Horizon Point Consulting

Author: Emily Collins

  • ANNOUNCEMENT: Launching two NEW Career Development Trainings!

    ANNOUNCEMENT: Launching two NEW Career Development Trainings!

    Horizon Point has been working on two NEW Career Development Practitioner Training Offerings available Fall 2024. One will be a School Career Development Advisor (SCDA) Training. The other, an Alabama Workforce Challenges & Solutions course.

    School Career Development Advisor (SCDA) Training

    Horizon Point’s SCDA Training is designed for providers who work in many settings and help prepare students for meaningful work and managing their careers. These providers work with other staff to coordinate the design, implementation, and monitoring of school and community-based efforts to improve the chances of students entering the job market with skills, knowledge, and credentials to be competitive.

    The objectives for the SCDA Training are organized into two primary competency areas (1) knowledge of skills related to student advising and (2) knowledge of skills related to working with business and industry. SCDA Training can be offered independently, for those with school experience, or it can be offered in collaboration with Facilitating Career Development (FCD) Training for those who want more information on providing quality career development services. SCDA Training is a total of 48 hours of instruction.

    Register here: https://horizonpointconsulting.com/what-we-do/career-development/scda-training/

    Alabama Workforce Challenges and Solutions

    We are experiencing unique workforce challenges in Alabama, and solutions seem out of reach. As educators, employers, and community leaders, we can move the needle forward and create workplaces that put People First. Our Workforce Challenges and Solutions training focuses on practical methods to get more people working by understanding the challenges and implementing solutions.

    In this workshop participants will:

    • Examine the Labor Participation Rate and relevant labor market trends 
    • Discuss research and data around why labor participation rates are in decline
    • Explore strategies to remove barriers and pull people into meaningful work

    Register here: https://horizonpointconsulting.com/shop/workforce-solutions-alabama/
    *Enter code HPCPOINTBLOG24 for a 10% discount!

    As you can see, this has been an exciting time for Career Development at Horizon Point. We hope that you take advantage of all that we have to offer this Fall!

  • SPECIAL FEATURE: June Leadership Development Carnival

    SPECIAL FEATURE: June Leadership Development Carnival

    We are honored to host this month’s Leadership Development Carnival. At Horizon Point, we find that each month the carnival is filled with rich content to enhance your knowledge of Leadership. We hope that you enjoy it as much as we do!

    Communication

    Is Empathy Dying?
    Sadly empathy seems to be dying. It can be devastating to relationships… both personal and professional. Learn why this is important and how you can reclaim it. — Eileen McDargh, CSP, CPAE (@macdarling)

    Divided we fail, in dialogue we create the future
    In this time of challenges we need dialogue and solutions but we see polarization. Also at work, you must take a stand. Are you pro or contra? Divided we fail, but through dialogue, we can solve our challenges and create the future. — Marcella Bremer (@MarcellaBremer)

    The Power of Neutral Language: Time to Think First and Communicate Second
    How do we minimize the number of regretful remarks we will make in the future– be they verbally, in writing, or through social media? How do we avoid saying something we might come to bemoan? My prescription? Think first, communicate second, and by doing so, change the language to something neutral. And, when we fail to do this – after all, we’re all human – and instead blurt out something unkind, unproductive or unprofessional, apologize. — DIANA PETERSON-MORE (linkedin.com/in/leadership-consultant-usa)

    Creativity/Inspiration

    June Tune Up! Add a Little Oil!
    Mother Teresa once said, “To keep a lamp burning, we have to keep putting oil in it.” Leadership is about helping others discover who they are and how they impact the lives of others. We aim to have a positive impact on those around us and be the support system they need to continue growing. — Brenda Yoho (@BrendaYoho or https://www.linkedin.com/in/brendayoho/)

    Development

    Invisible Costs Can Cost You a Lot
    When making decisions, most people view cost as an important consideration. While price is undoubtedly crucial, what about invisible costs that also come into play? — Frank Sonnenberg (@FSonnenberg)

    Which Double Standard for Women Applies To You? All of Them?
    Double standards for women in leadership is an age-old problem, but it turns out that it’s not just a problem for leaders; it’s a problem for all women in the workplace. It’s important to see the double standards women face in their broader context as a result of implicit and unconscious biases we all hold. — Dana Theus (@DanaTheus)

    Opportunity Focused Leadership
    Do you aim to be a problem-focused leader or an opportunity focused leader?

