Horizon Point Consulting

Author: Jillian Miles Massey

  • Meet the Team: Mary Ila Ward

    Meet the Team: Mary Ila Ward

    At Horizon Point, our work begins and ends with people. That’s why our Meet the Team series is all about sharing the stories behind the faces who bring our mission to life. This week, we’re proud to spotlight our founder and CEO, Mary Ila Ward. [Full video at the end of this blog and on our YouTube Channel.]

    If you caught her keynote last week at the Southern Automotive Conference, you already know that Mary Ila’s energy is contagious. Her message about driving the workforce forward challenged leaders to think differently about how we grow people, organizations, and communities. It was a perfect preview of what drives her every day at Horizon Point: helping others discover purpose, align passion with productivity, and build workplaces where innovation thrives.

    Nourishing Entrepreneurship and Innovation

    Our 2025 theme, Nourish, is about more than professional development. It’s about tending to the roots that make growth possible. Mary Ila has been doing just that since she founded Horizon Point more than a decade ago. What started as a vision to reshape how companies think about people strategy has grown into a thriving consulting firm that blends HR, leadership, and workforce development with a deep commitment to community impact.

    Mary Ila believes that nourishing entrepreneurship starts with curiosity and courage and the willingness to try new ideas, take smart risks, and trust that growth often comes from discomfort. Her own journey embodies that mindset: moving from corporate HR roles to launching a business built on her belief that work should be both productive and purposeful.

    Leading with Heart and Purpose

    In her Meet the Team interview, Mary Ila shares how she balances bold innovation with grounded leadership. She talks about the importance of creating space for creativity while maintaining a clear sense of mission. Whether she’s designing leadership programs, coaching executives, or mentoring emerging professionals, her approach always centers on one thing: helping people flourish.

    She also reminds us that nourishing others starts with nourishing ourselves, investing in reflection, learning, and rest so we can show up ready to serve. It’s a principle that guides her leadership and the culture she’s built within Horizon Point.

    Looking Ahead

    As we continue our Meet the Team series, we invite you to get to know the people who make our work possible, each bringing their own story of growth, grit, and generosity. Mary Ila’s story reminds us that innovation doesn’t happen by accident. It’s cultivated, cared for, and shared, one idea, one conversation, one relationship at a time.

  • Driving Workforce Excellence in a Changing World

    Driving Workforce Excellence in a Changing World

    Highlights from Mary Ila Ward’s keynote at the 2025 Southern Automotive Conference

    At the 2025 Southern Automotive Conference, our very own Mary Ila Ward took the stage to explore a question that’s top of mind for every business leader today: How do we drive workforce excellence in a world that’s changing faster than ever?

    Drawing from more than 20 years of experience in workforce strategy, Mary Ila shared an engaging, thought-provoking keynote that connected history, data, and humanity to the future of work, especially in the automotive and manufacturing sectors that keep the South moving.

    Where We’ve Been

    Mary Ila began by taking the audience back to 1926, when Henry Ford introduced the 40-hour, five-day workweek—a radical change that reshaped the modern workplace. Nearly a century later, she challenged the crowd to consider whether that model still works in today’s “always-on” digital world.

    “We’re living with a 24/7/365 mindset,” she noted, “and it’s taking a toll on our health, relationships, and overall performance.”

    From there, she painted a picture of the societal shifts shaping our current reality (all of which she’s talked about before on The Point Blog): the decline of play-based childhood and the rise of phone-based childhood, falling birth rates, fewer working-age males, and shifting immigration patterns. “We simply aren’t replacing ourselves,” she said, in a wake-up call for industries already struggling to find and keep skilled workers.

    Where We Are

    The current landscape, as Mary Ila described it, demands both individual and organizational adaptability. Excellence starts with small, intentional habits, like these “three small habits” for personal excellence as described on The Mel Robbins Podcast:

    1. Move. Physical activity boosts focus, health, and resilience.

    2. Put the phone down. Disconnection fosters creativity, presence, and balance.

    3. Build relationships. Genuine human connection drives collaboration and engagement.

    Each of these habits was paired with a simple challenge, like doing daily push-ups, spending a set time “phoneless,” or writing gratitude notes, to illustrate how small shifts create lasting change.

    Modeling Excellence for Others

    Beyond personal habits, Mary Ila emphasized the responsibility leaders have to model excellence for their teams. That starts with living in alignment with one’s values and setting clear boundaries between work and personal life.

    “Don’t make people work outside of work hours, and don’t do it yourself,” she urged.

    She also encouraged leaders to have regular one-on-one meetings with their direct reports and to focus less on solving problems and more on developing people. Recommending our friends at Mind Your Culture and the Integrity Coaching® framework, she outlined a leadership approach built on recognition, trust, and accountability. “We develop excellence by helping others find their own,” she said.

