Partnering with Leaders to Define SUCCESS and Achieve It.

Thank you for visiting my profile.  I'm Angela Crawford, a strategist and leadership consultant who empowers people and organizations to grow through authentic connection and a relentless commitment to helping others succeed.

With over 20 years of strategic leadership experience, I provide organizational consulting, along with coaching and leadership development through my customizable Leaders SUCCEED Together© system.

Let's work together to define success for yourself and your organization--and achieve it!

Who I Help:
- C-Suite Executives in privately owned companies
- Senior Leaders tackling new challenges
- HR Professionals seeking leadership development solutions
- Education and Healthcare Administrators

How I Can Help:
- Provide consulting services across organizational development, HR, sales, marketing, and operations.
- Design custom leadership programs to attract and retain top talent
- Serve as your confidential sounding board with fresh perspectives
- Enhance team dynamics and performance with tailored solutions
- Navigate the unique challenges of education and healthcare leadership

Why Choose Crawford Partners?
- Extensive cross-industry experience
- Proven, research-backed Leaders SUCCEED Together© System
- Flexible, client-focused approach
- Deep commitment to your success
- Over 13 years of delivering results

Ready to grow your organization like never before?  Let's connect.

P.S. Even if leadership development isn't your current focus, feel free to pass my information along to someone who might benefit. I'm passionate about helping leaders become the best versions of themselves.

Angela Crawford

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

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

The reality?

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

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

The Framework:

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

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

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

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

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

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

Which assumption about your company culture needs challenging?

Share your biggest culture gap discovery below. ⬇️

—

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

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

(Newsletter link in my bio).

Angela Crawford, PhD

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

👉 Strategy without a framework is just a wish.

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

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

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

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

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

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

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

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

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

Stop guessing and start using a framework.

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

—

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

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

(Newsletter link in my bio).

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

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

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

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

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

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

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

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

Who Do You Really Need? Probably More Support Than You Think. 

Take a look at the graphic in this post: Therapist. Coach. Consultant. Mentor. 

Most professionals think they need to pick one or maybe two people to support their growth.

But in today’s environment, I have found that you may need all four.

And here’s the truth: it’s not indulgent.  It’s strategic. 

The Reality of Today’s Workplace: 

➡️ Leaders are juggling nonstop change and complexity: financial pressures, workforce disruptions, and tech transformation, all at once. 

➡️ Over half of employees today report stress and fatigue. Nearly one in three struggles to balance work and life. We’ve never been asked to navigate more challenges than we are right now. 

Why Multiple Forms of Support Matter 
✅ A therapist helps you process the emotional side. 
✅ A coach accelerates your growth and clarity. 
✅ A consultant brings frameworks and fresh expertise. 
✅ A mentor offers real-world wisdom. 

Alone, each plays a role. 

Together, they help you build resilience, strategy, and confidence. 

That’s why hybrid coach-consultants are on the rise, helping leaders think differently and act decisively. 

Insight + Implementation = Sustainable Change. 

The ROI of Investing in Yourself:  The data speaks for itself: 
💲 Leadership development returns $7 for every $1 invested (Bridge LMS, 2025). 
💲 Coaching boosts financial performance by 14–19% (ICF, 2024). 
💲 94% of employees say they’d stay longer at a company that invests in their growth (LinkedIn Learning, 2025). 

But beyond the numbers, the right support builds confidence, energy, clarity, and capacity, which are the hallmarks of great leadership. 

When you thrive, your organization thrives. 

So here’s the question every leader should ask right now: 
👉 What kind of support are you giving yourself this year? Is it enough for the change and complexity you’re facing? 

Because investing in your own development doesn’t just lift you, it lifts everyone who depends on your leadership. 

Send me a DM if you want to chat about consulting and coaching.  Or, sign up for my weekly newsletter at the link in my bio and get resources in your inbox every Wednesday.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

👏 You deserve it!

What's Your Word for the Year?

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

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

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

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

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

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

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

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

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

This isn't their failure.

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

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

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

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

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

Belong To Yourself

We are focussed towards empowering leaders in various ways:

✅1.Emotional Intelligence Coaching: Enhancing emotional awareness and management skills for leaders and teams.

✅2.CBT & REBT (Cognitive Behavioral  or Rational Emotional Behavior) Therapies and  Workshops: Conducting workshops to improve cognitive restructuring and emotional resilience in the workplace.

✅3.Leadership Development through Emotional Awareness: Coaching leaders to integrate emotional intelligence into their leadership style.

✅4.Organizational Culture Transformation: Facilitating changes in corporate culture to prioritize emotional well-being and mindfulness.

✅5.Stress Management Programs: Designing and implementing programs to help employees and leaders manage stress effectively.

✅6.Conflict Resolution and Mediation: Providing strategies and coaching to resolve conflicts through empathy and emotional understanding.

✅7.Mindfulness Training: Introducing mindfulness practices to enhance focus, reduce stress, and improve overall well-being in the workplace.

✅8.Executive Coaching for Emotional Agility: Helping executives develop emotional agility and adaptability to lead effectively in dynamic environments.

