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…).

  • The Year of Authenticity

    The Year of Authenticity

    2016 was the “Year of Stories.” 2017 was the “Year of Innovation.” And whereas these themes for 2016 and 2017 at Horizon Point were determined at the conclusion of both years, on January 7, 2018, I already determined that “2018 Is the Year of Authenticity.”

    Why?

    Well, because I didn’t spend much time in 2017 living authentically. I was too distracted. Too busy. And throughout the year of doing lots of leadership training, teambuilding, coaching, and just having lots of conversations with people, it seems as though I’m not the only one that struggles with living authentically.

    2017, in large part, was the year I spent becoming something I swore I would never be. Our doctor friend talks about it often, when women in their mid-thirties (I turned 34 in December) come in to his office wanting a diagnosis of some kind for how they are feeling. They seem to have it all, but because of a conglomeration of things, they are wallowing in misery and want to find a place to place the blame. Where a pill can be prescribed to fix it all.

    Although I never saw a doctor in 2017, looking for a diagnosis related to how I felt, and maybe I should have, (I did see several for a lump that turned out to just be “density”). I do believe for myself and for many women my age, the cause of this is a lack of authenticity.

    The problem comes from a lack of being true to oneself amid trying to be everything to everyone else, accompanied by the feeling that none of the doing is noticed and/or appreciated.

    2017 was a year of tension. One in which business was growing, my children blossoming, but stress was all around in balancing these two important parts of my life, which led to neglecting some others. I fought with the two people closest to me more than I ever have, began to wake up in the middle of the night not being able to turn my brain off (I’ve never had a problem sleeping) and I felt like everything I was doing was out of a sense of obligation, not enjoyment.

    I knew something was wrong mid-year when all I wanted to do was escape (to where, I don’t know) and my husband told me, “One of the things I love most about you is your confidence. Where has it gone?” In seeking to help everyone else live with confidence, I had somehow lost my own.

    So, I’m committed in 2018 to being authentic, and helping others lead with authenticity. To that end, here is what I believe leads to an authentic life:

    1. The Practice of Listening. First, listen to yourself so you can then listen better to others around you.  And listening requires quiet and stillness.
    2. Living in Gratitude. For out of a place of gratitude comes the ability to see all things for what they are.
    3. The Ability to Not Do Things Out of Obligation But Instead Out of Joy. This means saying no so you can say yes to what matters and what uniquely makes you you.
    4. The Ability to Be Vulnerable. You and I don’t have it all together, no one does. And out of the realization of this comes the ability to connect to others.
    5. The Ability to Not Compare Yourself to Others.   

    I’m focusing on these points this year. I’ll talk next week about how I think they can best be cultivated and practiced and I hope you’ll join me in living some of these practices as we embark on authentic living in 2018.

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    Saying “No” to Something is Saying “Yes” to Something Else

    Real Leadership

  • 2017 Book of the Year

    2017 Book of the Year

    “Being original doesn’t mean being first. It just means being different and better.”

    Adam Grant, Originals

     

    Most of us strive to be better.  Few of us strive to be different.  But what if being different is a requirement for being better? For being an original? Turns out that to take better beyond just ourselves, we have to be both.  We have to be non-conformists in order to move the world, according to Adam Grant, author of Originals.

    And because our goal at Horizon Point is to build a better workplace through innovative people practices, we’ve chosen Originals, our 2017 Book of the Year.

     

    The book teaches how to become an original by:

    1. Taking calculated risks. We think most innovative people have risk-taking in their DNA, but it turns out there are some guardrails around risk taking when it comes to the most successful innovators.

    2. Embracing failure.  Failure that leads to innovation comes from quantity of ideas not necessarily quality.

    3. Embracing diversity of thought.  For more on this: Diversity and Inclusion In My Eyes and In the Eyes of My Children.

    4. Speaking up. You can’t be original if your ideas don’t get translated.  This requires voice.  More on this here.

    5. “Passionately procrastinating”.  For more on this: Leaders, Set Manageable Goals to Lead and Run Well.

    6. Converting your enemies. Your actual enemies. Not your frienemies. There is a great example in the book to describe the difference.

