Horizon Point Consulting

Author: Mary Ila Ward

  • Before You Can Measure It, You have to Define it: What is Leadership?

    Before You Can Measure It, You have to Define it: What is Leadership?

    We’re talking about measuring leadership here at Horizon Point this month.  In an increasingly prove-it-to-me through data world, one of the things that we don’t do a good job of measuring, and I wonder if we ever really will, is leadership.   It’s so complex.

    I think part of the reason we have trouble measuring it is because we have trouble defining it. What is leadership? What is great leadership?

    Most people will tell you that leadership is some form of influence.  It’s getting work done through others. True, but what do we want to accomplish because leadership is at work?

    Here at Horizon Point, we define the crutch of leadership as “Leaders make more leaders.”  It is both the definition and the measurement all in one.

    But how do you measure leaders making more leaders?   Leave it Kris Dunn to help us solve the conundrum.   He defines it as “leadership birth rate”.  Check out his Workforce Magazine article here for some more insights on this measurement here.

    Although we advocate for a multiple hurdles approach to leadership effectiveness measurement, if we need one measurement to look at whether it is leadership or any other dimension, go by how you define that dimension and measure that. For us, we’ll measure “leadership birth rate”. What about you?

     

     

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    All Leaders Need to Develop Others

  • Measuring Leadership- How Many Hurdles Do You Have?

    Measuring Leadership- How Many Hurdles Do You Have?

    “If you can’t measure it, then you can’t manage it.” Peter Drucker

     

    When you talk to people about selecting anything, especially people or talent, they are usually going to advocate for a multiple hurdles approach. This means you don’t just look at the resume and hire based on it, you have several steps in your hiring process all of which come together to help you make the best hiring decision.

    In measuring training effectiveness, we have Kirkpatrick’s model (a multiple dimensional approach) by measuring 1. Reactions (did they like it?), 2. Learning (did they learn something?), 3. Transfer (did their behaviors change because of it?) and 4. Results (did outcomes change in a positive direction as a result of the training?)

    I think one of the reasons why we all seem to hate performance appraisals is that they seem to be a single hurdle approach.  One person’s opinion doesn’t get it.

    So we do something more and conduct a 360o  evaluation to measure multiple views.  Maybe we do an employee engagement survey that may lend some further insight for a more well-rounded view, especially when it comes to measuring leadership. This is better, but not perfect.

    Then we look at the results the person achieved.  Some of which they should be given credit for, some of which may be out of their hands because so many things factor into results.   It’s the one I lean towards- measuring results, especially for leadership- but I realize there are some limitations to this approach as well.

    So maybe we need a multiple hurdle approach to leadership (and overall employee evaluation) measurement.   We do it in most other talent management practices (selection, training), but we tend to rely on one method over another when measuring leadership.  We pick one- a boss’s appraisal, a 360 evaluation type measure, or results- and bank our leadership measurement on just one thing or tool.

    As my tried and true Leadership textbook from college (Leadership: Enhancing the Lesson of Experience insert link to it by Hughes, Ginnett and Curphy) states:

    “Practitioners need to understand the advantages and problems associated with the different measures, and that multiple measures often yield the best information about leadership success.”

    People are complex, and I think we would all agree that the reason to measure anything is to be able to then make better decisions off that information.  So, when it comes to leadership, let’s measure more instead of less, and then use that information to make better leaders.

    Then those leaders will do what has been done to them- examine their team members from a multiple hurdles approach and use that to guide them in developing each individual towards results (see my bias in measuring results?).

     

    What is your go-to method for measuring leadership?  How does your measurement help you and your organization make better decisions?

  • Where have all the good boys gone?

    Where have all the good boys gone?

    I’ve written a lot on girl power topics–

    But men are important.

    Very important. For me,

    • One has raised me to think I can be and do anything I want (thanks Dad).
    • One has become my better half (for more on better halves, see this post) and giver of the best two gifts we’ve ever gotten, our kids.
    • One has been my best boss.
    • One was my best mentor.
    • And one is the reason I write this post.  This “man” in my life, my now five year old son, causes me to reflect on and raise concern over what I’ve seen/heard lately in a variety of circles.

     

    Here are just a few:

    • In talking with a small business owner, she told me how she really wanted to diversify her workforce of mostly women, but after the 3rd position where she was looking to hire a male, they all fell short compared to the female candidates. And two of the three positions she was hiring for are in male dominated fields.
    • At a conference I attended, there was a panel of “legacy creators”.  All six were women.
    • Women outnumber men in graduating from college.
    • In a local high school leadership group, 2/3 of the “leaders” are female.
    • And quite simply, a comment I hear too much and fall victim to myself, “He is just a boy.”  As if gender is some excuse to behave in an unacceptable way.   I have never once heard someone comment that my little girl is “just a girl.”

     

    Of course my little girl may still have to deal with the glass ceiling, the fact that there has never been a female president, or just the simple perception of what roles are and aren’t appropriate for women.

    But my son will seem to have to deal with the challenge of complacency that is brought about by always seeming to have been on top.

    I could say he (and she) both have this challenge because they also happen to be white, or American.

    But the curse of complacency may be worst of all because it relates to pride (and excuses) coming before the fall.

