Horizon Point Consulting

Category: Leadership Development

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 in your own leadership development (or if you’re looking for resources for someone else).

  • “There’s no bathroom for me here…” Finding Your Voice

    “There’s no bathroom for me here…” Finding Your Voice

    I sat down to watch a movie a week or so ago with my husband.  I average getting through about one full movie a year (apart from the Disney movies that are constantly playing at my house…. “Let it go, Let it go…. Oh, I digress….) so I’m ahead of schedule this year.

    It was a movie I asked my husband to get, Hidden Figures, and after three months of it sitting in its Netflix case he told me it was time to watch it or he was simply going to send it back.

    So we watched it. I thought I’d fall asleep in the middle of it, but talk about a powerful film. If you haven’t seen it, see it.

    It’s the story of three brilliant black women working for NASA as the USA sought to get a person into space.

    Katherine Johnson, played by Taraji P. Henson, is assigned to an important job and of course is the only African American female in the department. Her boss, played by Ken Costner realizes how smart she is and begins to rely heavily on her skills.

    Subscribers click through to view

     

    To be authentic, we have to find our voice.  We can’t shy away from it.  But, as we see from this scene, there are some important things to consider in finding and expressing our voice.

    1. For our voice to have power, we can’t force in on people. Katherine didn’t come right out and complain immediately about the bathroom situation. She worked to handle it the best she could.
    2. Sometimes our voice has to be solicited to be heard. And our voice is solicited when we demonstrate our competency and commitment. Katherine expressed her voice when her boss solicited it. Not before.  Because she was solicited it was heard.  I’m not saying this is at all right or fair.  Everyone should have a voice, especially when injustices exist, but to be heard we need to consider these first two points.
    3. Expressing our voice often allows us to address the big picture issues not just the current situation. This scene shows that Katherine not only addresses the specific issue of the bathroom, but she also addresses pay inequities and overall injustices and prejudices.
    4. Expressing our voice in an authentic way causes other people to act. You don’t see it in this clip, but if you’ve seen the movie you know the boss played by Kevin Costner addresses the inequities Katherine exposes through her voice.  He tears down the bathroom sign that doesn’t allow “coloreds” to use it.  He doesn’t let it go, and he doesn’t address it through his voice.  He addresses it through action.
    5. Which shows us, often our voice is loudest through our actions not our words. As the saying goes, “actions speak louder than words.”  Especially when you’re a leader like the boss in this film.   He was setting an example and precedent to show others what acceptable (and unacceptable) behavior in the organization looks like.

     

    When has the power of your voice led others to act?

     

     

     

  • Living Life Gratefully is Living Life Authentically

    Living Life Gratefully is Living Life Authentically

    My great-grandmother taught me the art of gratitude. She lived a very hard life, but through it all she was grateful. She always found the positive in everything and helped others see the positive in their lives as well. As we explore how to be authentic, I find myself thinking of her and what she taught me a lot. This quote from best-selling author Sarah Ban Breathnach is the perfect illustration of what effect gratitude can have on you.

    “You simply will not be the same person two months from now after consciously giving thanks each day for the abundance that exists in your life. And you will have set in motion an ancient spiritual law: The more you have and are grateful for, the more will be given to you.”

    As Josie Robinson, author of The Gratitude Jar: A Simple Guide to Creating Miracles, said, “Focusing on what you have to be grateful for forces you to not only become a more positive person – but to attract more positive situations into your life because they become self-fulfilling prophecies of the thoughts you’re putting out into the world.”

    For suggestions on how to live a grateful life, visit www.josierobinson.com.

    Like this post? You may also enjoy:

    2018 Is the Year of Authenticity 

    The Essence of Authenticity 

  • Hearing vs. Understanding: The Art of Active Listening

    Hearing vs. Understanding: The Art of Active Listening

    One of my favorite active listening quotes comes from Stephen Covey, the author of The 7 Habits of Highly Effective People, is: “Most people do not listen with the intent to understand; they listen with the intent to reply.” The art of active listening isn’t easy, but it’s important.

    Last night my husband came home from work and walked through the door with that look on his face. The one that leaves no question about what kind of day he had and makes me wonder if I should even brave asking.

    I took a deep breath and dove in.

    He proceeded to tell me about an issue he’s having at work and how the meeting he and his boss had to address the issues went completely sideways. The person they met with kept interrupting them and disputing everything they said. In the end, the meeting accomplished nothing but to further increase the stress on all parties.

    I’m a listener. I much prefer to sit back and watch everyone around me and listen to what they say. But the art of active listening is in the details. To really listen, or be an active listener, requires so much more than just hearing the words. There are five stages to active listening:

    • Receiving or hearing the message being delivered
    • Understanding or learning from what was said
    • Remembering or retaining the information provided to you
    • Evaluating or judging the content of the message received
    • Responding or providing feedback to the deliverer of that message

    My husband knows when he brings up work issues that I go into HR mode. So after a long talk and lots of questions from me, he began to realize that the meeting failed not just because the other person refused to listen, but so did he. While he heard the concerns they presented, he failed to understand what they were saying. He simply responded back with his own concerns, not evaluating and taking into account the information they had attempted to provide him.

    Some of my recommendations to him included:

    • Know when to engage in conversation: The meeting was held when tempers were still flaring. None of them walked into the meeting with the intent of listening, only with the intent of speaking.
    • Don’t interrupt the speaker: You can’t receive, understand, and evaluate the message if you don’t let them deliver the entire message.
    • Focus on the message, not the sender: By going into the meeting frustrated, my husband engaged in bias by not giving the message the attention it deserved because he was unhappy with the person delivering that message.
    • Know when you need help: One of my suggestions to my husband was that it could have been beneficial to all involved if they had asked a neutral third party to attend the meeting and help mediate it.

    I often fail at my own advice, especially where my boys are concerned. So this year I have committed to being a more active listener with them, to give my time to them and not just hear what they say, but understand it. The art of active listening is like any art; we have to practice it to hone it.

    How can you commit to being an active listener this year?

    The Practice of Listening is one of the 5 things we believe can lead to living an authentic life. Want to read more about living authentically?

    2018 Is the Year of Authenticity 

    The Essence of Authenticity

    4 Ways to Listen to Yourself 

  • 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?

     

    Like this post, you may also like:

    Experiences Over Stuff: The Better Rewards and Recognition Strategy

    The Conundrum of Incentive Pay