Employee Engagement Specialist | Organizational Change Coach | Empowering Organizations to build a competency for ongoing change | Lean-Agile implementation expert with 30+ Years of Innovation | SPCT | Candidate ILM

Your best people aren't going to tell you they're leaving. They're just going to leave.
By the time someone hands in their notice, the decision was made months ago. A promotion path that went nowhere. A manager who stopped listening. A conversation that never happened.

Most companies find out too late. Then they pay 4x what they thought turnover costs when you add the productivity loss, the project delays, the knowledge walking out the door, and the team stretched thin covering the gap.

I spent 20 years implementing transformation programs at Fortune 500 companies. Watched them obsess over efficiency while bleeding millions in preventable departures they never saw coming.

I co-authored "The Trillion Dollar Problem" to document what most executives miss. Then I co-founded 
Clover ERA to fix it.

Clover ERA shows you which teams are about to break. Before the resignations start.

Daily anonymous check-ins surface what's building beneath the surface. Managers see the patterns and get specific prompts to act. You intervene while there's still time.

We don't prevent every departure. We prevent the ones that didn't have to happen. The ones where someone was waiting for a conversation that never came.

Preventing one departure costs a fraction of replacing them.
If you're losing people you didn't see coming, let's talk.

📅 Schedule Your Free Turnover Analysis: https://outlook.office.com/book/TurnoverAnalysis@cloverera.com/?ismsaljsauthenabled
🔍 Or take the free Team Health Assessment: https://cloverera.com/team-health

Clive Hays

$380K to replace her. 
$0 to follow up.
She asked about the senior role last January. 

Her manager said "let's revisit next quarter."

She brought it up again in spring. Same answer.

By summer, she stopped asking.

Last month, she resigned.

"I had no idea she was still thinking about that role."

I asked what happened after she stopped bringing it up.

"Nothing. I assumed she'd moved on. She seemed fine. Focused on her work. No complaints."

I asked if anyone followed up with her.

He checked his notes. Scrolled through months of 1:1s.

"We talked about her projects. Her deliverables. Never circled back to the role."

I asked what she told him in the exit conversation.

"She said she'd been waiting for us to bring it up. That every month we didn't, she got her answer. By August she was already interviewing."

He was quiet for a moment.

"I thought no news was good news."

It wasn't. No news was her giving up on you.

She didn't leave because she didn't get the role. She left because nobody remembered she wanted it.

Who on your team asked for something six months ago that you never circled back to?

Your best people won’t threaten to leave. They’ll just leave. I show you which teams are about to break | Co-Founder, Clover ERA

A CTO told me their head of product was recognized at an all-hands in October. 
She resigned three weeks later. 

$290K to replace her.

I talked to her manager.

"Were there any signs?"

"None. If anything, she got more helpful in her last few months. Started documenting all her processes. Created onboarding guides for the team. I gave her a shoutout in our all-hands for it."

I asked when the documentation started.

He checked. September.

I asked when she started interviewing.

"She told HR it was October."

"Pull up her Slack messages from August."

He did. For the first time, he saw it.

July: "When WE launch this next quarter..."
August: "When this is rolled out..."
September: "People working on this should know..."

"She stopped saying 'we' three months before she left. I didn't hear it."

Nobody does. The shift from "we" to "........" is one of the quietest exits there is. It happens in emails, Slack messages, meetings. The person stops including themselves in the future.

The documentation wasn't preparation for growth. It was preparation for goodbye.

Who on your team recently stopped saying "we"?

$5.7 million. 
That's what turnover actually cost.
His finance team had it at $800K.

A CEO at a 320-person company asked his CFO for the number. What's turnover costing us?

The answer came back: $800K annually. Recruiting costs, some lost productivity, a rough multiplier from an article somewhere. Reasonable-sounding number.

The real number was $5.7M.

The gap wasn't in what they were measuring. It was in what they weren't.

Three senior salespeople left and took their relationships with them. Revenue impact: not tracked. The engineering team lost its technical lead mid-project. Delayed launch: not tracked.

$800K was the cost they could see. $5.7M was the cost that was actually hitting their business.

