5 Reasons to Vote in the Alabama Primary May 24th

I met Katie Britt- Katie Boyd as we all knew her then- for the first time on a trip to visit The University of Alabama during my senior year of high school. Katie was serving in leadership roles with a couple of groups I was considering being a part of once I started at The University in the Fall, and she made me feel welcome. The two groups I was considering joining were groups that seemed to be worlds apart when it came to their purpose and approach on campus. One was intellectually based, the other social. Katie made me

3 Steps to Actually DO Succession Planning

With the great resignation still continuing and baby boomers, who many feel delayed retiring, now retired or retiring in large numbers due to the pandemic, succession planning has never been more important.  But as we’ve seen through many of our clients (and ourselves!), the need to get something done and getting it done are two different things.  When it comes to succession planning, I think the key challenge is not knowing where to start and the steps to take once started.  Overall, you need to: 1. Know your current talent state.  This involves several sub-steps of determining:  a. What’s your

Design Thinking as a Leadership Practice

In an ever-changing world, it’s more important than ever for leaders to have the tools to be able to navigate change and innovate. It’s also important for leaders to have opportunities to spur creative thinking in a world that is cluttered with a lot of noise and distractions. Most importantly, though, leaders need support in connecting with people and building empathy.    When frameworks are provided to help spur innovation and build valuable people skills, we find that leaders are better equipped to move forward.  It seems counterintuitive to use a process to try to break away from routine thinking and/or

6 Steps for Choosing Leadership Training Content and 7 Recommended Frameworks

We’ve had the opportunity to begin training a group of leaders for a client using a global curriculum the client developed.  As facilitators, we have the opportunity to take the quality content developed and structure learning in a way that allows the participants to apply the content to impact their behavior at work. Hopefully, this will lead them to invoke positive influence on those they lead and interact with.  Any good training frames learning around well-researched models or theories.  And there are a lot of models and theories out there! How you sort through them all and determine what to

Is Your Recruiting Strategy to Screen People In or Out?

I was taught how to recruit, well really screen people for jobs, before I even graduated college.  Working for a large insurance company as a summer intern between my junior and senior year, I was given a glimpse into the world of corporate recruiting.  It really wasn’t recruiting. Everyone on this corporate “recruiting” team was welcoming to me and they divided the selection process up amongst the “recruiters” to show me how it was done.  I was taught that the process of selection, “recruiting” as they called it, was screening people out, not in.   Yes, we needed to make a

3 Keys to Meeting Thrive Needs

“Certain ideological systems and work environments are broken. In this age, it’s up to change makers, risk-takers, and the faithful to repair or start fresh when our contexts aren’t bearing fruit for the common good.”  Michaela O’Donnell, PhD in Make Work Matter It’s the end of January 2022 as I write this and I’ve already had about half a dozen requests since the beginning of the year to speak on or facilitate sessions related to workplace retention. Whether you want to frame it as the great resignation, the labor participation rate, COVID still wreaking havoc, or nobody wanting to work

Building the Bridge Between Survive and Thrive in the Workplace

Oftentimes getting from one place to another requires a bridge to cross. A connection point between two things that seem unconnected or so far apart they can’t be reached by conventional means is necessary.  These “bridges” are often grounded in both sides of what they are trying to connect. They are meaningless and useless if they don’t have two sides for anchoring.   So is true of meeting survival needs and getting to “thrive” needs in the workplace. Relational needs are the bridge. Relational needs have roots and support in both survive and thrive and they provide a way between the two. 

3 Ways to Meet Survival Needs in the Workplace

I will never forget reading Arianna Huffington’s account of her personal experience that forced her to focus on wellness and wellbeing, namely sleep.  In one of her books, Arianna talks about how she woke up on the floor after hitting her head on the way down. She had collapsed due to utter exhaustion.  Arianna went on to found Thrive Global and wrote another book, The Sleep Revolution. The mission at Thrive Global is to “end the burnout epidemic with sustainable, science-based solutions that unlock employee performance and enhance well-being.”  They are tackling wellbeing through employers, helping us see that these

The Point’s Top 5 Posts of 2021

2021 has been another interesting year. Despite the challenges experienced this year, we have strived to continue to provide insight on a wide variety of topics on The Point. We try to bring real-life scenarios and personal experiences into our writing. We’re always glad to help you on your quest for knowledge to better your career, your work environment, or your organization! Here is a look back at The Point’s Top 5 Posts of 2021: 5. Hiring Incentives in 2021 4. 6 Steps for Planning and Implementing Effective Extended Leave 3. World Mental Health Day- October 10th, 2021 2. To

Book of the Year

It might seem odd that a company with a core value of “productivity” would choose a book of the year titled Do Nothing. But in a year of seeing people’s mental and physical health deteriorate due not just to issues a global pandemic continues to cause, but also because of the phenomenon of overworking and under living, we found the book captured the essence of putting productivity, and work, in perspective.    As the author, Celeste Headlee states, “The question is not about whether you are productive but what you are producing.” And we would go on to say that the