Horizon Point Consulting

Category: Next Generation Workforce and Workplace

We help individuals, organizations, and communities think innovatively about the next generation workforce and workplace. Read these forward-thinking stories and best practices from our work and lives.

  • Women, Stay in the Room!

    Women, Stay in the Room!

    I was 24, interviewing for a job in economic development, of which I knew almost nothing about. Moving because of my husband’s job prompted me to start looking in my hometown, and an indirect connection had landed my résumé on the President’s desk.

    Through conversations with the President, I felt like this interview was just the last step before they would hire me.

    The board chair was there. I knew him, but not well. He was the mayor of our town when I was growing up.

    I never will forget what he said to me. “You know, economic development has always been a man’s job.” I momentarily thought, am I in the wrong place? Or in the wrong century?

    He went on to say, “Allison (the person who was in the Vice President role I was interviewing for and was leaving because she was moving) has shown me that women can do this job.”

    Gee thanks. Was he trying to compliment her or me or was he trying to put me in my place? I wasn’t sure. I didn’t yet know how to read him, but I did for the first time stop to think twice if this was the job I wanted. Not because I thought I couldn’t do a “man’s job” but because I didn’t want to work in a place that thought certain jobs were for women and certain ones were for men, and that I would have a higher standard of proving myself because of my gender.

    I took that job, and both the board chair and the President and CEO became an advocate for me. I am forever grateful to both of them.

    As I now sit at the #HRTechConf listening to the pre-conference sessions on Women in HR Technology, I was reminded of this conversation that took place almost ten years ago.

    Cecile Alper-Leroux, VP, HCM Innovation at Ultimate Software, told us after one panelist said she is typically the only woman in the room, to “Stay in the Room.” If women in the workplace want to gain relevance, they need to stay in the room.  Even if a man, or a woman, tells them that the job they are in or applying for is a “man’s”.

    To stay in the room you need to:

    1. Accept the invitation. Don’t let comments, like the ones I heard, keep you from accepting the invitation to a career path, job or simply the next meeting. Show up.
    2. Invite yourself. If you aren’t invited and you should be, invite yourself. If you had value to add, add it.
    3. Invite others. Hopefully, if you’ve earned a seat at the table, you’re helping another woman find her seat. Invite her to come along with you, to the meeting, to the conference, to the career path. And don’t assign her the role of taking notes. As Trish McFarlane said in this panel, “Women often bring each other down.” Pave the way for the next person to stay in the room by realizing that doesn’t require you to exit the room. It isn’t a competition.
    4. Invite your true self to the room. Be authentic – be you. You don’t have to act like a man to do this, or another woman, even if she is the one who invited you to the room. Know what makes you unique and bring that to the table to add value.

    Are you prone to stay in the room, exit, or never show up in the first place?

     

    Interested in learning more about diversity and inclusion? Join Mary Ila at SHRM’s Diversity and Inclusion Conference as she tackles the topic of hiring for fit AND diversity.

    See session information here.

  • 7 Ways to Make the Most Out of Your Next Conference

    7 Ways to Make the Most Out of Your Next Conference

    I’m in route to Las Vegas for the HR Technology Conference.   As I travel, I’m mindful of the tragic events of last weekend, and I am prayerful for all those who have experienced such senseless loss.

    But not traveling to this conference, and any other act of ceasing to live life because of the terrible acts of another, seems tragic too.   So as I head out to this conference that I think could be an impetus for us to shift our business direction, I have prepared to maximize its benefit.

    Here’s seven steps I’ve taken, and that anyone can take, to maximize the next conference on your agenda:

    1. Know why are you are going.

    There are multiple reasons I could be going to #HRTechConf that would be beneficial for me, our business and our clients.   My main reason for going, though, is to scope out the HR Tech scene firsthand with the end goal of deciding if we will pursue outside funding to build and launch an HR Tech solution.   With this in mind, it will shape all the decisions about how I spend my time there.  Know your purpose.

