Horizon Point Consulting

Category: Next Generation Workforce and Workplace

We help individuals, organizations, and communities think innovatively about the next generation workforce and workplace. Read these forward-thinking stories and best practices from our work and lives.

  • The Success Sequence: Workforce Development Meets Poverty Prevention

    The Success Sequence: Workforce Development Meets Poverty Prevention

    The Alabama Legislature recently passed SB289, a bill supporting the teaching of the Success Sequence in all public schools. This three-step model offers a data-driven approach to breaking the cycle of poverty:

    1. Graduate from high school

    2. Obtain full-time employment

    3. Marry before having children

    The sequence is simple, but the order is essential. Research from Brad Wilcox and Wendy Wang found that 97% of millennials who followed this sequence were not poor in adulthood, further citing that is also the case for 94% of Millennials who grew up in lower-income families and 95% of those who grew up in non-intact families.

    Source: The Power of the Success Sequence for Disadvantaged Young Adults

    Education, Employment, and… Marriage?

    The relationship between education, employment, and poverty is widely studied (also, remember the Benefits Cliff?). However, marital and parental status is often overlooked, unless the discussion centers around childcare or workforce participation. But the data suggests we need to talk more openly about the order of life events.

    Raising children is hard and expensive, regardless of your educational level, job status, or marital situation. But raising children without a high school diploma, without full-time employment, and without a supportive partner makes the challenge exponentially harder. The hurdles compound and make it more difficult to escape poverty.

    How the Sequence Supports Workforce Participation

    Let’s zoom in on the middle step: employment.

    If you lack a high school diploma and have children without support from a spouse or caregiver, holding a job becomes significantly more difficult. You’re more likely to experience job instability, absenteeism, and burnout. For employers, this translates into higher turnover and less workforce reliability.

    While the model doesn’t say you must get married or have children, it suggests a strategic order if you do. Marriage before children, backed by education and employment, sets individuals – and their families – up for long-term stability.

    Why the Success Sequence Matters for Employers and Communities

    Promoting the Success Sequence isn’t just about preventing poverty. It’s also about ensuring a strong, stable workforce. When individuals follow this path, they’re more likely to stay employed, reducing turnover and increasing productivity.

    Supporting the sequence, whether through school programs, community education, or policy, could be a smart, proactive investment in both economic mobility and workforce development. The Brookings Institution in D.C. has been talking about the Success Sequence for over a decade. Maybe it’s time we pay attention.

    What Are Your Thoughts?

    Do you think the Success Sequence is a valuable tool in reducing poverty and improving employment outcomes? Should schools and communities promote it more directly? We honestly want to know. Drop us a line at info@horizonpointconsulting.com or fill out the quick poll below.

    Create your own user feedback survey
  • The Hidden Power of Place: Why Where You Live, Work, and Play Matters

    The Hidden Power of Place: Why Where You Live, Work, and Play Matters

    Join us in welcoming guest blogger Mackenzie Cottles! Mackenzie is on staff at the Shoals Economic Development Authority (Shoals EDA), and this week she’s sharing the story of Remote Shoals and why where you live matters. Now more than ever, we want to highlight opportunities for people to do meaningful, productive work that also allows them to lead full lives for their mental, emotional, and physical wellbeing. Thank you for sharing your insights, Mackenzie! 

    In today’s fast-paced world, many people prioritize career advancement above all else when making life decisions. While having a fulfilling career is undoubtedly important, where you live plays an equally—if not more—significant role in your overall happiness and well-being. The place you call home influences everything from your daily lifestyle to your financial security and mental health. Thanks to remote work opportunities and shifting cultural norms, individuals now have more flexibility to choose a living environment that best suits their needs.

    The Influence of Your Environment on Your Well-Being

    Where you live matters. Your surroundings have a profound effect on your mood, productivity, and overall happiness. Living in a place that aligns with your lifestyle preferences—whether that means access to outdoor activities, cultural experiences, or a lower cost of living—can greatly enhance your quality of life. For instance, someone who thrives in nature might feel stifled in a dense urban setting, while others may crave the energy and opportunities that big cities provide.

    Beyond personal preference, factors like community engagement, work-life balance, and social support play a crucial role in shaping life satisfaction. Research has shown that individuals who feel connected to their community tend to experience lower stress levels and higher overall happiness. Additionally, factors such as climate, access to healthcare, public transportation, and safety can have a direct impact on your physical and mental well-being.

    Career Success vs. Lifestyle Fulfillment

    A common misconception is that career success should dictate where you live. Historically, job opportunities have significantly influenced relocation decisions, often prompting professionals to relocate to major metropolitan areas. However, the rise of remote work has fundamentally changed the way people approach their careers and living situations. More than ever, individuals have the freedom to live where they truly want rather than being confined to high-cost urban centers for job opportunities.