Seven times higher than what they budgeted. Seven times higher than what they reported to their board.

When he saw the real math, he didn't argue with it. He said: "Why did nobody show me this before?"

Nobody had done the calculation.

This is one of 78 moments like this. Different companies, same pattern: the number they tracked wasn't the number that mattered.

I wrote them down. The book is called Already Gone.

It launches January 28.

What's the number your finance team isn't tracking?

"How many people left last year?"
"We invested $340K in culture."
That wasn't what I asked.

A CFO told me this last month. Proud of the ping pong tables. The catered lunches. The meditation room.

I asked again. How many left?
Fourteen.

$2.1 million in replacement costs. Six times what they spent on perks.
"But the exit interviews said better opportunities."

I asked about one of them. A senior engineer.
"She asked to switch teams in March. Then again in May."
"What happened?"
"VP said the timing wasn't right."
She resigned in July.

His VP had seen her in the game room every afternoon that summer. Told the CFO the team seemed happy.

She wasn't happy. She was killing time between interviews.

The ping pong table wasn't keeping people. It was hiding the problem.
What's your leadership using as proof the team is happy?

"We haven't announced any layoffs." 
"I know. That's why I'm leaving now."

The market was down. Competitors were cutting. Every all-hands felt tense.

He asked his manager: "Should I be worried?" "I haven't heard anything."

He asked his skip-level: "What's the plan?" "We're monitoring the situation."

He asked HR: "Is my role safe?" "We can't comment on future decisions."

Three non-answers. Three signals that nobody would tell him the truth.

So he found a company that would.

His manager was stunned. "We weren't even planning layoffs."

Didn't matter. The silence said everything.

When people can't get clarity, they create their own. And the story they tell themselves is almost always worse than reality.

He wasn't running from layoffs. He was running from the not knowing.

$280K to replace him.

The conversation cost nothing.

One resignation cost $1.2M.
A senior engineer left in March. 
She'd been there 
six years. 

Never made noise. 
Just quietly accepted another offer. Three more followed.

Her manager told leadership: "It's just one. She got a big offer. Nothing to worry about."

Two weeks later, her closest colleague started interviewing.

"If she's leaving, something's wrong."

He was gone by May.

By July, two more followed. Same team. Same reasoning.

"If they're all leaving, why am I staying?"

Four exits. Four "I've accepted another offer" conversations. The manager was blindsided each time.

Leadership called it a "talent market problem."

It wasn't the market.

It was one resignation that made three others feel possible.

The first person to leave rarely leaves alone. They just leave first.

$1.2M gone. 
Someone on your team is the first domino.
Do you know who?

I'm documenting 78 moments like this in a book called Already Gone. 
FREE gifts and WAITLIST LINK under my name above.

CEO of a 320-person company told me just before Christmas that their turnover cost is $800K.
I asked how she calculated it. "Replacement costs. Recruiting fees. The usual."
I pulled up a calculator. We ran the real math together.

Productivity loss during vacancy. 
Ramp time for new hires. 
Institutional knowledge gone. 
Project delays. 
Client relationships rebuilt from scratch.

$5.7 million.
She went quiet.

Most companies track turnover rate. 
Single digit percentage. Looks manageable.

Nobody tracks turnover cost. Seven figures. Hidden in plain sight.

You're not managing a 6% problem.
You're managing a $5.7 million problem.

When's the last time your CFO calculated the actual dollar cost of turnover?

9 out of 10 people who accept a counter-offer leave within 12 months anyway.
The money wasn't the problem. The resignation proved it.

If salary was the issue, they would have asked for a raise. They didn't. They handed in notice.

A counter-offer says "we'll pay you more to stay."

What it actually says: "We knew what you were worth. We just weren't paying it."

That's not a retention strategy. That's a confession.

The employee hears it. Even if they stay, they remember.

Counter-offers don't prevent turnover. They delay it.

How many has your company made this year? That's not a win rate. That's a warning signal.

She gave them eight years.
They gave her a 15-minute call.
The restructure saved $1.1M. The way they 
handled it cost $4.4M.

