mental energy.” Below it, smaller text reads: “Decision fatigue is a systems problem.” A footer bar includes a small profile photo of Michael Franco with the text: “Need help with your People & Culture? DM Michael Franco.”

We talk a lot about efficiency…
But we’ve ignored something slowing teams down

Something we assumed would save time
Something leaders expected to boost productivity
Instead?
It’s creating more work than it removes

That drag is unreviewed AI-generated work

The half-done draft
The output that creates more questions than answers

Leaders spend time reviewing instead of leading
Teammates redo work that should’ve been finished
Everyone gets pulled into endless context-switching

Energy drains
Quality drops
Speed becomes the goal instead of clarity

Most companies miss
That this is a training problem

Teach people how to prompt 
Teach people what AI quality is 
Teach what “done” actually means 
Teach them how to structure a handoff 

Business Insider found that each AI “workslop” incident
Takes nearly 2 hours to correct
Not per week
Per instance

It’s not the tool
It’s the people using it incorrectly 

As an individual
⇢Review and refine anything you generate with AI

As a leader
⇢Set a clear definition of what “done” means

As a company
⇢ Build workflows for how AI is used, reviewed, and improved


❓Have you had to fix someone else’s low-quality AI output?

–
♻️ Repost if this sparked something
DM Michael Franco for People & Culture strategy

#PeopleOps #AIatWork

An illustration of a tired employee sitting at a desk with an overwhelming stack of papers labeled “AI work.” He holds one sheet that says “It’s a shift-” and looks frustrated. The headline above him reads, “Is Unreviewed AI Work Draining Your Team?” At the bottom, there is a small profile photo of Michael Franco with the text: “Need help with your People & Culture? DM Michael Franco.”

Companies are hiring less 
And focusing more on retention

But future-proofing your organization
Means helping each individual grow

Leadership development and succession planning
Are how you keep readiness going


Here are 7 best practices I’ve seen work

1. Develop early
Build readiness before you need it
Invest in your people at the start

2. Cross-train intentionally
Break down silos before they form
Use this to surface untapped strengths in your team 

3. Create multiple growth paths
No two people grow the same way
Think of it as a choose-your-own-adventure for growth

4. Build mentorship programs
There is a lot of knowledge in your company, utilize it
Use this to transfer knowledge between generations

5. Give people agency in how they grow
Let curiosity guide development
Empower people to choose their skills and stretch goals

6. Connect performance to potential
Reward those who grow and help others grow
Recognition drives both results and engagement

7. Use project rotations as growth labs
Let people take on challenges safely
The new strengths and abilities will emerge


As an individual
 ⇢Share what you are excited to learn

 As a leader
 ⇢Support each team member on their unique growth path

 As a company
 ⇢ Remember, development isn’t just an HR project, it’s part of culture


❓What would you add?

 –
 ♻️ Repost if this sparked something
 DM Michael Franco for People & Culture strategy

 #LeadershipDevelopment #PeopleOps #SuccessionPlanning

A circular green infographic titled “7 Ways to Grow Future-Ready Leaders.” In the center, a large green tree labeled “Leadership Development” symbolizes growth. Surrounding the tree are seven evenly spaced icons representing key leadership development practices:

Develop early – shown with a small sprouting plant.

Cross-train intentionally – two intertwined stems.

Create multiple growth paths – a plant branching in different directions.

Build mentorship programs – a large tree beside smaller saplings.

Give people agency in how they grow – a plant reaching toward sunlight.

Connect performance to potential – a flower being nurtured.

Use project rotations as growth labs – a vine circling around.
Below the circle is the tagline “Healthy systems create healthy leaders.”

The leaders you pick
Become the culture you get

Some leaders push teams forward
Other leaders slow everything down
I’ve seen both

Two people
Same title
Completely different impact

Leadership behavior shapes most of an organization’s culture

And that influence is visible daily
In how teams handle change
Adapt to new situations
Or stay stuck

This is why selecting & developing leaders
Is essential culture-shaping work

Styles will differ
Approaches will vary
But alignment is the key

Leaders need to share the same vision
Regardless of the different methods
They add more than they take
They reinforce behaviors
They set expectations

As an individual
⇢Notice how your reactions influence the people around you

As a leader
⇢Model the behaviors you want to see repeated

As a company
⇢Hire for alignment, promote behavior, and develop everyone


Culture moves at the pace of its slowest leader


❓What behavior do great leaders consistently get right?


–
 ♻️ Repost if this sparked something
 DM Michael Franco for People & Culture strategy

 #Leadership #WorkplaceCulture

A hand-drawn illustration of stacked building blocks arranged in tiers. One lower block is slightly out of alignment, causing the smaller blocks above it to tilt and fall out of formation. The text at the top reads, “When one leader is misaligned, the entire culture feels it.” A small footer at the bottom invites viewers to contact Michael Franco for People & Culture support.

