Horizon Point Consulting

Author: Jillian Miles Massey

  • Learning from K-12 Educators

    Learning from K-12 Educators

    “Naturally, everyone must find a way to earn a living wage, but the paycheck should not be the only motivation. Employees who are confident in their abilities and somewhat comfortable in their workplace can be highly productive. Please note that my sentence said ‘somewhat comfortable.’ We must become a bit uncomfortable to grow professionally.” 

    This is a quote from a K-12 Career Counselor in our latest Continuing Education Class for Facilitating Alabama Career Development: Assessments & Resumes. For the last couple of years, our team has been working with K-12 career developers throughout the state of Alabama, and one big takeaway has been the need for assessment and resume skills that meet students where they are but also challenge them to stretch. As this educator says, “We must become a bit uncomfortable to grow professionally”. How can we support students AND make them a bit uncomfortable…in a good way? 

    In our continuing education class, we test some assessments ourselves, and we review others using sample reports. We explore free and paid tools, formal and informal. Which would you guess our K-12 educators prefer to use? Turns out – all of them! 

    “I feel that in the interest of time – I only focus on interest and do not include values. The more I read and learn – I think I’m going to pick a few assessments for the students to take and send the results to me for meetings…working to complete a portfolio”

    Our educators work with vastly different children with their own wildly different learning abilities and preferences. What works for one may not work for another. What makes one uncomfortable (in a good way) may not be challenging enough for another. Couldn’t the same be said for us grown-ups? Just as educators provide a variety of learning tools for students, HR and Training professionals should and do provide a range of professional learning opportunities that explore hard and soft skills and allow for light to heavy self-evaluation and awareness. 

    “The company that provided our training gave us several personality assessments, skills assessments, and work-based values assessments in an effort to help us learn how to ask questions and determine what was important to our students and how to use that information to help them develop their own plans for success, not only in college but in other areas of their life.  To be honest, at first, I was somewhat skeptical of this, but after seeing this method work in how to approach students and co-workers, I am a believer. I have seen it work MANY MANY MANY times with wonderful results.” 

    So here’s what we can learn from our K-12 educators: 

    1. Be willing to be uncomfortable 
    2. Try formal and informal assessments 
    3. Engage in a variety of learning experiences 

    What steps are you taking to grow personally and professionally, just like our children and teenagers are doing? 

  • Lead Up and Learn Up

    Lead Up and Learn Up

    MYTH: Individual Contributors can’t shift the paradigm at the organizational level. 

    Our team has a long-term partnership with a multinational company to facilitate leadership training for all of their Managers of People (MOPs) and Individual Contributors here at the local site. The program we’ve developed for them consistently receives glowing reviews, with one caveat: Individual Contributors are skeptical of a real shift among the “higher-ups”. The feeling is something like, “This is great and all, but unless corporate changes the way we do things, I can’t have an impact.” 

    Let’s tackle the myth. 

    Willie Pietersen, Professor at Columbia University and former CEO, refers to leading up as “The Neglected Competency” and says, “Leading up effectively is not easy to pull off. But I think we owe a duty to help each other learn and grow regardless of rank. We all have our blind spots. When I look back on my corporate career, the subordinates I valued most were those who helped me grow as a leader.”

    Did you know that Starbucks didn’t always write customer names on the cups? Pietersen highlights this story as an example of small, incremental change that influenced a corporate shift: 

    In 2011 an imaginative barista decided to enhance [the] personal experience by writing the first names of customers on cups, instead of just calling out the name of the drink that had been ordered. The idea raced to headquarters and today this simple practice happens four million times a day at 30,000 locations worldwide.

    Individual Contributors can and do influence organizational change every day. Sometimes it happens slowly, with small, incremental changes within a team or a department. Sometimes it happens overnight on a global scale. In every case, it takes guts and it starts with leading the self. John Maxwell emphasized leading the self when he crafted a simple message nearly a decade ago with 9 Ways to Lead Your Leader:

    1. Lead yourself exceptionally well.
    2. Lighten your leader’s load.
    3. Be willing to do what others won’t.
    4. Do more than manage – lead!
    5. Invest in relationship chemistry.
    6. Be prepared every time you take your leader’s time.
    7. Know when to push and when to back off.
    8. Become a go-to player.
    9. Be better tomorrow than you are today.