Her manager told leadership: "It was handled professionally. Clean. By the book."

Two weeks later, a senior engineer asked to talk.

"I watched how they did it. Eight years and she found out in a 15-minute call. No conversation. No warning. Just a calendar invite and a script."

He resigned the following month.

Then another.

"If that's how it ends here, I'd rather leave on my own terms."

By spring, twelve more were gone. All top performers. All watching.

Leadership called it "unfortunate timing."

It wasn't timing.

It was the 15-minute call that told everyone else what they needed to know.

The decision didn't break trust. The execution did.

Someone on your team remembers how the last one was handled.

What did they decide?

I'm documenting 78 moments like this in a book called Already Gone. FREE gifts and WAITLIST LINK under my name above.

Her manager called her "resilient." 
She was doing the work of three people who'd already quit. 

The first one left in March. No backfill. "We'll redistribute temporarily," leadership said. 

The second left in June. Same story. The third in September.

By October, she was running a department that used to have four people.

Her 1:1s became status updates. No time for development conversations. No time for career planning. Just triage.

Her manager wrote in her review: "Handles pressure exceptionally well. A true team player."

She started interviewing the next week.

"Resilient" isn't a compliment. It's a confession. It means someone is absorbing a failure you haven't fixed.

The company celebrated her in Q3. Lost her in Q4. Spent Q1 trying to replace what three people used to do.

Burnout doesn't announce itself. It gets praised in all-hands and quits on a Tuesday.

Who on your team is "handling it well" right now?

"He's finally getting easier to manage."
Eight weeks later: $390K to replace him.

He used to push back on everything. Decisions. Timelines. Resource allocation.

Then one day, he stopped.

His manager told me: "I actually thought we'd turned a corner. He seemed more agreeable. Less friction in meetings."

I asked what changed eight weeks ago.

"We made a call on the product roadmap. He disagreed. Strongly. We went the other direction anyway."

"And after that?"

"He stopped fighting it. I figured he'd finally accepted the decision."

He hadn't accepted it. He'd given up on being heard.

The pushback wasn't the problem. It was proof he still cared enough to fight.

When he stopped, it wasn't alignment. It was surrender.

The silence wasn't agreement. It was the sound of someone planning their exit.

$390K gone. Someone on your team recently stopped pushing back.

I'm documenting 78 moments like this in a book called Already Gone. FREE gifts and WAITLIST LINK under my name above.

Is that growth, or goodbye?

I wasn't asking for anything. Now I am. And I'm doing it publicly. 5 weeks of stories about what's really happening with managers. 2 million impressions...

My brother Neil and I spent two years figuring out why good people leave. Then eighteen months building something that shows managers what they're missing before someone resigns. 

Not surveys. 
Not exit interviews. 
The early signals.

We built it with five companies who went deep with us. We didn't scale before we were ready. Now we are.

5 new companies. 50 days. Documented publicly. Wins, losses, lessons. All of it.

Why public? Because I've spent five weeks asking managers to be honest about what's not working. Seems fair I do the same.

Some will tune out. Some will follow along and learn something about B2B sales. Some might be one of the five.

If you're running a company between 200 and 500 people and you want to see what's happening with your team before it's too late - reach out. I've got room for five.

"16,000 layoffs."
That's the number Amazon announced today.
Here's the number they didn't announce:

The people who weren't cut but started interviewing anyway.

Research shows voluntary turnover spikes 30-50% in the 6 months following mass layoffs.

16,000 is the plan.
Another 5,000-8,000 is what actually happens.

Those voluntary exits aren't random. They're the people with options. The ones you wanted to keep.

Amazon budgeted for 16,000.
They'll spend for 24,000.

If your company just announced cuts, your survivors are doing math right now.

Not on the business.
On themselves.

Who on your team is "relieved they survived" today but updating their resume tonight?

$560,000.
"Let me look into it."
That was six months ago. He never brought it up again. Neither did she.
This week's newsletter: what your silence is actually saying.

Two stories from the past week. Same pattern. Same ending. Story one: A senior engineer asked his manager about a promotion. The manager said "let me 

Open article: What Your Silence Is Actually Saying by Clive Hays • 2 min read

Annual survey came back: 82% of employees feel valued.
3 months later: $890K in replacement costs.