    This shift has led many people to adopt a lifestyle-centric career planning approach, which emphasizes designing your life around what makes you happy rather than solely chasing professional titles. When choosing where to live, factors such as affordability, climate, recreational activities, and proximity to loved ones should be prioritized. After all, a high salary in an expensive city may not provide the same quality of life as a modest income in a more affordable, community-oriented town.

    How Remote Shoals Empowers Remote Workers

    The Remote Shoals program is an excellent example of how people can choose a location that aligns with their values and goals. This initiative offers up to $10,000 in incentives for remote workers willing to relocate to The Shoals, a vibrant region in northwest Alabama known for its rich musical heritage, thriving arts scene, and affordable cost of living. This program presents an incredible opportunity for professionals seeking a balance between a fulfilling career and a high quality of life.

    To qualify for Remote Shoals, applicants must meet the following criteria:

    • Earn at least $52,000 annually from a remote position
    • Self-employed or employed full-time by a company located outside The Shoals that will allow the applicant to reside in The Shoals for the Program Term (proof of employment will be required)
    • Commit to relocating within six months if accepted

    Any additional criteria can be found at remoteshoals.com/program-terms-and-conditions/

    By providing financial incentives and a supportive community, Remote Shoals enables individuals to build a fulfilling life in a place that offers both affordability and cultural richness. The program is particularly attractive for remote workers who are looking to escape the high costs of major cities and establish roots in a location that fosters a strong sense of community. Where you live matters! Applications are currently open, but the current round will close on March 31, 2025!

    The Benefits of Choosing the Right Place to Live

    Beyond financial incentives, relocating to a place that aligns with your values and lifestyle can lead to greater overall happiness. Some of the key benefits include:

    1. Lower Cost of Living – Many smaller towns and mid-sized cities offer more affordable housing, lower taxes, and reduced living expenses compared to major metropolitan areas. 
    2. Improved Work-Life Balance – Living in a place with access to nature, recreational activities, and less traffic can create a healthier balance between work and personal life.
    3. Stronger Sense of Community – Smaller towns often offer more opportunities to build genuine relationships and engage with the local community, resulting in increased well-being and social satisfaction.
    4. Less Stress and Better Mental Health – Avoiding the hustle and bustle of big-city life can lead to lower stress levels and improved mental health, ultimately resulting in a better overall quality of life.
    5. Opportunity for Financial Freedom – With lower living costs, individuals can allocate more resources toward savings, travel, or passion projects that enrich their lives beyond work.

    Conclusion: Where You Live Matters

    Choosing where to live should be about more than just chasing a job title. Your environment plays a significant role in shaping your lifestyle, financial stability, and mental well-being. Programs like Remote Shoals demonstrate how location flexibility can empower individuals to prioritize happiness, community, and a healthy work-life balance. By considering factors beyond just career opportunities, you can make a choice that leads to long-term fulfillment and success in both your professional and personal life.

    As companies reevaluate their remote work policies, many employees are being asked to return to the office—whether full-time or in a hybrid capacity. This shift can be particularly challenging for those who have relocated or grown accustomed to the flexibility of working from home. To navigate this transition, it’s essential to stay informed about company policies, maintain open communication with your employer, and proactively plan for your future. Programs like Remote Shoals offer an opportunity to build a supportive community that extends beyond the workplace, providing valuable networking connections and an enhanced quality of life. By establishing strong local ties and prioritizing personal fulfillment, remote workers can better adapt to career shifts while maintaining a sense of stability and well-being.

    Ultimately, your career should serve as a tool to enhance your life rather than dictate where you live. With the rise of remote work and relocation programs, you now have the power to craft a life that reflects your values, aspirations, and overall happiness. So, if you’ve been feeling confined by your current location, consider making a change—your ideal lifestyle may be just one move away.

    Create your own user feedback survey

    About Mackenzie

    Mackenzie Cottles is the Marketing & Communications Specialist at the Shoals Economic Development Authority, where she manages and coordinates the Remote Shoals program. After working with Remote Shoals participants to ensure their time in the Shoals and in the program is everything they hope for, Mackenzie knows that relationships are an essential part of achieving their goal of bringing life-long citizens to the Shoals community. Mackenzie holds a Bachelor of Science in Mass Communications with a focus in Public Relations and a minor in Marketing from the University of North Alabama.

    About Shoals EDA

    The Shoals Economic Development Authority (Shoals EDA) is a professional organization dedicated to economic development in Northwest Alabama, including Lauderdale and Colbert Counties. The Shoals EDA aids companies that are planning new or expanded facilities. The Authority serves as a point of contact to the network of private sector and local, state, and federal government entities that support a company relocation or expansion decision. It is organized as a public/private organization funded by local governments and area businesses.

