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).

You’re Killin’ Me Smalls! 4 Powerful Leadership Lessons from The Sandlot
My boys love baseball. I tolerate it.

Our little one started t-ball last year and has become obsessed, so naturally The Sandlot is now his favorite movie. He watches it on repeat now. Again, I tolerate it being on pretty much 24/7 at our house.

But the other day it was playing in the background, and I sat down for a second to watch. “This Benny kid”, I thought, “this kid is a real leader”. Then I proceeded to watch the entire rest of the movie tuned in to this realization: there are powerful leadership lessons from The Sandlot.

As I watched, Benny does four things and in a natural progression to help Scotty, aka “Smalls” be a part of the team and get better at baseball. Here are the steps I learned:
1. Include First. Benny notices Smalls as the new kid in town and invites him to play. He needs one more person to round out the team (inclusion doesn’t have to be all altruistic) and invites him to play. He gives him a better hat and better glove to help him acclimate easier into the team and advocates for him so the other (skeptical) kids will include him. But if Benny is including him, the others will follow. People have to feel safe and included before you can help them grow in confidence and skills.
1. Nourish Confidence. Poor Smalls hardly knows a baseball from the sun, much less how to throw and catch. Benny puts him in the outfit and realizes this rather quickly. Instead of thinking the kid is a lost cause, he knows he needs to give him a win so he will stick it out and the other kids will accept him.
In my favorite scene, he jogs out of the outfield after Smalls has made a fool of himself and tells him to just hold his glove up in the air and he will do the rest. He jogs back to home plate with bat and ball in hand and shouts, “Smalls, throw it to second!” Benny spits on the ball and launches it into the outfit towards Smalls as Smalls chants “Please catch it, please catch it!” eyes closed and glove up. And Benny’s hit strikes square in the center of Smalls’ glove.

The other kids say, alright, this kid is okay and they go on playing. Smalls moves forward a little more confident because of Benny’s hitting and leadership skills, so that now he can build his own skills.
1. Build Skills. Just like my boys, Benny LOVES baseball. It is his life. So, naturally they all play a lot, a whole lot, all summer long. This practice helps them all grow in their skills, and as they all improve individually they improve together, Smalls included. You’ve got to build people’s confidence enough for people to be willing to put in the work/practice to be able to build skills.
1. Mobilize and have your people’s back when things get tough. Like any good movie, a major problem erupts about three quarters of the way in. The kids need a baseball, so Smalls goes and takes a ball out of his stepdad’s office. Little does he realize that it is signed by the best baseball player of all time because he doesn’t know who Babe Ruth is. Smalls crushes his first home run with that ball, over the fence and into the yard of “The Beast” the monster and legend of a dog all the boys are terrified of. Naturally, Smalls panics, and when the other kids realize who signed that ball, they all panic together. How are they going to get it back? They have to.
Benny gets them all together, tells them to calm down, or shows them to calm down because he is calm, and gives out direct instructions on how they are going to handle this offering the next right thing. He doesn’t jump off the deep end with panic and what ifs, he just works the team to do what is needed next.

Benny has Smalls’ back to fix the biggest “pickle” he’s ever been in. He mobilizes the team to help fix the mess.

These leadership lessons from The Sandlot feel eerily similar to leadership lessons at work. Undoubtedly, leading people is going to erupt in some major problems, whether three quarters in or not. When it does, good leaders have already taken the time to include and build confidence and skills, so when the going gets tough, they can get the team going to fix the issue with as little infighting and panic as possible. Which continues to build inclusion, confidence and skills.

How do you build inclusion, confidence and skills in your people? Can you take these leadership lessons from The Sandlot and apply them at work?

At HPC, we are launching coaching moment videos in 2025! Check out the first moment on Nourishing Confidence here!
January 21, 2025
3 Strategies to Strengthen Professional Relationships in 2025

Building and maintaining professional relationships is essential for success in today’s dynamic work environment. Whether you’re leading a team, collaborating with colleagues, or expanding your network, strong professional relationships are the key to achieving your goals and innovating the workplace (which you know we love!).

Here are three powerful strategies to strengthen your professional relationships this year:

1. Prioritize open and authentic communication

Every great relationship starts with clear, consistent communication. But in today’s fast-paced, tech-driven world, connecting authentically can be a challenge. It’s not just about talking; it’s about actively listening, encouraging dialogue, and building trust.

Schedule regular check-ins—whether face-to-face or virtual—and create space for open conversations. Acknowledge challenges, celebrate wins, and actively listen to others’ perspectives. This builds the foundation for strong professional relationships that can withstand the test of time.

