Author: royinzunza

Employee Care, Leadership Development

Employees Flourishing Personally and Professionally

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Is it a worthy vision and conversation to have?
How do we incarnate such a vision?
What would the outcomes look like?

Value #1:  Help employees flourish personally and professionally.

It’s one of the primary values I keep thinking about as I do my employee care/corporate chaplaincy work.  And like a wannabe poet, I think…

What good is it if an employee has a great personal life but the professional setting is a struggle?
Won’t one affect the other?

What good is it if an employee has a great professional life but they’re struggling personally?
Won’t one affect the other?

I’ve seen and heard people living a great personal life but struggle professionally.  The worksite is causing more headaches than mind-blowing ideas!  Work partnerships are taxed and sometimes there’s a lack of understanding from managers.  The employee feels stuck, voiceless, and helpless.  They end the day with their head down, knowing that the issue will exist the next day.  The hope is that the work stress doesn’t mess with the home.  But it can…even to the best of us.

Value in Practice and Outcomes

Every company is a body of people working towards something.  As an employee care consultant, this first value makes me think about desired outcomes.  If a company has a deep value to see their employees flourish personally and professionally, I wonder if these would be explicit outcomes:

  • employees not stressing out about finances.  They’re wise about budgets and living within means but there is also a fair AND sustainable compensation.
  • flexible schedules:  I know this is dicey but if employees act like adults and employers treat them like adults, then there’s space for flexibility.  It will become the new normal.
  • Performance metrics at work show a steady incline:  loving your work and feeling good about your personal life will most likely show an increase in performance.  Sustained incline is the key.
  • A joy to go to work and to go home as well:  joy is that deep-seated awareness of gratitude and contentment.  We can and should experience it in the workplace and home life.
  • Employees having deep work roots but also do great self-care:  we need boundaries for both and habits for both.
  • The work is meaningful, joy-filled, and requires deep effort.
  • Healthy professional relationships and self-awareness which leads towards a life of compassion and gratitude.

Sounds too good to be true?  Unattainable?!  Great!  Sign me up!  We need a vision that is greater than us!

The future of work will adopt this type of value.  Companies that do are going to succeed.  Companies that don’t will stay in the age-old paradigm of “Do what I say!”.

Employee Care

Changing Role and Acceptance of Chaplains

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“More and more institutions across the United States are hiring chaplains and other spiritual care providers. Some are places that have long employed chaplains, but others may come as a surprise.

The Massachusetts Institute of Technology, for example, recently installed a new chaplain. Various police departments are adding additional chaplains, as are horse racing tracks. At the same time, chaplaincy positions continue to exist in the U.S. House and Senate.”

We thought the idea of offering corporate chaplaincy services was good for employees and company culture.  We didn’t realize that other institutions like MIT also saw the value.

People view chaplains as safe practitioners of care who can be contacted during times of difficulty.  The feedback we’ve received from employees we serve is that they don’t know who to turn to during crisis or with a hard life transition.

We are grateful to keep working to deepen in this special work and to see other institutions seeing the value.

Leadership Development

Unfinished Business Leadership

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When a leader overreacts to a conflict, it may be a sign of unfinished business shaped by past experiences.  Strong emotional reactions such as outbursts, avoidance, judgmentalism, anger, or frustration can be the signs on the dashboard that are a sign of a problem underneath the hood.  David Freeman says that, “Unfinished business does not allow for a thoughtful, creative response to a here and now situation.” The conflict may trigger an emotional reaction that creates more conflict and threatens the culture of a company.  The goal is to continue attending to the self and its unfinished business. It’s what true leaders do.


Leadership Development

Self-Leadership: Self-Awareness

When I think of leadership, I think of someone who gets their feet dirty by learning peoples names and stories, their struggles, and then does something about it.

I also think of the “Big 4”:

  1. Self-awareness
  2. Integrity
  3. Authenticity
  4. Character


My brother will slug me for sharing this story with him…we called him “Ugly” because of the movie, “The Good, the Bad, and the Ugly”.  It’s an old western movie but we loved it.  Our cousins would come over and we’d all sit around the TV and say, “I’m the good guy….I’m the bad guy….” And my brother was “Ugly”.

Self-awareness is kind of like the title of this movie.  All of us have good, bad, and ugly tendencies.  Our work as humans is to claim our goodness (the gifts and unique contribution we make in this world), to be aware of our be aware of our bad and ugly parts (the things we struggle with or aren’t really good at), and to serve others.

For example, I love listening to others and helping them name what is happening inside.  I love to care for people and I can see the big picture.  I’m very good at that.  But I don’t always see the details in a big picture.  So I get others around me to help me see the details I’m missing.

Get comfortable in your skin:  be self-aware of your gifts as well as your growing edges.  You have a unique gift to offer this world (company).