Horizon Point Consulting

Category: Beyond Leadership

Beyond Leadership is Horizon Point’s line of resources for managers of people. Managing ourselves is a distinct set of behaviors from managers the work of others, and we are here to help. Read stories in this category if you are ready to take the next step into people leadership (or if you’re looking for articles to send someone else…).

  • Top 10 List on Space & Abundance

    Top 10 List on Space & Abundance

    My first thought of space and I think of stars and galaxies, but what does it mean as it relates to Leadership, Career, Productivity and Purpose? Space is defined as a continuous area or expanse which is free, available, or unoccupied. It is also defined as the distance from other people or things that a person needs to remain comfortable. Some words used to describe space are boundless, vast and infinite. What does it mean to take up space or to hold space for others? Our 2023 theme is an abundance of space. Here are our top 10 quotes related to the two.

    10. “We can’t be creative if we refuse to be confused. Change always starts with confusion; cherished interpretations must dissolve to make way for what’s new. Great ideas and inventions miraculously appear in the space of not knowing.”-Margaret J Wheatley

    9. “When we are at ease, our bodies work efficiently, our minds settle, and space opens up for us to connect to our intuition, creativity, and sense of connectedness.”-Tara Stiles

    8. “Empathy has no script. There is no right way or wrong way to do it. It’s simply listening, holding space, withholding judgment, emotionally connecting, and communicating that incredibly healing message of ‘you’re not alone.’”-Brene Brown

    7.  “Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth and freedom.”-Viktor Frankl

    6. “Hobbies make space. They remind us of something beautiful and that good can come from nothing.”-Annie Downs

    5. “Be content with what you have, rejoice in the way things are. When you realize there is nothing lacking, the whole world belongs to you.” -Lao Tzu

    4. “Doing what you love is the cornerstone of having abundance in your life.” -Wayne Dyer

    3. “There is no passion to be found in playing small — in settling for a life that is less than you are capable of living.”-Nelson Mandela

    2. “An abundance mentality springs from internal security, not from external rankings, comparisons, opinion, possessions, or associations.”-Stephen Covey

    1. “When you are grateful, fear disappears and abundance appears.” -Tony Robbins

    To read more about our theme for 2023, read here. 

     

  • 4 Lessons in Personality from Hamilton

    4 Lessons in Personality from Hamilton

    Because we like to give experiences instead of stuff at our house, our daughter’s Christmas present was a trip to see Hamilton.  She loves the music and was so excited about her first big girl trip to the theater. 

    The first time I saw Hamilton was on Broadway, a week before the whole world shut down because of the pandemic.  I was not familiar with the storyline or the music then, so I was in overdrive trying to process all that I saw and heard.  I’m still in overdrive trying to process all I’ve seen and heard since then and learn from it. 

    Three years and a pandemic later, my second experience was seeped with thoughts and learning I, personally, gained throughout the pandemic as well as what the first show had taught me to be prepared to take away. 

    What I found most striking this time around was the contrast between Hamilton and Burr and the build up to the ultimate duel and death of Hamilton. It is a classic study in personality science. 

    Here’s what I took away: 

    1. “He has nothing to prove, he has nothing to lose.” vs “a legacy to protect”.  These lyrics help us understand that when it comes to personality, our forefathers and their situations actually shape how we behave.  In fact, the situations may actually affect the genes that are passed down as seen in some new genomic science you can read about in Super Genes.  Hamilton and Burr were both orphans, but in very different contexts.  Burr came from a good family, Hamilton came from nothing.  This impacted how they saw the world and what behaviors they exhibited.

    How has your background, in which you had no choice in the matter about, shaped your personality?

    2. “You never back down, you never learn to take your time” vs “wait for it”.  The main way you see the contrast between Hamilton and Burr- that is at least in part due to the situations they were born into- is in the contrast between two personality poles- fast paced and outspoken versus cautious and reflective. 