    Many work environments place a premium on leaders with critical thinking and problem-solving skills. However, that premium often places too much emphasis on being critical and dealing with problems. I suggest a different way. — Bill Treasurer (https://www.linkedin.com/in/courage)

    How to keep your best leaders: 4 keys to build a flourishing leadership pipeline
    A recent Gallup study highlights significant concerns among those serving in managerial roles. Their research found managers more likely than non-managers to be disengaged at work, burned out, looking for a new job and feeling like their organization doesn’t care about their wellbeing. Amid these intense challenges, what can you do to keep your best leaders? Here are four keys to build a flourishing leadership pipeline. — Jon Lokhorst (https://www.linkedin.com/in/jonlokhorst/)

    Where Does Your Work Culture Fall in the 5 Levels of Workplace Inspiration?
    A work culture that validates teams members for their efforts and sense of responsibility will create an engaged workforce. — S. Chris Edmonds (https://www.linkedin.com/in/chrisedmonds)

    Keep Your Business Healthy: The Four Pillars of Sound Financial Practices
    Operational savvy doesn’t always come easy, and a business owner sometimes, out of necessity, has to put on hats they aren’t equipped. I often hear “But I’m not an accountant!” and I understand. Still, if you are going to own a business, you have to take responsibility for the financial aspects of your business as well as other operations and product/service development and sales. — Jon Verbeck (https://www.linkedin.com/in/jonverbeck)

    Engagement

    Declining Employee Engagement Signals an Opportunity
    Gallup Research recently issued a red flag about employee engagement. Michael Stallard and Katharine Stallard explain why it actually represents an opportunity for leaders. — Michael Lee Stallard (https://www.linkedin.com/in/michaelstallard)

    Leadership Development

    Leading Through Change in the Workplace: Key Strategies to Use Today
    The complexities of the business environment mean change is one thing most employees can expect, whether they like it or not. Changes in strategy, restructuring, layoffs, the prevalence of mergers and acquisitions, people, and workplace culture issues – the list goes on and on. Read on to see how leaders can help minimize disruption and keep employees engaged. — David Grossman (https://www.linkedin.com/in/davidgrossmanaprabc)

    Productivity

    How Documenting Effective Systems Improves Team Culture and Performance
    Clearly communicated systems aren’t rigid shackles – but rather the essential musical score that ensures everyone plays in perfect harmony, unlocking exceptional team culture and performance. — Sean Glaze (@leadyourteam)

    It’s About Time! 10 Ways to Offer the Time Autonomy Employees Crave
    The clock is ticking towards a more autonomous future. This article offers concrete tools and strategies within any leader’s control to offer the time flexibility people crave – and in the process, build a magnetic and unbeatable culture where talent thrives. — Julie Winkle Giulioni (https://www.linkedin.com/in/juliewinklegiulioni)

    Quality is a Journey to Excellence
    Quality means not only the quality of the product, but also the quality of the processes producing the product, the quality of the designs that go into processes and the product, quality people, quality systems, quality service, quality everything… just quality through and through everywhere. We need to adopt a new way to manage and run organizations. – John Hunter (@aJohnHunter)

    \Swinging for the Fence to Slow Productivity
    Following my sabbatical almost three years ago where I said no to everything for almost eight weeks, I came out refreshed and ready to swing for the fence again. I slowly but surely started picking up balls. One at a time, we added client after client, one of which is sucking the ever living life out of me right now. — Mary Ila Ward (https://www.linkedin.com/in/mary-ila-ward)

    Team Building

    Hiring the Right Players
    Every organization needs leaders who can come in and quickly understand the organization’s past, learn the present environment, and develop an effective plan. The challenge is exercising patience and diligence in the selection process to hire the right players; being clear about what and who you need. — Priscilla Archangel (@prisarchangel)

    Is a pro basketball player’s story the key to fighting mediocrity?
    Robyn McLeod of Thoughtful Leaders Blog presents Is a pro basketball player’s story the key to fighting mediocrity? where she shares that while mediocrity can be contagious, the antidote is a focus on winning and innovation – and the encouragement of the Charles Barkleys in your organization who can rally their teams to success. — Robyn McLeod (@ThoughtfulLdrs)


  • Open the Door and Expose Toxic Workplace Cultures

    Open the Door and Expose Toxic Workplace Cultures

    Last week I had the absolute pleasure of attending NASHRM’S 2024 Spring Workshop supporting my team member Lorrie Coffey. She gave an energizing presentation on Handling Toxicity in the Workplace, complete with getting knocked upside the head with a Horizon Point lightbulb stress ball. So, what does a toxic workplace look like? Let’s open the door and expose toxic workplace cultures.