Skip the big initiatives
Reduce some of your meetings 

The little things can strengthen a team
They reduce friction and make the work easier


Here are 7 behaviors I’ve seen make a big impact:

1. Clear expectations
-Always start with, “This is the outcome we are aiming for.”

2. Leadership follow-through
-Share the timeline, then schedule a follow-up.

3. Adaptable systems
-After finishing a task, ask, “What would make this easier next time?”

4. Space for new ideas and questions
-Ask: “What am I missing?” or “What are your thoughts?”

5. Clarity through communication
-Share information verbally and in writing, and always invite questions.

6. Alignment with direction
-Restate the top 1–2 priorities for the week and how everyone contributes.

7. Timely recognition
-Quickly acknowledge the behaviors you want repeated.

None of these requires an overhaul
You don’t need a new tool
Just daily behaviors
That compound

As an individual
⇢Try practicing one of these behaviors next week

As a leader
⇢Model the one your team needs most and ask clarifying questions

As a company
⇢Remove the friction points that prevent these behaviors from happening

❓What would you add to the list?

–
 ♻️ Repost if this sparked something
 DM Michael Franco for People & Culture strategy

#PeopleOps #WorkplaceCulture

A hand-drawn illustration with a soft green watercolor background displays the title “7 Behaviors That Strengthen a Team.” On the left, seven stacked building blocks alternate between light yellow and green, each labeled with numbers 1 through 7. To the right of each block is a corresponding behavior: Clear expectations, Leadership follow-through, Adaptable systems, Space for new ideas and questions, Clarity through communication, Alignment with direction, and Timely recognition. A footer at the bottom invites viewers to contact Michael Franco for People & Culture support.

Instability is becoming more common
And it’s changing how teams work

October saw some of the highest layoffs since 2003
Org charts are being reworked
Roles and deliverables are changing 

We’re moving through a period where change is happening more frequently
And how people respond to it will matter

When companies make too many moves, too quickly
It doesn’t create agility
It creates friction

⇢Expectations become unclear
⇢Priorities move faster than communication
⇢Trust begins to drop
⇢Productivity slows
⇢Teams lose the clarity they rely on

Adaptability has always been important
But adaptability only works when people have direction

As an individual
 ⇢Stay open to change, ask for clarity, and adapt when needed

As a leader
 ⇢Plan ahead, communicate early, and set expectations clearly

As a company
 ⇢Be transparent with changes and forecasts before you act


❓How do you stay adaptable during periods of change?

–
 ♻️ Repost if this sparked something
 DM Michael Franco for People & Culture strategy

 #PeopleAndCulture #WorkTrends

Side-by-side visual comparing a traditional organizational chart with a modern, matrixed structure.
The left side shows a simple black hierarchical org chart labeled ‘The Plan.’
The right side shows green 3D human figures connected in diagonal and horizontal lines labeled ‘The Reality,’ illustrating how teams experience more frequent, dynamic change.
Headline reads ‘What companies plan vs What teams live,’ with a leadership message below: ‘Leaders must help teams adapt without losing clarity.

Gratitude isn’t limited to one holiday
But today is a good reminder

I’ve always seen Thanksgiving
As a kind of pause button
For thanks
For people
For presence

If you’re working today or tomorrow
I hope someone sees the effort you’re giving
Even when no one is watching

If you’re off
I hope you get the rest you’ve earned
And a little space to breathe

As an individual
⇢Send one unexpected thank-you message

As a leader
⇢Acknowledge the people who steady the team

As a company
⇢Let people ease back into the workflow after a day of rest


Happy Thanksgiving!


–

DM Michael Franco for People & Culture strategy
#PeopleAndCulture

1st: You lose clarity
2nd: You lose alignment
3rd: You lose innovation

Every. Single. Time.

Sure, everyone is working

But
With different goals
In different directions
Hoping for different outcomes

When that happens
Effort multiplies
But impact disappears

Clarity isn’t always a communication problem
Many times it’s an operational one

The key is designing how information flows

When systems are scattered
Some files in Google Drive
Others in SharePoint 
A couple in Notion
Don't forget Slack

Your team’s clarity fractures

People fill the gaps with assumptions
Teams drift
Leaders chase symptoms instead of causes

As an individual
⇢Ask for clarity on goals, systems, and workflows often

As a leader
⇢Communicate who owns what, why it matters, and how it connects

As a company
⇢Design systems that make the right information impossible to miss

Clarity is a system
It connects people to purpose
It aligns direction, decisions, and delivery


❓What helps you stay clear on what matters most at work?

–
♻️ Repost if this sparked something
DM Michael Franco for People & Culture strategy

#Leadership #PeopleOperations

A hand-drawn flowchart shows interconnected boxes labeled “Drive,” “SharePoint,” “Notion,” and “Slack,” with messy arrows connecting them in multiple directions, symbolizing scattered systems. On the right side, bold text reads: “Clarity isn’t just a communication problem. Sometimes, it’s an operational one.” The word “Clarity” and “operational” are highlighted in bright green to emphasize focus and action. Below, a banner reads, “Need help with your People & Culture? DM Michael Franco,” with a small photo of Michael in the corner.