The survey wasn't just useless. 
It was wrong.

3 of the people who left had clicked "valued." One told me why.

The survey asked if she felt supported by her manager. She thought: "If I say no, will he see this? Will it affect my review? Will I be labeled as difficult?"

She clicked "Agree."

She wasn't answering honestly. She was answering safely. There's a difference.

By the time the results came back in June, she'd already accepted another offer. The survey captured what she was willing to say in March. It didn't capture that she was leaving.

Her manager was blindsided. "She said she felt valued. I saw the data."
He saw what she was willing to say. Not what she actually felt.

Annual surveys don't measure engagement. They measure what employees think their managers want to hear. That's not data. That's theater.

Your last survey came back positive.

How many of those responses were true?

$47M acquisition. Strategic fit. Strong fundamentals.
Everyone smiled for the announcement photo.
Half the team was already on LinkedIn.
This week's newsletter: What acquirers miss in due diligence.

The deal closed in November. $47M acquisition. Strategic fit. Strong fundamentals. Everyone smiled for the announcement photo. Half the team was alrea

Open article: What Acquirers Miss by Clive Hays • 2 min read

Corp EQ & Performance Strategist | 26 yrs Corp | Functional Medicine | Board-Certified | Science-Backed + Humor-Driven

Your team rolled out AI tools (like Copilot). Activity is up.
But did delivery speed up — or just the noise?

Most engineering leaders I talk to can’t answer that.
They’re paying for AI tools without clear visibility into outcomes.

That’s why I built CultureGuard.

📊 What it does
We connect Microsoft 365 + Atlassian Jira signals to show:
→ Whether AI tools are improving cycle time — or just increasing activity
→ Where work is flowing vs. where it’s stuck (handoffs, churn, rework signals)
→ Early signs of overload before it becomes burnout

🔒 How it works (outcomes, not usage)
→ Read-only + metadata-only access
→ We don’t read email/chat content, documents, or code
→ No installs, no agents, no IT headaches
→ Executive-ready dashboard + report in 30 days

💼 My background
26 years in tech. I’ve lived productivity theater from the inside — shipped, led teams, burned out, rebuilt.
I built CultureGuard because I needed it.

📈 What you get
→ Clear visibility into ROI of AI tools
→ Data for tooling + headcount decisions
→ Early warning on team health before attrition

💬 Worth a conversation?
If you’re spending on AI tools but can’t prove the ROI, DM me “PILOT”
or book 15 min: www.SoftSkillsRewired.com

Dharma Ramasamy

Everyone is trying to be seen.
She was trying to understand the universe.

Harvard believes the next Einstein is already among us.
Her name is Sabrina Gonzalez Pasterski.

While others chased followers, she chased first principles.
Built and flew her own aircraft as a teen.
MIT for physics.
Harvard PhD.
Working on problems Einstein left unfinished.

No hype.
No personal brand.
No shortcuts.

Just years of quiet, uncomfortable thinking.

Attention gets you likes.
Depth changes the world.

That’s the real flex.

CEO, SoftSkillsRewired.com | Measure AI ROI in 30 days for tech teams | Read-only, no installs | 26 yrs IT

Real win: a real story

You are the sum of the people you surround yourself with.

If your circle doesn’t inspire you, challenge you, or push you forward—
you’re standing in the wrong circle.

Surround yourself with people who:
✅ Celebrate your wins
✅ Call you out when needed
✅ Share knowledge, not just gossip
✅ Inspire you to think bigger

Because in the end, your network isn’t just connections.
It’s the environment shaping your future.

💬 What kind of people are you choosing to keep close?

Choose wisely

Most people watch movies to escape reality.
High performers watch them to study it.

Because every story teaches a framework:
How power is built.
How leverage is created.
How decisions compound.
How winners think when the pressure is real.

These 11 movies aren’t about entertainment.
They’re about patterns.

Patterns of ambition.
Patterns of risk.
Patterns of control, timing, and consequences.

