I help make companies more profitable.
Your team is your biggest expense — and most of them are giving you half the effort you're paying for. Not because they're bad people. Because no one is seeing them.
When people feel seen, they come alive — and every dollar you spend on labor is worth more.
What many owners get back for every dollar they pay in labor — because their people aren't fully showing up.
You're paying a full dollar. Getting half the return.
Every company has what I'd call a labor leak. You're paying a full dollar for every employee, but a lot of them are only giving you 50 cents of effort. They're not bad people. They're just not seen. They're not bought in.
If I can move that from 50 cents to 75 cents across your team, the math pays for me several times over.
"What I've seen is, when people are seen — really seen — they come alive. They show up differently. And when they show up differently, they go the extra mile."
An outside voice. In your building. On your team's side.
I come in as an outside voice. I'm not part of the hierarchy. I can't fire anyone. I have no agenda — which means people talk to me in ways they won't talk to their manager.
Leadership Alignment
A weekly check-in with you or your manager. I need to understand what you're building and how you're communicating it — so I can reinforce it on the floor.
A Group Touch
A Lunch & Learn, a recorded message, or a team spotlight — planting seeds with the full team. Built around what's actually happening in your building, not generic training material.
Rounds
Regular, intentional, one-on-one conversations with your people — in the break room, on the floor, wherever they are. I stop. I ask. I listen. And over time, they start coming to me.
Not a program. A person.
EAPs are good for crisis situations — someone in a bad place who needs a hotline. But what's the utilization rate on yours? Most studies put it in the single digits. Half your team probably doesn't even know the number, even if it's on the break room wall.
Team Care doesn't wait for someone to call. I'm already in the building. They know my name. They have my cell number.
"When the worst night of someone's year comes, they don't call the EAP. They call me. That's the difference."
Presence before performance.
Presence alone creates nice teams. Coaching alone creates achievement without connection. Presence and coaching together build cultures of excellence — where people perform because they feel genuinely seen and connected to the mission.
Leadership Alignment
I check in weekly with you or your manager to understand the culture, your priorities, and what your team needs to hear — so I can become an extension of your voice they'll actually trust.
Group Content
A monthly touchpoint with the full team — a Lunch & Learn, a recorded message, or a team spotlight. Not a generic wellness module. Content built on what I'm actually seeing in your building.
Individual Rounds
Where trust is built. I walk your floor and break rooms regularly, stop to check in one-on-one, notice who's struggling before it shows up in performance — and hold everything in strict confidence.
I'm introduced to the team and begin regular rounds with no agenda — just presence. Employees see a friendly face showing up consistently.
Employees begin to recognize and approach me. Conversations happen. Culture patterns emerge, and I start feeding insights back to leadership.
Relationships are established. I'm approached proactively, and crisis care happens naturally. I'm the person they call — not the hotline on the break room wall.
Team Care becomes part of the rhythm of the workplace. Leadership coaching and culture workshops layer in as the relationship deepens. The ROI compounds.
Culture workshops & team coaching.
When employees already know me from regular rounds, workshops land differently. I'm not an outside consultant arriving with a program — I'm someone who's been in the building, knows their names, and has earned their trust.
Culture & Connection
Helps teams name what's working, surface what's not, and build shared language around how they want to work together. Especially effective after change or turnover.
Anti-Isolation Army
Your whole team learns the 10-5-2 Principle and becomes the people who keep anyone from getting lost.
Communication Under Pressure
Practical tools for clear communication when stakes are high — listening, clarity, feedback, and navigating hard conversations. Built on 30 years of public communication.
Leadership That Lasts
A small-group coaching experience for the leaders on your floor: leading from strength, handling team dynamics, managing pressure, and building trust with the people you lead.
Team Coaching
One working team, up to 8 people, coached together on a shared goal and on how they work together. Works well for leadership teams, new supervisor cohorts, or any team in transition.
Simple, scalable pricing.
No setup fees. No program costs. No surprise line items. Every plan includes a weekly check-in with the owner or manager, a crisis referral network, and strict confidentiality. Pricing below is for teams of up to 50.
Team Care Starter
Team Care Growth
Team Care Full
Five things you won't get from an app or a program.
Local & Consistent
I'm based in Springfield, Missouri, and I'll be in your building regularly — not quarterly. Trust is built through repetition, not through portals.
Chaplaincy & Coaching in One
Most providers offer presence but not coaching. I bring both — the relational depth of chaplaincy and the structured skill of an ICF-certified coach.
Faith-Present, Not Faith-Imposed
Team Care operates from a faith foundation but never requires it of anyone. My approach on rounds is relational first. Faith conversations happen only when they're invited.
Confidential by Design
What employees share stays with me. I operate under the same ethical framework as an ICF-certified coach. HR and leadership never receive reports on individual conversations.
Not a Vendor. A Relationship.
You can't buy this outcome with a subscription or a software license. It's built, week by week, through a trusted person who shows up. That takes time — and it compounds.
Hey, I'm David.
I'm an ICF-Certified Coach (ACC) and AACC-Certified, and the founder of Cornerstone Coaching Solutions and Team Care. I have 30 years of experience in church ministry, campus leadership, and organizational chaplaincy.
