Horizon Point Consulting

Author: Lorrie Coffey

  • What the Dentist’s Chair Can Teach Us About Leadership

    What the Dentist’s Chair Can Teach Us About Leadership

    When have you seen psychological safety in action? A few weeks ago, my youngest son, who is fifteen, had a dentist appointment. Unlike me, my kids have always enjoyed going to the dentist—or at least not dreaded it. I was always thankful, especially when they were little, that trips to the dentist didn’t end in a meltdown. And I give a lot of credit to the pediatric dentist and her staff for that.

    They had a way of making kids feel completely at ease. What helped my son feel comfortable—even in a situation where many kids (and adults!) feel anxious—was something we talk about often in leadership: psychological safety.

    The dental team welcomed questions. They showed the kids the tools, explained what they were going to do, and used language they could understand. The unknown wasn’t scary—because it wasn’t unknown anymore. Step by step, they built trust by creating an environment where curiosity was encouraged and no question was too small.

    That approach didn’t just reduce fear—it actually made him want to be there. Psychological safety in action.

    What ‘Psychological Safety in Action’ Means for Leaders

    The same principles apply at work. If we want people to show up fully, stay engaged, and take ownership, we have to create spaces where they feel safe to ask questions, express concerns, and understand the “why” behind what we’re doing.

    Motivation isn’t about pizza parties or quick perks. It’s about creating a culture where people feel energized, committed, and able to perform at their best—a culture grounded in trust and growth.

    Why Psychological Safety Matters

    At Horizon Point, we talk a lot about psychological safety—the belief that it’s okay to speak up, ask questions, and offer ideas without fear of negative repercussions. In fact, Google’s Project Aristotle found that psychological safety is the most important factor in high-performing teams. When it’s present, employees are more likely to contribute, take initiative, and stay engaged.

    Safety Isn’t Soft—It’s Strong

    But psychological safety alone isn’t enough. Part of a psychologically safe environment is the ability to manage conflict successfully. Too often, leaders avoid conflict to “keep the peace.” But as Amy Edmondson—one of the top authorities on psychological safety—says:

    “Psychological safety is not about being nice. It’s about giving candid feedback, openly admitting mistakes, and learning from each other.”

    Kim Scott, in her book Radical Candor, builds on this idea: leaders must care personally and challenge directly. Avoiding conflict isn’t protecting your team—it’s often self-serving. It creates distrust, fuels passive-aggression and resentment, and slows innovation.

    You need both – safety and conflict management skills. A team with psychological safety but no conflict skills becomes stagnant. A team with conflict skills but no psychological safety stays silent out of fear. Psychological safety in action is the foundation; healthy conflict is the catalyst for growth.

    Lead with Vulnerability and Structure

    As leaders, we set the tone by modeling vulnerability. That means admitting mistakes, inviting feedback, and showing up even when we’re unsure. As Brené Brown says in Dare to Lead:

    “Vulnerability is not winning or losing; it’s having the courage to show up and be seen when we have no control over the outcome.”

    By showing vulnerability as a leader, you give your team permission to do the same. Of course, this comes with guardrails:

    • Structure how concerns are raised.
    • Ensure communication is professional and constructive.
    • Recognize and reward honest feedback and collaboration—not just results.

    Motivated Teams Are Aligned, Not Always in Agreement

    Having a psychologically safe team that manages conflict well doesn’t mean everyone agrees all the time. It means team members respect each other’s different views and work through them constructively. Motivated teams aren’t always in agreement – they’re in alignment. That’s psychological safety in action.

    Books, books, books!

    Want to know more about the books Lorrie mentioned this week? Check them out on our Bookshop.org featured list:

  • What’s Ethical Isn’t Always What’s Easy

    What’s Ethical Isn’t Always What’s Easy

    Years ago I worked for a small company that was in financial trouble. The CEO asked me to alter payroll records because the company couldn’t afford to pay employees, employer taxes, or 401k contributions. I knew the request wasn’t just unethical—it was illegal. I also knew that refusing could cost me my job–-and it did. Situations like this—where personal and professional consequences collide—are the kind of ethical gray zones HR professionals face every day.