✅9.Personalized Leadership Coaching: Tailoring coaching sessions to address specific emotional intelligence and leadership development needs.

✅10.Team Building through Emotional Intelligence: Designing activities and workshops to strengthen team dynamics and collaboration based on emotional intelligence principles.

Founder

Retail Company

✅Built a complete new HR department ( in an organisation formed in 1967) and scaled team size from 450 to 4500 members approximately.
✅Established multiple departments, policies, strategies, and new roles.
✅29 years of work experience, in corporate environements, including 20 years in HR & senior leadership roles within corporate environments.
✅Deep domain understanding of Indian corporate workplaces and employee management.
✅Active involvement in HR and Business strategy decisions, contributing significantly to company growth and major expansion. 

Current Focus:

✅Driving awareness and advocating for advancements in corporate structures.
✅Facilitating organizational psychology and thought leadership initiatives.
✅Coaching and developing potential contributors in the workplace to nurture future leaders.

HR Head & Core Team Member

Facing challenges at Work?

If your answer is 'YES,' read on...

With 29 years of experience, including 20 years in senior leadership, I deeply understand the Indian corporate environment and effective employee management.

𝐈 𝐡𝐚𝐯𝐞 𝐜𝐫𝐞𝐚𝐭𝐞𝐝 𝐭𝐡𝐞 𝐇𝐑 𝐃𝐞𝐩𝐭 𝐚𝐧𝐝 𝐛𝐮𝐢𝐥𝐭 𝐚𝐧 𝐨𝐯𝐞𝐫𝐚𝐥𝐥 𝐭𝐞𝐚𝐦 𝐟𝐫𝐨𝐦 𝟒𝟓𝟎 𝐭𝐨 𝟒𝟓𝟎𝟎 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 (approximately) 𝐈'𝐯𝐞 𝐬𝐡𝐚𝐩𝐞𝐝 𝐇𝐑 𝐚𝐧𝐝 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬, 𝐝𝐫𝐢𝐯𝐢𝐧𝐠 𝐬𝐢𝐠𝐧𝐢𝐟𝐢𝐜𝐚𝐧𝐭 𝐠𝐫𝐨𝐰𝐭𝐡 𝐚𝐧𝐝 𝐚𝐜𝐡𝐢𝐞𝐯𝐢𝐧𝐠 𝐤𝐞𝐲 𝐦𝐢𝐥𝐞𝐬𝐭𝐨𝐧𝐞𝐬.(in an organisation formed in 1967)
I have impacted  thousands of lives, nurtured the team and contributed in building a strong culture.  
.

Currently, my focus now: Raising awareness about corporate structures and advancing organizational psychology and thought leadership.

I coach and empower leaders to overcome emotional challenges such as:
 ▪︎ 𝐒𝐭𝐫𝐞𝐬𝐬 𝐚𝐧𝐝 𝐁𝐮𝐫𝐧𝐨𝐮𝐭
 ▪︎ 𝐖𝐨𝐫𝐤-𝐋𝐢𝐟𝐞 𝐁𝐚𝐥𝐚𝐧𝐜𝐞 𝐈𝐬𝐬𝐮𝐞𝐬
 ▪︎ 𝐀𝐧𝐱𝐢𝐞𝐭𝐲 𝐚𝐧𝐝 𝐃𝐞𝐩𝐫𝐞𝐬𝐬𝐢𝐨𝐧
 ▪︎ 𝐈𝐧𝐭𝐞𝐫𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭𝐬
 ▪︎ 𝐏𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲 𝐈𝐬𝐬𝐮𝐞𝐬
 ▪︎ 𝐒𝐞𝐥𝐟-𝐃𝐨𝐮𝐛𝐭 𝐚𝐧𝐝 𝐈𝐦𝐩𝐨𝐬𝐭𝐞𝐫 𝐒𝐲𝐧𝐝𝐫𝐨𝐦𝐞

I help potential leaders thrive by enhancing their emotional intelligence and resilience.

𝐒𝐞𝐫𝐯𝐢𝐜𝐞𝐬 𝐢𝐧𝐜𝐥𝐮𝐝𝐞:

✅ 𝐄𝐦𝐨𝐭𝐢𝐨𝐧𝐚𝐥 𝐇𝐞𝐚𝐥𝐢𝐧𝐠 for individuals and corporates
✅ 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠: Tailored strategies to enhance leadership skills
✅ 𝐄𝐦𝐨𝐭𝐢𝐨𝐧𝐚𝐥 𝐈𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐜𝐞 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: Building resilience and awareness
✅ 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐲: Optimizing workplace dynamics
✅ 𝐓𝐡𝐨𝐮𝐠𝐡𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: Strategic insights and innovation
✅ 𝐅𝐮𝐭𝐮𝐫𝐞 𝐋𝐞𝐚𝐝𝐞𝐫 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: Mentoring high-potential leaders
Ideal for: Leaders, Executives, and Entrepreneurs seeking enhanced leadership effectiveness, organizational impact, and well-being.

Let's elevate your leadership journey. Contact me to achieve your goals together.

📩 Email - or  📧 DM to connect.

Pinky Kansara
Founder | Author | Corporate Trainer | Mindset Strategist

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