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

There is something about a sunrise from above the clouds.

You take off in the dark. Everything feels heavy and flat.

And then, the plane breaks through.

Light.

Perspective shifts fast at 30,000 feet.

The weather that felt all encompassing on the ground is suddenly just a layer.

I always find myself thinking about how often that is true in life and work too.

What feels overwhelming up close can look very different with a little distance.

Grateful for early flights. Grateful for perspective. 

Grateful for the reminder that the sun was there the whole time.

#HomewardBound #HomeForARest #Thankful

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

I do not listen to podcasts. My brain tends to wander halfway through and suddenly I am thinking about a completely unrelated idea.

And I don't read as many books as I think I should.

What I do love?
Articles.
Webinars.
Panels.
Micro learning.
Real conversations in rooms with smart people.

I learn best in short bursts. In live exchanges. In moments where I can connect dots immediately to the work in front of me.

So I am curious.

What are your best sources for sharp, practical learning right now?

Think:
• Articles you actually read to the end
• Webinars worth attending
• Newsletters that are not fluff
• LinkedIn voices who make you think
• Short reads that shift your perspective

Drop one recommendation below ⬇️  please!

I want things I can absorb, apply, and think about right away.

Learning does not have to be long to be meaningful.

#ProfessionalDevelopment #Learning #GrowthMindset

I love small group facilitation.

When leaders from different sectors lean in.
When someone shares a real example instead of a polished talking point.
When one insight sparks another.
When you can almost feel ideas building on top of each other in real time.

Small groups have a different rhythm.

They’re more intimate.
More honest.
More generous.

It’s less about presenting and more about listening.
Less about being right and more about learning.

Facilitating those spaces is about holding the structure lightly.
Watching the clock so no one has to.
Making sure every voice has room.
Asking the question that helps the group go one layer deeper.

There’s something powerful about creating a space where people are willing to share what they’re seeing, what they’re struggling with, and what they’re trying.

Not to impress.

To contribute.

That exchange and the cross-pollination of ideas is what I love most.

That’s the work behind the work.

And it never gets old.

#GrowthMindset #KnowledgeSharing

I’ve been pretty heads down this week.

Working through deliverables for clients.

Problem solving in creative ways.

Building out plans for new engagements.

It’s that deep focus work that I really love.
No noise. No rushing between things. Just time to think, map ideas out, and work through challenges properly.

There’s something really freeing about that kind of space. It’s also where the most exciting ideas tend to show up.

Not every week is like this. But when it is, I’m always reminded how much I enjoy the craft of the work itself.

Solving problems. Building plans. Figuring things out.

That part never gets old.

Jedno The Uplift Collective #ProposalDevelopment #ProgramDevelopment #Concept #Ideation #GrowthMindset

There is a moment in almost every skill where things start to feel easier.

Not because the work became simple.

Because you have done it enough times that your brain recognizes the patterns. 

You see what matters faster. You know where to focus.

That moment happened to me this week.

I was reviewing an application for someone and preparing feedback. As I worked through it, the adjustments that were needed felt obvious. The gaps. 

The places where the story could be clearer. The pieces that needed to connect.

The suggestions just rolled off the tongue.

It reminded me how much practice sits behind moments like that.

Years of reading applications. Writing them. Seeing what works. Seeing what does not.

Practice is what creates that shift.

The more time you spend learning the fundamentals, the more room you have later to experiment, adapt, and think creatively.

It applies to almost everything. Leadership. Strategy. Writing. Problem solving.

The early reps may feel repetitive.

They are also what make the interesting work possible later.

#ProposalWriting #NonProfit #RevenueGrowth #BusinessDevelopment #Learning

A pattern I see in many organizations.

They think the challenge is funding.

But when we dig deeper, the real issue is clarity.

Clarity about what they actually do.
Clarity about outcomes.
Clarity about how their work connects to broader priorities.

Funding usually follows clarity.