    So we bust the myth; we learn to lead ourselves in such a way that we Lead Up and influence organizational change…and then we tackle the fact that we need our top leadership to Learn Up in order for our organization to be a living, thriving place. 

    Pietersen says, “Arguably the most important learning is that which occurs from the ground up. When that circuit is blocked, an organization faces a survival problem. According to a Gallup poll, companies that listen to their employees are 21 percent more profitable than the competition.” 

    Leaders who Learn Up are more likely to see higher profits! Organizations that encourage Individual Contributors to Lead Up and Leaders to Learn Up are likely to make. more. money.

    Be a workplace of and for the future. Lead Up and Learn Up.

  • Book Review: Happy Brain

    Book Review: Happy Brain

    My sabbatical was great for many reasons, personal and professional. One of the big ones: I could read books! I love to read, and my schedule had gotten so full that there was no time for it. So, the first book I read on sabbatical? Happy Brain by Dean Burnett. 10/10 would recommend. 

    Leading into my extended leave from work, I experienced my first personal mental health crisis. For several months, I felt wrong. Not like myself. My moods and emotions became erratic and unpredictable. It’s very strange, that feeling that you’ve lost yourself. So I did something about it. 

    I was open with family and friends about feeling “not like myself”, and I talked with my primary care physician about options. And let me say this – if you ever find yourself feeling wrong or not like yourself, tell someone. A friend, a sibling, a doctor, a counselor. Tell someone right away, and get to work on finding your way back. For me, it was books and talking. As I said, I love to read. Reading books about the brain, psychology, self-care, faith (and so on and so forth) was my way of doing the work. Learning about the science of stress, anxiety, and depression. I’m a fact-based girl. I seek knowledge and understanding. Reading and learning about what was happening in my brain and body was therapeutic. 

    I recommend Happy Brain specifically because it is charming, fast-paced, witty, and at times, a bit silly. It’s real and relatable and fun. Dean Burnett is a neuroscientist (among other things) in the UK, and he tackled the subject of Happiness – what it is, where it comes from, and how we get some for ourselves. 

    At Horizon Point, we help design workplaces that are inclusive, encouraging, and innovative. We believe in meeting employees’ basic needs AND growth needs, not just one or the other. Healthy brains and bodies make better employees, better family members, better community leaders. Folks like Dean Burnett and Adam Grant are helping the masses learn about the importance of mental and emotional health in workplaces and communities, and we share their insights to help our local business and community partners to move the needle forward. 

    I won’t tell you whether he solved the happiness riddle, I’ll just tell you to read Happy Brain. Learn some brain science, have some laughs, and explore your unique self. Let’s do the work together. 

     

  • SAC Preview: Workforce Challenges and Solutions

    SAC Preview: Workforce Challenges and Solutions

    This morning I read about 3 economists who’ve been awarded the Nobel Prize for their research and impact on critical workforce issues including minimum wage, immigration, and education. Their research on minimum wage in the 1990s found that raising the minimum wage had no effect on the number of employees, showing that companies could effectively raise the minimum wage, retain top talent, and increase the number of applicants in the labor pool. That was 30 years ago. 

    We’ve come a long way, but as we find ourselves in 2021, employers struggle to find and retain talent – particularly in retail and hospitality. So, we’re changing things up. Hourly wages are increasing in our local area and throughout the US. Read these highlights from writer Gene Marks in The Guardian this week: 

    “According to data from the US Bureau of Labor Statistics, the average hourly earnings of all employees in the US working for private companies rose to $30.85 in September, following large increases in the prior five months…The National Association of Manufacturers says that its members plan to increase wages 3.5% over the next year…Those businesses that accept this reality will adapt and continue to profit. They will hire good people and succeed. Those business owners that refuse to understand this simple concept simply won’t.”

    Bank of America, Walmart, Amazon, Costco, and more are raising wages for the lowest-paid workers. By raising wages, big business and small business alike are seeing benefits such as higher employee engagement, improved customer satisfaction, and better public perception. 

