Horizon Point Consulting

Author: Jillian Miles Massey

Fearless & Forty: Nourishing the Female Entrepreneur in Midlife

Horizon Point is all about nourishment this year, especially nourishing innovation and entrepreneurship. This week, we’re featuring Katie Caldwell and Susan Norgren – better known as Fearless & Forty – who are sharing their experience with nourishing the female entrepreneur. Let’s do it!

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When we started Fearless & Forty, we didn’t have a business plan, a studio, or even microphones. What we had was something more powerful: weekly phone calls filled with real, honest conversations about careers, motherhood, marriage, and identity. Those calls—raw, supportive, and often hilarious—became a lifeline. And one day, we said what many women have probably joked about: “We should start a podcast.”

Only we didn’t let the idea go.

We’re Katie Caldwell and Susan Norgren—friends, moms, working women, and now co-hosts of Fearless & Forty. What started as a friendship sparked at our children’s school has grown into a podcast born from laughter, vulnerability, and a shared desire to nourish women like us navigating midlife and entrepreneurship.

But let’s be real: it hasn’t been easy. Like most women in their 40s, our plates were already full. We had zero experience in podcasting. Between researching equipment, testing platforms, and trying to find the time in our already jam-packed schedules, progress was slow. And yet, we knew this dream mattered. We shelved it for a season, then came back with new energy and deeper purpose.

And now, here we are—launching in 2025, just as we step into our 40s. The timing couldn’t be more perfect.

Because Fearless & Forty isn’t just about podcasting. It’s about reclaiming the narrative of what it means to be a woman—and an entrepreneur—in midlife.

Midlife Is Not a Deadline. It’s a Launchpad.

Too often, women in their 40s start to feel invisible. Like their best years are behind them. Like their dreams are too big or their time has passed. We call BS on that.

Fearless & Forty is a space where women are reminded that they are still full of power, potential, and purpose. It’s about nourishment—not just physically, but emotionally, spiritually, and creatively. We talk about the messy middle of life: the pivot points, the burnout, the reinventions, and the wins. We’re not chasing perfection; we’re celebrating progress.

We don’t have all the answers. But we do have each other. And now, we have you.

Entrepreneurship, on Our Terms

We’re not founders of tech startups. We don’t have angel investors or Shark Tank pitches. But we areentrepreneurs—because we had a vision, we took action, and we created something from nothing. This podcast became our way to build something ours. A platform, a passion project, and a movement.

Entrepreneurship doesn’t have to look like hustle culture. It can look like two friends showing up for each other. Like carving time out of chaotic days to share stories that matter. Like believing your voice still has something important to say—even if it’s your first time saying it out loud.

Nourishment Is More Than Self-Care

To us, nourishing the female entrepreneur means creating space for connection. It means being honest about the highs and the lows. It’s cheering each other on in big wins and small steps. It’s allowing joy to coexist with struggle—and not waiting until everything is “figured out” to begin.

That’s what Fearless & Forty is about.

So if you’re a woman in your 40s (or getting close), if you’ve ever felt like you were too late to dream again, or if you’re simply looking for a community that gets it—welcome. You’re in the right place.

We see you. We believe in you. And we’re walking this fearless path with you.

Go be fearless, friends.

With love,
Katie & Susan

View this profile on Instagram

Fearless&Forty (@fearlessand40) • Instagram photos and videos

May 20, 2025
Lead Better: The Power of Values in Performance Management

Last year, I had the privilege of facilitating leadership training at the managers retreat for one of our clients—a dynamic group of leaders committed to growing their impact and investing in their teams. We explored Horizon Point’s People First Method, diving into what it means to create a motivating environment where people can grow, and how to lead with empathy, appreciation, and accountability.

This year, I had the opportunity to return and work with the same group for the same retreat. This time, we didn’t have to start from scratch—we built on the foundation we had laid and went deeper into effective performance management.

Building on Shared Values

We kicked things off by revisiting the key theme from last year, that leaders create the conditions for performance—not just by setting goals, but by empowering people, modeling values, and cultivating trust.

Performance management can’t just be about metrics and compliance. At Horizon Point, we believe you can’t talk about effective teams without talking about ethics. That’s why this year’s retreat included a focus on values-based leadership and ethical behavior—how what we say we believe matches what we actually do.

Inspired by Michael Schur’s book How to Be Perfect, we discussed the idea that ethical leadership isn’t about perfection—it’s about effort. Schur writes:

“If we really work at finding the means of our virtues…we become flexible, inquisitive, adaptable, and better people.”

