Horizon Point Consulting

Category: Beyond Leadership

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 into people leadership (or if you’re looking for articles to send someone else…).

  • What’s Ethical Isn’t Always What’s Easy

    What’s Ethical Isn’t Always What’s Easy

    Years ago I worked for a small company that was in financial trouble. The CEO asked me to alter payroll records because the company couldn’t afford to pay employees, employer taxes, or 401k contributions. I knew the request wasn’t just unethical—it was illegal. I also knew that refusing could cost me my job–-and it did. Situations like this—where personal and professional consequences collide—are the kind of ethical gray zones HR professionals face every day.

    Ten years ago, ethics in the workplace often meant compliance training and checking boxes. Today, it’s about how values show up in hiring decisions, leadership behavior, and even how we exit employees.

    That’s why I’m excited to be leading a session this week at the Alabama SHRM Conference, diving deep into Ethics in HR. We’ll explore core ethical principles, the most common challenges HR professionals face, and how to build a practical framework for navigating tough decisions—even in complex, uncomfortable situations where there may be no clear right answer. (We’re also launching a brand new eCourse all about Ethics in HR!)

    At the same time, with increasing attention on workplace transparency, DEI, and employee well-being, HR leaders are under more pressure than ever to make ethical decisions that align with both legal standards and evolving cultural expectations.

    Have you ever been asked to bend the rules “just this once”? What did you do? Ethics in the workplace isn’t always about obvious misconduct—it’s often about subtle pressures and competing interests.

    Ethics isn’t just a one-time conversation—it’s a critical skill set that needs to be practiced, refined, and supported by policy and culture. Whether you’re new to HR or a seasoned leader, revisiting these principles can sharpen your judgment and strengthen your voice in moments that matter. Ethical leadership starts with asking the hard questions and being willing to speak up, even when it’s uncomfortable. As HR professionals, we have the opportunity—and responsibility—to model what integrity looks like in action.

    Think about a time when you were faced with an ethical dilemma or an unclear ethics in the workplace situation. What did you do? Looking back, is there anything you would have done differently? Ethical decisions in HR rarely come with applause—but it’s essential to building organizations people can trust.

    NEW! Ethics in HR eCourse

  • Lead Better: The Power of Values in Performance Management

    Lead Better: The Power of Values in Performance Management

    Last year, I had the privilege of facilitating leadership training at the managers retreat for one of our clients—a dynamic group of leaders committed to growing their impact and investing in their teams. We explored Horizon Point’s People First Method, diving into what it means to create a motivating environment where people can grow, and how to lead with empathy, appreciation, and accountability.

    This year, I had the opportunity to return and work with the same group for the same retreat. This time, we didn’t have to start from scratch—we built on the foundation we had laid and went deeper into effective performance management.

    Building on Shared Values

    We kicked things off by revisiting the key theme from last year, that leaders create the conditions for performance—not just by setting goals, but by empowering people, modeling values, and cultivating trust.

    Performance management can’t just be about metrics and compliance. At Horizon Point, we believe you can’t talk about effective teams without talking about ethics. That’s why this year’s retreat included a focus on values-based leadership and ethical behavior—how what we say we believe matches what we actually do.

    Inspired by Michael Schur’s book How to Be Perfect, we discussed the idea that ethical leadership isn’t about perfection—it’s about effort. Schur writes:

    “If we really work at finding the means of our virtues…we become flexible, inquisitive, adaptable, and better people.”

    This mindset shaped how we approached each element of effective performance management. How do you give feedback that’s honest and respectful? How do you coach someone toward growth without imposing your own agenda? How do you document performance issues in a way that is fair and factual?

    These are not just management questions—they’re ethical ones.

    Four Pillars of Effective Performance Management

    Throughout the session, we worked through four key pillars of effective performance management, using industry-specific examples and interactive activities:

    1. Clarifying Expectations and Delivering Feedback
    Using the SBI (Situation–Behavior–Impact) model, leaders practiced giving clear, actionable feedback rooted in real scenarios. For many, this exercise revealed how much clarity and tone matter—and how easily feedback can be misinterpreted when those are missing.