    Ten years ago, ethics in the workplace often meant compliance training and checking boxes. Today, it’s about how values show up in hiring decisions, leadership behavior, and even how we exit employees.

    That’s why I’m excited to be leading a session this week at the Alabama SHRM Conference, diving deep into Ethics in HR. We’ll explore core ethical principles, the most common challenges HR professionals face, and how to build a practical framework for navigating tough decisions—even in complex, uncomfortable situations where there may be no clear right answer. (We’re also launching a brand new eCourse all about Ethics in HR!)

    At the same time, with increasing attention on workplace transparency, DEI, and employee well-being, HR leaders are under more pressure than ever to make ethical decisions that align with both legal standards and evolving cultural expectations.

    Have you ever been asked to bend the rules “just this once”? What did you do? Ethics in the workplace isn’t always about obvious misconduct—it’s often about subtle pressures and competing interests.

    Ethics isn’t just a one-time conversation—it’s a critical skill set that needs to be practiced, refined, and supported by policy and culture. Whether you’re new to HR or a seasoned leader, revisiting these principles can sharpen your judgment and strengthen your voice in moments that matter. Ethical leadership starts with asking the hard questions and being willing to speak up, even when it’s uncomfortable. As HR professionals, we have the opportunity—and responsibility—to model what integrity looks like in action.

    Think about a time when you were faced with an ethical dilemma or an unclear ethics in the workplace situation. What did you do? Looking back, is there anything you would have done differently? Ethical decisions in HR rarely come with applause—but it’s essential to building organizations people can trust.

    NEW! Ethics in HR eCourse

  • Employment Law Updates: Key Changes Impacting Your Business This Year

    Employment Law Updates: Key Changes Impacting Your Business This Year

    As we have already seen in the last two weeks, with a new administration comes big changes. Let’s take a look at what we know is ahead for us with employment law updates in 2025 and what may still be to come. 

    Alabama Employment Law 

    For employers in Alabama, there are a few laws that passed last year that may have tax implications for your organization. You can click on any of the headings to read more about each of these employment law updates in 2025. 

    Childcare Center Tax Credit: This tax credit went into effect on January 1, 2025 and will run through December, 31, 2027, unless it gets extended. In order to qualify, the organization must be a childcare provider licensed by the state and participate in the Qualified Rating and Improvement System and Child Care Subsidy Program. Qualifying organizations may receive a tax credit of up to $25,000 annually to be used to against income taxes, state portion of the financial institution excise tax, insurance premiums tax, or utility license tax. 

    Workforce Housing Tax Credit: The housing credit is intended to encourage and promote investment in affordable rental housing for low-income families near employers or new areas of economic growth. It offers a dollar-for-dollar credit for certain Alabama tax liabilities. 

    Overtime Pay Exemption: The overtime pay tax exemption continues for 2025 and is currently set to expire on June 30, 2025. Currently employees are not taxed on overtime wages and the state has enforced certain reporting requirements on employers. We will keep an eye on this to see if the exemption is extended beyond the current expiration date.  

    Alabama House Bills to watch

    There are currently three bills in the state legislature bringing possible employment law updates in 2025. These are the bills under consideration that could impact employers if passed.  

    HB20: In recent years there have been a few states and localities to look at discrimination on the basis of weight, and Alabama has joined the list. House Bill 20, if passed, would make it illegal to base hiring and employment decisions on a person’s weight or body size. It’s important to note under this bill that there is not a Bona Fide Occupational Qualifications (BFOQ) exception. 

    HB21: House Bill 21 mirrors the Federal law requiring employers to provide reasonable break time and make a reasonable effort to provide a private location, other than a bathroom, for employees who are nursing mothers to use for lactation purposes. 

    HB29: House Bill 29 relates to updates to the current state unemployment benefits requirements. The primary impact of this Bill would be to change the current requirement that a recipient of benefits apply to at least three (3) positions per week to retain their benefits up to five (5) applications per week. 