This mindset shaped how we approached each element of effective performance management. How do you give feedback that’s honest and respectful? How do you coach someone toward growth without imposing your own agenda? How do you document performance issues in a way that is fair and factual?

These are not just management questions—they’re ethical ones.

Four Pillars of Effective Performance Management

Throughout the session, we worked through four key pillars of effective performance management, using industry-specific examples and interactive activities:

1. Clarifying Expectations and Delivering Feedback
Using the SBI (Situation–Behavior–Impact) model, leaders practiced giving clear, actionable feedback rooted in real scenarios. For many, this exercise revealed how much clarity and tone matter—and how easily feedback can be misinterpreted when those are missing.

We like the Center for Creative Leadership’s resources for using SBI:

2. Coaching Conversations That Drive Development
We explored the GROW model and discussed the differences between coaching, mentoring, and correcting. Through small group role-plays, leaders sharpened their ability to listen, ask powerful questions, and support employee growth without jumping to solutions.

We like this resource from NYU: The GROW Framework

3. Creating a Culture That Reflects Values
Leaders identified what a positive culture “looks like, sounds like, and feels like,” aligning those cultural cues with their everyday behaviors. The result? A shared language for reinforcing a high-trust, high-performance environment.

We talk a lot about values at Horizon Point, including how values can shape your performance management system.

4. Documenting Behavior Effectively and Objectively
We wrapped the content with a practical look at documentation. Using mini case studies, managers practiced writing clear, objective notes that could support both development and accountability—crucial in regulated environments like that of this client’s industry.

Leading with Purpose—Together

Honestly, my favorite part of this trip was seeing these leaders again. Because we had already built trust and rapport in our first session together, we could push further this time—having real conversations about challenges, risks, and gray areas. And as we wove values and ethics into the technical skills of effective performance management, it was clear that this wasn’t a “one and done” training. When organizations commit to long-term leadership development, the impact is exponential. You create a shared foundation, build momentum, and keep growing together.

Whether it’s a one-time retreat or a multi-year journey like this one, our team at Horizon Point is ready to partner with you. We bring structure, strategy, and storytelling to the leadership space—making it practical, personal, and rooted in purpose.

Let’s build something together!

May 6, 2025
Navigating Mediation for Workplace Conflict
In law school I had to take two semesters of mediation and negotiation. Having been through a couple mediations myself, I found the courses very interesting and learned a lot about what I did right and what I did wrong in my own mediations. Mediation for workplace conflict gives two parties the opportunity to compromise and come to a win-win solution and oftentimes the outcome is much more favorable to both parties than a court ruling would be. But mediation also has its drawbacks. Let’s take a look at the pros and cons of mediating employment disputes.

The Benefits of Mediation for Workplace Conflict

Cost-Effective: According to recent data, the average cost to defend an employment dispute in court can be up to $200,000. The average cost to mediate a claim is up to $10,000. In addition, mediation usually results in substantially less in potential settlement payout, seeking to substitute financial payout with alternative options.

Faster Resolution: Taking a case through the courts can be a very lengthy process, with many courts booking hearings months out. Often it involves requesting discovery information from the opposing party, deposing witnesses, and preparing for a trial. All of which can take a great deal of time and result in substantial attorney fees. Mediation can often be scheduled within a couple months of the initial dispute notification and many issues can be resolved in one or two days, with a final decision being finalized within a few days of the mediation.

Confidentiality: Unlike court cases, mediation is private, ensuring that sensitive information or disputes don’t become public knowledge, which can help maintain professional reputations. The relationship with a mediator is very similar to that of an attorney, meaning that you can speak to them confidentially and determine what information they can share with the opposing party. In addition, if an agreement can’t be reached and the case ends up in court, the mediator cannot tell the judge what was discussed or agreed upon during the mediation session.

Preserved Relationships: Court cases can get very contentious, and often times both parties are left with hard feelings. Mediation fosters communication and understanding between parties, helping preserve or even improve working relationships. This is especially valuable when ongoing collaboration is necessary.

Empowerment and Control: Mediation is about compromise. Both parties have a say in the outcome and can negotiate what that outcome looks like. If a case goes to arbitration or court, you are at the mercy of the arbitrator or judge to make a decision and that decision is binding.

Higher Compliance: Because both parties have participated in creating the agreement, they are more likely to comply with the resolution, resulting in a more durable and lasting settlement.

Flexibility: Mediation allows for creative, non-monetary solutions that might not be available in a formal legal process, such as changes to workplace policies, training, or adjustments to job roles.