? Pro Tip: Ask questions like, “What’s a recent success you’re proud of?” or “How can I support your work better?”

? Related Reading: Open the Door to Communication, Encouragement, and Relationships

2. Engage in intentional “relationshipping”

What’s relationshipping? It’s a deliberate approach to building meaningful connections. Unlike traditional networking, relationshipping focuses on fostering long-term trust and collaboration rather than short-term gains.

In 2025, strengthen your professional relationships by being proactive. Share resources that align with someone’s interests, recognize their efforts, or invite them to collaborate on meaningful projects. Small, thoughtful actions make a big difference in creating lasting connections.

? Pro Tip: Use tools like a CRM or your calendar to track key dates (birthdays, work anniversaries) and check in regularly with your top connections.

? Related Reading: What’s Relationshipping and How Do I Do It?

3. Invest in people with time and resources

One of the best ways to strengthen professional relationships is by showing you value others. This doesn’t always mean financial investment—it could mean mentoring, offering support, or advocating for their development.

In 2025, strengthen your professional relationships by being proactive. Share resources that align with someone’s interests, recognize their efforts, or invite them to collaborate on meaningful projects. Small, thoughtful actions make a big difference in creating lasting connections.

? Pro Tip: Organize “knowledge-sharing” sessions where team members can learn from each other. This fosters collaboration and strengthens relationships across the board.

? Related Reading: Investing in People Makes Cents

Wrapping it up

Strong professional relationships don’t just happen—they require effort and intentionality. By prioritizing communication, engaging in purposeful relationship-building, and investing in others, you can create a network of trust and collaboration.

What steps will you take this year to strengthen your professional relationships?

January 14, 2025
Who cares about Professional Development? Horizon Point does!

This week kicks off a brand-new series here at The Point Blog. The Fall brings a new school year and with that, all things Professional Development. Some would consider this topic a snooze fest, but if it is tailored to an individual’s needs and desires for career growth, it can be one of the most exciting things that you get to do! Mary Ila supports our interests by meeting with us for monthly one on ones and asks us what we would like to be doing and the best way that the company can support our future goals. We also discuss our opportunities for Professional Development as a team when we meet at our Monthly Mingles.

In my own journey of leadership development and career growth, I ventured out and started a new class last week. The class is Highlands College Leadership Institute. It will meet for an hour on Tuesday nights for 4 semesters, and the BEST part of it all? Horizon Point is investing in me to do it. I could not be more interested in the content that I’m learning, and I cannot wait to take back what I have learned about to our team for us to implement what I’ve been taught. That’s the beauty of Professional Development done the right way. It adds value!

Jillian on our team has been sharing all about ATD24 and her experience at Recharge Your Soul, their annual Expo. In one of her recent blogs she shares…

The theme for ATD24 was Recharge Your Soul. I absolutely felt recharged when I left, so much that I couldn’t stop talking about it (still can’t).

Jillian’s experience and excitement about the things that she learned inspired the rest of us at our Mingle when she handed out cards from different vendors and shared her stories. Not only is Mary Ila adding value to us individually, but as a whole, our team is better because of these opportunities.

Taylor was recently certified in School Career Development Advisor (SCDA) Training and can now offer the training through our website in addition to Career Development Training that is offered. Not only is the company investing in Taylor, but she is turning around and adding value to Horizon Point with her unique interests and skills.

Last but not least Lorrie got to attend the American Correctional Conference in Nashville last month and sent pictures of the songwriter Jelly Roll in our group text message. She said that it was one of the best conferences that she had been to and the experience ties right into Lorrie’s interests. Lorrie holds a bachelor’s degree in Psychology with a minor in Criminal Justice and recently received her Master’s of Jurisprudence in Labor and Employment Law at Tulane University Law School.

Can you see the value of Professional Development? It doesn’t have to be the boring old lectures with stale ideas. If it is done the right way, it brings life to your employees. So go ahead and start asking, “How can I best support you?”

September 3, 2024
SPECIAL FEATURE: June Leadership Development Carnival

We are honored to host this month’s Leadership Development Carnival. At Horizon Point, we find that each month the carnival is filled with rich content to enhance your knowledge of Leadership. We hope that you enjoy it as much as we do!