    Lorrie started off by giving the definition of toxic and said that it’s an extremely harsh, malicious or harmful quality. She went on to give examples from social media of people talking about their current workplaces. One employee said, “I’ve literally been berated and to a point, what I could consider verbal abuse” another described their situation by saying that their anxiety was through the roof. So, what creates a toxic environment and causes people to leave?

    According to Career Plug, the percentage of employees in 2022 that have experienced a toxic workplace by age group are: 88% (18-34 year olds), 90% (35-44 year olds), and 79% (45 + years old). Notice the fact that 45 and up didn’t have as much experience with a toxic culture or did they? Lorrie pointed out that it could be that most CEO’s are in that age range, and who wants to report that they are experiencing a toxic environment when they are the one in charge?

    There are tell-tale signs of a toxic culture including increased negativity, turnover, dysfunction, stress, gossip, and competitiveness. On the other hand, there is a decrease in morale, productivity, attendance, trust, health, and feedback. Who then creates this toxicity?

    Why should leadership care? Big picture, it impacts the bottom line. During the middle of the presentation one of the participants asked, but what if the toxic person is a leader? If it the toxic person in question is a leader, you have tools to use:

    • Set boundaries
    • Constructively confront them
    • Keep emotions in check
    • Document, document, document
    • Recommend external leadership training/executive coaching 
    • Terminate (them or you)

    How do you improve a toxic culture? Maslow’s Hierarchy of Needs is what Lorrie recommends.

    • Work-life balance
    • Teamwork & Communication
    • Work on psychological safety
    • Feedback & recognition
    • Respect
    • Fairness & consistency
    • Growth opportunities
    • Leadership & staff training

    Check out Lorrie’s presentation in full on our What’s Up page.

  • Open the Door to Growth, Grit and Yourself

    Open the Door to Growth, Grit and Yourself

    A few weeks back, we introduced our series related to our theme for the year, open the door. As usual, when I have a blog post to write, the universe gives me lots of opportunity to practice. What’s on the menu for this week? Opening the door to growth, grit and yourself.

    Currently, my level of frustration due to lack of “rest” is on an 11 out of a 10 point scale. I feel like I have been around the world and back, and my soul needs a good ole sabbath. My workout this morning took every ounce of effort that I had, and I don’t feel like I have done anything well. Those are all of my personal things, but they spill over into my work. At Horizon Point we are all about work-life balance and this week I have felt anything but balanced. But…you know what? I don’t like that feeling and to know that is to have awareness and that my friends is growth. 

    What does it mean to have a growth mindset for your organization? In Jillian’s blog, Training and Developing Growth Mindset, she says that

    The Neuroleadership Institute (NLI) defines growth mindset as
    …the belief that your skills and abilities can be improved, and that ongoing development is the goal of the work you do. However, creating a growth mindset culture isn’t just about having optimistic employees, but creating a space where employees strive to learn, enjoy being challenged, and feel encouraged to develop new skills.

    I am sure that we are all too familiar with the term that nothing grows in its comfort zone. I have immense respect for a leader who creates space for each of us to stretch the limits on what we “think” we can do. That dreaded phone call we need to make? Mary Ila gives us a little nudge to take that step and when we take a step she is there to guide and encourage us along the path.

    In order to grow, there has to be a level of determination or grit. I was driving past Grit Fitness Alabama the other day and took a look at their website to find this spot on definition of grit.

    Grit-a diligent spirit; the nagging conviction that keeps pressing on when it’d be easier to give up.

