Horizon Point Consulting

Category: Beyond Work

Beyond Work is our line of resources for people and community leaders looking for something new and innovative outside, be it a new job, career change, or personal development outside of work.

  • What Do You Need to Add to Your Professional Development Toolbox?

    What Do You Need to Add to Your Professional Development Toolbox?

    Earlier this summer, I facilitated a Zoom session with a small group of employees to gather feedback on a new training initiative. The discussion was eye-opening. While a few participants voiced concerns about the perceived bureaucracy around required training, others shared that they had already implemented some of the tools and were eager for their colleagues to experience the same growth.

    My biggest takeaway? When rolling out professional development (PD) opportunities, it’s essential to invite your team into the process. Be transparent about the “why” behind the training. Let people know it’s not just a box to check—it’s a pathway for their personal growth and a strategy to drive organizational success.

    This week, I’ll be in Mississippi speaking with educators about building a Professional Development Toolbox (follow along with all of our events here). Shortly after, I’ll head to Mobile, Alabama to kick off a PD course with another group of dedicated educators. Despite being in different locations and varied groups, the message is the same: professional development is not a luxury—it’s a necessity for organizations that want to thrive.

    Whether you’re supporting teachers, tech teams, or healthcare workers, the tools you include in your PD toolbox may differ—but the framework remains consistent:

    1. Identify what your organization needs to operate effectively and stay competitive.
    2. Align those needs with the existing or aspirational skill sets of your employees.
    3. Provide the tools, resources, and opportunities that allow people to grow—and in turn, help your organization flourish.

    As the saying goes, “The only thing worse than training your employees and having them leave is not training them and having them stay.” – Henry Ford

    When professional development is done well, it’s not just about skill-building. It’s about cultivating a culture of curiosity, ownership, and continual growth.

    For ideas on how to get started, check out these previous blog posts:

    Ask us at HPC how we can help you expand your professional development toolbox!

  • Why Fewer Men Are Working and What Policy Can Do About It

    Why Fewer Men Are Working and What Policy Can Do About It

    We’ve written before about the decline in prime-age males in the workforce—and how this and other demographic trends are impacting overall labor force participation. We’ve also explored the research behind why fewer men in the U.S. are working today, a trend that’s been building for decades.

    This graph pretty much sums the issue up:

    So, what do we do about it?

    In a 2023 post, we shared a few ideas for what employers can do. But what about at the macro level? From a policy perspective, what might actually move the needle?

    Brad Wilcox, a professor at the University of Virginia, has a couple of ideas:

    1. Promote the Success Sequence

    We discussed this in our last post. Read all about it here. 

    2. Defund College, Refund Vocational Education

    In his book Get Married, Wilcox writes:

    “Not enough male teachers, too little recess, books that don’t speak to the male imagination, and intolerance for the boisterous spirit of boys in our nation’s schools are among many factors driving ‘the growing epidemic of unmotivated boys and underachieving young men’ in the education sector.”

    He continues:

    “Big education has also focused its spending and attention overwhelmingly on serving students on the ‘college track,’ a track now dominated by girls and young women. The Department of Education, for instance, spends about seventy-nine times as much money on colleges and universities as it does on vocational education in high schools and community colleges.”

    In short, our system is failing to equip many young men—especially those from poor or working-class backgrounds—with the skills, confidence, and purpose that come from learning a trade. This isn’t just about economics. It’s also about dignity, direction, and a clear path toward a stable, decent-paying job. Even some affluent young men would benefit more from hands-on work than from a traditional college path, as I’ve written about previously.

    Wilcox’s recommendation? Shift investment and prestige toward vocational and technical education.

    “Career Academies—high school programs that offer struggling students rigorous, career-oriented courses—have succeeded in boosting the earnings and marriage prospects of young men who succeed in them. Policymakers should lean into the success of Career Academies and other CTE models in high schools and community colleges by increasing funding and prestige for these programs.”

    Local Progress, National Opportunity

    I’m encouraged to see progress in this area locally—through both funding and community focus. But more is needed.

    We also need to engage strong, positive male role models earlier in boys’ lives. As Wilcox points out, there are far fewer male teachers than female teachers—especially in early education. Many boys are raised by single mothers, taught mostly by women, and rarely see men working in trades or industries that might spark their interest—if only they were exposed to them.

    The decline in male workforce participation has been slow and steady. Climbing out of it won’t be quick, but with thoughtful, long-term policy, it’s possible.

    And it’s not just a workforce issue—it’s a societal one. As poverty expert Ruby Payne has said, “If men aren’t employed, they are usually one or both of two things: lovers and fighters.”

    That reality runs counter to the success sequence—and leaves too many men incarcerated or disengaged rather than contributing meaningfully to their families, communities, and economy.

    So I guess I’ll wrap up by saying this: If we want to reverse the decline in male workforce participation, we need to rethink how we educate, support, and engage young men – starting early and continuing through career entry. It’s not just about jobs; it’s about purpose, identity, and belonging. Investing in these solutions today can lead to a stronger, more stable workforce (and a healthier society) for everyone.

  • 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
  • From Classroom to Career: Supporting Growth at Every Stage

    From Classroom to Career: Supporting Growth at Every Stage

    This week, we kickoff a continued education course for K-12 educators focused on supporting career development growth for every grade, from classroom to career. Reflecting on content, I also thought about what supporting career development looks like for employers. In our training with educators, we try to connect student growth and learning about careers with workforce development. What do our students, employees, and our community need to thrive?

