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…).

  • Change Management: Celebrating the Small Victories

    Change Management: Celebrating the Small Victories

    Change is never easy. I remind myself of this daily as I navigate some major changes in my personal life. And my experience has been a great reminder of why change is often viewed so negatively. It’s the unknown. While they say the definition of insanity is doing the same thing over and over and expecting different results, the thought of changing that pattern and not knowing what the result will be is often petrifying.

    I recently started working with a client who is experiencing a great deal of change in their organization and as a result, is seeing a decline in employee morale. As part of the change management process, I have begun meeting with managers on a weekly basis. While part of the goal of these weekly meetings is to talk through issues or concerns they may have, the primary goal is to help them focus on the positive and then find ways to share those positives with employees.

    I start each meeting with one simple (yet difficult) question. “What went well this week?”

    The natural reaction to this question is to try to think of major accomplishments, but when experiencing change and a decline in morale as a result of that change, employees need steady reassurance that the change is having a positive impact on the organization. Without that reassurance, morale will continue to drop. By showing employees the positive impact change is having, even if a small impact, you’re easing their anxiety over the change and gaining their buy-in.

    So, after watching the managers struggle during that first meeting to answer my question, I gave them some guidelines:

    • Think smaller. It doesn’t have to be a major accomplishment to be worth celebrating. Instead of waiting until the completion of a project to celebrate the work done, set milestones along the way and celebrate when you hit each mark.
    • Celebrate the now. If it’s progress today, celebrate it. Even if it falls apart tomorrow. Deal with tomorrow then, but today it’s a small victory and deserves recognition. And there’s always that chance that it won’t fall apart down the road.
    • Tie wins back to change. If the win was a result of a change that employees viewed negatively, acknowledge that the win was a positive result of that change.
    • Decide how to share with employees. Is it a win that everyone should know about, or just a specific department? And how will you communicate it to them in a way that will ensure they receive it?

    Even though we have only met a few times so far, I have seen a shift in the managers as well. The first week they were hesitant to claim any wins, but during our most recent meeting, they walked into the meeting with a few to share.

    So, ask yourself what went well this week and have you shared that with your employees?

  • A Look Back On the Best Way to Thank Employees is to Make it Personal

    A Look Back On the Best Way to Thank Employees is to Make it Personal

    In 2015, we worked with a client where one of the company’s core values was relationships.  The value they place on relationships, with their employees and their customers, leads to a competitive advantage for the company. But I don’t think they do it because it creates a competitive advantage. They do it because it is just the right thing to do.

    One thing I learned from them is how this value actually plays out in the way that they recognize and reward employees.

    As an outsider looking in they:

    1. Get to know their people as people, not just as workers
    2. Set clear expectations for everyone in the company
    3. Reward people in a personal way when expectations are met. They are able to do this because they did step number one.

    Because they reward people in a personal way, their employees are more loyal, work harder and continue to meet and exceed the clear expectations that are set.

    For example, they have a high performing engineer. The guy loves anything to do with planes and flying. He did a great job last year. His bonus was flying lessons (and in case you didn’t know, flying lessons are not cheap).

    I have a book sitting on my shelf in my office that is titled 1501 Ways To Reward Employees by Bob Nelson. It is a good little book to get you thinking. It lists things like “provide a free makeover, give a full-day pass to a spa, give passes for bungee jumping, skydiving, hot-air balloon ride, whitewater rafting, provide lessons: golf, scuba, flying, rafting, tennis, horseback riding, cooking, painting…” and so on and so forth.

    All these things are cool, but if you give someone who is scared of heights skydiving lessons, that isn’t rewarding, that is scary to them.   I’d love a pass to the spa, but would my husband? Nope. And if you gave him a pass to the spa thanking him for a job well done, I think his first thought would be, you don’t even know me at all do you? Taking the time to know people on a personal level communicates to them that they matter and you care.

    If you are going to reward people, make sure what you are doing is actually rewarding. This means that giving the same reward to everyone company-wide, is oftentimes not rewarding to most.   A ham at Christmas is nice, but do all your employees like ham?

    And before you go saying, well money is rewarding to everyone, just give everyone money as bonus, stop and think about that for a minute. I just had a conversation with someone that is willing to take a pay cut for more flexibility at her job. Money isn’t rewarding to her, the flexibility is.   She will work harder for the boss that gives her more flexibility in getting her work done than she will the boss that pays her more.

    How do you personalize your rewards? When you do, what results do you see?