If you watch them casually, you’ll miss the lesson.
If you watch them intentionally, they’ll upgrade how you think about money, authority, and long-term playbooks.

Swipe through.
Not to feel inspired.
But to reprogram how you operate.

Not 11 lectures but movies.

I used to wonder why people acted so rude.

Then reality hit.

Financial strain rewired my brain — sleepless nights over payroll, watching opportunities slip away, carrying the weight of people who depended on me.

Then came betrayals: a partner who broke trust, a mentor who disappeared, relationships that crumbled under pressure. Each one taught me to guard myself a little more.

I tried being rude back. I tried withdrawing into silence. Neither helped. I became someone I didn’t recognize — defensive, exhausted, reactive.

One day I saw my own pain reflected in someone else’s rudeness. That changed everything.
When people are rude, they’re often operating from pain, not peace.

As a functional medicine practitioner, I learned the biological side of this: chronic stress depletes dopamine and serotonin — the chemicals that keep us calm, motivated, and kind. When those are low, the brain goes into survival mode. We become irritable, defensive, withdrawn.

The good news? It’s fixable. Not with willpower alone, but with the right support for your nervous system and brain chemistry.

I’ve been there. Maybe you have too. So now I choose kindness — and I help others restore the biology that makes kindness possible.

Have you ever caught yourself becoming someone you didn’t recognize? What brought you back?

Your body whispers before it screams.

Headaches. Fatigue. Brain fog. Bloating. Poor sleep.

Not “random.”
Not “just stress.”
Not something to ignore with another pill.

Most daily health problems aren’t diseases.
They’re signals.

Signals that:
* Your recovery is off
* Your nutrition is mismatched
* Your nervous system is overloaded
* Your lifestyle is quietly draining you

The problem isn’t your body.
The problem is we’ve been taught to mute it instead of listen.

Because when the whispers are ignored…
The body finds a louder way to speak.

This carousel breaks down how to spot the signs early —
before your body is forced to scream.

Corporate Wellness Director | Culture & Employee Engagement | 26 yrs Corporate | Neuroscience | Board-Certified

Ignore today. Pay big tomorrow.

He conquered nations.
Controlled armies.
Owned more land than most empires ever will.

And in his final moments, Alexander the Great made three requests that destroyed the illusion of power.

Not about legacy.
Not about trophies.
Not about being remembered as "great."

He wanted the world to see this:

Even the best doctors can't save you.
Even endless wealth can't follow you.
Even the strongest hands leave life empty.

Here's what his final requests revealed:

▶️ Ambition without kindness turns into noise.
▶️ Power without humility expires.
▶️ Success without understanding the end is just ego with momentum.
▶️ What you leave behind isn't what you conquered—it's how you treated people.

Swipe the carousel.
This is a lesson every driven person needs to see.

Alexander The Great

9 Images That Will Change The Way You See Life

Not just pictures.
Each one tells a story.
Each one holds a lesson.
Each one can shift your perspective.

Some will make you pause.
Some will make you question.
Some will make you act.

Swipe through.
Let these images make you think.
Really think.

Life isn’t always what it seems.
Sometimes, it just needs a new lens.

I LEARNED IT 30 YEARS LATE

10 pictures.
Zero filters.
Pure reality.

Each frame carries a lesson people usually learn the hard way.
No motivation.
No drama.
Just truth quiet, uncomfortable, and impossible to unsee.

Swipe slowly.
These images don’t just show meaning…
they expose it.

10 PICTURES WITH DEEP MEANING

𝗦𝗹𝗼𝘄 𝗱𝗼𝘄𝗻. 𝗥𝗲𝗮𝗱 𝘁𝗵𝗶𝘀 𝗼𝗻𝗰𝗲.

While we complain about the weather, our routine, or how hard life feels
someone else is praying for the very things we overlook.

The ordinary days we rush through
are someone else’s unanswered wish.

Gratitude doesn’t erase the struggle.
But it softens the weight.
It shifts how we see what’s still standing.

Breathe.
Notice what you still have.
Live with awareness.