    As one restaurant owner said, “We put the focus on ‘staff comes first and everything else comes second’…I can’t succeed without a staff.” 

    We can make a shift together. As employers, as community leaders, we can move the needle forward and create workplaces that put People First. 

    My team’s wonderful leader, Mary Ila Ward, is speaking in-depth about Workforce Challenges and Solutions at the Southern Automotive Conference this week. I hope you’ll join us to hear her insight on the future of work.

    Learn more about SAC2021 and other upcoming events at linktr.ee/horizonpointconsulting. 

  • 3 Reasons to Give and Take Extended Leave

    3 Reasons to Give and Take Extended Leave

    Today I’ve been back at work for one week. Back at work after four weeks of extended personal leave. I could write a full-length novel about the why, how, who, and what of my semi-sabbatical experience. The short version is: every employer should give extended paid leave, and every employee should take it. I’ll give you three reasons.

    1. We are People First. 

    People First is the single most important Horizon Point mantra. We live it and breathe it every day. That’s how we got here – this place in time where each of our team members is taking 4+ weeks of extended leave for rest and renewal. Our Founder, Mary Ila, took one long look at us during a quarterly planning meeting and saw a team of women who had forgotten that we, ourselves, are People First. The buck stopped there. 

    Our boss got vulnerable with us about her physical, mental, and emotional health (all deteriorating), and we got vulnerable right back. All of us called to the foreground our very real symptoms of Too Much Syndrome. Too much COVID-19 uncertainty, too much schedule changing, too much brain fog, too much or not enough of everything else. In that quarterly planning meeting, we came back to ourselves, saw our very real burnout staring us in the face, and landed squarely on the realization that we are just people. 

    Workplaces are made of People who have basic needs and who will predictably burn out without periods of rest. 

    2. Extended leave clears the fog. 

    On my second day back at work, I attended a Mental Wellness workshop with a local entrepreneurial center that specializes in woman-owned small business creation and growth. This particular workshop focused on the brain science associated with stress and anxiety. Join me on the journey for a moment. How many of these physiological symptoms have you experienced in the last week? 

    • Taut muscles
    • Fatigue
    • Hasty decisions
    • Foggy thinking
    • Negativity 
    • Worrying
    • Irritability
    • Indifference
    • Apprehension
    • Depression
    • Insomnia
    • Restlessness

    As I sat in that room, I thought back to that quarterly planning meeting. I thought back to snapshots of my personal and professional life and saw every. single. one. of these symptoms. That good ole 20/20 hindsight sure did hit differently this time. 

    When I look at this list today, only 2 or 3 resonate. My four weeks of paid leave literally gave me new life. The sun came out, and the fog lifted. I’m a better version of myself, which benefits me personally of course, but also benefits my work team. Giving employees an extended moment to clear the fog breathes life into the organization. 

    3. It’s time for a paradigm shift. 

    Some of you are ready to give and/or take extended leave. You’re willing and able and ready. Here are 6 Steps for Planning and Implementing Effective Extended Leave. 

    Some of you are not. I know that paid extended leave is a luxury. I’ve heard time and time again how lucky I am, how lucky my team is, to work for a company and a leader with such a philosophy. 

    The thing is, we shouldn’t be so lucky. Our company shouldn’t be so different, so unique. This model of People First and the option of paid extended leave should be commonplace. As workplace and community leaders, we can and should shift the paradigm. It has to start somewhere, so why shouldn’t it start with me and you? 

    A month ago, when asked, “How are you?”, I would’ve (not so jokingly) said, “I’m surviving, but not thriving! Haha.” Ask me today, and I’ll tell you how much I’m thriving. How much my mind has healed. How much better I’m sleeping. How much of my personality came back. How much healthier I feel, physically, mentally, and emotionally. 

    Extended leave was a blessing for which I’m immeasurably grateful, and now I’m on fire about spreading the wealth to others. It takes a village. Will you join me? 

     

    If you are an employer, and you want to explore options for incorporating extended wellness leave into your workplace, let’s work together to shift the paradigm.