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How companies often waste time and money


As a consultant, I find these three areas as the biggest cause of business waste:

1. Meetings - Inevitably, meetings in organizations become inefficient, dragging on affairs. Why?

     a. Managers focus on inputs (bureaucracy) vs. outputs (customer value). They equate meetings with accomplishment.
     b. Over-scheduled Managers send subordinates who can't make decisions.
     c. Risk adverse employees continually rehash discussions rather than commit to taking action.

2. Documentation - While documenting procedures are important, companies fail in this area because:

     a. Over-documenting—even trivial procedures are formally documented.
     b. Over-complicated formats—resulting in the actual task being easier than its documentation. This causes project delays.
     c. Documents tend to be officially stored on overcrowded servers, making it difficult for employees to retrieve.


3. Failure Work - Work is not done right the first time and needs to be redone because:

     a. The outcome and/or process wasn't originally communicated properly.
     b. The proper resources (people, time, budget) weren't originally sufficiently allocated.
     c. Subordinates did not understand, but were afraid to ask questions.

4 Thoughts on Simplicity


1. Results are inverse to team size.

2. Smaller scoped projects are more successful, so "bite off less than you can chew".

3. Some bureaucratic processes are necessary, but they must be in the background.

4. Be paranoid about creeping complexity. Weed regularly.

Four Micro Strategies For Productivity and Success


1. People say "Life is Short". Wrong! Life is long. Achievement happens in sudden bursts, so there is plenty of time to succeed and be happy.

 2. Quality always beats quantity. It's better to enjoyably write one great paragraph than slog through writing a mediocre article.

 3. The cure for procrastination is to "micro" something. Ex: write a micro-article, or do a micro-task.

 4. Don't make a To-do list. Make a don't-do list.

Is Your Employee A DUD?


In my travels across North America working with teams in manufacturing, distribution, insurance, not-for-profit and even health care, invariably in every successful team there exists one or two people who fail to commit. You likely know who I’m talking about. It’s the employees who constantly complain but do nothing to help the situation; it’s those who never seem satisfied despite how hard you work to address their concerns; sometimes it’s those who lash out against co-workers about their poor performance, failing to recognize that they themselves are not meeting objectives.

Have you ever had an employee like this? Are you working with them now?

I’ve coined the term DUD to capture the essence of these employees. Don’t worry though, the term actually has a meaning and isn’t just some biased statement. In my experience there are several things you can do to help a DUD employee become a more productive and positive member of the team. It takes some work and of course patience, but there is hope.

In this week’s video I describe what I mean by the term DUD, and share the specific strategies that I’ve helped dozens of clients employ in order to continuously improve the performance of their team.


© Shawn Casemore 2017. All rights reserved.

Lessons in Resilience from a Five-Year-Old


Recently my youngest boy Dylan was sick with everything from a mild fever to stuffy nose and upset stomach. During several sleepless nights, my wife and I were up every few hours to get him water, medication, or just to lay with him and provide a backrub.

What I found surprising was that despite the lack of sleep and being under the weather, when I went into his room in the morning to ask how he was, Dylan sat up quickly and said, “Great!”


If you’ve had children, the one thing you’ve likely learned is that children are resilient. They can be under the weather, but their attitude and personality is often still quite upbeat.

It struck me while reflecting on how resilient children are that there are lessons to be learned from them that can be applied in building the resilience in a team. After all, most of the CEOs, executives, and business leaders I’ve met recently are seeking new and improved ways to help their teams become more self-sufficient, productive, and collaborative.

Enter team resilience.

The term resilience is defined as the capacity to recover quickly from difficulties. Considering our desire to have our teams and the people on them achieve more and do so while working more effectively with their team members, there must be a level of resilience that exists both on an individual and team basis. To put it bluntly, in order to have a team and team members that can achieve higher levels of performance, we must ensure that the environment itself is one that supports a high degree of resilience.

Considering what makes a child resilient, there are a few things that you may not have thought of in the past.

Children primarily focus on having fun in their daily activities. Even when completing tasks or chores, fun is a natural element of getting their work done.

Children are encouraged while in school and through participation in sports to work in collaborative environments and value the input and ideas of others.

Children focus on what they see and experience.

The parents, teachers, and caregivers who work with children are generally patient, seeking to help the child understand through introspection rather than telling them what they should do without an explanation of why.

So what does this tell us when it comes to building resilience in our teams? Well, at a strategic level we need to consider the environment, expectations, and communications we use.

  1. Leaders need to practice being mentors and guiding employees rather then telling them specifically what to do and when they should do it.
  2. Humor and having fun should be on the agenda to ensure that employees are productive. A study conducted by the Journal of Labour Economics found that employees who are happy at work are 12% more productive than those that aren’t.
  3. Cross-training and various forms of interaction amongst employees that help them understand the roles and responsibilities of others is key to ensuring a greater understanding amongst team members and better collective decision-making.
  4. The ability to try new things, learn from failures, and create memorable experiences is a key component to ensuring resilience. If, for instance, failures are avoided or employees are expected to simply remain at their workstations for fear of lower productivity, there is little ability to navigate unexpected experiences.