Encourages Open Communication: Mediation promotes dialogue, helping both parties express their needs, concerns, and expectations, leading to better understanding and more effective solutions.

Preserves Company Culture: Mediation can prevent disputes from escalating to a level that could damage the workplace environment, helping maintain a positive culture within the organization.

By addressing conflicts early and collaboratively, mediation provides an effective, mutually beneficial approach to resolving employment disputes.

The Downside of Mediation

Lack of Binding Authority: Mediation agreements are generally not legally binding unless both parties agree to make them so. This means one party could potentially disregard the agreement, leaving the other party with no formal recourse unless they go through additional legal steps. If a court requires mediation, the agreement will be sent to the judge to approve, making it legally binding.

Power Imbalances: Mediation between an employer and employee can create a power imbalance. The employer often times has more resources available to them to prepare and execute mediation than an employee does. The employer also has more power over the situation and can attempt to get the employee to agree to less favorable outcomes.

Voluntary Participation: Mediation requires both parties to be willing to participate in good faith. If one party is not genuinely committed to resolving the issue or is just going through the motions, the process may fail, and the dispute could escalate further.

No Guaranteed Resolution: While mediation can facilitate communication, there’s no guarantee that the dispute will be resolved. If the parties cannot come to an agreement, they may still need to resort to litigation or arbitration.

Pressure to Settle: Mediators may encourage a settlement to avoid prolonged conflict, which could pressure one party into agreeing to terms they don’t feel comfortable with, leading to dissatisfaction with the resolution.

Limited Expertise: While mediators are trained to handle disputes, they may not always have the same level of expertise in legal or technical issues as a lawyer or arbitrator would. In some cases, this could lead to an inadequate resolution or overlook important legal nuances.

While mediation for workplace conflict can be effective and efficient, it is not without its limitations and risks. It’s important to carefully consider the nature of the dispute and the dynamics between the parties before opting for mediation.

If you’re facing an employment dispute, consider whether mediation might be the right path for you. It’s a cost-effective, faster, and often less adversarial way to resolve conflicts while preserving important professional relationships. However, it’s essential to look at each situation independently and determine the benefits and limitations mediation would have in each case.
April 22, 2025
5 Tips for New Managers
If you’ve recently stepped into a management role, first of all—congratulations! It’s a big milestone and a meaningful vote of confidence in your leadership potential. But let’s be honest: transitioning into management can feel overwhelming. You’re learning to lead others while still trying to find your own footing.

At Horizon Point, we’ve worked with many new (and seasoned) managers over the past few years, and we’ve also navigated our own leadership growth journey. We’ve learned that success in management doesn’t come from having all the answers—it comes from building strong relationships, being self-aware, and leaning into continuous learning. So, here are 5 tips for new managers, based on our experience with best practices and research.

5 Tips for New Managers

1. Know the difference between leading and managing

At Horizon Point, we talk a lot about the distinction between leading and managing. Both are important, but they serve different purposes. In Are You Leading or Just Managing?, we explore this tension and how we balance it.

Managing is about organizing tasks, meeting deadlines, and maintaining systems. Leading is about casting vision, guiding people through change, and inspiring others to grow. New managers often default to managing—because it feels more concrete—but leadership is where you build real influence.

This idea ties closely to the concept of adaptive leadership from Harvard’s Kennedy School, which encourages leaders to mobilize people to tackle tough challenges and thrive in changing environments. If you’re managing tasks but not yet inspiring people, that’s a great place for us to help you start growing.

2. Make empathy your default

We can’t say this enough: empathy matters. Not just in big, emotional moments, but in everyday interactions. When we lead with empathy, we create the kind of trust and safety that allows people to do their best work.

In Caring About Someone You Can’t See, we shared our thoughts on leading with empathy even in remote or hybrid settings. The lesson holds true no matter where your team works: people want to feel seen, heard, and supported. In these 5 tips for new managers, empathy is probably the single most important.

Research backs this up. A study from the National Institutes of Health found that empathy in the workplace improves communication, boosts job satisfaction, and strengthens team dynamics. So, slow down. Ask questions. Really listen. Your team will notice.

3. Build a solid foundation of leadership basics

You don’t need to reinvent the wheel—just make sure you’ve got the fundamentals in place. In our Basics of Leadership Course, we walk through the core building blocks: empowerment, delegation, and personal leadership.

Empowerment means giving people ownership and trust. Delegation means assigning work that stretches their skills (not just clearing your to-do list). Personal leadership means modeling the behavior you expect from others.

