In 2017, we’ll celebrate 50 years of the Hoffman Process around the world, and will be sharing stories from the 100,000+ international Hoffman Graduates, as well as our own from the UK.
First up, the story of chemist and businessman Ravi R. Gukathasan, who took his Process in 2016 and has since committeed to paying for every single one of his employees to do the Hoffman Process.
Ravi did his Process at Hoffman Canada and was interviewed by Canadian Hoffman teacher Barbara Burke.
“Ravi R. Gukathasan was born in Sri Lanka in 1959, immigrated to England in 1974 and then to Canada in 1978. He obtained his doctoral degree in Organometallic Chemistry from the University of Toronto. Upon completion of his PhD in 1987, Ravi founded Digital Specialty Chemicals Ltd with the financial backing of Mr Henry W. Giles.
Starting out with only 2 employees, Ravi has seen DSC grow to become an ISO9001 & 14001 registered company with a modern manufacturing facility, more than 40 employees and annual sales in excess of $10 million.
Since Ravi took his Process in December of 2016, he has committed to paying for and flying out every one of his employees to do the Hoffman Process, if they wish, and has dedicated this money into his budget over the next 5 years. Now THAT is one generous man who is dedicated to making a difference in the lives of those around him!
Q: What brought you to The Hoffman Process?
Dr. Sandy McCall highly recommended to me that I should do The Hoffman Process and that it would be so useful for my own personal growth and development as a human being.
Q: What made the Hoffman Process different from all the other personal development work you have done?
This is probably “the truest personal development” work I have ever done. Hard to compare to anything because none exist.
Q: You mentioned to me during your Process that Hoffman was the missing piece. What did you mean by that?
I am working with Dr. Kaz Gozdz, an absolutely brilliant transformational psychologist, who has been working with DSC (Digital Specialty Chemicals) and its staff to transform the organization into a dual bottom line corporation by it becoming a learning and knowledge creating entity. This is a PhD program. If we had done the undergraduate program in individual human development, what we are doing with Kaz would have been much easier. The Hoffman Process offers the individual, human development. That is the missing piece to bring DSC whole as a corporation.
Q: What was the greatest thing you gained from your Process?
What I gained from the Process is that I have been on the right path but with absolutely the wrong intention. The Process showed me a deeper understanding of flow and creation, and how I can dance with it and flow with the “Right Intention.”
Q: What do you mean when you say that you are committed to the dual bottom line?
Human development and financial return are co-equal. Ultimately an organization has to develop in that manner. First and foremost, its mandate should be to develop its people first. By doing that, the organization earns the right to make a financial return, which then leads to the triple bottom line of environmental sustainability.
Q: What impact has that had on your company?
Slowly but surely the organization is waking up from a deep sleep to discover its people are all brilliant stars. It is slow, hard work because we are still learning to become authentic with each other. When this becomes the norm, all DCS’ staff will shine.
Q: Why have you committed to ensuring that every employee can experience the Hoffman Process?
Governments of the world are not the answer to solve society’s problems. The CEO’s of corporations can change it overnight, if we choose to do so. We have so much power and influence on the people who come and dedicate their lives to the corporations they work for. We can truly develop them, empower them and ultimately emancipate them. The world will change for the better.
Q: How do you see this affecting your company?
It’s been a very hard journey for me but in which I have been having so much fun. This has had a ripple effect on the organization.
Q: If you could influence other business leaders to follow your lead what would you want to say to them?
The only asset a corporation has are its employees. Develop them as human beings not so that it will give you a better financial return, but do it because you want a better world for yourself, your family and everyone the organization touches.”
With thanks to Ravi, Barbara and Hoffman Canada.
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