    2. Align your agenda to your purpose.

    I could get lost in adult ADD if I don’t keep my eye on the mission for attending. Most large conferences with multiple breakout sessions and vendors are this way.  Taking some time beforehand to align your agenda around three key areas is critical:

      • Sessions – I’m focusing my attention on sessions that relate to what is being funded now, sessions related to the sectors we are interested in pursuing, and of course around some key speakers I like.  I’m really excited about the Women in HR Technology portion of the conference. To see what I’ve mapped out to attend, check out my agenda here.
      • Vendors – Based on your purpose, you may or may not need to spend a significant amount of time dedicated to vendors.  I’m focusing my attention on vendors that are in the spaces we are interested in- talent acquisition, assessment and culture- as well as those that are focused on taking consumer driven technologies and applying them to HR. My marketing guru created a spreadsheet of all the vendors at HR Tech so that I can sort them by primary focus. She also made notes on interesting things to consider for some vendors that stood out.  To access this resource, click here.
      • Contacts – Outside of speakers and vendors, you should have a list of contacts in the field to make sure you catch-up with.

     

    3. Calibrate your agenda with someone who has been there done that.

    I’ve never been to HR Tech, so I need a little insider information to make sure I’m on track to make the most of my time there.   Thanks to Ben Eubanks with Lighthouse Research and Advisory for chatting with me the week before the conference.  The person you calibrate with can also most likely help connect you with important contacts if needed.

    4. Prepare to catalogue your learning in an organized way.

    Since I’m going to a tech conference, you would think I’m planning to organize my notes and takeaways using some kind of technology.   Initially though, I’ve got a trusty notebook, divided into sections with a couple of fun pens to get me started.   This will also help me have the chance to not only write but also draw anything that comes to mind.  I’m finding that drawing helps stimulate my thinking.    The new notebook is also aptly labeled “The Next Chapter”. Maybe this will provide some motivation….

    5. Schedule debrief time.

    Conferences offer a lot of information condensed in a short timeframe. If we don’t have a plan to decompress on that information, learning can be lost.   I have time on my schedule each day to debrief before moving on to #6 below.   I plan to do this by looking back over my notes, scheduling things and people to follow-up with (and sending LinkedIn invites right then) and writing some blog posts before I lose the value of some of the information.   Debrief time should be scheduled during the conference and after you get home.

    6. Schedule some fun.

    A secondary purpose of our trip to Las Vegas (or maybe it’s the primary depending on who you ask J) is to celebrate my husband’s 35th birthday.  He likes to gamble and I don’t, so he is looking forward to doing that while I’m at conference events.   But we’ve got some great dinners planned and a trip to the Rascal Flatts concert.  We are also getting in the day before the conference, so I plan to hit up some pool and shopping time then.  If we focus too intensely on our conference purpose, we might burnout and lose some of its value.

    7. Be flexible.

    I’m obviously hyper-organized about this conference (I’m usually not this way about a conference) because the excitement of what could be has motivated me. However, I realize we all need to be flexible and open to where happenstance might lead us when we’re in a large venue with a lot of people to build relationships with a lot going on to learn from.    If I get derailed from my agenda, it will be okay.  It may even lead to better things if I stay in tune with the purpose of my trip.

     

    Where are you headed for your next conference? Do you have a plan to maximize your time there?

    Like this post? You may also like the following posts about #HRTechConf

    Globoforce Blog

    Lighthouse Research and Advisory

    Steve Boese’s HR Technology

  • Creating Community in Your Organization

    Creating Community in Your Organization

    Shortly after the Charlottesville riots, I read an article about how the University of Virginia was responding to ensure that they continue to strive to be a diverse community that welcomes all in a safe environment. And it made me think, how can employers do the same?

    Many employers have diversity and inclusion programs, but are those programs truly successful? The recently publicized anti-diversity manifesto by, a now terminated Google employee, is a severe example of a diversity and inclusion program that may need revamping. I’d be curious to know if that manifesto has prompted Google to review their program.

