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…).

  • Bullying Doesn’t Just Happen at School: Workplace Bullying

    Bullying Doesn’t Just Happen at School: Workplace Bullying

    I recently saw an article about a nine year old boy in Denver who took his own life after being bullied during his first four days of school. My youngest son is eight and I can’t imagine him ever feeling like his only choice is suicide.

    When my oldest was in elementary school he was bullied by another child at his daycare. While he has always been a very headstrong child, the bullying continued to the point where he had put up with enough. Together we sat down with his martial arts instructor, who is phenomenal at working with children to tackle such hard issues, and he helped us to formulate a game plan on how to handle it. With his help, my son was able to show his bully that his words weren’t having the effect he was aiming for, and eventually the two actually became friends.

    Bullying isn’t limited to children. A survey sponsored by the Workplace Bullying Institute in 2017 showed that a staggering number of U.S. workers experienced bullying in the workplace.

    • 5 million U.S. workers reported experiencing bullying in the workplace
    • Women experience bullying, from both women and men, at a much higher rate with 65% of male bullies targeting women and 67% of female bullies targeting women
    • 61% reported that they were bullied by a boss
    • 25% reported that their employer did nothing while 46% reported that their employer conducted a “sham” investigation

    Bullying in the workplace has an impact on the organization as well, including increased turnover, loss of valuable talent, decreased productivity, increased absenteeism, and even the risk of litigation. So how can employers minimize these risks?

    1. Have a well-defined Harassment Policy. Workplace bullying is a form of harassment. While most bullying may not be illegal, that doesn’t make it okay. Make sure your Harassment Policy includes workplace bullying. Train your leadership on what bullying is, how to conduct themselves to set the example, and how to handle it if an employee reports bullying. Review your Harassment Policy with all new hires, and annually with all staff.
    2. Have and follow a formal investigation process. Your policy should include information on how reports will be handled. Determine who will conduct the investigation, how it will be conducted, and make sure your findings are well documented. Do not ignore reports of bullying and do not put off investigating those reports.
    3. Take proper action to eliminate the behavior. Once you have completed a thorough investigation, determine what action needs to be taken to make the bullying behavior cease. That could be anything from a documented verbal conversation with the accused up to termination. If the accused is not terminated, monitor the situation to ensure that the actions have in fact ceased. Do not assume that it has and let it go.
    4. Promote a workplace that welcomes diversity, inclusion, and a difference of opinions. Work hard to promote an organization that encourages teamwork, uniqueness, and freedom to communicate- even when what an employee has to say may go against the grain. Pay attention to where there may be breakdowns in this and work to build them up. Host company functions that encourage employees to get to know each other. Provide new employees with mentors who can help guide them and integrate them into the organization. And have an open door, where employees feel comfortable voicing concerns or issues. And again, take those concerns or issues seriously because not doing so leads to a breakdown of trust.
    5. When needed, provide employees with outside resources to help them cope. I’m a huge proponent of Employee Assistance Programs. If you have one, make sure both the accused and the accuser are provided with that resource. If you don’t have an EAP, there are other resources available to employees that may help them. You never really know why someone bullies, or what is going on in the mind of someone who is being bullied. Sometimes it takes a trained professional to assist them.

    60.5 million is a staggering and unacceptable number. Bullying is not an inherent trait, it is a learned behavior. Just as I aim to teach my children acceptance and kindness, employers can aim to promote those values in throughout their organization as well.

    Below are some additional resources on bullying:

    www.stopbullying.gov

    https://www.apaexcellence.org/resources/special-topics/workplace-bullying

    https://www.employmentattorneyla.com/blog/2016/05/workplace-bullying-online-anti-bullying-resources-for-employees.shtml

  • Tua’s Performance Shows You What You Need to Consider When Assessing Leadership Skill

    Tua’s Performance Shows You What You Need to Consider When Assessing Leadership Skill

    It was the debate across college football leading up to opening weekend.  Or least in my house it was.

    Who would start at quarterback for the Alabama Crimson Tide?  Tua or Jalen?

    Jalen led the Tide to one national championship and touts a 26-2 record as a starter.  Tua came in and saved the day to help the tide defeat Clemson in the national championship last year when it seemed as though Jalen just couldn’t get it done.