Communication

Is Empathy Dying?
Sadly empathy seems to be dying. It can be devastating to relationships… both personal and professional. Learn why this is important and how you can reclaim it. — Eileen McDargh, CSP, CPAE (@macdarling)

Divided we fail, in dialogue we create the future
In this time of challenges we need dialogue and solutions but we see polarization. Also at work, you must take a stand. Are you pro or contra? Divided we fail, but through dialogue, we can solve our challenges and create the future. — Marcella Bremer (@MarcellaBremer)

The Power of Neutral Language: Time to Think First and Communicate Second
How do we minimize the number of regretful remarks we will make in the future– be they verbally, in writing, or through social media? How do we avoid saying something we might come to bemoan? My prescription? Think first, communicate second, and by doing so, change the language to something neutral. And, when we fail to do this – after all, we’re all human – and instead blurt out something unkind, unproductive or unprofessional, apologize. — DIANA PETERSON-MORE (linkedin.com/in/leadership-consultant-usa)

Creativity/Inspiration

June Tune Up! Add a Little Oil!
Mother Teresa once said, “To keep a lamp burning, we have to keep putting oil in it.” Leadership is about helping others discover who they are and how they impact the lives of others. We aim to have a positive impact on those around us and be the support system they need to continue growing. — Brenda Yoho (@BrendaYoho or https://www.linkedin.com/in/brendayoho/)

Development

Invisible Costs Can Cost You a Lot
When making decisions, most people view cost as an important consideration. While price is undoubtedly crucial, what about invisible costs that also come into play? — Frank Sonnenberg (@FSonnenberg)

Which Double Standard for Women Applies To You? All of Them?
Double standards for women in leadership is an age-old problem, but it turns out that it’s not just a problem for leaders; it’s a problem for all women in the workplace. It’s important to see the double standards women face in their broader context as a result of implicit and unconscious biases we all hold. — Dana Theus (@DanaTheus)

Opportunity Focused Leadership
Do you aim to be a problem-focused leader or an opportunity focused leader?

Many work environments place a premium on leaders with critical thinking and problem-solving skills. However, that premium often places too much emphasis on being critical and dealing with problems. I suggest a different way. — Bill Treasurer (https://www.linkedin.com/in/courage)

How to keep your best leaders: 4 keys to build a flourishing leadership pipeline
A recent Gallup study highlights significant concerns among those serving in managerial roles. Their research found managers more likely than non-managers to be disengaged at work, burned out, looking for a new job and feeling like their organization doesn’t care about their wellbeing. Amid these intense challenges, what can you do to keep your best leaders? Here are four keys to build a flourishing leadership pipeline. — Jon Lokhorst (https://www.linkedin.com/in/jonlokhorst/)

Where Does Your Work Culture Fall in the 5 Levels of Workplace Inspiration?
A work culture that validates teams members for their efforts and sense of responsibility will create an engaged workforce. — S. Chris Edmonds (https://www.linkedin.com/in/chrisedmonds)

Keep Your Business Healthy: The Four Pillars of Sound Financial Practices
Operational savvy doesn’t always come easy, and a business owner sometimes, out of necessity, has to put on hats they aren’t equipped. I often hear “But I’m not an accountant!” and I understand. Still, if you are going to own a business, you have to take responsibility for the financial aspects of your business as well as other operations and product/service development and sales. — Jon Verbeck (https://www.linkedin.com/in/jonverbeck)

Engagement

Declining Employee Engagement Signals an Opportunity
Gallup Research recently issued a red flag about employee engagement. Michael Stallard and Katharine Stallard explain why it actually represents an opportunity for leaders. — Michael Lee Stallard (https://www.linkedin.com/in/michaelstallard)

Leadership Development

Leading Through Change in the Workplace: Key Strategies to Use Today
The complexities of the business environment mean change is one thing most employees can expect, whether they like it or not. Changes in strategy, restructuring, layoffs, the prevalence of mergers and acquisitions, people, and workplace culture issues – the list goes on and on. Read on to see how leaders can help minimize disruption and keep employees engaged. — David Grossman (https://www.linkedin.com/in/davidgrossmanaprabc)

Productivity

How Documenting Effective Systems Improves Team Culture and Performance
Clearly communicated systems aren’t rigid shackles – but rather the essential musical score that ensures everyone plays in perfect harmony, unlocking exceptional team culture and performance. — Sean Glaze (@leadyourteam)

It’s About Time! 10 Ways to Offer the Time Autonomy Employees Crave
The clock is ticking towards a more autonomous future. This article offers concrete tools and strategies within any leader’s control to offer the time flexibility people crave – and in the process, build a magnetic and unbeatable culture where talent thrives. — Julie Winkle Giulioni (https://www.linkedin.com/in/juliewinklegiulioni )

Quality is a Journey to Excellence
Quality means not only the quality of the product, but also the quality of the processes producing the product, the quality of the designs that go into processes and the product, quality people, quality systems, quality service, quality everything… just quality through and through everywhere. We need to adopt a new way to manage and run organizations. – John Hunter (@aJohnHunter)

