Last month, I had the true pleasure of spending an entire day with HR practitioners and partners who are innovating HR across the Southeast. Being fired up about talent development, as I always am, I shared stories of Horizon Point’s work helping clients craft thoughtful, strategic talent development processes. Talent development case studies often start with the “Who’s on first?” problem. You know the one I mean. We don’t often know who’s on first or what’s on second. Who’s getting promoted, nearing retirement, or leaving the organization for another opportunity? When they leave, who’s up next in the succession plan?
My first interaction with Horizon Point was in 2017 as a participant in Mary Ila’s Facilitating Career Development (FCD) Training. At the time, I was the Program Champion for the Department of Management at Auburn University’s Harbert College of Business, and my primary focus was professional and career development for undergraduate students. I completed the FCD course, became a Global Career Development Facilitator (GCDF) and a Certified Career Services Provider (CCSP), and have since used the experience and knowledge to provide career development coaching and instruction for over 500 students and professionals. After joining Horizon Point in 2019, I’ve seen
We recently selected our next Book of the Year, and while I won’t give away the surprise just yet, I will say that we’re laser focused on grace. We’ve talked a lot this year about Graceful Accountability – the practice of giving grace and expecting high performance – and this week I’d like to share 3 simple ways that we can all lead with grace in our workplaces, in our homes, and in our communities. 1. Practice the GREET model. Originally intended for healthcare providers learning the delicacies of bedside manner, we train on the GREET model across industries to
My husband has a great analogy for ineffective communication that goes like this: It’s like when they say, “Bring me a rock”. You go outside, grab the first rock you see, and take it to them. They say “No, we need a different rock.” You go back outside, grab a different rock, take it back, and they say “No, not that rock. It needs to be gray.” And so on and so forth until you eventually figure out that they wanted a big, round, gray rock from the bottom of the Mississippi River. How were you supposed to know that?
We’re fortunate to work with hundreds of different people across industries and state lines, and we learn something new with each project and grow personally from every relationship. We also hear many, many stories about bad managers and toxic coworkers. Back in 2019, Lorrie addressed the question, Are Your Top Employees Also Your Most Toxic?. When I’m facilitating leadership or communication training, I often get the feedback, “I think I can try these strategies and behaviors with most of my coworkers, but what do I do with someone who is just a jerk?”. If we have the opportunity for more