    In this article from Harvard Business Review about Organizational Culture/Organizational Grit they share that it isn’t just about having a gritty leader but developing a gritty team. The two traits that are suggested to look for in selecting those individuals are passion and perseverance. As part of Who We Are as a company, Horizon Point places a heavy emphasis on passion. I would say that each team member displays an above average level of grit. For example, Lorrie on our team has faced setback after setback this year with health issues and surgeries, and guess how many times I have heard the woman complain? If you guessed zero, you would be correct in your assumption. Do you know when she was back to work? Later that day. That is my definition of perseverance.

    Would you like to gauge your level of grit? 


    Source: Organizational Culture/Organizational Grit


    Mary Ila also does a wonderful job of helping each of us within the organization lean in to who we are, and she supports us in any action we need to help us better ourselves. Before I started work for Horizon Point, I had already taken a DiSC assessment. The DiSC helps build self-awareness to understand our personal work styles. How do we create space as an organization to open the door for employees to tap into themselves? At Horizon Point, we Grow People and offer trainings to foster an environment of growth, grit and getting to know yourself.

    Want to read more about Growth and Opening the Door? Read here: 

    What is Growth Mindset?
    It is What It Is, or Is It? How to Shift from a Fixed to Growth Mindset
    Effective Delegation: Closed Doors Lead to Open Ones
    Open the Door- Literally
    Open the Door to New Perspectives
    Open the Door to Communication, Encouragement & Relationships

    For the one who stayed home, who stood by, who persevered through the darkness. Blessed are you, the one who is growing right where you are, the one who is still here. Hello to growing into yourself in the middle of your regular week. Hello to the rhythm of your right-now, everyday life, the one you keep showing up for. The one that continues without a spotlight or a toast. The one that hasn’t much changed.

    Source: The Quiet Collection by Emily P Freeman

  • Let’s Get Ready to Rumble! (Embrace the Suck)

    Let’s Get Ready to Rumble! (Embrace the Suck)

    Lorrie kicked off our series on Daring Leadership with her post Braving Trust and Vulnerability. Last week, Jillian discussed How to Be Perfect (Or Not) and the effect it has on Armored vs. Daring Leadership.

    This week I have the pleasure of presenting the topic of rumbling with vulnerability. I am going to need you to take a pause, a deep breath and embrace the suck. Wait, did she just say embrace the suck? Why yes, she did. How else can you describe the feeling of being naked in a room full of people while you bare your soul? In my professional as well as personal life, I have had first-hand experience in this department. I have always walked away from the experience as a better human, but at the time it can feel like anything but “better”. Unfortunately, we don’t grow in our comfort zones, so embrace the suck we must. 

    In Brené Brown’s book Dare to Lead she says that you can’t get to courage without rumbling with vulnerability.

    At the heart of daring is a deeply human truth that is rarely acknowledged: Courage and fear are not mutually exclusive. Most of us feel brave and afraid at the exact same time. We feel vulnerable. Sometimes all day long. During those moments, when we’re pulled between our fear and our call to courage, we need shared language, skills, tools, and daily practices that can support us through the rumble.

    To rumble with vulnerability, I will share part of my story (even as my mind gives me a million reasons not to). I am a woman who has entered the world of Human Resources at 39 years old, 17 years after graduating from college. I am 8 years into recovery and I took the road less traveled for many years. There are days when I show up for work and feel like a kindergartner, but nonetheless, I feel the fear and continue to take the action. 

    I am fortunate in the fact that I work with a team of women who know my story and have practiced acceptance and non-judgement from the very beginning. As an organization we show up and share the good, bad and ugly. We get in the ring, and we rumble. Since we don’t operate as a traditional 9-5, there are days when I shoot a text and say “for the sake of being vulnerable, I am having a hard time with _______.”

    Mary Ila leads us in a way that allows to grow together and to get curious about what could be the “why” underneath our behavior. We are encouraged to lean into our weaknesses and get honest about our struggles. This allows us to feel psychologically safe with one another and to know there is no doubt that we will be supported. Our team has monthly meetings and one on ones where we are led to share honestly about what fits and what doesn’t work for us and how we can grow as a team and invididually.

    Is your workplace a safe space that you can be vulnerable and if not, how can your organization embrace the suck and start to rumble? Need some help starting off? Take a look at this Rumble Language from Brené Brown.