    But I take heart.  My little boy has a role model in his daddy (and also his grandfathers) who all combat the ideas of complacency by demonstrating hard work and a dedication to family. We’ll have to fight the complacency curse for my son seeming to have had everything handed to him on a silver platter because of the hard work of these men who have come before him.

    But the role models are there for him.  However, in a country where the rate of single-parent families has nearly doubled in 50 years, maybe that’s the problem.  While some would argue this rate has changed because of increasing opportunities for women (and this is a good thing), I’ll argue single-parent homes are not, usually, a positive indicator.

    And maybe that’s why I’m hearing and seeing (and I’m sure you are too) the issue that should be an overall concern of our society.  And that is this: is my son in the minority by having males in his life that are role model worthy?  And what is this leading to? Where have all the good boys gone?

  • Thank you for a great 2015!

    Thank you for a great 2015!

    2015 has been a great year for Horizon Point Consulting thanks to our wonderful clients and partners! We have been fortunate to meet and work with some great people and organizations, partner with innovative companies, and continue our own professional development to better serve our clients.

     

    As a thank you to our clients and friends, and in keeping with our Give Back Value,of supporting organizations and causes that work to create passion and productivity by putting people first, we have made contributions to these two organizations:

    The Neighborhood Christian Center

    Decatur City Schools Foundation

    Both organizations work in some capacity to improve the workforce in our community through innovative and results-driven programs.

     

    In other news, we were honored this year to be selected as a finalist in the BBB Torch Award for Ethics in the Small Business Category from the Better Business Bureau serving North Alabama.

     

     

     

    We look forward to 2016 and offer these pieces of advice as you prepare and plan for the New Year:

    1. Schedule a “Think Week” to begin 2016
    2. Say YES to your mission and No to things that do not align with who you are!
    3. Find time to stop and READ
    4. Develop a Personal Mission Statement
    5. Get a Leadership Professional Development Game Plan

     

    We’d like to end the year with a look back on our Top 10 blog posts of the year:

    1. Passion + Productivity = Give Back
    2. APR’s Passion + Productivity = Give Back
    3. 10 Books Leaders Need to be Reading
    4. 6 Tips for Driving Results through Performance Evaluation Structure
    5. Give Back Story—Just Give it a Whirl!
    6. 2 Steps to Keep People from Quitting
    7. 4 Steps to Fanatic Leadership Discipline
    8. 3 Steps for Driving Employee Engagement through Personalization
    9. 3 Steps to Winning A Best Place to Work Award
    10. 5 Questions to End the Slow Painful Death of Death by Meetings

     

    We thank you for following us in 2015 and hope to see you back in the New Year!

  • Why you should schedule a “Think Week” to begin 2016

    Why you should schedule a “Think Week” to begin 2016

    I was away at a SHRM Leadership Conference in DC the week before the Thanksgiving week. Although I miss my husband and my kids fiercely when I’m away, man I can get stuff- tasks, thinking and planning- done when I am free of the distractions from home and the office through plane rides and quiet hotel rooms.

    All while there for two and a half days that included doing what I was here for- attending the conference- I’ve still managed to:

    • This may seem trivial, but what piles up in my inbox is stuff I want to read to help me think and write and plan for social media content.
    • The inbox zero along with one book read and some content I’ve been wanting to look out on leadership and social capital has lead to 15 blog posts outlined several of which are done, and a reach out to a few top-of-the line guest bloggers for content as well.
    • Task list cleared. I’m caught up going into Thanksgiving week. We will see how long it lasts….
    • Made some important business development contacts through emails and meetings set-up and more importantly through some in-person contacts and introductions the conference.
    • Charted out 2016 strategic planning and SHRM volunteer role planning for 2016
    • Did the things that I strive to do everyday during a regular at-home routine but don’t always get to like exercise and a devotional to start off each morning
    • Scheduled my son’s birthday party, which somehow keeps getting put aside with all the distractions of home and work
    • Oh and I got a massage- it was great.

    But none of your care about what I got done. Not one of you. Thank you for indulging me in my list.

    However, you might care for me to make a point about how all this might matter to you….

    In one of the sessions I attended at the conference, the speaker, Susan Ershler– who by the way, has climbed the seven summits of the world all while leading her work team to huge success- discussed through her Project- Prepare- Preserve process the need to schedule a “think week” as a critical component to preparation.  She discussed how Bill Gates makes this a practice, and she emphasized how implementing this “think week” leads to better execution. Amen sister.

    I didn’t have a week, but I had almost three days to do just this. I was able to spend time on some nagging tasks weighing on me, but more importantly, I had time to THINK. This thinking will lead to better execution when I get back.

    So, if you are looking for a 2016 resolution to set, schedule your think time now. And find some time within that time to:

    1. Get caught up so you aren’t so overwhelmed in taking the time or in returning feeling further behind. And you can’t think if you are worried about this stuff.
    2. Think. 
    3. Be creative with whatever creative outlets energize you (mine is reading and writing and making connections with others).
    4. Plan.
    5. Get those plans down on paper.
    6. And, for the love, do something for you. Just for you. My massage might have been the highlight of it all.

    Do you have a think week or retreat planned for 2016?