    Federal Employment Law: 

    Let’s start by looking at what bills are sitting in the House and Senate that might impact employers this year, then we’ll discuss the administrative actions that have occurred in the last two weeks, what we know and don’t know about them, and how they may impact your organization. 

    There have been recent bills introduced in the House and/or Senate relating to wages for secondary employment being exempt from income taxes, updating the Immigration and Nationality Act with regards to E-Verify usage, and multiple bills that address various aspects of immigration that could have an impact on work visas and authorizations. There isn’t much information available about each of these bills yet as they were just introduced and the text has not yet been made public on Congress.gov. 

    Executive Orders

    Now let’s talk about the recent Executive Orders that have been signed by President Trump and what they may mean for your organizations. 

    In summary, there are a few major areas that we will be watching over the next year. The Executive Orders signed by President Trump leave a lot of questions unanswered and we will just have to wait and see how they ultimately impact Federal agencies and contractors, as well as other private and public employers. The primary areas to watch are

    • immigration and the impact on work visas and authorizations
    • regulations pertaining to federal contracting including DE&I initiatives
    • Title VII protections against discrimination on the basis of sexual orientation and gender identity.

    The Trump administration is focused on ending “illegal and discriminatory programs” that were implemented as part of Biden’s DE&I initiatives. President Trump has required that all Federal employment practices, union contracts, and training programs and policies be reviewed and brought into compliance with Executive Order 14151.

    EO14151 requires that employment decisions and practices be based on individual initiative, skills, and performance, and that DE&I factors, goals, mandates, etc. are not factored into the decisions. It also dictates that Federal agencies require that their contractors and sub-contractors base their employment decisions on the same, thus eliminating affirmative action employment decisions. There are a number of review and reporting requirements that are outlined and may impact Federal agencies, contractors, and sub-contractors depending upon the findings. Unfortunately, the full impact of this Executive Order may not be known for quite some time. 

    In addition to the rollback on DE&I initiatives, the Trump administration has rolled back a number of Executive Orders implemented by previous administrations including EO13988: Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation. We will have to wait and see how this recension plays out given the fact that the Supreme Court ruled in Bostock v. Clayton County, GA (2020) that Title VII of the Civil Rights Act protects from discrimination on the basis of gender identity and sexual orientation. 

    While this is a very brief overview, more information on employment law updates in 2025 (and what may be to come) can be found at the resources below:  

    A Note From Our Team

    Horizon Point believes in diverse, equitable, and inclusive workplaces. We believe that the most successful, thriving businesses are those who value People First and create a sense of belonging for those they employ and serve.

    We will continue to support our clients in driving the workplace forward through innovative people practices: our compensation plans address pay equity, our training programs are designed for diverse learning needs, and our engagement services focus on inclusion and development of all people in the workplace. To learn more about our work in these areas, read these stories from our team:

  • Make Your (HR) List and Check It Twice

    Make Your (HR) List and Check It Twice

    The end of the year is usually the busiest, with holiday planning, trying to finish up projects, and of course the dreaded year-end tasks that haunt us each year. Santa isn’t the only one making a list! Here’s a quick HR and Compliance checklist to help you make sure your organization is on the Nice List this holiday season.

    8 HR and Compliance Reminders

    1. Open Enrollment: For many organizations, it’s open enrollment time on top of everything else on your year-end plate! Make sure employees complete required paperwork in time for you to get those new deductions entered in the system before the first payroll in 2025.

    2. W-2s: As we prepare for year-end taxes and sending out the much anticipated W-2s to employees early next year, now is a great time to remind employees to update their address. And if you have email addresses for employees who terminated during the year, you might want to send them a reminder too as often times they forget to update new addresses with previous employers. 

    3. Affordable Care Act: If your organization hit the 50 Full-Time Equivalent mark this year, verify if you are required to report ACA by filing a 1094-C and providing employees with a 1095-C. If so, start preparing now. 