Without it, even strong ideas struggle to land.

#Funding #ProposalDevelopment #ConceptDevelopment

Inspired by Jesika Arseneau - I've decided to participate in the Coldest Night of the Year walk and fundraise.  I have 6 days to fundraise so consider helping a girl out! 🙏 

The Coldest Night of the Year is a family-friendly 2 or 5 km fundraising walk in support of local charities serving people experiencing hurt, hunger, and homelessness.

Each year in February, tens of thousands of Canadians step outside the warmth and comfort of home to shine a light of welcome and compassion in their communities. Since 2011, the Coldest Night of the Year has raised over $75,000,000 across Canada in 190 Canadian communities – 100% of net proceeds stay local to support our CNOY charity partners. Learn more about our history.

I didn't realize how big this event was or how many locations there are. I encourage everyone to check it out!!

This is my first year and hoping to make it an annual tradition. I'm fundraising so please consider donating (or looking online to donate to someone walking in your community).

https://lnkd.in/eTrGicCw

#CNOY #CNOY2026 #Stittsville #Canada #Community #Fundraiser

Open article: CNOY 2026 Fundhub Canada by secure.e2rm.com

There’s a lot in the headlines lately about major shifts from changes in procurement policy designed to support key sectors and workforce needs, to teams digging deep in the Winter Olympics. 

And it makes me think about this:

Progress isn’t always linear.

It’s not a straight line from A → B.

Sometimes it’s:
• a policy update that reshapes opportunity
• a team rallying after an early setback
• a training room moment nobody ever sees
• a person trying something hard again and again

Whether it’s athletes chasing Olympic dreams or teams trying to solve big workforce challenges, what unites real progress is this:

effort + consistency + community

A reminder today that what matters most isn’t just where you end up,
it’s how you move toward it together.

#Community #TogetherWeCan #ProgressOverPerfection

I love, love, love this. And just need to share!

This is my reply to every email I've missed since Jan 1st.

It's not you, it's me.

And also it's not me, it's *gestures broadly* all of this. 

It's that I learned about the most horrific thing done to children by the men who run *all of this*, before I even left my bed this morning. 

It's the constant deluge of messages on every platform, and the expectation that we are all always available, everywhere, and if we're not, then we're failing. 

It's that we can work this hard and do this much, and they still laugh at us when they think we're not listening. 

It's all of it. 

It's untenable to live in this reality right now as a woman and a mom, and I'm going to do more about it. But in the meantime,  I do apologize for missing your email. 

But I want you to know, it is absolutely not you. 

I love you. 

*boops your nose*.

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.

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.

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.

Entry-level work didn't disappear 
It became automated

Nearly two-thirds of employers use skills-based hiring
What's left is less task execution 

And much more judgment
People who can think, adapt, and learn continuously
Are ahead

When I recruit 
I search for skills 

Boolean searches for what people have learned 
What they've picked up in the last five years 
What shows they're still growing

The candidate who picked up three new platforms in two years 
Can tell me more than the degree from ten years ago

Organizations moving to skills-based hiring are finding 
That they have access to a broader talent pool 
More diverse backgrounds 
More adaptable people

The person who can do the job 
Just didn't take the traditional route 
So old systems never saw them

As an individual 
⇢Show what you’ve learned and keep learning

As a leader 
⇢Look for the person with the right skills, both soft and technical

As a company 
⇢Your talent pipeline will need to be prepared for how the work will change


❓ Have you learned a skill that helped more than your degree? 

–
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#TalentStrategy #PeopleOperations

Illustration titled “Keep Stacking Skills.” Five silhouetted figures stand on progressively taller stacks of green blocks labeled 2022, 2023, 2024, 2025, and 2026. Each year’s stack increases in height, with an upward “Value” arrow on the left, symbolizing continuous skill development leading to increased professional value over time.

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.

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.

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.

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The Battle

Stephanie Wilson

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