\Swinging for the Fence to Slow Productivity
Following my sabbatical almost three years ago where I said no to everything for almost eight weeks, I came out refreshed and ready to swing for the fence again. I slowly but surely started picking up balls. One at a time, we added client after client, one of which is sucking the ever living life out of me right now. — Mary Ila Ward (https://www.linkedin.com/in/mary-ila-ward)

Team Building

Hiring the Right Players
Every organization needs leaders who can come in and quickly understand the organization’s past, learn the present environment, and develop an effective plan. The challenge is exercising patience and diligence in the selection process to hire the right players; being clear about what and who you need. — Priscilla Archangel (@prisarchangel)

Is a pro basketball player’s story the key to fighting mediocrity?
Robyn McLeod of Thoughtful Leaders Blog presents Is a pro basketball player’s story the key to fighting mediocrity? where she shares that while mediocrity can be contagious, the antidote is a focus on winning and innovation – and the encouragement of the Charles Barkleys in your organization who can rally their teams to success. — Robyn McLeod (@ThoughtfulLdrs)

June 4, 2024
Swinging for the Fence to Slow Productivity
We swung for the fences and came up short…
Yeah, you win some, you lose some, it ain’t always home runs
And that’s just the way life plays…
Morgan Wallen

A few years ago, I was facilitating a DiSC training session with one of my colleagues. We use a motivation checklist tied to the DiSC Personality Model to emphasize that different things motivate different people.

We always encourage people to ask a peer what they think motivates them. Based on the behaviors you observe in another person, “What do you think makes them tick?” is the question we ask. I asked my colleague during the session to comment on what she thought my top two are.

She immediately said, “Well one is, ‘Taking on new challenges.’”

It wasn’t one of the top two I had marked. Actually, in going through the checklist, it really wasn’t one I had even considered.

But as I reflected, I realized how off my self awareness might be. She was spot on. I’m always swinging for the fence. On top of that, I very rarely wait patiently for the next pitch. I take on as much as I can, always ready for the challenge of knocking it all out of the park.

Too Many Balls

Following my sabbatical almost three years ago where I said no to everything for almost eight weeks, I came out refreshed and ready to swing for the fence again. I slowly but surely started picking up balls. One at a time, we added client after client, one of which is sucking the ever living life out of me right now. I picked up volunteer board seat balls. Thinking that the flexibility my husband now had given his change in careers would allow him to help out with the softballs of three kids, I said yes to more. Yes to travel, both personal and professional, yes to training for a marathon. Yes to a 17 year old from Costa Rica living with us.

Not only is my disposition to always swing for the fence, I am also always juggling a lot of balls trying to hit them all out of the park. Balls I’m trying to help others hit out of the park. I realized on one random Tuesday in April, I had dealt with ten different people calling me in crisis- or perceived crisis- needing my help. None of them were family, all balls I had picked up doing apparently what I’m good at. As my husband has said, “I swear you have a sign on your forehead that reads, ‘Please spill your guts to me. I am here to help!’”

But then a curveball invariably gets thrown. And two softball sized ones- one professional and one personal- hit me like a ton of bricks this spring.

As I told my team, “I can juggle 18 balls at a time, but throw me 19 with a curve, and I want to drop them all. It makes me realize maybe 15 balls is where I should have stopped. I never should have picked up 16, 17, or 18 to begin with.

If I had never picked up those three, I could have handled the softballs, but by not stopping before it got to be too much, I seemed to be ill equipped to function given the big two.

I immediately went to, ok, sabbatical time again! I need eight weeks of nothing!

Grand Slams

For our second quarter planning meeting, you better believe “Sabbaticals” was on the agenda. Unlike last time, everyone saw it and everyone brought it up before it was even time to discuss it. Everyone on the team has been in the business of picking up lots of balls too. We love to play the game, leaning into our mission, but it can get exhausting.

At our yearly planning meeting three months prior, we had worked hard to see where everyone was with current projects and what people wanted to grow in and what people wanted to divest in. I had named these things for myself too, already knowing in January that there were some balls that I wanted and needed to throw out. But sometimes divesting in things takes time. And I am trying to exit on some of them gracefully. And I really wanted to equip my team to lead on some things they were capable of doing even better than I could, but there was inevitably some training involved in that.

We’d made plans for transitions. I communicated to boards I served on that I would not be serving another term- find a replacement! I’d be done with my bucket list marathon at the end of April. My so-stressful-I-can’t-sleep-at-night looming client issue would come to a peak at the same time and then be easier (or so I thought).

But by April, I was ready to say, “Forget gracefully!” Every ball I’ve got is being thrown to the curb!”