    7. Building commitment through purpose.  

    8. Getting over yourself. The ego, especially an inflated one, gets someone who could have all these other characteristics nowhere. Being authentic is required to be an original.

     

    “In the quest for happiness, as Grant writes, “many of us choose to enjoy the world as it is. Originals embrace the uphill battle, striving to make the world what it could be.…Becoming original is not the easiest path in the pursuit of happiness, but it leaves us perfectly poised for the happiness of the pursuit.”

    Go pursue.

     

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    Our pick for best leadership book of the year:  Reality-Based Leadership

    Our pick for best novel of the year:  A Fall of Marigolds

  • Jump start your 2018 professional growth now!

    Jump start your 2018 professional growth now!

    Have you ever wanted to start your own business?
    Jump start your 2018 professional growth now!

     

    Introducing new coursework available,
    Getting Off the Ground: 7 Steps to Developing a Successful Business

    Entrepreneurship is one of our passions.
    First taught at Professional Development Institute (PDI)
    at the NCDA Conference Summer 2017.
    Customized for Career Development Facilitators.

    Take advantage of this opportunity now!

    If you missed it at PDI, you can now benefit from the course at your own convenience at an even lower cost. The course is set-up on Udemy.com for easy processing, payment, and participation.

    Get here: 7 Steps to Developing a Successful Business

    Use coupon code: 7STEPS 

  • 3 Things to Consider Before Your Employee Rewards System Goes Bad

    3 Things to Consider Before Your Employee Rewards System Goes Bad

    She looks like a precious angel doesn’t she?  They both do, actually, but that’s my three year old, loving on my niece before her baptism.  Picture perfect.

    Flash forward to lunch after the baptism at my brother and sister-in-law’s home.  My husband and I refused to make a special lunch for our kids, telling them that could eat what was prepared. Beef tenderloin, homemade rolls, green bean and roasted potatoes. For this 30 something, the lunch was a major treat. For a three year old, who just wants a peanut butter and jelly, not so much.

    But, if we had possibly succeeded for a split second in parenting by not giving in to our kids’ desires, we failed with our motivation tactic to get her to eat it (which we do quite often). We provided a carrot or should I say, ice cream and cookies. If you eat what’s on your plate, we told her, you can have dessert.  

    She fought us on it, tried to negotiate with us on it, and tried to hold out longer than we could. But we stuck to it, and she eventually brought her plate to me clean.  

    “Can I have my ice cream and cookie now?” she asked.  She looked about as precious of an angel asking this as she did in the picture.

    Fooled me.

    A few minutes later, my brother’s good friend comes in with handful of small pieces of beef tenderloin in his hand and throws it away.   

    “I found this under the baby bouncer,” he said.  “Did someone drop it?”

    Angel turned devil. She had hidden her food, not eaten it.  And downed her ice cream and cookie in record time less she be found out.

    Total backfire.

     

    Are you incentivizing bad behavior with your employee rewards system?

    How many times have the rewards and recognition programs at your company backfired?   

    At the least, they just don’t motivate people towards the results you are trying to achieve.  

    At the most, it causea people to lie and cheat.  Three year olds do it for ice cream and cookies. Teachers and educational leaders have been known to do it achieve bonuses and improved reputation.  Just ask Atlanta.

    So before you go incentivizing certain behaviors at your company, think first about the following:

    1. Do you really need an extrinsic reward to motivate behavior? In most cases, intrinsic motivators- things that are naturally satisfying to someone- instead of a extrinsic motivation- things that people do to receive a reward or to avoid punishment- are better long term motivators.  The best way to do this is to link employees to a bigger purpose and mission and hire people that naturally link their purpose to the organization’s.  A really good example of this can be found in Adam Grant’s study related to call center employees.  (If you’d rather skip the scholarly journal article and get right to the point, The New York Times Magazine article sums it up well or grab a copy of Grant’s book, Give and Take.)