There are literally dozens of adjustments and changes that can be made that will build greater resilience in team members.  That said, here is something I’d suggest you try with your team. Ask members individually and then collectively to provide a score between one and five for each of the four areas above. The scoring received will suggest to you where you need to shift efforts in order to build more resilience.

Let me know how you make out. In return, I’ll be sure to send you some additional considerations for building resilience in your team. Email

©Shawn Casemore 2017. All rights reserved.

Teams Aren’t Dysfunctional, People Are


Are you struggling with a dysfunctional team? Possibly you’ve been dealing with conflict amongst your team or you’re faced with productivity levels that are lower than you’d like. Regardless of the issue, in my experience we’ve been looking at dysfunction in team environments all wrong.

In this video I share a few key points to identify what the driving issues really are including:

  • Why team dysfunction isn’t a team issue
  • How to isolate issues for what they really are
  • How to improve the performance of the team

If you have a team, then take 5 minutes to watch this video and apply the tips I provide to your own situation. Consider it time well spent on improving the performance of your team.

Watch the video HERE


© Shawn Casemore 2016. All rights reserved.


You’re Measuring Employee Productivity Wrong


Are your employees productive? Before you answer this question I think you’ll want to watch this video. You see for years I believe we’ve been measuring productivity all wrong. In this brief video I outline the key measures of employee productivity and what you might be missing.

Is it time to review or change your definition of productivity? Take time this week to look at the people in your organization who you think are highly productive. Inspire your people to use creativity and collaboration as a component of productivity; employees who interact and collaborate prior to completing a task often have a much better quality product and more creative idea or solution.

Watch the video HERE

© Shawn Casemore 2016. All rights reserved.

Why Employee Conflict Is A Good Thing


Why Employee Conflict Is A Good Thing

Have you dealt with employee conflict with your team lately? If not then you should be concerned.

Too often leaders try to stop employee conflict before it gets too far, but the reality is conflict is a natural outcome when putting a diverse group of employees together. In fact there are numerous benefits to employee conflict if it’s managed correctly. Watch the brief video below to learn more on conflict management and getting more from your employees. Most Leaders will try and develop the most potential in their employees, but knowing how to see conflict and when to seize the opportunity to allow more creativity to develop or stop the conflict before healthy tension turns into disruptive chaos is a skilled art.

Creative employee conflict can be a good thing

Watch the video HERE:

Spend time this week helping your team understand what their own natural approach to conflict is so they can begin engaging in healthy conflict and how dealing with employee conflict can driving more creative ideas and solutions. For tools and tips on how to do this email me at

© Shawn Casemore 2016. All rights reserved.

Partial Internet Voting: 80% of the Benefit Without The Security Risks


Everybody talks about internet voting and, while a few places have implemented it,  most elections don't allow it because of the security risks.

But, what about the efficiency of partial internet voting?

By this I mean that, the election commission could create a website and application that lets people vote, and then print out their ballot. Security wouldn't be an issue because you still have to physically show up, check in, and turn in your ballot.

At the voting places, they could replace voting machines with computer/printer combos, and set them in front, before you check in with the clerks.

Then, people who printed their ballots at home could walk right up to the clerks, check in, show ID, and submit their ballots.  Done!

Meanwhile, the people who want to vote at the voting place could simply line up at a computer, fill out the website, print their ballot, and then walk up to the clerks, check in and turn in their ballots.

This would get people in and out quickly.



With all of the media hype around the US election now behind us, it will be interesting to watch if, and to what extent, Donald Trump manages his presidency. Like him or not, he’s going to be with us for the next four years, similar to the duration of the recent appointment of the Canadian Prime Minister, Justin Trudeau.

What’s interesting about both elections is the fact that despite the extreme diversity in the opinions and platforms of both Trump and Trudeau (just realizing as I type this that the odd similarities in their last names), they both won on account of running a campaign built on a strong brand message, that in turn compelled people to act – or in this case, vote.

Trump’s message – “Let’s Make America Great Again.”

Trudeau’s message – “Real Change Now.”

 When you consider these brand slogans, notice the similarities:

  • They are simple and easy to understand.
  • The slogans create a sense of a better future.
  • They are “we” centered, suggesting a collective effort.
  • Both imply that action is necessary.

I’ve been sharing several ideas with you during the past couple months on building a more effective strategy that will dominate the competition, and with that in mind, it’s always a good time to consider the power your current brand has (or doesn’t have) in the marketplace.

After all, when it comes to being distinct in the market, your brand is literally your calling card for customers, employees and anyone else who, or could, support your business objectives.

Before I suggest an activity to help you build a stronger brand, consider that doing so requires significant diversity. Therefore, the more people you can include – both inside and outside your business or division – the more relevant and valuable the outcome.

In order to build or improve upon your brand, to ensure that it has the “power” you need and inspires the “action” you want, consider the following:

  1. Do you have a single brand statement upon which everything you offer is built?
  1. Does your brand statement achieve the same distinctions as those outlined above?
  1. Are you and your team using the brand statement at every opportunity, as the foundation of your business, culture, products or services?

As we’ve seen through the recent elections on both sides of the border, a powerful and memorable brand can be the difference between winning and loosing. Both matter not, however, if the brand doesn’t compel others (specifically your customers) to act.



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