    Where We’re Going

    Looking ahead, Mary Ila challenged organizations to expand the labor pool and rethink traditional work models. Solutions she highlighted included:

    • Considering the “Success Sequence” as one path to help more men enter and stay in the workforce.

    • Improving childcare availability, affordability, and access.

    • Supporting immigration reform that bolsters the labor force.

    • Investing in second chance programs (like Onin Flex) to reengage people returning to work.

    • Rethinking shift structures and flexible work arrangements to meet modern expectations.

    “Our workplaces need a paradigm shift,” she said. “Just like Henry Ford changed the model 100 years ago, it’s time for us to do the same.”

    Moving Forward

    Mary Ila closed her keynote with an invitation to lead differently, by starting small, focusing on people, and building communities of excellence across departments, organizations, and industries.

    The message resonated with attendees who left inspired to take practical steps toward stronger, healthier, more human-centered workplaces.

    Because as Mary Ila reminded the audience, “Driving workforce excellence starts with driving personal excellence—together.”

  • Side Gigs as a Path to Purpose, Growth and Motivation

    Side Gigs as a Path to Purpose, Growth and Motivation

    In our first post in this series, Should I Let My Employees Have Side Gigs? we explored whether leaders should encourage or discourage employees who want to work outside of their full-time role. We looked at the benefits and the risks, both for employees and organizations. (We’re not the only ones, by the way. See: Forbes.)

    Now let’s turn the focus to why side gigs matter to so many people on a personal level. Some individuals will never find complete fulfillment in a single, full-time job. Stability and a paycheck may be there, but motivation and meaning may be missing. Side gigs often fill that gap.

    Why full-time jobs sometimes fall short

    Herzberg’s Theory of Motivation, which we covered in What Really Motivates Employees, provides insight into why this happens. He separates job factors into two categories:

    • Hygiene factors like pay, job security, company policies and working conditions. These prevent dissatisfaction but do not inspire true motivation.

    • Motivators like achievement, growth, recognition, responsibility and the work itself. These create satisfaction and engagement.

    Most full-time jobs deliver hygiene fairly well. Where they often fall short is in the motivators. Employees may have a steady salary and benefits but little opportunity for growth or recognition. They may feel disconnected from the work itself.

    Daniel Pink’s DRIVE model highlights three elements that lead to lasting motivation:

    • Autonomy: The freedom to choose what you work on, how you do it and when.

    • Mastery: The desire to get better at something that matters.

    • Purpose: The sense that your work contributes to something larger than yourself.

    When we look at side gigs through this lens, it is easy to see why they are so fulfilling.

    How side gigs meet the need for autonomy, mastery and purpose

    Side gigs can provide the motivators that full-time roles may lack.

    • Autonomy: With a side gig, you decide what to pursue. You choose your projects, your schedule and your approach. That freedom can feel refreshing compared to the structure of a 9-to-5.

    • Mastery: Side gigs often require you to stretch, learn new skills and grow. Progress is easier to see, and small wins build confidence.

    • Purpose: Most side gigs start with passion. People choose to spend extra time on something that matters to them, whether that is serving others, creating something new or pursuing a hobby that brings joy.

    This combination is powerful. It explains why someone may be energized by work on nights and weekends even when their main job leaves them drained. Tip: Take the DRIVE Self-Survey here!

    Things to keep in mind

    Herzberg reminds us that hygiene factors still matter. If a side gig causes stress, burnout or financial instability, the motivators lose their power. A few important reminders:

    • Protect your time and energy so your side gig enhances life instead of overwhelming it.

    • Be realistic about money. Side income can be inconsistent, so it should supplement rather than replace financial security unless carefully planned.

    • Stay aware of employer policies. Transparency can help avoid conflicts of interest.

    • Choose quality over quantity. One meaningful side gig is better than several that do not bring growth or purpose.

    For those who will never be fully satisfied with one job

    The truth is that some people simply need more than one role to feel whole. A single job, no matter how good, may never meet their need for autonomy, mastery and purpose. Side gigs are not just “extra work” for them. They are the work that makes life feel meaningful.

    Take-away tips

    If you are considering a side gig, or already have one, here are a few ways to make sure it adds to your fulfillment:

    1. Choose something that aligns with your values and interests.

    2. Set aside time so you can build skill and see progress.

    3. Create boundaries so the side gig supports, rather than drains, your well-being.

    4. Share your work and seek feedback so recognition and growth are part of the journey.

    5. Revisit your goals regularly to be sure the work is still meaningful.

    Side gigs give people an outlet to find the motivation and satisfaction that full-time jobs may not deliver. They create space for autonomy, mastery and purpose, and they often provide the true motivators Herzberg described. For many, that makes side gigs not optional, but essential.

    Stay tuned for the next post in this series, where Taylor will work through a Start, Stop, Stay activity related to side gigs.