    Bersin by Deloitte conducted a two-year research study published by Forbes.com in 2015 that showed “Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers.” Their research shows that a truly successful diversity and inclusion program has an impact far beyond the HR aspect, it impacts the business as a whole.

    According to the study, those companies that emphasized leadership and inclusion in their talent strategy, were rated as exceptional organizations. Those companies, compared to the others in the study showed:

    • 3 times higher cash flow per employee over a three-year period
    • 8 times more likely to be able to coach people for improved performance, 3.6 times more able to deal with personnel performance problems, and 2.9 times more likely to identify and build leaders

    The study further showed that the two areas that had the greatest impact on business performance were the areas that focused on diversity and inclusion. Organizations that had successful programs saw the highest impact on their business performance.

    I once hired a speaker who specialized in diversity and inclusion training to speak at an organization where diversity and inclusion was a problem, and one simple thing he said has stuck with me. Diversity and inclusion is so much more than planning company potlucks and sticking everyone in the same room.

    Now is a great time to review your diversity and inclusion program. Does your organization strive to be a diverse community that welcomes all in a safe environment?

    To read the full Bersin by Deloitte study, click here.

    https://www.forbes.com/sites/joshbersin/2015/12/06/why-diversity-and-inclusion-will-be-a-top-priority-for-2016/#1fc15c572ed5

    Like this post? If you might also enjoy:

    Diversity and Inclusion in My Eyes and in the Eyes of My Children

    You can hire for fit AND diversity: How the most innovative companies hire

  • Harnessing the Entrepreneurial Spirit of the Millennial Generation

    Harnessing the Entrepreneurial Spirit of the Millennial Generation

    I’ve heard millennials called many things. Lazy. Entitled. Spoiled.

    Then I came across an article on Today.com that reminded me millennials aren’t the first generation to be labeled negatively. Writer Tom Wolfe dubbed the Baby Boomers as the “Me Decade” in his article The “Me” Decade and the Third Great Awakening. Paul Begala referred to Boomers in Esquire magazine as “the most self-centered, self-seeking, self-interested, self-absorbed, self-indulgent, self-aggrandizing generation in American history.”

    Gen Xers were also the targets of such negative monikers. I still have a letter to the editor that graced my local paper my senior year of high school from a “concerned citizen” that dubbed my generation as “functional illiterates”. And yet many of us Gen Xers are successful. We are well respected leaders. We are innovators in our fields.

    So, I asked myself if what is said about millennials is really true and I did a little research.

    A 2014 study by Forbes Magazine showed that of the 80% of millennials who owned a smartphone, 87% checked their work email after hours on a regular basis and 37% always did. That same study showed that while only 13% aspire to climb the corporate ladder, 67% hope to start their own company.

    That doesn’t sound lazy to me. It sounds like dedication, and it sounds like they have goals. Those goals are just different than those of the generations before them.

    Unlike the generations before them, they are not content to work the nine to five, put in a day’s work, and leave it at the door when the whistle blows. They don’t believe in a work-life balance, they believe in a work-life integration. And achieving that work-life integration means having to think outside of the box. Sometimes, way outside of the box!

    The Forbes article called millennials the True Entrepreneur generation. But while 67% aspire to start their own business, a 2014 report by the Small Business Administration’s Office of Advocacy shows that only two percent of millennials, compared to 7.6 percent of Gen Xers, and 8.3 percent of Boomers have actually started their own companies. Why? In part due to their lack of experience in the workforce and lack of business acumen. But also in part due to those pesky student loans that followed them out of college, and those loans often keep them from being able to gain the startup capital needed to get a business off the ground.

    The plight of the millennial generation is something companies should take advantage of and view as a potential asset. There is an entire group of young, eager to learn individuals out there just waiting to find the right opportunity. They are an often-untapped recruiting market for organizations. Yes, their ultimate goal now might be to own their own company down the road. But goals change. I know mine did. If you can get them in the door, give them a great opportunity, you might just show them the benefits your organization can offer them long-term.