    The DiSC Model illustrates these poles.  The model emphasizes how our natural inclinations towards one of the extremes can create a variety of conflict between individuals if they are seen as opposing approaches that become right or wrong.  This view can lead to villainization as opposed to the view that opposites attract and complement one another.  When people also retreat to the extremes, instead of being able to self-monitor on what behaviors are best served given the situation and the people, major conflict erupts. In Hamilton and Burr’s case, it festered for years, and then it led to death.   

    Do you allow people’s differences to polarize or complement? 

    3. “It’s Quiet Uptown.” The common consensus in personality science is that personality is usually solidified around the age of 25.  Your nature and your nurture pretty much combine and by 25 and your personality becomes more of a set rather than fluid state.  

    However, key life events, usually in the form of major changes and tragedy, can shift our personality.  This is no better seen in the song “It’s Quiet Uptown”. This song illustrates how, following Hamilton’s infidelity and the death of his son, he moved his family uptown and found solitude in what was quite contrary to his “you never back down, you never learn to take your time” personality into a slower paced, quiet life.  The key events altered his personality, or at least for a time, the way his personality manifested itself in the form of his behaviors. 

    Have you experienced life altering events that have altered your personality and behavior? 

    4. “The world is wide enough.”  After Burr shoots Hamilton,  his monologue makes such a climactic point.  He realizes the world was wide enough for both he and Hamilton to exist, thrive in fact, but it’s too late.  What would the world have been if Burr and Hamilton had worked together, seeing their opposing personalities and  perspectives as an asset instead of a liability? 

    What would the world look like if you joined forces with your “foe” and used his or her differences to help shape a partnership of impact? 

    What would things look like if we could see the future instead of reflect on it?  No one knows “who lives, who dies, who tells your story,” but if we can learn about how our situations, experiences, and personalities shape us and those around us, maybe we can at least “stay alive” to write a better history where people work together instead of tearing each other apart. 

  • What I learned from Student Leaders this Month

    What I learned from Student Leaders this Month

    I’ve had the opportunity to facilitate workshops with three student leadership groups over the past month. Check out Student Leadership – How are You Leading Today? to read more about the programs we facilitate and recommendations for student leaders. 

    Today, I’m reflecting on three things I’ve learned working with these amazing students.

    1. They are grateful for the opportunity to learn from others. One leadership class took time to write personalized thank you notes after I met with them. They were all grateful for different things, but the common theme was gratitude in general. Here is one of my favorite notes:
    2. Students “don’t know what they don’t know”. I love that they felt comfortable asking questions about careers, college, and anything else they thought I might could help them with. With a total of 75 or so students in three groups, diversity in background and experience was evident. Not all students had a clear path planned for high school and beyond. Some had mentors and direction while others didn’t necessarily have that. At HPC, we do our best to help them along, with next steps in college, career, and community connection. I hope our time together helped them with their unknowns.
    3. They remember what we talked about. I did trivia with one leadership group. We spent a morning packed full of information about employment. Then, I divided them into groups and challenged them by asking questions about what they’ve learned. I’m always amazed at how much they retain. I’m excited to see these kiddos join our future workforce!

    Do you know any student leaders? If so, take time to talk to them. You will be surprised at what you might learn!

  • Who’s on First? Solving the Talent Development Puzzle

    Who’s on First? Solving the Talent Development Puzzle

    Last month, I had the true pleasure of spending an entire day with HR practitioners and partners who are innovating HR across the Southeast. Being fired up about talent development, as I always am, I shared stories of Horizon Point’s work helping clients craft thoughtful, strategic talent development processes. 

    Talent development case studies often start with the “Who’s on first?” problem. You know the one I mean.

    We don’t often know who’s on first or what’s on second. Who’s getting promoted, nearing retirement, or leaving the organization for another opportunity? When they leave, who’s up next in the succession plan? How are we developing emerging talent? How are we keeping track of the pipeline for future hires? Whew! 

    The Association for Talent Development (ATD) says, “Definitions vary by country and culture, by industry, by organizational strategy, and by the responsibilities of the people practicing it. At the heart of talent development are the people—the talent. Ultimately, the function of talent development is to build employees’ knowledge, skills and attitudes so the organization can succeed and grow.” So how do we do that? 