  • Coaching Moment: Ikigai for Career Development

    Coaching Moment: Ikigai for Career Development

    What do you want to be when you grow up? It’s a question we’ve all heard (and probably asked) a hundred times. The truth is, career development is less about picking one answer and more about figuring out what makes life meaningful.

    In our latest Coaching Moment video, Taylor shares how we introduce educators in Alabama to the idea of Ikigai—a Japanese word that simply means “reason for being.” Think of it as the place where passion, skill, purpose, and paycheck overlap. Or, in other words, the thing that gets you out of bed in the morning.

    Here’s how the activity works:

    • Write down what you love.

    • List what the world needs.

    • Think about what you’re good at.

    • Add what you can get paid for.

    Once you’ve got three or so ideas in each box, start looking for themes. That’s where the magic happens.

    And it’s not just a fun exercise. Researchers have found that people with a strong sense of ikigai enjoy better health, lower stress, and even longer lives. Other studies show that lifestyle and community support play a big role in shaping our sense of purpose too.

    Universities are paying attention as well. Johns Hopkins encourages students to use ikigai to line up passion with career choices. And Harvard Macy Institute points out how reflecting on ikigai can help educators reconnect with meaning in their work.

    So next time you (or someone you’re coaching) feels stuck on career decisions, pull out a sheet of paper and try the ikigai exercise. You might be surprised at what you uncover.

    👉 Watch the Coaching Moment video to see Taylor walk through the activity and discover your own reason for being.

  • Can You Guess Our DiSC Styles?

    Can You Guess Our DiSC Styles?

    Every team has its own rhythm. Ours comes from a mix of personalities, and the DiSC model helps explain how each of us shows up. See our DiSC styles in action when we tasked ourselves with making a team video:

    Click here if the video does not automatically load above.

    Transcript

    Taylor: So, I looked at the questions about a week ago and then I looked at them again yesterday. Um, and I really just gathered my thoughts about what I wanted to say for my answers, but I didn’t really prepare with a script.

    Mary Ila: I did not prepare for this video.

    Lorrie: I honestly looked at the questions this morning, um, and just gave them a little bit of thought and that was it.

    Jillian: I have not prepared for this at all until right now.

    Mary Ila: My DiSC style is an ID or a DI, depending on the environment you put me in.

    Jillian: My DiSC Style is I.

    Taylor: My DiSC style is an S.

    Lorrie: My DiSC style is a C.

    Mary Ila: It means that I like task and people. So, I can get really in my people box and really enjoy interacting with others. Um, and it also means that I can be very focused on results and goals.

    Jillian: I like things that are fast-paced. I like to get stuff done, but I also really like working with people. So I really value collaboration and a team environment.

    Taylor: I am supportive. I’m steady, um, empathetic, calm, collaborative.

    Lorrie: Very analytical, which anyone who knows me knows that that is very true of me. I am very data-driven. Um, I am very good at doing research and problem solving and looking at problems from different angles.

    Mary Ila: There’s not really a slow, cautious bone in my body.

    Why DiSC Matters (and How We’ve Written About It)

    At Horizon Point, personality frameworks aren’t just academic. They shape how we work with clients and with each other.

    In our post Understanding Behavior Styles Can Turn Conflict into Growth, we reflect on the Supportive–Conscientious style and write:

    “Understanding personality styles—not just our own, but others’ too—can dramatically shift how we handle disagreements in the workplace.”

    That resonates with what you just read in the transcript. Our communication rhythms are different, and knowing each style helps us navigate tension with trust and clarity.

    We’ve also drawn parallels through creative analogies (shoutout to Mary Ila). In 4 Lessons in Personality from Hamilton, Mary Ila used character dynamics to bring behavior styles to life, making DiSC both memorable and meaningful.

    Team Dynamics at Work

    Here’s how our styles show up:

    • Mary Ila – D (Dominant) drives forward action and decisiveness.
    • Jillian – i (Influential) brings energy and connection.
    • Taylor – S (Steady) offers calm, supportive consistency.
    • Lorrie – C (Conscientious) brings structure, accuracy, and quality.

    This mix helps our team fill gaps. The D drive is balanced by C precision. The i warmth is balanced by S thoughtfulness. It’s a real-life example of how difference makes a team stronger.

    Self-Awareness Makes Work Better

    DiSC isn’t about labeling people. It’s about understanding ourselves and our colleagues so we can communicate clearly, work effectively, and support each other.

    When we know where we lean and how others lean, it turns conflict into growth and collaboration into something richer.

    Want to Bring DiSC to Your Team?

    No matter your organization’s size, DiSC can build better communication, more intentional decision-making, and healthier conflict. Curious how we bring this to life through leadership training, team building, or coaching? Visit our Create Leaders page to see how we embed DiSC into positive change.

    Thanks for reading The Point Blog. If you’d like more stories, insights, or team spotlights—especially related to DiSC—we’d love to share more.