Name: Angie McDonald

Title: CEO

Organisation:

Wounded2Wonderful Coaching

Angie McDonald, CEO of Wounded2Wonderful Coaching, provides collaborative expertise in assisting, training, and optimizing our underserved, at-risk, and immigrant communities through various motivational and professional efforts. She also provides Empowerment Strategies and calibration techniques for Community, Non-Profit, and Social Enterprise Leadership staff. Via Wounded2Wonderful Coaching, Angie is a Board Certified Grief Support and Transitional Life Coach.

Her personal experiences with Widowhood at a young age, extreme loss, and emotional disparity afforded her the first-hand ability to turn her challenges into opportunities to offer hope, information, and insight towards a new and rewarding life after losing it all. In this capacity, she provides intentional, self-discovery tools to assist anyone who has experienced the loss of a loved one, a way of life, and various life challenges. Her transitional aspect provides supportive and insightful strategies to make the next level most rewarding.

Public Speaker, Author & Podcast Host: Angie is a 4-time author of 3 co-authored books and her first solo work, "7 Affirmations Towards Healing & Growth". This book is a pivotal guide to healing, forgiveness, and self-discovery. She has spoken on stages all over the United States, Canada, the Caribbean, Africa, Greece, and Dubai. Angie's message to #HealGrowDiscover inspires many to evolve and intentionally grow.

Thank you to the 2,000 leaders who’ve generously done the 7 Questions on Leadership!

We’ve gone through the interviews and asked the best of the best to come back and answer 7 MORE Questions on Leadership.

I hope Angie's answers will encourage you in your leadership journey. Enjoy!

Cheers,

Jonno White

1. As a leader, how do you build trust with employees, customers and other stakeholders?

In my profession, I build trust with employees, customers, and stakeholders by maintaining transparency, integrity, and reliability in all my interactions. With employees, I foster open communication, actively listen, and ensure fairness in decision-making. I empower them by providing support, recognizing their contributions, and following through on commitments.

With customers, it's imperative that I prioritize honesty, quality, and consistency, ensuring their needs are met with professionalism and care. For stakeholders, I build credibility by delivering on promises, being accountable, and maintaining ethical business practices. Through lived experience, I learned that Trust is earned through consistent actions, respect, and a genuine commitment to building strong, long-term relationships.

2. What do 'VISION' and 'MISSION' mean to you? And what does it actually look like to use them in real-world business?

To me, VISION is essentially the guiding star of a person or an organization that undoubtedly inspires direction and purpose, both of which are the ultimate goals. MISSION is the vehicle to get 'there', which involves the daily actions, strategies, and overall values that drive progress toward the vision. The successful use of these means carefully aligning every project and decision, as well as thoughtful interaction with guiding principles. The ability to motivate teams that share the organization's purpose and ensure their services, company culture, and message consistently reflect core ideals.

3. How can a leader empower the people they're leading?

A leader empowers by intentionally fostering a culture of trust, respect, support, and growth. It's important to set clear expectations, encourage autonomy, and equip teams with essential resources and knowledge needed to succeed. Active listening, valuing their input, and recognizing the team's contributions help build confidence and a firm foundation for a thriving future.

4. Who are some of the coaches or mentors in your life who have had a positive influence on your leadership? Can you please tell a meaningful story about one of them?

I have a mentor who spoke life into me during one of the challenging times of my life and career. Dr. Chibu became an important part of my life during a pivotal part of my Talent Attraction and Consulting career. His meaningful conversations would last 1-2 hours, during which he would selflessly share positive insight, tips, and tools to help me elevate my skills and professional navigation.

I recall that in October 2021, I encountered a challenging decision in my career. Dr. Chibu encouraged me to continue pushing toward greatness, and as a way to prove his belief in me, he invited me to be a part of his speaker lineup at his annual conference that year. This invitation reignited my passion for public speaking and connected me to several life-changing opportunities.

5. Leadership is often more about what you DON'T do. How do you maintain focus in your role?

Regular reflection, staying aligned with the organization's mission, setting clear goals, and consistently measuring progress help to keep me accountable, focused, and successful.

6. If you fail to plan, you plan to fail. Everyone plans differently. How do you plan for the week, month and years ahead in your role?

As a Talent Attraction and Consultant, I follow a simple yet powerful method of planning using weekly, monthly, and yearly practices.

Weekly Planning: Set clear priorities aligned with broader goals. Schedule key tasks and meetings, leaving room for flexibility. Review progress from the previous week and adjust as needed. Monthly Planning: Identify larger objectives and break them into actionable steps.

Track key performance indicators (KPIs) or milestones. Align team efforts and resources to ensure steady progress. Yearly Planning: Define strategic goals for professional growth or business success. Plan major projects, skill development, and networking opportunities. Regularly reassess and adapt to changes for sustained progress.

7. What advice would you give to a young leader who is struggling to delegate effectively?

Trust your team—delegation is about empowerment, not control. Clearly communicate expectations, provide necessary resources, and ensure accountability without micromanaging. Start small, assigning tasks based on strengths, and gradually increase responsibility.

Encourage feedback, offer support, and recognize achievements to build confidence. Effective delegation frees you to focus on higher-level priorities while developing your team’s skills. Remember, leadership isn’t about doing everything yourself—it’s about guiding and enabling others to succeed.