Each person brings a uniqueness to the world. There’s only one you.

Join me on the journey and sign-up for updates.

Solving the Problem of Employee (dis)Engagement

Have you ever stopped to consider the true value of your people? You can have the best equipment, processes, and training on the planet. But if your employees aren’t engaged … you lose.

There is a battle taking place on the topic of gaining new talent versus retaining current talent.

Let’s set the record straight… if you can’t retain the people you currently have… there is no amount of people you can hire that will fix the problem.

Instead, you’re just spinning the revolving door faster.

Here’s a thought: Any retention issues you’re having are not an employee issue. They are a leadership issue.

Those issues reflect your actual culture, whether or not it aligns with your company’s stated worldview, vision, or values.

Those disconnects impact retention.

Speaking of impact, what impacts your bottom line more: The cost of training an existing employee to retain them? Or the cost to hire and train a new employee to fill a gap? And how much productivity do you lose when someone leaves?

Most business leaders I speak with can’t even articulate how much each of those actions costs.

But here are some numbers we can talk about: A poll from Gallup tells us that about 34% of employees in the workplace are actively engaged (bonus: 41% less absences).

About 50% of your workforce are disengaged.

Here’s the kicker: 16% are ACTIVELY disengaged. That means they are actively looking for ways to NOT work. And they are costing you a fortune in productivity and negativity. From a monetary perspective, it’s an average of $3,400 for every $10,000 of salary.

From a negative culture perspective… probably far more.

Now, convention would say, fix the employee to fix the problem. Train them. Maybe fire them. Something. Because they have effectively “quit without quitting.”

Here’s the thing… people don’t quit their job. They quit their boss. They quit their company culture. They quit what they see as toxic leadership. It’s because there isn’t a connection between their own values to that of their leadership or corporate values. Or maybe they don’t feel valued as a person.

So the solution to employee disengagement is not employee engagement; rather, it’s leader engagement.

It’s sitting across from a human being and having a discussion about the things that matter to that human being… it’s rarely about their race, religion, gender or generation; instead, it’s about tying their values as a human being to the bigger picture. It’s taking their desires, preferences, and values … and aligning them to the job performance. 

Because when we align preference and personality and strengths with the job someone is doing… motivation is no longer an issue.

And here’s a bonus… not only will your retention go up… your productivity will go up, as well.

In fact, we know that if someone feels their work has meaning, they’ll actually work for less money. That doesn’t mean we should pay them less, but at a minimum, they’ll stick around for a long time.

If you don’t believe me, look at the non-profit world. There are people out there who work for far less than their talent and skillsets deserve. Some work at work and then give of their time and work for literally nothing as a volunteer … other than the knowledge that what they’re doing has meaning.

So what if you could duplicate that in your workplace?

What if you could change your workplace culture to something where individuals feel heard and that their values align?

What are you doing to engage as a leader?

That’s what true leadership is really about. And that’s what we do to help.  

Learn more about solutions: https://www.KamelAlliance.comtw

#KamelAlliance #perfectpartner #LeaderEngagement #LeaderDevelopment #Leadership #Shipley #Coaching

What’s your B.A.G., baby?

I don’t make posts like this very often. Okay, so I’ve actually never made one quite like this. But I have a new BAG (Big Audacious Goal), and I believe you’ll be interested.

Each day, more than 22 Veterans lose their lives to suicide. That’s not exact – we only know that number is likely lower than reality and that suicides among Veterans are roughly 50% higher than non-Veterans. No matter the number, the outcome is the same, and it is unacceptable. What if there was a solution that could help Veterans while creating suicide-safer communities?

The Big Audacious Goal? I am working to mobilize $100 million to help end Veteran suicide.

It might not be your BAG, but you can still help!

On my end, I have been working with a 501(c)3 called The Long Walk Home, which helps Veterans who are transitioning from military to civilian life. They do this via a mentor program and also by teaching a two-day suicide prevention workshop that equips Veterans, their families, and essentially anyone in their support network with suicide prevention first aid.

Ron Zaleski, the founder of The Long Walk Home, has a book being released on November 11th – Veteran’s Day (it happens to also be his birthday – go figure!). His bio and the book dustjacket copy are below.

NOTE: To be clear, my only involvement with the book has been limited to helping prepare the manuscript and advising TLWH on the publication process. 100% of all proceeds go directly to support the 501(c)3.

Seven ways you can help:
1) Connect with me for an advanced reader copy
2) Leave a review on Amazon on November 11th (add it to your calendar now)
3) Forward this information to your entire network and ask them to get involved (if you have a podcast or newsletter, contact Ron Z for an interview at ron@thelongwalkhome.org)
4) Consider purchasing a pre-order copy of the Kindle edition right now
5) Consider also purchasing the paperback when it is released on Nov 11th (not available for pre-order)
6) Consider taking it up a notch and joining Campaign22 (info below) – funds are being matched!
7) Consider becoming a mentor at www.thelongwalkhome.com

About the book:
When Ron Zaleski returned home from his service to the Marine Corps in 1972, he was plagued by feelings of anger and guilt. As an act of penance, in 2006 he walked barefoot across the Appalachian Trail, where he learned self-forgiveness, empathy, and found a purpose greater than himself. In 2010, he upped the stakes and walked barefoot from Concord, MA to Santa Monica, CA. He traversed over 3,400 miles without shoes, all the while carrying a sign that read “18 Vets a Day Commit Suicide!” and a petition for military personnel to receive mandatory counseling. Along the way, he made connections and experienced things that would change him forever. “The Long Walk Home” recounts Ron’s remarkable transformation from disgruntled Veteran to trailblazing advocate for hope and change.

