This week, we kickoff a continued education course for K-12 educators focused on supporting career development growth for every grade, from classroom to career. Reflecting on content, I also thought about what supporting career development looks like for employers. In our training with educators, we try to connect student growth and learning about careers with workforce development. What do our students, employees, and our community need to thrive?
“The best way to predict the future is to create it—through education, mentorship, and opportunity.” — Adapted from Peter Drucker
The National Society of Leadership and Success has developed “Career Development 101: A Complete Guide to Professional Growth” which backs up our approach to lifelong learning. The guide says, “Career development helps you stand out in front of employers, compete in today’s job market, and grow within a company. The process of career development is just as important for students as it is for those currently in the workforce.”
For students – awareness, exploration and readiness for what follows high school is key. Those students will become tomorrow’s employees. So how can employers continue the development from classroom to career?
Employee Driven Pathways to Their Next Right Thing
Grow your own leaders! Pouring into employees helps the entire organization rise. Everyone should have a “coach” and “cheerleader” for their professional development gameplan. Check out 4 Ways to Get Unstuck with Professional Development for more ways to support employees.
Finding a job can be hard — and so can leaving one. If you’re asking yourself how to know if you should leave your job, you’re not alone. It’s a big decision, and knowing when it’s the right time to make a move can be challenging.
“The only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle.” — Steve Jobs
Working in the HR and career development field has allowed me to dive deep into this topic for over a decade. Helping someone find the right career path is always rewarding — and, believe it or not, helping someone decide whether to leave a job and take their next right step can be even more exciting.
Making a career move can be intimidating. Concerns about salary, stepping away from a comfortable routine, and diving into the unknown are real. But being stuck in a job that no longer fits the season of life you’re in can be just as challenging — if not more so.
If you’re wondering how to know if you should leave your job, these three key questions can help you find clarity:
1. Why do I want to leave my job?
Am I burned out?
Do I feel unchallenged or undervalued?
Is the culture toxic?
Am I running from something — or running toward something better?
Being honest about your motivations is the first step to making a healthy decision.
2. What is my financial situation?
Can I afford a potential gap in my income?
Would I be willing to make less money if it meant greater fulfillment?
Can I support myself (and my family) if I take a pay cut?
Financial realities are important to consider when thinking about leaving your job.
3. What are my career goals?
Have I fully explored growth opportunities where I am?
Is it time to have a conversation with my leader about my future?
Will making a move help me grow, learn, or get closer to my dream role?
Leaving your job should move you toward a future that excites you, not just away from something you dislike.
Additional Resources
A colleague recently shared an article with our HPC team that offers some helpful perspective: “Your Vocation is Not Cancelled” by Emily P. Freeman. It’s a great reminder that career transitions don’t have to define (or derail) your bigger purpose.
Still wondering, “Should I leave my job?” You’re not alone. For more career advice and inspiration, search for words and phrases you’re interested in on The Point Blog — we’re here to help you navigate your next steps with confidence.
“If you are not willing to learn, no one can help you. If you are determined to learn, no one can stop you.”—Zig Ziglar
At Horizon Point, we love learning and helping others nourish their growth—both personally and professionally. Each year, our team selects professional development opportunities that align with our individual and organizational goals.
Here are some of our favorite ways to keep learning and growing:
Nourish Your Growth with Books
If you’ve been around here long, you know we love a good book! In our coaching and training, we frequently incorporate book recommendations.
There are so many ways to nourish your growth with online learning! We recommend courses from credentialing agencies like SHRM and NCDA, along with our very own on-demand and customized courses.
We love both facilitating and attending conferences and workshops—because learning is always better when shared!
? Want to connect with us in person? Check out What’s Up? to see where we’ll be next!
Earn Credentials to Nourish Your Growth
Credentials can be a game-changer for career advancement and professional growth. If you’re unsure which credential is best for you, we’re happy to help!
One of our standout offerings is the Facilitating Career Development (FCD) course, which we’ve provided for over a decade. Now, we’re thrilled to introduce School Career Development Advisor (SCDA) training, ideal for professionals supporting K-12 students.
Here’s what Joulia, a recent participant, had to say about her experience:
“What truly stood out was how well-organized the entire course was. The materials provided were top-notch, including detailed PowerPoint slide decks, an E-manual with interactive module exercises, and invaluable resources for the certification test… Everything was comprehensive and easy to follow, making the learning process smooth and efficient.” – Joulia R.
I wrapped up my sabbatical last week. It was a nice change of pace for the busy season of life I’m in. I recall my sabbatical 3 years ago & realized it was a busy season too. Life is busy and messy and hard. So many people around me are struggling with something – health, grief, raising kids, aging parents. Taking a break from one of the most important parts of life (work) to focus on intentional rest was just what I needed.