    They are obviously both exceptional players and leaders, but what would make the difference in Saban’s decision making on who would start in the season opener against Louisville?

    Across this debate, Kirk Herbstreit may have summed up the decision of who to play best on Gameday:

    “…you have a quarterback in Tua that has an ability to process information quickly… and when you have a quarterback that sees things quickly, that can get the ball to the receiver, tight end or the running back….(tennis racket interruption, if you haven’t watched Gameday, the tennis racket stuff was pretty hysterical)…. But deep down he (Nick Saban) has to know that Tua gives him a better chance…”

    Basically, Herbstreit is saying that Tua’s cognitive processing speed gives him the edge.

    According to Cognfit.com cognitive processing speed can be explained as:

    Processing speed is one of the main elements of the cognitive process, which is why it is one of the most important skills in learning, academic performance, intellectual development, reasoning, and experience.

    Processing speed is a cognitive ability that could be defined as the time it takes a person to do a mental task. It is related to the speed in which a person can understand and react to the information they receive, whether it be visual (letters and numbers), auditory (language), or movement. In other words, processing speed is the time between receiving and responding to a stimulus.

    Processing speed implies a greater ability to easily do simple or previously-learned tasks. This refers to the ability to automatically process information, which means processing information quickly and without doing it consciously. The higher the processing speed, the more efficient you are able to think and learn.

    Processing speed is the time that lapses from when you receive information until you understand it and start to respond.

    Tua started the game.  You can simply watch the highlight clip (especially the first touchdown pass) of Alabama’s 51-14 victory over Louisville, and you will see what superior cognitive processing speed looks like.  Tua processes a variety of inputs/information rapidly and “without doing it consciously” to make the best decisions about where to put the ball.

    Leadership in the business world isn’t much different than quarterback leadership on the football field.  There are a variety of inputs coming at leaders quickly that need to be distilled down rapidly in order to make the right decisions- to put the ball in the right place.

    This ability can be measured.  It is measured in a variety of ways in kids in educational settings.  And there are also tools that measure it for selection in the business world.

    Here’s a short test from psychology today: Mental speed test
    You can also check out: Pyrometrics

    Work samples can also be a good way to throw a lot of information at a candidate at one time and see how quickly and how well they come up with a solution.  Make sure it includes information in work samples that is irrelevant.  Can the person discern what is and isn’t important and get work done in a quality manner.

    In addition, there is a potential relationship between cognitive processing speed and time management skills, so this might be another assessment avenue to consider.  Include in your work sample the requirement to prioritize a variety of tasks/decisions and then ask the candidate to explain their logic of prioritization.

    And for those of you that could care less about SEC football, maybe Michigan lost because of a lack of cognitive processing speed on the part of their coach.  Check out the first part of Jim Harbaugh’s interview on GameDay.  A paper baggy? What the heck???

    Next time you go to hire a leader take cognitive processing speed seriously.  The presence of it in your leaders may help you win a national championship.  The absence of it may cost you the game against Notre Dame.

  • A Terrible Answer to an Interview Question

    A Terrible Answer to an Interview Question

    I recently conducted an interview with a job candidate for one of our clients. During the session, the young lady answered all of the questions perfectly. As the conversation was coming to a close, I had one final question. I asked, “Why did you make the transition from your last position to your current one?” The resume was stellar, the interview had gone well so far, but her answer allowed me to easily make the decision to not recommend her for a call back. Her answer, you ask? “I was just late too many times, and they had to let me go.” I paraphrased, but that was the gist.

    In my recruiting role, it was easy to discard the resume. However, my career coach heart wanted to scream “please, don’t use that answer ever again!” I will give her points for honesty. However, I could not in good conscience recommend her for the position.

    So, if I were her career coach, how would I guide her in answering the question? That’s simple. First of all, I would find out why she had trouble with being on time. There is always a root cause. Then, I would ensure she has made adjustments or has the resources she needs to always be on time moving forward.

    As far as how to answer the question, I would recommend that she address the question before it is ever asked. Early on in the interview, I would recommend a dialogue like this:

    “You’ll notice I transitioned to a new role 6 months ago. I would like to be up front and share that I had some personal issues (share if possible) that prevented me from consistently getting to work on time with my previous employer. I’m thankful that my current employer provided me with a new opportunity. I have not missed a day or been late since. And, I can assure you, if I’m chosen for this position, punctuality will be a priority.”

