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.

No New Year’s Resolutions in 2020
January. The time to set a resolution for better living and better outcomes. Have you set one or two or ten?

Resolving to be better is always a good thing but resolve rarely accomplishes. As Paul David Tripp says in New Morning Mercies for the December 31 devotional:

…the reality is that few smokers have actually quit because of a single moment of resolve. Few obese people have become slim and healthy because of one dramatic moment of commitment. Few people who were deeply in debt have changed their financial lifestyle because they resolved to do so as the old year gave way to the new. And few marriages have been changed by means of one dramatic resolution.

Tripp goes on to say that change is important, but our method for trying to will that change is wrong. We often think grandiose in our change mindset instead of realizing that change happens through growth (in grace as Tripp would say) in the day to day. Growth that happens through the mundane priorities of and habits exhibited on a regular Tuesday or a typical Thursday.

So in 2020, focusing on a mindset of growth can lead us down a path to success. Where when we look up in July or October and realize a process has taken place that has changed us because we practiced change instead of resolving to it.

According to the NeuroLeadership Institute in the Growth Mindset Culture publication in 2018, growth mindset is “the idea that skills and abilities can be improved, and the development of skills and abilities is the goal of the work you do.”

In a Growth Mindset Case Study Collection also by the NeuroLeadership Institute, one company featured described their focus on growth mindset as, “perseverance in times of change, being curious and asking lots of questions, and achieving more tomorrow than they did today.” Love this.

Three factors contributing to great growth occur are:
- 1. Priorities
  2. Habits
  3. Systems
For example, if you are “resolving” to be a better leader in 2020, ask yourself what priorities, habits, and systems can actually help you be one with “the development of skills and abilities” being the goal.
1. Priorities: My priority is to help other people grow through my leadership in 2020.
2. Habits: In order to be a better leader in 2020, I will: 1) Hold regular (weekly, biweekly or monthly) one-on-one meetings with each of my direct reports and 2) Provide one stretch assignment per quarter to each of my direct reports.
3. Systems: I will use our project management (or some other system) to log and follow-up regularly on action plans created in the one-on-one meetings and for the stretch assignments. I will utilize our performance management/appraisal system (or create one) to provide feedback and rewards for each of my direct reports based on their performance.
“The little moments of life are profoundly important precisely because they are little moments that we live in that form us,” as Tripp goes on to say for his December 31 thoughts. Priorities, habits, and systems are lived out in the day to day, day in and day out.

What priorities, habits, and systems can you set today that will form you and grow you in the day-to-day?

Happy 2020!

Author’s Note: The little moments are truly what shape us. I had a “little moment” this past weekend where I ran into an old high school friend. It did our souls good to see each other, however so briefly, and we exchanged phone numbers to be able to get together again soon. She texted me a screenshot of the devotional referenced in this post this morning. I had been wrestling with thoughts for a New Year’s post. The idea of growth mindset taking shape and her text and the thoughts in the devotional set me to immediately write.

I could have gone a different way on my run on Saturday morning and not seen her, she could have not taken the time to send me this devotional, and we both have the choice to either follow-through or neglect our commitment to get together again “soon.” The point is, the priorities, habits, and systems we create lead us to experience moments of growth and honestly holiness, not the other way around, and it so simple to neglect them in the hustle of life.

It is so easy to reschedule a one-on-one meeting with a direct report because something else “came up” and then never actually reschedule it. It’s so easy to not log that follow-up item in your system because you’re too busy or to not provide quality feedback because it is uncomfortable. But to neglect these things in the day-to-day is to neglect growth in you and in others.

I’m so thankful for my friend taking the time to help me grow in the day-to-day by sending me the devotional screenshot. I can live in that example by making sure I schedule a time to get together with her by the end of January, or by sending her the next things that come my way that make me think of her.

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January 7, 2020
A Pound of Prevention

“A pound of prevention is worth an ounce of cure” is a phrase I heard for the first time this week.

I was at lunch with an attorney who specializes in employment law, and she said that phrase as we were talking about clients who don’t see the benefit of proactive, preventative measures and instead just hope everything turns out alright. I immediately wrote it down and googled when I got home, and the internet says it’s a Benjamin Franklin quote. Apparently, Franklin wrote an anonymous letter to his own newspaper in Philadelphia in 1735 about the importance of preparing for possible fires ahead of time versus waiting until the fire is burning to make a plan.

How many of us have waited until the metaphorical (or literal) fire was burning to actually do something?

