BUSINESS LEADERS

Are you ready to stop the revolving door of employee turnover?

IT'S TIME TO TAKE YOUR ORGANIZATION TO THE NEXT LEVEL

Great places to work all have a similar DNA. Learn what’s at the HEART™ of thriving organizations and how you can achieve the same results in your organization.

I'M READY FOR RESULTS

CLIENTS I HAVE SERVED

52% of voluntarily exiting employees

say their manager or organization could have done something to prevent them from leaving their job. (Source: Gallup)

I help employers find what that

something is!

LET'S BE HONEST

Employee turnover is a
trillon dollar fixable problem,

and the connection between your employee experience and your customer experience is closer than you might think. Learn how to optimize both and watch your bottomline improve.

It's time to get to the HEART of the matter!

I’d spent more than a decade building a rewarding and progressively responsible career in Human Resources leadership, and I had completed a prestigious executive MBA. I was ready to take on a new challenge and a greater span of control, so I applied for a job that seemed like it was made just for me.

The company I joined was large, and, having fresh eyes, I was bursting with new ideas. However, it wasn’t long before I recognized some of the troubling workplace dynamics that were in stark contrast to healthy work environments that I had the good fortune to experience.

So I left.

PEOPLE + CULTURE

This is what seems to happen pretty often,right?

Top talent voluntarily resigning due to a misaligned culture.

I experienced this as an HR leader, seeing people leave due to “culture fit,” and it was now happening to myself.

I decided to find out WHY!

I started asking the right questions

Why are some companies considered great places to work while others are known for being sources of bad experiences?

What drives the difference?

Why do people act and react the way that they do within a workplace culture?

+

QUESTIONS + RESEARCH= THE SOLUTION

MEET MILDRED

Let's create a culture of
being, not just a culture of doing.

With these questions in mind paired with studying thriving organizations and researching fundamental concepts of leadership, organizations, and human motivations I created the

HEART Model™

Today, I help organizations disrupt their transactional cultures. Through a practical and research-based framework, I show them how they can transform into a culture that prioritizes every human’s purpose, and as a result of that, benefit the well-being of the organization as a whole.

WORK WITH MILDRED