  • My Six-Week Soul Sabbath

    My Six-Week Soul Sabbath

    When you think of a sabbatical from work, what comes to mind? I took a few minutes to write the first words that came to my mind. They were: breather, time off, soul rest, work-life balance and creative restoration.  As the newest member of the Horizon Point team, I was not as familiar with the term sabbatical like the rest of the ladies. 

    Rumor has it that in 2021 everyone was on Mary Ila’s back porch in a Monthly Mingle meeting, distracted, busy and burned out. A couple of our team members had been to the hospital with chest pains, and it was tangible how deeply everyone needed a “soul sabbath”. The next item on the agenda was sabbaticals for everyone. That meant 6 weeks of paid time off for mental, physical and spiritual restoration. The idea was that when everyone was full, they would be able to dedicate their best selves to the mission. Thus, the Horizon Point sabbatical was born.

    This year, for our second quarterly planning meeting, “Sabbaticals” was on the agenda. Apparently, everyone on the team had been busy juggling too many balls and the subject was brought up before we even got to it. Not being familiar with the art of sabbaticals, I had loads of questions. “So, we get paid for 6 weeks? You don’t check your emails? What about Insighlty-the CRM we use for our tasks? Are you sure?” Everyone on the team assured me that it was a wonderful experience and that it would be well worth it. So, I blocked off November 1-December 16th and as if I could read my own fortune, forecasted the most timely sabbatical I didn’t even know that I needed.

    You see, 8 weeks ago, I found out that I am expecting my second child. My husband and I had prayed for this baby, but I knew before trying that historically, pregnancy has not always been the easiest experience for me. Add in coming off anti depressants in July and the beginning of the perfect hormonal storm was brewed. Things that normally are a challenge or are exciting for me have invoked fear, and I could feel deep inside that I needed to be still. The next quote is from Mary Ila’s blog, The Surgeon General’s Warning and Professional Development.

    A week or so after the conversation with the pregnancy announcement, we have our monthly one-on-one. We talk through a lot of client work and potential work. It is kind of hectic. We have to call another team member in at one point to talk through an execution plan for a new client. 

    And as we usually do in one-on-ones, we spend some time talking about her professional development within the context of her needs and the company’s needs. 

    I can tell she is concerned about taking on too much during this season of her life where a new child will enter and in her current state where she just doesn’t feel good and she never knows when that may or may not hit. Thus are the joys of growing a human being inside you. 

    I think out loud and I can tell my thinking out loud may be overwhelming her. I even sometimes overwhelm myself with it.  

    So, I stop. I ask her to think about one thing she wants to grow in professionally. Just one.  I can tell she doesn’t want to stall her learning and growth, and she says as much, but she also wants some grace as she navigates what looks like a very different season coming up for her.  

    I don’t want her to stop learning and growing. I want her to continue to grow in her confidence and skills where she can continue to add value to the organization.  But I know she won’t do either of these things if she is overwhelmed. 

    I don’t think Mary Ila knew the impact that reading that in black and white had on me. During that meeting we discussed juggling too many balls but also the fact that there are bouncy balls and there are glass balls. Bouncy balls like professional development will do that just-bounce, but the glass balls like mental health are a little less resilient. So on my six week “Soul Sabbath” I plan to rest. Not to lay down (although that may be on the agenda too) but to rest my mind. To be still and to know. After all, God’s track record in my life is GOOD.

    If you are interested in learning more about how to create organizations where people thrive, please visit our Illuminate website at: https://horizonpointconsulting.com/illuminate/

  • What is Your Organization’s Employee Value Proposition?

    What is Your Organization’s Employee Value Proposition?

    Last week I joined Mary Ila at the AARC Annual Conference and had the opportunity to speak to leaders about recruiting and retaining talent in today’s workforce. Recruiting has changed drastically over the last few decades, from candidates having to convince an organization why they’re the best person for the job, to organizations having to convince candidates why they’re the best company to work for. Candidates today aren’t just interested in the money, but are looking at the employer’s overall Employee Value Proposition (EVP) or what the company can offer them that makes them an employer of choice. 

    An EVP are the unique benefits, values, and culture that the organization offers the employee in exchange for their performance and loyalty. There are six characteristics that organizations need to evaluate their EVP and assess where changes need to be made. 

