How Millennial Are You?

We at Horizon Point love all things that could be considered as a personality quiz or assessment, especially if they can be tied to workplace dynamics. Although we recommend using only validated assessments for things like selection, training, coaching and teambuilding, we love a fun quiz that attempts to classify individuals along popular group lines every now and then. We came across Pew Research’s “How Millennial are You?” quiz, and just had to share it. Here’s the link to take it: Below is a graphic of my results. I am a millennial, so it seems fitting that I scored

FireSeeds’ Passion + Productivity = Give Back story

For FireSeeds, a recruitment and leader development company in Birmingham, Alabama, work is a place for impact. Founded by Cord Sachs and Justin Harris in 2011, the company exists to create multiplying movements of multiplying leaders in the for-purpose marketplace. “We desire to connect integrity-filled leaders with companies who value their culture. We also create consistent and intentional leader development strategies for organizations through an online platform called,” said Will Riley, Marketing Director for the firm. To FireSeeds staff, passion comes from impacting people. “It all goes back to our vision of creating multiplying movements. A movement happens when

True Leadership is Servant Leadership: Cory’s Give Back

As our focus on leadership this month comes to a close, it is only fitting for us to highlight someone in our Passion + Productivity = Give Back feature whose passion is focused on developing leaders of all ages. Cory Wilbanks, Director of Leadership Development at the Decatur-Morgan County Chamber of Commerce, facilitates four yearlong leadership classes for members of the community. Her focus is on growing potential leaders as well as nurturing the skills of well-established leaders. She does this not only through the leadership programs, but also through her own personal volunteer efforts and supporting the volunteer efforts of

New Years Resolutions 101: Don’t put the cart before the horse

It’s a new year. Have you set your resolutions or goals?  Most of us do, but then give up on them by the end of January. One key reason I see people fail at goal setting in the leadership and career coaching we do (and for myself as well) is because we put the cart before the horse.  We set a goal and don’t have any method put in place for measuring progress towards it or achievement of it. Maybe a couple of examples will help: 1.  I’m so guilty of this, so I’ll use myself as an example first.  

4 Tips for reconciling the irony of stress and productivity in the workplace

What’s impacting performance in the workplace more than anything else these days?  Many people would say it is stress, which is pushing some to the point of full-blown mental health issues. Consider how Graeme Cowan, author of Back From the Brink, describes this reality in the Fall 2014 issue of Global Corporate Xpansion Magazine: “In a hypercompetitive global economy, organizations must be ‘on’ 24/7. Yet this scramble for perpetual performance is taking a harsh toll on employees. They relentlessly push to get ahead and stay ahead- working longer days, emailing after hours, taking fewer vacations- often with little acknowledgement for

No Rules, Just Shoes for Sensitivity Training

One of our favorite clients requested that we come in and conduct “sensitivity training” for employees.   According to Wikipedia, sensitivity training “is a form of training with the goal of making people more aware of their own prejudices and more sensitive to others.”  The client wanted to make sure that employees understood how to conduct themselves around each other and customers and to understand the legal standards around discrimination. Of course, we at Horizon Point aren’t very good at conducting your standard, run-of-the-mill employee training that revolves around an instructor standing at the front of the room telling you what you

Get a best friend at work and other tips on work and life wellbeing

At the recommendation of the Alabama Society of Human Resource Management’s Wellness Director, I downloaded a copy of Wellbeing:  The Five Essential Elements by Tom Rath and Jim Harter. The book describes the five essential elements of wellbeing (in order of importance) to be:  Career Social Financial Physical Community The authors emphasize how each element is intricately interwoven with each other. Here are some tips for maximizing work wellbeing by seeing wellbeing from a holistic perspective: Don’t be a workaholic.  “While you might think that people with high career wellbeing spend too much time working, they actually take more time

2 Ways to Get What You’re Worth

Out looking for a job or considering a discussion with your boss about a raise?  If you are, you need to do your research to consider what the knowledge, skills and abilities you have are worth in the marketplace and to the company in which you work or are negotiating with. (Note:  The best time to negotiate your worth is before you accept a job. Once you get locked in a job and a salary range, usually the only way to get a substantial raise is to switch jobs either through a promotion or a move to another organization.)  

Now don’t go changing your compensation structure without….

You’re worried you’re not attracting the right talent or that you aren’t able to keep good talent around for long and you think it might be because of your salary structure.   Before you launch into a compensation structure overhaul (we’ll tell you how to do this next week on the blog), you need to: Know for sure that the reason you are having the problems you are having is in fact compensation related.  It may be that all your supervisors are jerks and people may leave even if you paid them twice as much.  Surveying employees, especially through exit

Leaders are Noticers

“The real heroes anyway aren’t the people doing things; the real heroes are the people NOTICING things, paying attention.”  John Green, The Fault in Our Stars According to my editorial calendar, I’m supposed to be writing about job shadowing today, but I’ve noticed something. In the past week I’ve had conversations with three people about their work.  One just quit. One is DONE with her work and is planning her quit, and one just realized she wants to quit, but hasn’t started the plotting of her exodus yet. (By the time I see her again next week though, I imagine