    4. Rate Changes: If you’re making pay rate changes for the new year, make sure you give payroll plenty of time to get the changes entered in the system. And remember, NO FLSA rate increase for 2025 is required! 

    5. Flexible Spending Accounts: If you offer an FSA, remind employees that it’s use it or lose it. Make sure your enrolled employees know important FSA dates, including the last date to incur expenses, the last day to submit expenses, and if there is any grace period offered. 

    6. Paid Leave: If your PTO doesn’t roll over or has a roll over limit, run an audit report and notify any employees at risk of losing leave. And help them determine a plan to use it or request an exception to the rollover policy if they have a valid reason for not being able to take leave during the year. 

    7. Update your compliance posters: Stroll to your employee break room and take a gander at your compliance posters. Do they need to be updated? If so, now is a great time to order new posters. 

    8. Prepare for reporting: If your organization is required to submit OSHA reporting, start prepping now. Make sure you have copies of all Worker’s Compensation claims and that your log is up to date. 

    While an HR and Compliance checklist may seem daunting, and there are probably a long list of other tasks on your individual to do list, above all else, enjoy this holiday season. 

    If you are looking for HR and Workforce Development help on a budget, we have two eCourses that might be the perfect gift to give yourself this year:

    Back to Basics: Human Resources

    Back to Basics: Human Resources

    Original price was: $99.00.Current price is: $89.00.

    This self-paced, eLearning course covers basic human resource legislation including Title VII and Discrimination, Harassment, Fair Labor Standards, Family and Medical Leave Act, and Right to Work vs. At-Will Employment.  See full course details!

    Read More

    Alabama Workforce Challenges and Solutions

    Alabama Workforce Challenges and Solutions

    $199.00

    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.  This is a self-directed eLearning course, eligible for 15.0 hours of continuing education credit for credential holders with Center for Credentialing & Education (CCE) and/or National Career Development Association (NCDA) and may also qualify for CE credit for other credentials. 

    Read More

  • Identifying the Stages of Workplace Violence

    Identifying the Stages of Workplace Violence

    I was recently asked to speak at the Alabama SHRM Employment Law & Compliance Conference on the topic of violence in the workplace. A 2022 joint study by the Department of Justice Statistics, Bureau of Labor Statistics, and OSHA showed that while occurrences of workplace decreased 58% between 1994 and 2014, it is once again on the rise. And data published in February 2024 by Valentis, shows that 68% of workers feel unsafe at work. So what can employers do to ensure the safety of their people? 

    First, it’s important to understand what workplace violence looks like. It’s much more than assaulting a co-worker or walking into a workplace with a firearm in hand. Research shows that there are five stages of violence in the workplace. 

    Stage 1 – Anxiety: The employee shows signs of distress or agitation. This may be fidgeting, drumming their fingers, bouncing their knees, or even sweating. 

    Stage 2 – Argumentative/Defensive: The employee becomes verbally hostile. This may include raising their voice, arguing with others or becoming defensive when addressed. It may include interrupting others and not allowing them to speak. 

    Stage 3-4 – Verbally/Physically Threatening: In stages 3-4 the employee may begin with verbal threats. These may be very direct or veiled statements. From this the employee may move to physical threats, such as threatening physical harm or using physical movements as a form of intimidation (such as getting up into another employee’s face). 

    Stage 5 – Assaultive: The employee physically touches another person with the intent to harm. Or the employee physically destroys company property (I once had an employee assault an MRI machine!). 

    So how can employers use this information to protect against workplace violence? 

    Safety starts at the top. Ensure your leaders are trained on what to look for and how to address behavior at each stage. And make sure that they are trained on safety plans, such as what to do if an assailant enters the building or an employee becomes physically aggressive. And then make sure that information is shared with all staff at least annually. Take reported concerns seriously and investigate them promptly. Too often employees see a failure to act on concerns from leadership and this leads to employees opting not to report concerns. 

    How are you ensuring that your leaders and staff are trained to identify workplace violence risks and what to do if they witness concerning behavior?