    1. Compensation: While compensation is not the lone factor in a candidate’s decision to accept an offer, it is an important factor. You need to determine if your organization is going to lag, match, or lead the market. And sometimes this depends on the industry you’re in and why someone would work for your organization. For example, non-profits generally lag the market and pay around the 25th percentile, however, most individuals who work for non-profits know this and aren’t opting to work for a non-profit for the pay, but for the purpose. In addition to salary, what other compensation benefits do you offer? Are there opportunities for commissions or bonuses? How much does the company contribute towards benefits? 
    2. Benefits:  In addition to looking at what your organization contributes toward benefits, it’s also important to evaluate what benefits you offer? In order to attract talent in today’s workplace, you need to go beyond the basics. Are you offering tuition reimbursement, flexible spending accounts that help with childcare costs, employee assistance plans, and robust leave accruals? What about more unique benefits that set you apart? For example, I had a client that had a car detail company come in once a month and employees could get their cars washed and detailed while they worked. It was at the employee cost, but the detailer service gave them a discount, and just the convenience of it was a benefit to the employees. 
    3. Mission, Vision, Values: One of the primary factors that a candidate considers is the mission, vision, and values of the organization and how that aligns with their own mission and vision. A study conducted by Glassdoor showed that 77% of candidates consider a company’s mission, vision, and values before applying to a position. Does your organization have clearly defined mission, vision, and values? And how do you ensure they are communicated to individuals who are interested in working for your company?
    4. Culture: Having well defined mission, vision, and values is only the first step. Are you living them? Are you training employees on what your mission, vision, and values are and holding them accountable to them? Do your leaders model behaviors that exemplify your values? What is it about your company culture that is unique?
    5. Environment: When evaluating your work environment, there are two dimensions you need to consider – first is the physical environment. What is the physical environment that the candidate would be working in and what are the benefits to that physical environment? Are they able to work remote or hybrid, is the worksite location in a great area that offers amenities such as restaurants, shopping, etc.? If the candidate will be traveling to different worksites, what does the organization offer in the way of convenience and safety, such as a company car? The second is the mental environment. Does the organization support the mental health of its employees? Does the organization offer a psychologically safe workplace where employees are free to raise concerns, ideas, admit mistakes, etc. without fear of reprimand or retaliation? 
    6. Opportunity: How does your organization support employees professional development? Are there opportunities to attend training, conferences, earn certifications, or share their knowledge with others? Do you promote from within when possible and give employees opportunities for advancement? Do you allow employees to cross-train in other areas of the organization? And do you have conversations with your employees on what they want out of their career, where they want to be in three to five years and how you can help them get there? 

    Understanding your EVP and communicating it to candidates and employees can help ensure that you attract and retain top talent. If your organization has not evaluated its EVP, here is a worksheet to get you started. 

  • 3 Tips for Leading in the New Normal

    3 Tips for Leading in the New Normal

    I’m speaking today at AARC’s Annual Conference.  We’ve had the privilege of speaking at this annual conference for the last several years. We love all of the Regional Council on Governments and Planning Commissions that partner with us across the state. 

    As I speak on “Leading in the New Normal,” I’m reminded of all that has shaped this “new normal”.   Shifts in the economy and technology, the pandemic, generational differences.  Even Surgeon General’s warnings. 

    But as I begin to unpack these influences imparting a new workplace paradigm, has leadership gotten easier or has it gotten harder?  Most would say harder. 

    But does it have to be? 

    The advice I have to offer in today’s presentation and to you today about how to lead in the normal are not that complex.  Ignore the things that caused whatever you are dealing with and instead focus on the people in front of you. 

    If you can do half of things half better than the rest of “leaders” out there, you won’t be normal.  You’ll be a standout leader. 

    1. Know what is actually required for the people you lead to get the job done and done well.  This should be a product of two things:
      1. Your organizational values- that create your competitive advantage
      2. The jobs requirements that create clear work expectations

    What is not required is the latest workplace fad, the trend to go back to the way things “used to be” (Amazon, just recently announced it is), or a focus on “fairness”. 

    1. Know what is actually required of YOU to lead well.  The number one requirement of leading well is leading- your influence to get work done through others and to grow them in a way that expands the capacity of what can get done and done with excellence.  Apparently, there are only about four things that if done well separate the good from the bad:
      1. Don’t make people work nights and weekends (and you doing so makes them think they should)
      2. Have regular one-on-one meetings with each direct report
      3. Build relationships across departments (and organizations, I’ll add)
      4. Stop keeping people in meetings all the time
    1. In the words of Brene Brown, Be Daring, Not Armored.  Leadership is hard, and no one is going to be perfect at it.  Striving for perfection leads to armored leadership behaviors.  It leads to a mentality of “I am right” and a tone of leadership defined by fear.  It doesn’t work.  Instead, practicing daring leadership leads to learning and growth for yourself and others.   Here’s some of our posts on this concept if you want to dive deeper into how to actually practice it: 

    If you are leading in the “new normal”, what is one thing you can do today to lead well? 
    Find the resources for Mary Ila’s presentation here: Horizon Point What’s Up Page