  • Enhancing Workplace Culture

    Enhancing Workplace Culture

    Written by guest blogger: Steve Graham

    A workplace culture is unique.  There are similar cultures, however, each one has individual attributes.  Great, good, bad, or downright horrible, each culture makes a statement about your organization.  In today’s highly connected society, word spreads fast about your values, mission, and the way you treat the people who work for you.  Culture will exist absent of a specific focus. Even the worst workplaces have a culture. These are often classified as, “toxic workplaces”.

    There is no shortage of literature about great workplaces, work culture, and even the toxic places.  In this article, I will explore those attributes common to the best work cultures. My goal is to offer ideas that will enhance the workplace environment.

    Culture is not a one-size-fits-all concept.  If you are trying to be Google, please stop!  Your industry sector, available talent, and even the geographic location are all influencers that help shape culture.  According to ERC, an HR consulting firm, allowing your culture to develop naturally, is one of the biggest mistakes organizations make.

    Leaders are the bedrock in shaping workplace cultures.  They set the tone for how culture is created.  People need to feel connected in their workplace. On average, most of us spend more time at work than at home.  Organizational Psychologist agrees, that workplace culture must provide the six universal human needs to thrive: respect, recognition, belonging, autonomy, personal growth, and meaning.  In his book, Connection Culture, Michael Lee Stallard comments, “An organization’s culture reflects the predominant ways of thinking, behaving, and working.”

    As you think about these six universal human needs, reflect on how each connects to workplace culture:

    1. Respect: An environment that encourages open communication.
    2. Recognition: An environment that values accomplishments.
    3. Belonging: An environment that cultivates engagement.
    4. Autonomy: An environment that is free of micro-management.
    5. Personal Growth: An environment that promotes career development.
    6. Meaning: An environment that allows the expression of purpose.

    When exploring the attributes of enhancing culture in the workplace, there are commonalities that are present in organizations known for being great places to work.  In a recent article from Huffington Post, Dr. Michelle Rozen identifies seven characteristics of successful company cultures.  Dr. Rozen starts the list of characteristics with purpose.  Having a sense of why you do what you do is essential in a successful culture.  She comments about the role of purpose, “Purpose is an inspirational driver for engaging employees and communities. When a leader establishes a clear purpose for the organization, it will become the inspirational driver for engaging employees and so provide them with a concrete source for motivation.”

    Her list of characteristics also includes: communications, diversity, engagement, teamwork, and growth/development.  If the workplace has a focus on these characteristics, it is a foundation for a successful culture.  Take each of the characteristics and compare it against the six universal human needs. Are you balanced in your approach to each?  If not, this is a great place to start working on enhancement.

    The organization, Great Place To Work, recently published a book titled: A Great Place to Work For All.  Their publication illustrates the connection between great cultures and the impact on their bottom line. The importance of leadership in shaping culture was also discussed: “In the emerging economy, leaders have to create an outstanding culture for everyone, no matter who they are or what they do for the organization. They have to build Great Places to Work For All.”  Creating a culture that maximizes the human potential accelerates performance.   The research compiled by Great Place To Work is a powerful resource for creating an exceptional work culture and demonstrating how it is worth the investment.

    Enhancing workplace culture takes time.  It also takes a commitment to prioritizing resources to achieve the desired outcomes.  If you keep your people central to the mission, you will design a culture that works best for your organization.  There is nothing wrong with borrowing ideas from other organizations that have an exceptional culture.  Borrow it, but customize to fit your environment.   A workplace culture is like a personality, where authenticity is essential.  A “one-size-fits-all” or “cut and paste” approach will not work in the long run.

    The first step in enhancement is an evaluation of what you are doing and not doing.  Also, observe your competitors. What can you learn from them? Do they seem to have better talent? Do they experience lower turnover? Do they have a better public perception?   Resist the temptation to be something your organization is not.  A great culture is not about the perks.  This quote from IDEO, an international design and consulting firm founded in Palo Alto, California, in the heart of Silicon Valley, sums it up: “Often, people want to write culture off as a slew of perks you might find at tech companies. But really, culture is about creating an environment that makes it possible for people to work together to come up with innovative products and ideas—the same products and ideas that drive revenue.”  Here is a suggested path to follow if you want a better workplace culture:

    1. Define who your organization is and live it every day!
    2. Establish an environment built on trust. If trust is not a core ingredient nothing else matters.  A Forbes article from Glenn Llopis, Design Your Workplace Culture To Go Beyond Engagement And Fuel Trust says, “Leaders who develop intimacy build trust by developing relationships with their people and placing employees at the center of an organization’s growth strategy.”
    3. Encourage open communications—break down barriers that impede progress.
    4. Develop people. Have a strategic focus on talent development.
    5. Offer flexibility. Offer an environment that meets the needs of your people.
    6. Recognize people the way they want to be recognized. Be consistent.
    7. Celebrate successes and support your people in failures.