    We like the Center for Creative Leadership’s resources for using SBI:

    2. Coaching Conversations That Drive Development
    We explored the GROW model and discussed the differences between coaching, mentoring, and correcting. Through small group role-plays, leaders sharpened their ability to listen, ask powerful questions, and support employee growth without jumping to solutions.

    We like this resource from NYU: The GROW Framework

    3. Creating a Culture That Reflects Values
    Leaders identified what a positive culture “looks like, sounds like, and feels like,” aligning those cultural cues with their everyday behaviors. The result? A shared language for reinforcing a high-trust, high-performance environment.

    We talk a lot about values at Horizon Point, including how values can shape your performance management system.

    4. Documenting Behavior Effectively and Objectively
    We wrapped the content with a practical look at documentation. Using mini case studies, managers practiced writing clear, objective notes that could support both development and accountability—crucial in regulated environments like that of this client’s industry.

    Leading with Purpose—Together

    Honestly, my favorite part of this trip was seeing these leaders again. Because we had already built trust and rapport in our first session together, we could push further this time—having real conversations about challenges, risks, and gray areas. And as we wove values and ethics into the technical skills of effective performance management, it was clear that this wasn’t a “one and done” training. When organizations commit to long-term leadership development, the impact is exponential. You create a shared foundation, build momentum, and keep growing together.

    Whether it’s a one-time retreat or a multi-year journey like this one, our team at Horizon Point is ready to partner with you. We bring structure, strategy, and storytelling to the leadership space—making it practical, personal, and rooted in purpose.

    Let’s build something together!

  • Understanding Behavior Styles Can Turn Conflict into Growth

    Understanding Behavior Styles Can Turn Conflict into Growth

    For the past two semesters, I’ve been part of the Highlands College Leadership Institute, and if I’m honest, I’ve often felt like an imposter. Leadership hasn’t always come naturally to me. Speaking of understanding behavior styles, I know I tend to thrive in supportive roles rather than taking center stage. According to the DiSC personality assessment, my style is SC-calm, conscientious, and supportive. That means I avoid the spotlight and steer clear of conflict when I can.

    But here’s the twist: this very discomfort has become a space for deep growth.

    Through both Highlands College and my professional work with Horizon Point, I’ve been diving into conflict resolution. It turns out, understanding personality styles-not just our own, but others too, can dramatically shift how we handle disagreements in the workplace.

    At Highlands, Chris and Sophie Corder from Designed for Unity have been helping us explore how our DiSC styles shape our approach to conflict. They draw from Robert A. Rohm’s powerful framework in The Ultimate Discovery System, which teaches how understanding behavior styles can unlock harmony at work.

    Here’s what I’ve learned-and why it matters.

    The Four DiSC Styles: How They Handle Conflict Differently

    (Note: There are many models for understanding behavior styles, and we recommend using more than one to better understand ourselves and others. This is simply one tool we like.)

    According to Rohm, people tend to operate within four key behavioral types:

    • Dominant (D): Assertive, results-focused, and direct. In conflict, they can seem intense or confrontational. To resolve issues, speak to their need for efficiency and solutions.
    • Influential (I): Outgoing, optimistic, and persuasive. These people might avoid tough conversations, so approach them with empathy and affirm their ideas.
    • Steady (S): Calm, patient, and loyal. They value peace and can shy away from conflict. Give them reassurance and plenty of time to process.
    • Conscientious (C): Precise, logical, and detail-oriented. They’ll want facts, not feelings. Offer clear data and structured solutions.

    Know Thyself: The Power of Self-Awareness in Conflict

    Understanding others is key-but knowing yourself might be even more important.

    • What triggers your frustration?
    • How do you respond under pressure?
    • Do you tend to avoid conflict or rush to solve it?

    By becoming aware of your own behavioral style, you can better regulate your reactions and navigate conflict more intentionally.

    Communication Tips for Resolving Conflict Effectively

    Conflict can either divide teams or deepen trust. The difference often comes down to how we communicate.