One of the common “fires” companies face is invaluable leaders retiring or leaving for other opportunities. Many organizations do not spend enough time proactively planning for succession, and then they find themselves without a VP or other critical leader and have to scramble to find a suitable replacement. We speak to this in our recent blog post “Who Is Your Successor?”.

Another fire that can burn quickly is non-compliance – knowingly or unknowingly failing to comply with employment law. This is common for small businesses who see rapid growth and suddenly find themselves crossing the FTE thresholds for various legislation (e.g. the Affordable Care Act typically applies at 50 FTEs). As a business owner and/or leader, you are responsible for ensuring that your organization complies with federal, state, and local employment laws. If you operate your business in more than one state, you may need to take another look at your policies. Having an updated employee handbook – and actually having every employee read and agree to it – is a pound of prevention that every single organization needs to take seriously.

We don’t wait until the fire is burning to buy an extinguisher. Let’s not wait until there’s trouble to protect our organizations and our employees.

December 3, 2019
The Confusion Over Cannabis
Written by: Lorrie Coffey, Horizon Point Consulting

Ten states plus DC have legalized marijuana for recreational use. Thirty-four states have legalized it for medical use. And CBD oil is readily available in most states.

But marijuana is still classified by the Drug Enforcement Agency as a Schedule 1 drug, which means it is still illegal to grow, buy or sell, possess, or use under federal law.

Oh, and while CBD shops popped up on every street corner as soon as the Farm Bill was signed back in late 2018, the Farm Bill did not legalize the general production, sale, or use of CBD oil. It only legalized it under certain circumstances outlined in detail in the Farm Bill. It is still classified as a Schedule 1 substance and thus is in general illegal under federal law. (The possession or use of CBD oil is reportable against federal security clearances.)

According to a 2017 study conducted by Statistical Brain, 56% of U.S. employers surveyed conducted pre-employment drug screens.

What does all of this mean for those employers that drug test? How can marijuana be both legal and illegal at the same time? Should employers continue to maintain a drug-free workplace policy? And what’s the legal liability if they do?

Unfortunately, the answer isn’t necessarily clear cut. While many states have legalized marijuana use in some form or another, very few states have offered any guidance to employers on how those laws impact drug-free workplace policies. So how do employers navigate through what I’ve come to refer to as the cannabis conundrum?
1. Do your research. Understand the laws in your state regarding marijuana use. Don’t believe everything you hear. For example, medicinal marijuana is NOT generally legal in Alabama. Yet. A bill was signed in June by Gov. Ivey to create a commission to study legalizing medical marijuana. Their findings are due in December. Look up case law to see if your state has set any precedents through court decisions regarding employers and employees. Find out if there is a state-supported drug-free workplace program (available here).
2. Get in line with your state. If your state does have a drug-free workplace program, make sure that your program is in line with state guidelines. Most states that have a program provide very detailed information on how to get your organization’s program approved or certified. Most states that do have a program offer a discount (usually 5%) on your Worker’s Compensation insurance if you are a certified drug-free workplace employer. And once you get certified, make sure you stick to the program. If you do, you’ll ensure that you are within the state law with regards to drug testing and how you handle positive tests.
3. Multi-state employers beware. If you have locations in multiple states, be sure to research each state. What’s acceptable in one may not be in another. You’ll also need to take into consideration if the employee works and lives in two separate states, if they travel extensively for work, or if they telecommute.
4. Evaluate why your organization drug tests. Here’s my unpopular opinion. If an employee enjoys marijuana on their own time in most cases it isn’t impacting the organization. Now, if an employee enjoys marijuana on their own time on their way to work and shows up to work under the influence, that can impact the organization. It may impact productivity, brand image, and most importantly could pose a safety risk to the employee or others. Understand why your organization drug tests when they test and ask yourself if the reasons are bona fide. If the answer is no, it may be time to rethink your policy.
While many states have legalized marijuana, they have not restricted the rights of employers to maintain drug-free work environments. However, that doesn’t mean that you as an employer don’t still need to be cautious before acting. And don’t be afraid to seek outside assistance if you’re still not sure how to maintain your drug-free policy or how to handle an employee situation. That’s what the experts are there for.
November 21, 2019
3 Quotes to Consider When Leading Volunteers

Throughout my career, I’ve had the opportunity to lead volunteers as a staff member as well as a chair of an all-volunteer board. It can certainly be a challenge, but it is also a great privilege and offers surprising rewards!

I remember planning an awards event several years ago that went awry. We had more than a dozen people show up that did not RSVP. My first thoughts were: where will we seat them & will there be enough food? As I look back, I am so thankful for the volunteers who jumped in to help. That was one of the first times I truly thought about the importance of volunteers and the impact of leading others.