    They want to be a part of an organization where they can truly make a difference, be a part of the bigger picture, and soak up as much knowledge as quickly as they can.

    If organizations can harness the energy that millennials have it can be a win-win. Remember that millennials are driven by purpose and want social connection. I found it interesting that according to an article on Time.com, 51% of millennials still want face-to-face interaction over other forms of communication. But they want that interaction to be meaningful, not just wasted time.

    Find a way for your organization to benefit from the entrepreneurial spirit of millennials and you may find them to be some of the greatest contributors to your organization.

    What is your organization doing to tap into the millennial market and harness their entrepreneurial spirit?

    Like this post? You may also like:

    Tiny Homes, RVS and Millennials- What this all means to your employee benefit and engagement strategy

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    Millennials – Seekers of a Professional Development Fix

  • Tiny Homes, RVS and Millennials- What this all means to your employee benefit and engagement strategy

    Tiny Homes, RVS and Millennials- What this all means to your employee benefit and engagement strategy

    The demand for tiny homes and RVs is on the rise. And millennials are driving these sales. As an article in USA Today stated,

    Trailers, not motor homes, make up a large part of this growth, now accounting for 87% of the units sold, the association says. Buyers are likely to be Millennials, those in their 20s or early 30s, including a lot of young couples who don’t have kids yet….

    For Buckles and many other first-time RV buyers, the focus is more on the short term. She and her husband Josh hope to use their new trailer to drive to barbecue competitions and enjoy the outdoors in her local area, which means that summer — and the freedom that comes with it — is just an RV purchase away.

    And from thetinylife.com:

    What are tiny houses? The tiny house movement? Tiny living?

    Simply put, it is a social movement where people are choosing to downsize the space they live in. The typical American home is around 2,600 square feet, whereas the typical small or tiny house is between 100 and 400 square feet. Tiny houses come in all shapes, sizes, and forms, but they enable simpler living in a smaller, more efficient space.

    People are joining this movement for many reasons, but the most popular reasons include environmental concerns, financial concerns, and the desire for more time and freedom. For most Americans 1/3 to 1/2 of their income is dedicated to the roof over their heads; this translates to 15 years of working over your lifetime just to pay for it, and because of it 76% of Americans are living paycheck to paycheck.

    So what is the alternative? One solution might be to live smaller. While we don’t think tiny houses are for everyone, there are lessons to be learned and applied in order to escape the cycle of debt in which almost 70% of Americans are trapped.

    The trend in different ways to live, travel and find leisure for younger Americans also points to trends in lifestyle preferences that are important for employers to take note of, especially when it comes to employee benefits that lead to engagement and retention:

    1. Keeping up with the Jones’ isn’t as much of a priority as it once was. This isn’t your baby boomer generation that desires above all else income and traditional benefits from their employer. This isn’t the day and age where employees are as concerned as previous generations about competing with the Jones to buy the two story house with the 2 car garage and 2.5 kids that a steady pay check and a climb up the corporate ladder can help facilitate.
    2. Experiences are extremely important. RVs allow us to get out and see the world. Tiny houses create a unique living experience for the owner. Millennials value experience and the flexible work arrangements that facilitate experiences.
    3. Debt is an issue. Many younger workers have racked up college debt that their parents and grandparents never would have imagined dealing with before they even started a career. As the cost of a college education continues to rise, it’s important to think about how the debt equation affects worker benefits and engagement.

    With all these trends, employers would be wise to revamp benefits packages around them. This would include more flexible and experience-based work arrangements (for candidates and employees), packages that focus on helping to pay off college debt (even over retirement savings packages like your traditional 401ks), and al a carte benefit options that allow employees the flexibility to choose what they need when they need it.

    Have you rethought how to revise your benefits structure to meet the needs of today’s worker?