    Here are some key strategies from The Ultimate Discovery System:

    • Listen actively. Before offering solutions, seek to truly understand the other person’s point of view.
    • Tailor your communication. Match your tone and approach to the other person’s DiSC style for better connection.
    • Focus on solutions. Keep the conversation future-focused instead of rehashing problems.

    Collaboration > Competition: Shift the Workplace Mindset

    One of Rohm’s most valuable insights? Conflict resolution isn’t about winning. It’s about understanding and collaborating. Teams function best when they embrace diverse styles and strengths, working together instead of pulling in different directions.

    When we honor different perspectives and communicate with intention, conflict becomes a tool for progress, not a threat to it.

    Ready to Rethink Conflict?

    Conflict is inevitable. But with the right tools, self-awareness, communication, and behavioral insight, it doesn’t have to feel like chaos. It can be the start of something better.

    Want to dive deeper? Check out more from The Point Blog:

  • 5 Tips for New Managers

    5 Tips for New Managers

    If you’ve recently stepped into a management role, first of all—congratulations! It’s a big milestone and a meaningful vote of confidence in your leadership potential. But let’s be honest: transitioning into management can feel overwhelming. You’re learning to lead others while still trying to find your own footing.

    At Horizon Point, we’ve worked with many new (and seasoned) managers over the past few years, and we’ve also navigated our own leadership growth journey. We’ve learned that success in management doesn’t come from having all the answers—it comes from building strong relationships, being self-aware, and leaning into continuous learning. So, here are 5 tips for new managers, based on our experience with best practices and research.

    5 Tips for New Managers

    1. Know the difference between leading and managing

    At Horizon Point, we talk a lot about the distinction between leading and managing. Both are important, but they serve different purposes. In Are You Leading or Just Managing?, we explore this tension and how we balance it.

    management is aspect of leadership

    Managing is about organizing tasks, meeting deadlines, and maintaining systems. Leading is about casting vision, guiding people through change, and inspiring others to grow. New managers often default to managing—because it feels more concrete—but leadership is where you build real influence.

    This idea ties closely to the concept of adaptive leadership from Harvard’s Kennedy School, which encourages leaders to mobilize people to tackle tough challenges and thrive in changing environments. If you’re managing tasks but not yet inspiring people, that’s a great place for us to help you start growing.

    2. Make empathy your default

    We can’t say this enough: empathy matters. Not just in big, emotional moments, but in everyday interactions. When we lead with empathy, we create the kind of trust and safety that allows people to do their best work.

    In Caring About Someone You Can’t See, we shared our thoughts on leading with empathy even in remote or hybrid settings. The lesson holds true no matter where your team works: people want to feel seen, heard, and supported. In these 5 tips for new managers, empathy is probably the single most important.

    Research backs this up. A study from the National Institutes of Health found that empathy in the workplace improves communication, boosts job satisfaction, and strengthens team dynamics. So, slow down. Ask questions. Really listen. Your team will notice.

    3. Build a solid foundation of leadership basics

    You don’t need to reinvent the wheel—just make sure you’ve got the fundamentals in place. In our Basics of Leadership Course, we walk through the core building blocks: empowerment, delegation, and personal leadership.

    Empowerment means giving people ownership and trust. Delegation means assigning work that stretches their skills (not just clearing your to-do list). Personal leadership means modeling the behavior you expect from others.

    The Center for Creative Leadership has a great model for the “Fundamental 4”, specifically including self-awareness. If you can get that part right, you’re already ahead of the curve.

    4. Don’t skip your one-on-ones

    One of the most effective tools in a manager’s toolkit is the regular one-on-one meeting. And yet, it’s one of the easiest things to let slide when you’re busy.

    At Horizon Point, we’re big believers in meaningful conversations. Our talent development work often centers around communication, and one-on-ones are a powerful way for us to stay connected with our team.

    These meetings aren’t just for status updates—they’re for listening, coaching, and relationship-building. Try asking:

    • “What’s going well right now?”
    • “What’s one thing we can do to support you?”
    • “Is anything getting in your way?”

    According to Gallup research, employees who have regular check-ins with their managers are more engaged, more productive, and more likely to stay. It’s a small time investment with a big return.

    Try me!

    Need help getting started?