These 3 quotes are some of my favorites and certainly ring true for leading volunteers.

If you are leading a group of volunteers and have the opportunity to help select them, remember this quote. Look for individuals that are willing to share their unique talents and gifts, but who also share similar values and believe in the mission and vision of your group.

Always, always, always appreciate others! A simple thank you gift, note or text can go a long way. Since volunteers don’t receive a paycheck, showing your gratitude can have a major impact.

Great leaders, regardless of who they are leading, should have a servant’s heart. I’ve had the opportunity to serve alongside some amazing servant leaders and can only hope I reflect a servant’s heart while leading volunteers.

Where can you volunteer today?

November 7, 2019
Killing the College Misconception
Did you know that Alabama has a “College Application Campaign”? A statewide initiative with the goal of having EVERY high school senior in the state apply to at least one college. I found this out last week thanks to the high school guidance counselor’s weekly email blast. I’ll be honest, as an HR professional, I had to hold myself back from sending her an email outlining the negative impact of such a campaign. I’m still tempted to.

I graduated high school many moons ago, in an era when high schools still had classes like shop, mechanics, and electrical design. I still have a lamp I made in Mr. Roberts’ shop class when I was in sixth grade (and it still works!). My high school had a separate vocational building that housed these classes and the students put their talents together each year to build a prefabricated home on the school grounds that they auctioned off; the proceeds going to charity and to the next year’s project. If students had issues with their cars, all they had to do was drop it by the garage at the school and the mechanics students would take a look at it.

I also graduated high school at a time when the push to attend college was ramping up. Students were told that college was a necessity if they wanted to get a good job. Vocational schools were starting to be looked down upon and going straight into the workforce after high school was deemed disgraceful.

And 20+ years later, we are seeing the impact of that push.
- According to data from the Huffington Post in the 20+ years since I graduated high school, student debt has almost doubled, going from approximately $18,000 up to almost $32,000. All while the median wage has barely budged, going from $39,000 to $43,000. We constantly hear about the rising cost of college and the increasing impact on those graduating these days.
- Based on a 2012 study conducted by EMSI, 53% of skilled workers were 45 or over, with 18.6% being between the ages of 55 and 64. Our skilled workforce is aging out and we’ve known it for years. But we aren’t doing enough to replenish that workforce.
- According to a 2016-17 US Talent Shortage Survey conducted by Manpower Group, the hardest jobs to fill in the US are those in the trade industries.
Our skilled trades are dying out as a result of our education system thumbing its nose at manual labor. Yet we continue to push high school students towards college and away from trade careers. We still trick them into believing that a college education is the only way to be successful, to earn your top salary potential, and to be happy in the career you choose.

My father has owned his own construction company in Virginia for almost 50 years. He is 68 years old and still works five to six days a week, still flips homes on the side, and still enjoys his passion for woodworking on the weekends. He never went to college. Yet he has made a great career out of something he has always been passionate about and he is well known, respected, and sought after for the work he does. Growing up I spent a lot of time helping him and in the process learned to love it too.

Local school systems are starting to see the need to revive vocational courses in education and are focusing on establishing Career Technical schools. But these efforts are not enough if we are continuing to push students to go to college and continuing to turn our noses up at trade careers. Instead, we need to encourage students to take their own path, whether that’s college, a technical school, or going straight into the workforce.

Some schools across the country are starting to do it right, like Connally ISD in Waco, TX or Powhatan High School in Richmond, VA, who both participated in the first National Signing Day sponsored by SkillsUSA and Klein Tools. It was designed to recognize students who are signing letters of intent for job offers, accepting apprenticeships, or attending technical schools after graduation.

And employers aren’t exactly helping either. The majority of jobs posted today require a minimum of a Bachelor’s Degree to even be considered. Yet when I speak with clients, many of them say they don’t care what major that degree is in, just that the candidate has one. What does that say about the requirement? The response I often get is “it shows the candidate has initiative.” But does it really? Or does working hard and advancing in a career show initiative? Does being self-taught, seeking out education through training courses, certifications, or apprenticeships not show initiative? We as employers need to rethink our requirements as well. Does a position truly require a degree? Or do we need to give more consideration to experience over education?

What will happen in the next twenty years if we don’t shift our way of thinking if we don’t encourage students to explore alternatives to college and continue pushing them into thinking that a Bachelor’s Degree is the only way to be successful?
October 31, 2019