Because today, just being here,
is already someone else’s miracle

Breathe. Notice. live

If something costs $800
and you buy it on sale for $500…

You didn’t save $300.
You spent $500.

A discount doesn’t increase your net worth.
It just lowers your resistance to spending.

If you weren’t willing to buy it at full price,
the “saving” never existed in the first place.

Sales don’t make people wealthy.
Clear intent does.
Discipline does.
Better decisions do.

Most people confuse feeling smart with being smart about money.
That mistake quietly keeps them broke.

Swipe →
This mindset matters more than any sale tag you’ll ever see.

You want it? or You need it?

I used to think slow progress meant I was falling behind.

Then I learned about the biology of sustainable growth.

Here's what nobody tells you:

Your nervous system doesn't recognize "hustle" as productivity.
It recognizes it as threat.

When you sprint constantly, your cortisol stays elevated. 
Your prefrontal cortex goes offline. 
Your decision-making deteriorates.

Meanwhile, 
the turtle keeps swimming.
Not because it's slow.
Because it's regulated.

𝗧𝘂𝗿𝘁𝗹𝗲𝘀 𝗱𝗼𝗻'𝘁 𝗿𝘂𝘀𝗵.
𝗧𝘂𝗿𝘁𝗹𝗲𝘀 𝗱𝗼𝗻'𝘁 𝗽𝗮𝗻𝗶𝗰.
𝗧𝘂𝗿𝘁𝗹𝗲𝘀 𝗱𝗼𝗻'𝘁 𝗰𝗮𝗿𝗲 𝘄𝗵𝗼'𝘀 𝗮𝗵𝗲𝗮𝗱.

They just keep moving. One stroke at a time.
Through chaos, through calm.
And somehow, they always make it to shore.

Here's what the turtle's nervous system understands:

▶️ Speed means nothing when your biology can't sustain it
▶️ Slow progress with regulation beats fast progress with burnout
▶️ Peace compounds. Pressure depletes.
▶️ You don't need to sprint. You need to stay in motion.

The race isn't won by who starts fastest.
It's won by whose nervous system can handle the distance.

Your body whispers before it screams.
If you're sprinting and feeling depleted, that's the whisper.

What would change if you moved like a turtle for the next 30 days?

Carousel credit : original creator.

Slow steady wins the race.

Your 2026 won’t change by accident.
It will change by what you consume daily.

These 12 books aren’t just “good reads.”
They rewire how you think.
How you decide.
How you lead.

Some will challenge your beliefs.
Some will make you uncomfortable.
All of them will move you forward.

Save this.
Read slowly.
Let 2026 be the year your thinking upgrades before your life does.

Read. Think. Decide. Lead. 

If you're building a career (or a life) on autopilot, this is your wake-up call.

Here's what I've learned about building a life that doesn't require constant self-betrayal:

𝗟𝗼𝗼𝗸 𝗳𝗼𝗿 𝟯 𝘁𝗵𝗶𝗻𝗴𝘀 𝗶𝗻 𝗽𝗲𝗼𝗽𝗹𝗲: 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲, 𝗲𝗻𝗲𝗿𝗴𝘆, 𝗶𝗻𝘁𝗲𝗴𝗿𝗶𝘁𝘆.

If they're missing last one, don't bother with the first two.

Your nervous system will pay the price.

Here's the actionable part:

▶️ Integrity > talent. Hire/partner with integrity first.
▶️ One betrayal is a pattern. Stop "re-testing" salty water.
▶️ Audit your environment. Your circle is your ceiling (or your cage).
▶️ Default to kindness. You don't know what storm someone is carrying.
▶️ Smart + humble = gold. Competence is common. Humility is rare.
▶️ Make others shine. It won't dim your flame—it multiplies it.
▶️ Loss is seasonal. Let go like trees do.
▶️ Change feels scary because it's working. Growth is uncomfortable by design.
▶️ Choose your life—then protect it. Say no to what doesn't match.

Mini-challenge (takes 5 minutes):

✅ Write 1 boundary you've been avoiding.
✅ Remove 1 "energy leak" from your week.
✅ Do 1 kind thing anonymously today.