    Try the One-on-One card deck from Unstuck Box! We wrote about this resource and others from Unstuck Box in a recent blog.

    5. Use storytelling to lead through change

    This might sound unexpected, but one of the best ways for us to lead is through stories. In The Crossover of Adaptive Leadership and Storytelling, we talk about how storytelling helps teams navigate change, connect to purpose, and make meaning out of uncertainty.

    When we’re coaching on tips for new managers, we often encourage them to share their own leadership stories. What challenges have shaped you? What lessons have you learned the hard way? Those moments can become powerful teaching tools for your team.

    The Greater Good Science Center at UC Berkeley backs this up—storytelling activates empathy and helps people retain information. So don’t be afraid to tell your story.

    Bonus tip for new managers

    If you’re a new manager, give yourself grace. This is a season of growth and learning—and you don’t have to do it alone. At Horizon Point, we believe leadership is about relationships, and that starts with us showing up for our team (and ourselves) with curiosity, humility, and heart. Practice these 5 tips for new managers, and see what works for you and what doesn’t. There is no one-size-fits-all in leadership.

    If you’re looking for more resources or would like to talk about training and development for new managers, reach out. We’d love to support you on your journey.

  • Conflict, Conflict Everywhere: How to Resolve Conflict at Work

    Conflict, Conflict Everywhere: How to Resolve Conflict at Work

    “You would have thought he would have at least stopped and asked him what was going on. He has never once behaved like that at work. Don’t you think his boss should have asked if he was okay or something?”

    My friend said this to me while explaining that her brother was suspended from work without pay for lashing out at a colleague. The altercation was verbal not physical and occurred because the colleague had undermined her brother’s authority. Neither of them were able to resolve conflict at work in this heated moment.

    “I know he shouldn’t have done it, but doesn’t context matter?” she implored.

    Turns out the context (background) was not only the undermining of authority but also the fact that my friend and her brother had just lost their mother AND his little girl was in the hospital.  Truth be told, he probably shouldn’t have been at work to begin with, given the stress he was under. But my friend says their work culture is one in which they all pretend work and “life” exist in two completely different compartments, and YOU better be dead or in the hospital to not make it to work.

    As we launch our series on how to resolve conflict at work, I can’t help but think about this story my friend shared with me. If you are a leader in an organization, you can take your first cue from this story and realize that if you don’t know the stress that others may be under (inside or outside of work) and actively work to help them manage it, you may not be the best leader.

    To resolve conflict at work, we suggest using the SBAR Model to lead your way through it. Originally developed by the US Marines, we find this approach is best explained by our friend and Reality Based Leadership expert, Cy Wakeman. 

    Here is her overview of SBAR from her LinkedIn Article:

    S = Situation. I need the person to identify, in one true, drama-free sentence, what the issue is.

    B = Background. This is 2-3 sentences of only the facts and history that applies to what we’re trying to (re)solve. 

    A = Analysis or Assessment. This is the “Why does the issue matter?” section. It should also include fact-checking so you know what’s real and what’s a story.

    R = Recommendations (yes, that’s plural). If you come to me with just what needs to be done, that’s your opinion, your request, your demand. Come to me with ideas of all the things you could do and I’ll know you’re being mentally flexible and thinking your way through the problem. It shows you’ve got resilience.

    If you noticed, Cy’s approach is to get the person you are dealing with to walk through these questions, not you as the leader.  This is an empowerment based approach.

    What might have happened if the supervisor of my friend’s brother did this with him after the conflict took place?  Would the brother have been psychologically safe enough (from a glimpse into the work culture sister described, probably not…) to tell him the B- background of his current situation?  Would he have R-recommended suspension for himself? Without pay?

    I of course don’t know the answers to this, and I of course don’t know if sister got the whole truth and nothing but the truth from brother, but when it is all said and done, when conflict takes place at work an empowerment based model like SBAR can help keep the conflict from escalating and can help us build stronger teams.

    What is your approach to dealing with conflict at work? 

    Take a look at Cy Wakeman’s Ego Bypass Toolkit here or click the teaser image below. 

    reality based leadership SBAR