    Workplace culture is important and takes time to develop.  Approach the process of enhancing workplace culture as ongoing.  It is never a completed task. Cultures must also evolve.  Keep the six universal human needs at the heart of your design.  Leaders are curators of culture. Be authentic. What works in Silicon Valley does not translate everywhere.  Workplace culture has a real connection to the bottom line, so treat it with the importance it deserves.  Observe your direct competitors. Often, they are most like you. There is value in understanding what works and does not within your competitive set.  Define your authentic self as an organization. Keep trust as a key element in designing the right culture. This will lead to innovation and a holistic relationship between your people and revenue.

     

    About the author: Steve Graham serves as Vice President for Marketing, HR Business Partner, and college instructor. He holds graduate degrees in management and higher education. As a life-long learner, he has additional graduate and professional education in executive & professional coaching, health care administration, and strategic human resource management.

    He is a certified HR professional with The Society for Human Resource Management, a certified coach with the International Coach Federation, and a Global Career Development Facilitator. His professional memberships include: The Society for Human Resource Management, the American Society for Healthcare Human Resources Administration, Association for Talent Development, and International Coach Federation. LinkedIn.com/in/hstevegraham

  • Horizon Point’s Favorite Authors of the Year

    Horizon Point’s Favorite Authors of the Year

    We always do a book of the year and oftentimes a Top 10 list for certain types of books each year.   What I’ve found in my reading this year, though, is that there are some really good authors out there putting out more than one great read.

    They are thought leaders that write about things that span across the professional and personal and across industries and cultures.  They capture the heart and head with enjoyable prose and research-backed guidance. All help to guide better leadership, better workplaces, better homes, and better communities.

    Here are the authors we recommend putting on your 2019 reading list:

    Chip and Dan Heath.  These two wrote our book of the year – The Power Moments.  I’ve found their book Switch to be equally engaging and practical to apply.  I’m looking forward to reading the others they have out as well.

    Brene Brown.   A writer that gets to the heart of authenticity, Brene uses research and personal stories to create a narrative that is impactful. We read one of her books as a team and found that her voice may resonate more with women than men.  However, thinking about her voice whether it resonates with your gender or not, and reading prose of different mindsets is an important part of understanding others.  Men and women alike should pick up her work.

    Adam Grant.  Adam wrote our 2017 book of the Year, Originals. We also enjoyed hearing his insights at SHRM18, read about it here and here.

    Beyond Originals, his book Give and Take is powerful and we look forward to anything else he puts out on the market.

    Cy Wakeman.   I found myself saying “amen” over and over again and highlighting Cy’s work in both Reality-Based Leadership and No Ego, plotting ways to incorporate her insights into our leadership training content.  She gets that so much of what leaders deal with in the workplace is unnecessary drama and outlines practical ways, along with tools to use in the appendix of each book, to “ditch the drama.”

     

    Who is your top author for 2018?

     

     

  • Horizon Point’s Book of the Year

    Horizon Point’s Book of the Year

    In January, we declared this year the year of authenticity. Authenticity would be at the heart of what we would pursue as individuals and as a business.

    So, of course, we set out to find a book of the year about authenticity. There are a lot of books out there directly related to this, and we as a team read at least a few of them. But none of them quite fit what we were trying to pursue, of what we were meaning by living as an authentic leader and leading an authentic life.

    But, one favorite book stuck out for the year. We referenced it in more blog posts and kept coming back to it as a team, even though it was something we read in March of this year.

    This book, The Power of Moments, through research-backed analysis- describes how to create moments, or rich experiences through elevation, insight, pride, and connection.  It engages the reader in thinking about how to practically elevate themselves and others by creating more moments.

    Moments “rise above the routine and break the script”. They come from an action that creates insight. From practicing courage by pre-loading responses providing meaningful and personalized recognition, being obsessed with completion, and by creating shared purpose and meaning.

    Living authentically, we realized, comes from pursuing moments and helping create them for others.

    The ending of the book cites research on the five most common regrets of those who are dying. Number one on this list is not having the courage to live a life true to themselves instead of the life someone else expected them to live.  A life lacking in authenticity was the biggest regret, a life filled with minimal points of elevation, insight, pride, and connection.

    We hope you will pick up a copy of our recommended book of the year. We hope it will allow you to pursue in 2019 and beyond the authentic life. We wish you a life full of moments for yourself and for those you love and lead.