6ixcore, under my leadership as Founder and CEO since March 2020, focuses on delivering innovative solutions that drive business growth and strategic transformation. With a deep commitment to entrepreneurial leadership and business innovation, we empower organizations to adapt and thrive in competitive markets. My role emphasizes fostering collaboration, enabling impactful strategies, and advancing the company’s mission toward sustainable success.

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Ben Zheng

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

𝗗𝗶𝘀𝗰𝗶𝗽𝗹𝗶𝗻𝗲 𝗶𝘀 𝗮 𝗹𝗶𝗲.

Not because hard work doesn't matter.
Because your brain was never wired for it.

𝗗𝗼𝗽𝗮𝗺𝗶𝗻𝗲 — your brain's motivation engine — wasn't designed for consistency.
It was designed for survival.

It chases novelty.
Avoids repetition.
Resists the boring reps that actually build something real.

So when you can't "just stay consistent"?
𝗧𝗵𝗮𝘁'𝘀 𝗻𝗼𝘁 𝗮 𝗰𝗵𝗮𝗿𝗮𝗰𝘁𝗲𝗿 𝗳𝗹𝗮𝘄.
That's 200,000 years of neurobiology running its default program.

The people who build extraordinary things didn't have more willpower.

They stopped fighting their dopamine system.
And started feeding it differently.

Small wins stacked deliberately.
Enough novelty to keep the loop alive.
Enough repetition to let the compound interest build.

Your biology isn't the obstacle.
𝗜𝘁'𝘀 𝘁𝗵𝗲 𝗲𝗻𝗴𝗶𝗻𝗲.

You just needed the right operating system to run it.

AI ROI leaks through behavior, not tech | Soft Skill Installer NBC-HWC | Founder, CultureGuard | Find your number with privacy-first metadata

Moderation -> Long-term happiness. 

𝗬𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝘀𝘁𝘂𝗰𝗸 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗽𝗮𝘀𝘁.
𝗬𝗼𝘂𝗿 𝗯𝗿𝗮𝗶𝗻 𝘁𝗵𝗶𝗻𝗸𝘀 𝗶𝘁'𝘀 𝘀𝘁𝗶𝗹𝗹 𝗵𝗮𝗽𝗽𝗲𝗻𝗶𝗻𝗴.

Holding on doesn't mean you're strong.
It means your threat-detection system is running a closed loop.

When something painful happens — a failure, a loss, a wrong turn — your 𝗮𝗺𝘆𝗴𝗱𝗮𝗹𝗮 encodes it as a survival signal.

Your brain doesn't distinguish between "this hurt me once" and "this is still happening."

So it keeps the file open.
Keeps scanning for the same threat.
Keeps firing the same cortisol response.

𝗧𝗵𝗮𝘁'𝘀 𝗻𝗼𝘁 𝘄𝗲𝗮𝗸𝗻𝗲𝘀𝘀.
That's your nervous system doing exactly what it was built to do.

But here's the biological truth:

The loop only closes when your prefrontal cortex gets the signal: 
"𝗪𝗲 𝘀𝘂𝗿𝘃𝗶𝘃𝗲𝗱. 𝗜𝘁'𝘀 𝗱𝗼𝗻𝗲."

That signal doesn't come from time.
It comes from a decision.

The decision to stop rehearsing the threat — and start encoding a new one.

Your past isn't trapping you.
Your brain is protecting you from it.

𝗚𝗶𝘃𝗲 𝗶𝘁 𝗻𝗲𝘄 𝗱𝗮𝘁𝗮.

Just let it go..

It's never the workload that breaks you.

It's that one person.

26 years in Fortune 500 IT,
and I've seen this pattern destroy every team I worked on.

The reason good people quit.
The reason Sunday nights felt like dread.


Sometimes a manager.
Sometimes a peer.

The one who drained the energy
of everyone around them.

---

The one who takes credit in meetings
but never ships.
(Watch your best teammate stop trying.)

The one who creates urgency
out of nothing.

The one who sends 11pm emails
and expects replies.
(Your phone becomes a source of dread.)

The one who blocks decisions
until they feel important.

---

You can handle 60-hour weeks
if the team is solid.

You know the feeling.
That knot in your stomach before Monday.
The relief when they’re out sick.
The guilt when you think about leaving.

But one energy drainer on a 5-person team
can make 35 hours feel unbearable.

---

Here’s what’s worse:

Most companies have zero data on this.
Performance reviews measure output.
Engagement surveys measure feelings.
Nobody measures who is quietly breaking people.
Who is the reason your top performer went silent.

---

That’s what I’m trying to fix.
Not with another survey.
Not with another HR initiative.
With math.

I built a tool that detects these patterns
using work metadata — not surveillance.

It shows which people amplify a team’s output
and which ones drain it.
Based on actual signals — meeting load,
after-hours pressure, delivery patterns,
and recognition gaps.

Not opinions. Not surveys. Patterns.

---

If anyone curious click 'view my website'. 

But first — I want to hear from this group.
Have you ever watched one person
become the reason everyone else left?

You know who I’m talking about.
What did that look like for you?

𝗪𝗲 𝗺𝗼𝗻𝗶𝘁𝗼𝗿𝗲𝗱 𝗲𝘃𝗲𝗿𝘆 𝘀𝘆𝘀𝘁𝗲𝗺.
𝗘𝘅𝗰𝗲𝗽𝘁 𝘁𝗵𝗲 𝗼𝗻𝗲 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 𝗮𝗹𝗹 𝗼𝗳 𝘁𝗵𝗲𝗺.

I spent 26 years in Fortune 500 IT.

11 of those years at one company, managing enterprise SSO integrations across massive systems.

I watched the same thing happen over and over.

A strong engineer joins the team. Sharp. Motivated. Delivers.

Then the reorg hits. Or the new VP arrives. Or the AI mandate drops.

𝗠𝗼𝗻𝘁𝗵 𝟭: They absorb the pressure. "I'll figure it out."
𝗠𝗼𝗻𝘁𝗵 𝟯: Sleep starts slipping. They're online at 11pm "catching up."
𝗠𝗼𝗻𝘁𝗵 𝟲: The spark is gone. They're doing the work, but something broke.
𝗠𝗼𝗻𝘁𝗵 𝟵: They quit. Or worse — they stay and slowly disappear.

I kept thinking: 𝘄𝗵𝘆 𝗱𝗼𝗲𝘀 𝗻𝗼𝗯𝗼𝗱𝘆 𝗶𝗻𝘁𝗲𝗿𝘃𝗲𝗻𝗲 𝗮𝘁 𝗠𝗼𝗻𝘁𝗵 𝟭?

We had dashboards for system uptime.
We had alerts for server failures.
We had monitoring for every piece of infrastructure.

But zero monitoring for the humans running it all.

That question wouldn't leave me alone.

So I did something that confused a lot of people in my network.

𝗜 𝘄𝗲𝗻𝘁 𝗮𝗻𝗱 𝗴𝗼𝘁 𝗯𝗼𝗮𝗿𝗱-𝗰𝗲𝗿𝘁𝗶𝗳𝗶𝗲𝗱 𝗮𝘀 𝗮 𝗛𝗲𝗮𝗹𝘁𝗵 & 𝗪𝗲𝗹𝗹𝗻𝗲𝘀𝘀 𝗖𝗼𝗮𝗰𝗵 (𝗡𝗕𝗖-𝗛𝗪𝗖) 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗵𝗲 𝗡𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗕𝗼𝗮𝗿𝗱 𝗼𝗳 𝗠𝗲𝗱𝗶𝗰𝗮𝗹 𝗘𝘅𝗮𝗺𝗶𝗻𝗲𝗿𝘀.

Not because I wanted to leave tech.
Because I wanted to fix the one system nobody was monitoring.

Here's what I learned studying neuroscience and behavioral change:

That engineer who "lost their spark" at Month 6?
Their 𝗽𝗿𝗲𝗳𝗿𝗼𝗻𝘁𝗮𝗹 𝗰𝗼𝗿𝘁𝗲𝘅 was being suppressed by chronic cortisol.
Their 𝗵𝗶𝗽𝗽𝗼𝗰𝗮𝗺𝗽𝘂𝘀 — the part of the brain responsible for learning new tools — was literally shrinking under sustained stress.

𝗜𝘁 𝘄𝗮𝘀𝗻'𝘁 𝗮 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗶𝗼𝗻 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.
𝗜𝘁 𝘄𝗮𝘀𝗻'𝘁 𝗮 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.
𝗜𝘁 𝘄𝗮𝘀 𝗮 𝗻𝗲𝗿𝘃𝗼𝘂𝘀 𝘀𝘆𝘀𝘁𝗲𝗺 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.

And no amount of pizza parties, wellness webinars, or "unlimited PTO" fixes a nervous system in survival mode.

What fixes it is targeted intervention:
→ Identifying the specific stress pattern
→ Mapping it to what's happening neurobiologically
→ Building a recovery protocol that works for that individual

That's what I do now.

𝗜 𝗿𝘂𝗻 𝗮 𝟯𝟬-𝗺𝗶𝗻𝘂𝘁𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲 𝗗𝗶𝗮𝗴𝗻𝗼𝘀𝘁𝗶𝗰 𝗳𝗼𝗿 𝘁𝗲𝗰𝗵 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀.

I map your stress pattern, identify what's happening in your nervous system, and give you one evidence-based intervention you can use immediately.

$𝟰𝟵. 𝗛𝗦𝗔/𝗙𝗦𝗔 𝗲𝗹𝗶𝗴𝗶𝗯𝗹𝗲. 𝗭𝗼𝗼𝗺. 𝗟𝗶𝗻𝗸 𝗶𝗻 𝗰𝗼𝗺𝗺𝗲𝗻𝘁𝘀.

26 years of watching the pattern.
Now I break it.

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The Battle

Ben Zheng

Dharma Ramasamy

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Dharma Ramasamy

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