Which one hit you the hardest—integrity, environment, or "say no"?

Image credit : original creators

9 Life lessons

A kid falls 50+ times before taking their first step.
Not once does he think, “Maybe this isn’t for me.”

As adults, one setback and we start doubting everything. Here’s what we forget along the way:

▶️ Failure is feedback. Every fall teaches you balance.
▶️ Support matters more than applause. Growth needs patience, not praise.
▶️ Everything has its timing. What’s yours won’t miss you.
▶️ Freedom begins when you stop comparing.

Keep walking. Keep trusting.
Everything you’re meant for will find its way to you—right on time.

What setback taught you the most?

Do not quit yet.

Skills open the door.
Experience gets you a seat.
Credentials make you look safe.

But none of them show who you really are.

That’s why a Silicon Valley recruiter uses the “coffee test.”
It doesn’t happen during the interview.
It happens after.

A small moment.
Zero pressure.
Maximum signal.

Check the carousel to understand how this test works and why character quietly decides who gets hired.

Coffee hiring trick-silicon Valley

Small daily habits don’t look powerful.
That’s why most people ignore them.

A short walk.
A few pages read.
Goals are written clearly.
Less scrolling.
Better sleep.
Basic savings.
Eating right.

Nothing here feels impressive.
Nothing here gets applause.

But done daily, these choices do something dangerous.

They quietly build:
✅ A body that doesn’t ache
✅ A mind that can focus
✅ Emotions that don’t swing wildly
✅ Money that doesn’t create anxiety
✅ A life that finally has direction

Consistency looks boring.
That’s the trap.

Because boring, repeated long enough,
changes everything.

Small daily habits

10 Images That Hit Me Like a Train 🚆

Not because they were pretty.
Not because they went viral.

But because they told the truth most people avoid.

These images don’t motivate you.
They confront you.

They expose:
* habits you’re defending
* time you’re wasting
* potential you’re underusing

You won’t scroll past these feeling the same.
You’ll either feel uncomfortable…
or feel called out.

And that’s the point.

Growth doesn’t come from inspiration.
It comes from realization.

Swipe slowly.
Let each one land.
Save the ones that sting those are the ones you need most.

10 images that hit me like a train.

Some kids don’t have stronger immunity.
They have stronger habits.

In Japan, children are taught one simple rule the moment they enter home:

Rinse. Gargle. Done.

No supplements.
No fancy immunity hacks.
No “genetics excuse.”

Most cold viruses enter through the mouth and throat first.
So they’re stopped before they settle in.

What this tiny habit does:

▶ Lowers viral load
▶ Breaks replication early
▶ Cuts infection risk

Salt water makes the environment hostile for germs.
Cheap. Simple. Effective.

This isn’t about doing more.
It’s about doing the right small thing, consistently.

Small habits → big lifelong protection.

CEO @ CultureGuard | Measure ROI of AI tools in 30 days | Read-only, no installs | Microsoft 365 + Jira signals | 26 yrs in tech

Why do Japanese kids rarely catch colds… but we do?

We often try to fight our emotions.

But the truth?
They’re not meant to be suppressed.
They’re meant to be redirected.

Here’s how you can channel them into something productive:

▶️ If you’re sad → Run
▶️ If you’re stressed → Meditate
▶️ If you’re angry → Workout
▶️ If you’re bored → Socialize
▶️ If you’re overthinking → Walk

Your emotions aren’t roadblocks.
They’re signals.

Learn to respond, not react.

Emotions are't enemies..

I didn’t read 12 books to become “well-read.”
I read them to buy time.

Time I would’ve wasted making avoidable mistakes.
Time I would’ve spent learning things the hard way.
Time I didn’t have to lose.

Most books say the same things.
A few force you to think differently.
And when your thinking changes, your results follow.

Here’s what actually mattered to me after reading 12 books 👇

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The Battle

Clive Hays

Dharma Ramasamy

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taplio

The Battle

Clive Hays

Dharma Ramasamy

Followers

Posts

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);}Clive Hays's LinkedIn Performance

Performance ScoreDharma Ramasamy's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreClive Hays's LinkedIn Performance