The Center for Creative Leadership has a great model for the “Fundamental 4”, specifically including self-awareness. If you can get that part right, you’re already ahead of the curve.
4. Don’t skip your one-on-ones

One of the most effective tools in a manager’s toolkit is the regular one-on-one meeting. And yet, it’s one of the easiest things to let slide when you’re busy.

At Horizon Point, we’re big believers in meaningful conversations. Our talent development work often centers around communication, and one-on-ones are a powerful way for us to stay connected with our team.

These meetings aren’t just for status updates—they’re for listening, coaching, and relationship-building. Try asking:

“What’s going well right now?”

“What’s one thing we can do to support you?”

“Is anything getting in your way?”

According to Gallup research, employees who have regular check-ins with their managers are more engaged, more productive, and more likely to stay. It’s a small time investment with a big return.

Try me!

Need help getting started?

Try the One-on-One card deck from Unstuck Box! We wrote about this resource and others from Unstuck Box in a recent blog.
5. Use storytelling to lead through change

This might sound unexpected, but one of the best ways for us to lead is through stories. In The Crossover of Adaptive Leadership and Storytelling, we talk about how storytelling helps teams navigate change, connect to purpose, and make meaning out of uncertainty.

When we’re coaching on tips for new managers, we often encourage them to share their own leadership stories. What challenges have shaped you? What lessons have you learned the hard way? Those moments can become powerful teaching tools for your team.

The Greater Good Science Center at UC Berkeley backs this up—storytelling activates empathy and helps people retain information. So don’t be afraid to tell your story.

Bonus tip for new managers

If you’re a new manager, give yourself grace. This is a season of growth and learning—and you don’t have to do it alone. At Horizon Point, we believe leadership is about relationships, and that starts with us showing up for our team (and ourselves) with curiosity, humility, and heart. Practice these 5 tips for new managers, and see what works for you and what doesn’t. There is no one-size-fits-all in leadership.

If you’re looking for more resources or would like to talk about training and development for new managers, reach out. We’d love to support you on your journey.
April 1, 2025
3 Strategies to Strengthen Professional Relationships in 2025

Building and maintaining professional relationships is essential for success in today’s dynamic work environment. Whether you’re leading a team, collaborating with colleagues, or expanding your network, strong professional relationships are the key to achieving your goals and innovating the workplace (which you know we love!).

Here are three powerful strategies to strengthen your professional relationships this year:

1. Prioritize open and authentic communication

Every great relationship starts with clear, consistent communication. But in today’s fast-paced, tech-driven world, connecting authentically can be a challenge. It’s not just about talking; it’s about actively listening, encouraging dialogue, and building trust.

Schedule regular check-ins—whether face-to-face or virtual—and create space for open conversations. Acknowledge challenges, celebrate wins, and actively listen to others’ perspectives. This builds the foundation for strong professional relationships that can withstand the test of time.

? Pro Tip: Ask questions like, “What’s a recent success you’re proud of?” or “How can I support your work better?”

? Related Reading: Open the Door to Communication, Encouragement, and Relationships

2. Engage in intentional “relationshipping”

What’s relationshipping? It’s a deliberate approach to building meaningful connections. Unlike traditional networking, relationshipping focuses on fostering long-term trust and collaboration rather than short-term gains.

In 2025, strengthen your professional relationships by being proactive. Share resources that align with someone’s interests, recognize their efforts, or invite them to collaborate on meaningful projects. Small, thoughtful actions make a big difference in creating lasting connections.

? Pro Tip: Use tools like a CRM or your calendar to track key dates (birthdays, work anniversaries) and check in regularly with your top connections.

? Related Reading: What’s Relationshipping and How Do I Do It?

3. Invest in people with time and resources

One of the best ways to strengthen professional relationships is by showing you value others. This doesn’t always mean financial investment—it could mean mentoring, offering support, or advocating for their development.

In 2025, strengthen your professional relationships by being proactive. Share resources that align with someone’s interests, recognize their efforts, or invite them to collaborate on meaningful projects. Small, thoughtful actions make a big difference in creating lasting connections.

? Pro Tip: Organize “knowledge-sharing” sessions where team members can learn from each other. This fosters collaboration and strengthens relationships across the board.

? Related Reading: Investing in People Makes Cents

Wrapping it up

Strong professional relationships don’t just happen—they require effort and intentionality. By prioritizing communication, engaging in purposeful relationship-building, and investing in others, you can create a network of trust and collaboration.

What steps will you take this year to strengthen your professional relationships?

January 14, 2025