    Step 1: We start with the basics, like current number of employees, organizational chart, turnover rates, etc. to help us understand the funnel and answer the question: How many high potential employees does it take to fully execute a strategic succession plan? 

    Step 2: We ask what high potential employees will actually need to effectively execute the plan. This step involves job analysis and developing competencies or KSAOs. 

    Step 3: We train the trainer. We equip all current executives and managers with the understanding and skills for ongoing execution of the succession plan, so that the HR department (and/or HPC consultants) isn’t solely responsible. Talent development is everyone’s responsibility. 

    At this point, we help the organization shift into ongoing strategic talent development, with or without our help. To maintain development goals, organizations will incorporate assessments and coaching into the formal performance management and leadership development processes. 

    For example, we helped two clients develop custom assessments that are mapped to their organizational values and self-defined leadership competencies. These assessments help inform decisions about leadership readiness and/or promotability. 

    By combining objective data and subjective insight from trained people managers, organizations can strategically solve the talent development puzzle!

    Read more from HPC related to strategic talent development: 

  • Love is an Action Word

    Love is an Action Word

    Ever heard of the saying that “love is an action word?” If that’s true, then how do you “act” like you love someone? With it being Valentine’s Day, you may be thinking of candy, cards & flowers. Imagery of red roses or big pink, heart shaped boxes may be dancing in your mind. This might be the love that you would show a partner or someone that you care deeply about. Love goes beyond our feelings, it is an expression of gratitude for that person. How does it feel to have someone show up for you in this way? Do you feel appreciated and valued? Do you prefer for someone to say that they love you, to spend time with you, to do the dishes, buy you jewelry or give you a great big hug? 

    I’m confident that most of you are familiar with The Five Love Languages by Dr. Gary Chapman. If someone has asked me once they have asked me 1,000 times, have you read the book, have you taken the quiz, what is your love language? Full disclosure: I have never read the book, nor have I taken the quiz. I know it, throw stones at me, gasp! However, this leads me to my point of redemption. Did you know that there are actually Five Languages of Appreciation in the Workplace? I have taken the quiz and everything!

    The Languages of Appreciation are: Acts of Service, Quality Time, Words of Affirmation, Tangible Gifts and Appropriate Physical Touch. My primary language is Words of Affirmation followed by Quality Time. I scored lowest in Tangible Gifts. In the workplace, I need to be affirmed by my employer and to know that I am doing a good job or, conversely, ways that I can be improving. Being relatively new to my position, I like for someone to spend time walking me through a project before turning me loose. If an employer or co-workers speak to me in a way that is not my language of appreciation, then I will have a hard time hearing it.

    I love the way that the Horizon Point Team incorporates appreciation into the everyday work/life balance. Mary Ila does a phenomenal job of speaking words of appreciation and even sending a handwritten note. As a piece of our Illuminate Workshop, we encourage writing gratitude notes each week. Personally, I try to send 3 a week to show the people around me that they matter. Jillian makes time to create videos to show me how to complete projects. Lorrie and Taylor create “space” for me to walk me through work projects via Zoom calls or meeting in person. These are the ways that they show me they appreciate me, and how I feel that appreciation.

    However, there is a difference between appreciation and recognition. Appreciation is about people and recognition is about results. Appreciation is gratitude for who my co-workers are. Gratitude is a mindset or perspective. All of these things tied together create Psychological Safety in the workplace, and it brings me to Horizon Point’s theme for 2023 which is an “Abundance of Space“. Psychological Safety gives people space and frees them to be who they need to be without fear of judgement. It gives others the permission to make mistakes and learn through the process.

    On this Valentine’s Day, I began with saying that Love is an Action Word, and I believe that with my whole heart. If I love others, I appreciate them and give them space to be become who they need to be. In a successful team, appreciation is shown and there is a large degree of Psychological Safety within the organization. Does your workplace show appreciation in your designated language, and is there a safe space to learn and grow? If not, how can you incorporate that into your daily routine?

    Here at Horizon Point, we offer training on The Five Languages of Appreciation in the Workplace and Building a Psychologically Safe Workplace. Click here to learn more: