“We make our greatest contribution when we are internally self-managed, feeling balanced, in control, and powerful. We act, not react. We think creatively. We communicate clearly. We manage well under pressure. We make good decisions. Our most inspiring leadership qualities emerge. When dozens, hundreds, thousands, of employees work to that zone of peak performance, so does the organization. More than a decade of research, published in a variety of peer-reviewed journals, confirms this fundamental premise.” (HeartMath)

THDC understands that none of this is possible without employees becoming ‘emotionally’ self-sufficient.

Our Program for Success

1. We spend time getting to know the priorities of your executives and staff. Our programs are neither cookie-cutter, nor do you select A, B, or C training from the shopping cart. As human development experts and therapists, we are keenly aware of our client’s differences and customize programs accordingly. The diversity within various companies is acknowledged and taken into serious consideration.
2. We generate workforce empowerment. Employees become resistant if they feel a program is imposed on them versus when they participate in its creation and approval process. Our experience indicates that to solve problems, requires building an environment of respect based on people feeling heard. The reward is heartfelt cooperation.
3. Guaranteed Measurable Progress. THDC uses your baseline assessment of relevant metrics that reflect your goals and concerns about the state of your workforce. For example, hard measures can include employee turnover, absenteeism, and sick days, as well as soft measures like leadership, cooperation, morale, creativity, solution orientation, and self esteem.
4. Lasting change requires time. Short programs equal short term results. Can you double your net profits in a weekend or learn a language? Highly unlikely. For a program to detox your executives and staff from the inside out and create permanent, lasting change it needs time. The program is comprised of 5 components each that need: 1) to be understood, 2) to be accepted, 3) to be practiced, 4) to produce results, 5) to become second nature. When both executives and staff behave in new ways organically and without effort that the work is done.