5 signs your systems are working for your team

A healthy system enables a healthy culture
And a healthy culture? 
Builds a healthy team

Here are 5 things I look for when I know a system is working

1. Feedback continuously flows both ways 
2. People speak up early and share ideas freely
3. Workflows protect focus and flex when needed
4. Leaders seek to understand before they decide
5. Everyone knows what they own and who to go to

Operational wins lead to cultural wins
When communication, alignment, and trust are built into systems
You don’t need constant motivation initiatives
Your systems create motivation

As an individual
⇢Share what helps you do your best work and what’s in the way

As a leader
⇢Ask more “how” and “why” questions before giving direction

As a company
⇢Audit your systems often; they shape more culture than policy ever could

❓What’s one sign that tells you your team’s systems are healthy?

–
♻️ Repost if this sparked something
DM Michael Franco for People & Culture strategy

 #PeopleOps #leadership

A clean white graphic titled “5 signs your systems are working for your team.”
Each numbered section features a short statement paired with colorful mini-figure illustrations:

Two mini-figures communicating with chat bubbles – “Feedback continuously flows both ways.”

A mini-figure raising a hand with a light bulb above their head – “People speak up early and share ideas freely.”

A mini-figure wearing a construction outfit and typing on a laptop – “Workflows protect focus and flex when needed.”

Two mini-figures talking, one holding a question symbol – “Leaders seek to understand before they decide.”

Two mini-figures connecting puzzle pieces – “Everyone knows what they own and who to go to.”
At the bottom, text reads: “Healthy systems create healthy teams.”

Rest doesn't work
If we sprint the moment we come back

Today sits in a strange space
Not quite a holiday
But quite a normal Friday

A Survey showed 40% of people struggle to reignite after a Holiday

Sometimes the most productive thing you can do
Is let yourself
And your team
Ease back in

❓ How are you easing back in today?

–
♻️ Repost if this sparked something
DM Michael Franco for People & Culture strategy

#Leadership

A soft green minimalist illustration showing a closed laptop, a warm-colored mug, and a small plant on a desk. Above them, centered text reads “Ease back in.” The scene conveys calmness and a gentle return to work.

Performance reviews don’t improve performance
Systems do

Last year, we rebuilt our performance cycle
We moved from annual reviews
To monthly clarity sessions
Leaders stopped rating
They started coaching

Within one quarter
Goals were clearer
Alignment improved
And feedback became more natural

It was a mindset change
And we saw it in the engagement survey results
And the revenue

Because when people understand expectations early
They don’t wait until February to course-correct

No one comes to work to do a bad job

As an individual
⇢Ask for clarity before asking for feedback

As a leader
⇢Treat every performance review as a conversation about growth

As a company
⇢Design systems that make improvement continuous


❓What kind of feedback has made the biggest difference in your career?

–
 ♻️ Repost if this sparked something
 DM Michael Franco for People & Culture strategy
 #leadership #performance

A two-part digital graphic compares performance review approaches.

The top half shows a simple calendar from August to February with only one red box labeled “Annual Performance Review” in February.

The bottom half shows the same calendar, but with green boxes labeled “Clarity Session” in each month from August through February, representing regular feedback.

Between the two calendars, bold text reads:
“Performance isn’t annual. Growth is constant.”

Below the calendars is a footer with a photo of Michael Franco and text reading, “Need help with your People & Culture? DM Michael Franco.”

The fastest way to lose trust at work?
Inconsistent communication

Most teams don’t crumble because of strategy
They crumble when expectations are unclear and direction is absent

And when employees have to guess, they assume the worst

Here’s what I see across organizations:
⇢HR sends a policy update that lands differently across teams
⇢Leaders adjust expectations without explaining 
⇢Decisions are made “quickly” but explained poorly
⇢Employees are left connecting dots they never should’ve had to

Trust doesn’t erode in one big moment
It erodes in the small gaps we fail to notice

As an individual
If something sounds unclear, ask the clarifying question now instead of managing the consequences later

As a leader
Say the whole thing
Say it early
Say it clearly
Then check for understanding

As a company
Audit how messages travel. The breakdown is usually the delivery system


❓What helps you do your best work, clear expectations or clear direction?

–
 ♻️ Repost if this sparked something
 DM Michael Franco for People & Culture strategy
 #leadership #communication

A workplace scene showing three employees reacting to different versions of the same policy update. On the left, a woman at a laptop looks shocked at a red bubble reading “Policy Update: Effective immediately.” In the center, a man checks his phone with a furrowed brow as a yellow bubble says “Policy Update: Starting next month.” On the right, another employee reads a tablet under a green bubble saying “Policy Update: Pending review.” A glowing question mark sits between them, symbolizing confusion. Text below reads: “Same topic. Different instructions. Instant confusion.” illustrating inconsistent communication at work.

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The Battle

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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);}Stephanie Wilson's LinkedIn Performance

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Performance ScoreStephanie Wilson's LinkedIn Performance