So, here is a recap of my sabbatical and this season of life, told through pictures:
Celebrated wedding anniversary # 23 with my husband in Mentone
Celebrated 10 years with HPC!
Glamping trip with my mom & aunt and their church ladies’ group
Visit to see my daughter (and celebrated her admission to nursing school)
Senior night for my son
Over the past 6 weeks, I obviously spent lots of my time with the people I love. I also enjoyed plenty of walks, good food, reading & a nap or two.
During my last week of downtime, I attended two funerals, and both were individuals who are not that much older than me. That puts things in perspective quickly.
Work – doing good work – is important, but it should never be our top priority. And I am so grateful to work for an organization that focuses on people and allows me and others to thrive, and rest.
We all experience moments of feeling stuck. Maybe it’s a lack of clarity on next steps, difficulty overcoming a challenge, or simply feeling uninspired; whatever the reason, it can be hard to push through and continue growing. However, professional development doesn’t have to feel like a solo struggle. There are tools and methods available to help get you unstuck and moving forward. Below are four resources we use at HPC to help teams and individuals break through barriers and develop professionally.
1. One-on-Ones
The power of one-on-one meetings cannot be overstated when it comes to personal and professional development. At HPC, we know firsthand how effective these conversations can be when structured thoughtfully. Our one-on-ones with our leader provide space for focused dialogue, allowing us to reflect on our goals, challenges, and progress. What makes them especially impactful is that they create an opportunity for Mary Ila to give us real-time feedback and guidance, which is crucial for our growth.
We also help clients implement effective one-on-ones, and to help them get used to the purpose and process, we’ve started incorporating resources from the One-on-Ones Box by The Unstuck Box (see more about them next!). This toolkit provides a structured way to ensure these conversations go beyond surface-level check-ins.
With guided prompts and thought-provoking questions, this resource helps managers and team members dig deeper into their challenges and aspirations. It’s all about driving meaningful development in a way that feels both supportive and actionable. The tools allow for conversation around everything from performance feedback to goal setting, which keeps the sessions focused and results-driven.
2. The Unstuck Box
You heard me right with the One-on-Ones Box – the company who makes these is literally called The Unstuck Box. As the name suggests, this tool is designed to help individuals and teams overcome roadblocks that prevent progress. Professional development can sometimes feel like a series of unsolvable puzzles. The Unstuck Box provides practical methods to approach these challenges with fresh perspective.
In a recent training session for a non-profit leadership group, Taylor used the Performance Improvement Box, using the cards to prompt creative problem-solving and help the team explore new ways to handle tricky issues. It’s been a game-changer for our training sessions, helping leaders feel empowered to tackle problems that may have previously felt overwhelming.
3. FranklinCovey Cards
When it comes to unlocking potential, sometimes the right question or challenge can spark an “aha” moment. That’s where FranklinCovey comes into play. I attended the ATD International Conference & Expo this year, and FranklinCovey had Elevate Performance Cards exclusively for ATD attendees. I snagged a box, Taylor used them during a leadership development session for a client, and the results were impressive. Participants were asked to respond to real-world scenarios, and the exercise opened up deep conversations about performance, communication, and strategy.
The Elevate Performance cards are designed to promote reflection and encourage team collaboration. By reviewing a challenge together, participants explore different perspectives and brainstorm a range of solutions. This not only encourages critical thinking but also helps teams work more cohesively. These cards will now be a staple in HPC training, offering a simple yet powerful tool for driving group development and performance improvement.
4. SparkPath Challenge Cards
Career exploration can be a daunting process, especially for younger individuals who may not yet have a clear vision of their professional path. To support students in exploring their potential career options, we use SparkPath Challenge Cards at HPC. These cards are specifically designed to help middle and high school students think beyond traditional job roles and focus instead on real-world challenges they’re passionate about solving.
By introducing students to the idea that their career can be shaped around the problems they want to address, the SparkPath cards open up a world of possibilities. We’ve found that this method inspires creativity and critical thinking, encouraging students to take ownership of their professional development at an early age. It’s a fantastic way to help young people get unstuck when they’re unsure about their future.
Each of these resources offers a unique approach to professional development, but they all share one common goal: helping individuals and teams overcome obstacles to growth. Sometimes we simply find ourselves stuck, as Mary Ila talked about last week. Her advice to a colleague (and to herself) was this: Start with one thing. What is one thing you want to grow in? Not ten things, not three things, one thing.
Whether you’re working one-on-one, in a group, or guiding young students, these tools provide practical ways to get unstuck, one thing at a time.