Since 2021, I've served as chaplain for Missouri State University's football team and athletic department. Before launching Team Care independently in September 2025, I was a corporate chaplain with two national chaplaincy organizations.
I'm based in Springfield, Missouri — close enough to most of southwest Missouri to be in your building regularly, not theoretically.
Let me tell you about Gary Daily. Gary was a big deal at Walmart — ran a store in Macon, Georgia that turned over its entire inventory every 26 hours. He eventually moved back to the Ozarks and ended up in one of the churches I was leading, as a volunteer.
We were doing something new. People were uncertain, giving half effort. But Gary was a team whisperer. He wasn't on staff. He had no agenda. He just showed up and had individual conversations with people. He'd repeat what I was trying to say — and they believed it, coming from him, in a way they didn't from me.
In every leadership situation I've been in, I've needed a Gary Daily. He did it as a volunteer. What happens when you have someone doing it who's actually built for it? That's what I do.
Bring The Power of Presence to your team.
My signature keynote comes straight out of Team Care: presence isn't a soft skill, it's the skill under all the others. When it goes missing, teams drift and your best people start looking for the door. When it's there, everything else gets easier.
Built for company all-hands, leadership events, offsites, and manager trainings. Team Care clients get 25% off.
See topics & speaker one-sheetsThe Power of Presence
Signature keynote. Why showing up for your team is the leadership skill under all the others.
Ask, Don't Tell
The coaching habit that changes how you lead. Better questions beat more answers.
The Human Leader
Why vulnerability outperforms bravado, and what happens to a team when the armor drops.
ADHD in the Workplace
A hands-on duo workshop with Robert Grant for teams and founders working with neurodivergence.
Real questions, straight answers.
These are the questions I'd want answered before I signed anything. Here they are, no spin.
Will you try to convert our employees?
No. I'm not tracking decisions, and nobody's faith is a box I need checked. Faith conversations happen only when an employee invites them, never scripted into a visit. I spent years in corporate chaplaincy where staff were evaluated on how many “conversions” they logged. Miss the number, and it followed you into your review. I left that world on purpose. Team Care doesn't measure success that way and never will. Faith is why I show up. It's not what I'm selling.
Is there a catch? Like, do you only work with Christian-owned companies, or expect something from leadership in return?
No. I don't screen owners for their faith, and there's no side agreement about what you're hoping happens spiritually to your team. What's on this page is the whole offer. If a company wants something else, a pipeline into their workforce, a metric on souls saved, that's not Team Care, and I'll tell them so.
What about employees who aren't Christian, or don't have any faith at all?
Same care, no strings. I don't ask what someone believes before I show up for them. Faith shapes who I am, but it's not a filter for who gets helped. Every employee gets the same presence, whether we ever talk about faith or don't.
What do you tell HR or leadership about what employees share with you?
Nothing, by name. Leadership gets trends, not transcripts: things like “morale's shaky on the night shift” or “a few people are burning out,” never who said what. The one exception is safety. If someone's at risk of hurting themselves or someone else, I act on that, the same as any professional would. Outside of that, what's said to me stays with me. I work under the same confidentiality standard as an ICF-certified coach.
How is this different from our EAP?
An EAP waits by the phone. I show up. Study after study puts EAP use in the single digits.* Most employees never call a stranger on their worst day. I'm not a hotline. I'm a person your team already knows, before they need me. That's the whole difference.
What's our liability exposure?
Lower than you'd think. I'm not practicing therapy. I don't diagnose, and I don't treat. When something's clinical, I refer out to a licensed professional, the same way I'd refer a legal question to a lawyer. Coaching and chaplaincy have clear boundaries, and staying inside them is exactly what keeps your risk low.
Can this work if we have multiple locations?
Yes, with the right rhythm. My model is built on real presence, so a single site close to Springfield gets the most in-person rounds. For multiple locations, we build a schedule around it: rotating on-site visits plus weekly leadership check-ins, by video when I'm not on site, so every site gets consistent contact, not just the closest one.
How do we know it's actually working?
You'll hear it before you see a number. Leadership hears trends every week in our check-in: participation, morale, and what's coming up in rounds. But the real signal is simpler. Fewer people quietly checking out, fewer surprises in exit interviews, and a team that knows someone's paying attention.
How long before we see results?
Trust comes first, and it takes 60 to 90 days before people start coming to me on their own. Most companies notice a difference in team cohesion and manager-reported morale within the first quarter. The return keeps building after that. This isn't a one-quarter fix.
What's the first step?
A 20 to 30 minute conversation. No pitch, just a real talk about your team, your culture, and what you're seeing, to find out whether there's a fit. If there is, I'll propose a specific engagement based on what I learned.
* Business Group on Health member survey: median EAP utilization of 5.5%. Compton & McManus (2015), 44 EAP providers: the most commonly reported range was 2.1% to 8%. SHRM: utilization averages below 10%.
Start with a 20-minute conversation.
No pitch. Just a real conversation about your team and what you're seeing. If there's a fit, we'll take the next step together.