    “The best way to predict the future is to create it—through education, mentorship, and opportunity.” — Adapted from Peter Drucker

    The National Society of Leadership and Success has developed “Career Development 101: A Complete Guide to Professional Growth” which backs up our approach to lifelong learning. The guide says, “Career development helps you stand out in front of employers, compete in today’s job market, and grow within a company. The process of career development is just as important for students as it is for those currently in the workforce.”

    For students –  awareness, exploration and readiness for what follows high school is key. Those students will become tomorrow’s employees. So how can employers continue the development from classroom to career?

    3 Roles for Employers in Career Development

    Continuous Learning Opportunities

    Think tuition reimbursement and offering a budget for professional development. Check out Nourish Your Growth in 2025: Why Learning Should be on Your Agenda for ideas on learning.

    Employee Driven Pathways to Their Next Right Thing

    Grow your own leaders! Pouring into employees helps the entire organization rise. Everyone should have a “coach”  and “cheerleader” for their professional development gameplan. Check out 4 Ways to Get Unstuck with Professional Development for more ways to support employees.

    Total Rewards

    Does your rewards package support the desire to grow and do good work? How do you reward employees? Here are 5 Ideas for Retaining Talent in a Tough Labor Market.

    If you need more support for your supporting development, reach out to us at HPC. We’d love to help!

  • 4 Steps to Fanatic Leadership Discipline

    4 Steps to Fanatic Leadership Discipline

    This post was originally published after Memorial Day weekend ten years ago. On it’s 10th anniversary, we’re bringing it back. Enjoy!

    Over Memorial Day weekend, my family spent some time at the river. Trying to stay true to actually getting some exercise, even while on vacation, I was pushing my kids in the stroller down a windy and hilly river road when we came upon a man chopping firewood, transporting in on a wheelbarrow, and putting it in a spot beside his house to store.

    It’s May in Alabama. Even at 9 am it was approaching 90 degrees with the humidity level about that high. It was hot, and it will be hot for a while, most likely until at least October. I thought this man was crazy. With no need for firewood in the near future, why would he be utilizing the vacation holiday weekend farthest away from winter this side of Easter to chop firewood? In long pants and a long shirt no less.

    I wasn’t the only one perplexed by what he was doing. After we passed him a second time, my four-year-old said, “Mommy, what is that man doing?” I responded he’s chopping and moving firewood, to which he replied, “Why?”

    But as a read, Great by Choice by Jim Collins, a book focused on leading and thriving in the midst of uncertain environments (and let’s face it, isn’t every environment uncertain in one way or another?), I realized this man just might be illustrating a key leadership principle emphasized in the book.

    This is the principle of “Fanatic Discipline” and this quote captures its sentiments:

    “Victory awaits him who has everything in order- luck people call it. Defeat is certain for him who has neglected to take the necessary precautions in time; this is called bad luck.” Roald Amundsen (the first person to lead a team to reach the South Pole).

    It dawned on me, this is what we strive to teach leadership coaching clients by instilling consistent behaviors that lead to habits that then lead to results. In other words, we preach “fanatic discipline” by chopping your firewood before you even need it.

    If you are wanting to instill “fanatic discipline” to reach results, how do you do it?

    1.You focus on what you can control, not what you can’t. The only thing you can control is your behavior. Nothing more classically illustrates this than Stephen Covey’s Circle of Control and Influence concept (read more about it in Seven Habits of Highly Effective People). Our friend wasn’t focused on the heat, which he couldn’t control, or one to make excuses for the heat, instead he did number two….

    2. Focus on doing important behaviors regularly, not all in one bout of energy, but in a way that allows for consistent progress to be achieved (for more on this, read the chapter on “20 Mile March” in Great by Choice. I imagine our man chops a little bit of firewood every morning throughout the year, even when it is hot and even when it is a holiday, in order to have enough stored for the winter. He doesn’t wait until the first sign of a cold snap to get to chopping. Slow and steady really does win the race. As Collins states…

    “It’s about having concrete, clear, intelligent and rigorously pursued performance mechanisms that keep you on track. The 20 Mile March creates two types of self-imposed discomfort: (1) the discomfort of unwavering commitment to high performance in difficult conditions, and (2) the discomfort of holding back in good conditions.”

    3.The behavior is monitored and tracked, not the outcome. There is nothing like a good ole chart, simple and easy to keep track of your progress and actually motivate performance. The simple process and tool we have begun using for this can be found in Marshall Goldsmith’s book Triggers. As Goldsmith states, “Quantifying effort rather than outcomes reveals patterns that we’d otherwise miss.” I imagine our friend the firewood man has a chart on his fridge that he checks off on the days he does his chopping or one that he makes a tally mark on each day he chops to count how much wood he has or has left to chop (or maybe he doesn’t, but for my story’s purpose he does).

    4.When the first three things are done, we set ourselves up to achieve outcomes. I know the firewood man won’t be cold this winter. Do you often leave yourself out in the cold because you’ve focused on the outcome and not the effort or the consistent behavior to achieve the result you are looking for? I know I have.

    What is one thing you can control, start to do today, and track with “fanatic discipline” that will help you be the leader you want to be?