    Want to read more about how to prepare for an interview? Check out these posts from The Point Blog:

    3 Tips for Eliminating the Stress of a Job Interview

    How to Answer the Interview Question “What is your greatest weakness?”

    Authenticity and the Job Interview

  • 4 Advantages to Hiring Workers Over 50

    4 Advantages to Hiring Workers Over 50

    In writing about how to increase your candidate pool,  multiple LinkedIn comments cropped up related to hiring workers over 50.   For example, one comment read:

    “Don’t practice age discrimination or you could miss out on some rock steady workers. Those who give thumbs down to the over 50 crowd really do miss out on some great employees.”

    Through these comments, it was obvious I should have added a 5th way to increase your candidate pool in the article:  Include Older Workers.

    Also through these comments, there were reasons included as to why hiring workers over 50 is a good idea. Overall, hiring “older” workers can:

    1. Allow you to take advantage of skills and attitudes that are only really acquired over time.  So much of what we learn is through experience and that can only be gained over time.   Hiring those with 25-30+ years of workplace experience brings skills that are only gained through 10,000 plus hours of practice.   Read Outliers for more on 10,000 hours of practice.
    2. Provide mentoring relationships.  Mentoring relationships can go both ways but having older workers mentor younger workers can allow for the dissemination of things learned through experience (#1) without a mentee having to experience the setback and heartbreaks of bad decisions.   Not to mention the meaningful relationships that add value to any organization.
    3. Help with perspective.  I mean this in two ways.  I have experienced workers that are older than I am that can best be described as “wise”.  Meaning, they have a perspective that helps me, well, get some perspective.   Teaching and demonstrating not to sweat the small stuff, enjoying the stages of life and acting with patience and perseverance are qualities older workers can instill in the workplace.  And that brings me to the second view of bringing perspective in the workplace. In the larger context of diversity, hiring workers of all ages helps a workplace innovate.
    4. Help you understand your customer.  Chances are your customers are in all different ages and stages of life.  Having a workforce that is pigeon-holed into just one demographic limits your ability to see multiple markets and angles, thus limiting innovation and revenue possibilities.

    What advantages does your organization gain from “older” workers?

  • 4 Ways to Increase Your Candidate Pool

    4 Ways to Increase Your Candidate Pool

    My LinkedIn Daily Rundown feed started out today with “Jobs are cutting experience requirements….” Reporting that, “an extra 1 million jobs were opened up to candidates last year with “no experience necessary.’”

    There is a lot of buzz about the hot job market now with the unemployment rate at a pre-recession low.

    But what do you do to fill jobs in this economy?

    As the Daily Rundown suggests you can:

    • Lower requirements.Whether it be experience, education or skill requirements, lowering them can increase candidate pools. I often find that job descriptions have qualifications in them that really aren’t “required” to be successful in the role.  Do a job analysis and figure out if you can and should lower your requirements. Some more food for thought on this can be found here.

    In addition, we suggest:

    • Eliminating requirements. Doing a job analysis may show you that you not only need to lower requirements, but eliminate them all together. One thing I’m finding more and more employers considering eliminating a totally clean criminal history. Opening yourself up to hiring ex-offenders may be a wise move. To learn more about the Second Chance Initiative targeted at helping employers and communities navigate through the advantages and also challenges of hiring ex-offenders, read more here.

    Lowering and/or eliminating requirements may require more skills-based training for new hires, but if you focus on hiring for fit and diversity (will dimensions instead of skill dimensions), you may end up with better employees anyway.

    • Raising your wages. More on that here.
    • Sourcing better. Pursue passive candidates instead of posting and praying.Pick up the phone and call people, do a search for potential candidates on LinkedIn, send an email to your professional contacts.  It isn’t rocket science. Attract interest by creating interest beyond your job posting on Indeed.

     

    All of these efforts lead you to be able to fish out of a different pond than one(s) you’ve been fishing in.  And sometimes the best catches can be found in the ponds that aren’t overfished.

     

    How do you increase your candidate pools to make better hires?