“And that’s just the way life plays….”

Right after this, I find myself heading to Oxford, Mississippi for a Morgan Wallen concert. You see, he is my daughter’s favorite musician. For Christmas, we had surprised her with tickets to his concert at Ole Miss in April. At the time, I wasn’t aware of how difficult the time between Christmas and April would be. The last ball I really wanted to have to juggle over that weekend was to be away from home again.

But she was ecstatic, and we weren’t going to miss it. After four hours in the rain listening to not one, not two, but three opening acts, he finally came on stage. A few songs in, he transitioned to my daughter’s favorite song, ‘98 Braves.

I felt the slow creep of the lyrics speaking to me:

We swung for the fences and came up short…
Yeah, you win some, you lose some, it ain’t always home runs
And that’s just the way life plays…

The personal issue got even more pronounced while I was gone. The client issue came to a head right after I got back, and it was shared with me that it would get even more intense over the summer and into the fall.

Again, the thought, just throw the balls away. All of them. Quit swinging.

Then, as I was unwinding the evening after my client engagement, I got a call from my husband. “He’s hit a grand slam! Cortez hit a grand slam!!” Drew was almost in tears. Our brown eyed boy who after seven years of baseball with us, had finally hit one over, and a grand slam at that! His mother was in tears, I was in tears.

Seasons of Life

It takes some time for me to moderate the pendulum swings in my life. I preach moderation, but I often don’t practice it. And when I’m swinging for the fence all the time with too many balls, I get to a breaking point. I want to quit.

But, as I reflected I realized, I think I’m entering a season in my life where I can begin to honor the seasons of the game.

As Emily Freeman says so aptly, “Just because things change doesn’t mean you chose wrong in the first place. Just because you’re good at something doesn’t mean you have to do it forever.”

I’ve realized I’m in the season now where I would rather see someone else hit home runs. I get more joy and satisfaction from the win a teammate gets than I do experiencing it for myself. Like the speaking gig they are invited to instead of me. Like the colleagues who are about to land a very big fish or two that could substantially change their income (we pay a commission on business anyone lands) at a season in life where income is being sucked out like a vacuum. Kids in college ain’t cheap. For someone else to serve in that board role and learn.

It used to be that if our brown eyed boy was going to make it to a game or a practice or anything for that matter, we were going to have to take him. After almost seven years, his mom takes him to most things now. She has stepped up to the plate and she is helping him knock it over the fence. It is a joy to see the evolution of their journey.

Most importantly, there is no greater joy than to see my kids well and excelling. Although Cortez isn’t our biological child, his successes and my three biological kids’ successes are more important to me than almost anything. Faith’s- our Costa Rica 17 year old- successes are important to me. The wonderful team I get to work with everyday at HPC are all so important to me. And when I say successes, hitting a real grand slam isn’t what I mean, although the hard work and commitment that goes into hitting them is.

I’m ready to throw the balls for others to hit, not hit them myself. And I’m ready to be happy with a single, especially if it knocks in another run. I’m not ready to stop stepping up to the plate or step up to the mound, I just need to modify my game plan.

And maybe you do too.

“When we want to give up, maybe what we need to do is open the door to doing things differently, not doing something different all together. “
Mary Ila Ward

“Slow Productivity”

For me, doing things differently is looking like a shift from choosing an all or nothing pace. A pace defined by what Cal Newport describes in his book titled the same as “Slow Productivity”. His key pillars include:
- Focus on fewer things
- Work at a natural pace
- Obsess over quality
Maybe I’ll take a sabbatical before 2024 is over, maybe I won’t (everyone else on the HPC team will be taking one in 2024-2025). I will be taking the summer to practice slow productivity, where I focus on the fewer balls that matter, namely, helping others succeed at the game, working at a pace that is more reasonable by saying no to the things that aren’t for me in this season, and by obsessing over the quality of relationships that are most important to me.

What Really Matters?

In that same DiSC training, where I realized my self-awareness was totally off the mark in the challenges I take on, I also realized maybe I wasn’t totally self-aware illiterate.

The second motivator my colleague picked for me was, “Helping other people succeed.” I had picked this one too.

I think my swinging for the fence can get in the way of me helping other people succeed sometimes. Especially people closest to me. It comes from a motivation to take on new challenges coupled with a desire to fix things. I’m looking forward to watching others hit it out of the park- by throwing the ball well, taking the bunt to advance the runner in front of me, or simply cheering from the stands- realizing that taking on challenging situations may just come in the form of helping others put in the work and patiently waiting seven years or more for the dividends to come.
May 7, 2024