Author Biography:
Ron Zaleski was born on November 11th, 1950 in Southampton, NY, and attended Hampton Bays High School. At 19 years of age, he joined the United States Marine Corps, serving during the Vietnam era from 1970 to 1972. He then went on to own and operate both a scuba shop and a gym. In 2006, the same year he walked the Appalachian Trail, Ron founded The Long Walk Home—a 501(c)(3) nonprofit dedicated to serving Veterans and their families. His mission is to help end war and Veteran suicide.

The Long Walk Home‘s signature prevention program is a two-day workshop called Applied Suicide Intervention Skills Training (ASIST) by LivingWorks. ASIST is a proven, evidence-based method to help people who are thinking of suicide keep safe for the immediate time, and we are making it available to our Mentors, Veterans, and anyone who supports Veterans (family members, etc.).

Funded directly by your donation to our mission, ASIST teaches skills that enable helpers to better discuss the topic of suicide, and it is one of the best evidence-based programs for creating a Suicide-safer community. On average, confidence to help someone at risk increases from 35% to 100% for the participants involved in our workshops.

Your participation in Campaign22 helps sponsor Veterans and their support network to be trained in life-saving skills. Annual participation of $22 per month sponsors one seat (normally $300). You also get a free Campaign 22 t-shirt (at $22/m) and a signed copy of Ron’s book (at $66/m) with your monthly recurring donations! Wear it with pride to help us create awareness. And if you’re interested in sponsoring a large donation (or matching), please email help@thelongwalkhome.com

You can find more information pm Campaign22 here: https://thelongwalkhome.org/campaign22

Thank you for any help and consideration! Please let me know if you have any questions!

Key Links:
– Pre-order the Kindle here: https://thelongwalkhome.org/kindle
– Join Campaign22 here: https://thelongwalkhome.org/campaign22
– Leave a review on Nov11 on Amazon: https://tinyurl.com/tlwhreview
– Buy the paperback here: https://thelongwalkhome.org/paperback (link will work 11Nov)



Society’s narrative often (sometimes unknowingly) attempts to redefine certain words or realities that we must remain clear on.

A worldview is a set of underlying beliefs that each person has that define how they see, interpret, and understand the world.  Call it faith, spirituality, realism, or whatever.  It’s the ultimate lense on how you “view the world.”  But what happens when one person’s worldview conflicts with another person’s worldview?  What if two worldviews each claim to be exclusive? For example, two religions that each claim they are ‘correct’ and that ‘all others are wrong.’ Two opposing truths cannot both be correct.

Take the image shown, for, example.  At first glance, it seems that each can be correct, depending on perspective (a post for another time). At the end of the day, however, someone wrote a number on the ground with intention.  The author of the figure pre-determined that it is either a 6 or a 9.  Both individuals cannot be correct.

But that doesn’t mean tolerance cannot exist.  Assuming neither of the figures in the illustration wrote the number on the ground, they should each step back and accept that the other person’s view might be plausible. But what if one of them DID write the number?  That means they KNOW they are correct and the other person is wrong.  This is where true tolerance comes in to play, when that person is able to say, “I know (think) you are wrong, but I respect your right to believe what you believe.” The author may explain the situation or undertake a campaign to educate or correct the other person, but they don’t think less of the person for disagreeing.  They don’t “force acceptance of their truth in order to tolerate” the other person.

Many want to redefine tolerance as acceptance. Beyond “accepting people,” however, they want you to blindly accept their beliefs, as well. But it is impossible to “accept” a belief that goes against your own. Whether you think you know it or know that you know it.

Tolerance is not accepting what someone believes; tolerance is accepting their right to believe something you think (know) is wrong. Agreeing to disagree agreeably signifies true tolerance, regardless of what truth or worldview one possesses.

And here’s a thought … you can love people while doing it.

Thoughts for Thinking

I have no desire to be a blogger. Or a content creator. Or an internet influencer. I’m not trying to build an email list, per se. There is not much of a point given my clients are by referral and invitation only.

My only desire is to help people with their own transformation, one life at a time. Every so often, I come across a thought for thinking. It might be a quote or snippet, and I simply invite you along. If you’re interested in these small journeys from time to time, then you are invited to join me!

Insights for Impact

I have no desire to be a blogger. My desire is help others grow, to help leaders lead, and to help people be better human beings.

Every so often, I come across an insight worth sharing, a thought for thinking, or perhaps a quote or snippet.

Interested? Join the tribe.