    2. If you think an extrinsic reward is needed, think through possible outcomes before implementation. I’m not sure if I could have found a developmentally appropriate way to intrinsically motivate my three year old to eat her food. Of course that begs the question of whether a reward is even needed or justified for getting a kid to eat. Probably not.  We could have just let the hunger naturally run its course.  And in many cases rewards probably aren’t needed in the workplace for a lot of things we implement a rewards system for.  So, you need to think about these things before implementing:

    • Is a reward even needed?
    • If we don’t implement a reward or punishment, will natural rewards and/or punishment happen?
    • If we don’t implement some type of reward and/or recognition will people leave?
    • Does the reward motivate some but demotivate many?  Google’s $1M Founder Awards are a good example of this.
    • And to that point, does your reward system fit with your culture? Maybe you want to reward only those high achievers and demotivate the ones that don’t perform right out the door.
    • Can you afford it?

    3. Test it before rolling out a full implementation. If you decide the reward system is needed, test it on a sub-set of your employee population before rolling it out to the whole organization. Have outcomes you want to measure it against (like productivity, revenue, etc.) This requires having a control group that doesn’t get the reward structure as well.  Then, you can effectively answer the questions above by having actual results to prove the need. It’s better to fail fast and fail cheap through testing than to have to recant a system after a lot of time, effort and money.

     

    Is your reward system driving the right results?

     

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    Experiences Over Stuff: The Better Rewards and Recognition Strategy

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  • Experiences Over Stuff: The Better Rewards and Recognition Strategy

    Experiences Over Stuff: The Better Rewards and Recognition Strategy

    My 1st grader comes out of school most every day chomping on bubble gum. When I was a kid in school, gum at any grade level was strictly prohibited, so this peaked my interest.

    “Where and how did you get bubble gum?”  I asked one day when he got in the car.

    “I turned my penny in for it, my teacher gave it to me.” He said.

    Interesting.

    “How’d you get the penny?” I asked.

    “I helped clean up,” he said.

    I realized his teacher was using a method that is hot in HR now regarding employee rewards and recognition. Many systems allow bosses and peers to give employees points (i.e.- pennies) to cash in for things the employee (or first grader) desires.

    When I was in his class for open house a few weeks later, I realized that his teacher’s system is even more like the rewards and recognition tech systems on the market today.  You can save up your points (pennies) to earn bigger prizes. Four pennies gets you trip to the treasure box for a toy.

    My son never brings home a toy. He is still chomping away on bubble gum whenever I pick him up from school. Maybe he can’t ever earn more than one penny because he hasn’t done enough to be rewarded, but he is a child that gravitates towards instant gratification instead of the delayed variety.  As soon as he gets the penny, he cashes it in.

    And some of your employees may be like him, whereas others may hoard points or pennies for greater rewards.  Today’s tech-based rewards systems play to

    1. Personality and
    2. Personal preferences related to what “stuff” is most desired

    in an automated way.

    But this way still feels somewhat impersonal for some strange reason.

    The latest- and I think more interesting- trend in employee rewards and recognition revolves around experiences.  Because let’s face it, who really needs more stuff these days? We are flooded with stuff. And experiences are highly personal.

    I got a chance to see Blueboard in action at the #HRTechConf competing for the prize of the Next Great HR Tech Company.  They won my vote. They are reinventing the rewards and recognition space by focusing on a scalable and easy to use rewards system that gives away experiences not stuff.   

    And, wouldn’t you know, my 1st grader’s school is onto this trend too.  At their Fall Festival, many of the silent auction prizes were for experiences with different teachers at the school. Go get ice cream with Ms. Smith. Get to build a Lego farris wheel with Mrs. H. (aka- Lego Lady- we love her!).  

    You would guess correctly if you assumed that these door prizes had the highest bids placed. Forget the basket of actual Legos, parents know their kids would rather have an hour of Mrs. H’s undivided attention with the Legos.

    So I don’t know what came first- schools catching onto this motivational trend or companies. But, I’ll say, the experience of Vegas with my husband and the #HRTechConf with colleagues has been a much greater reward and motivator than the purse that I for a split second thought about buying while here. I’ll save my pennies for the next experience.

    What do you value more- stuff or experiences?

     

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    HR Santa Clauses Focus on the Employee Experience

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