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.

  • 1 Tip for Stay-at-Home Moms and Dads Ready to Re-enter the Workplace

    In talking with a successful realtor (see her story on Thursday’s blog post!) about her transition back into the workplace after ten plus years out of the pay-for- working world (believe me she WORKED while she was at home, she just didn’t get paid to do it) her advice to those seeking to do the same was simple:

    Figure out where you frequent and pursue work opportunities there.

    Where you frequent could be a physical place or it could be a place in your mind. For example, this stay-at-home mom turned realtor featured on House Hunters found that she loved looking at and thinking about properties and houses and also had a desire to promote the community she loved, which she had done quite frequently through volunteer work with the schools and the hospital in town. She realized that she could continue to promote the community through marketing and selling homes, and in fact, this could potentially be the best way for her to give back and make the most impact to promote her community.

    In considering where you frequent look around and consider the jobs that may be available there.

    1. Where do you volunteer your time regularly? The animal shelter, library, volunteer centers, churches, etc. all have full and part-time positions that you may be suited for.
    2. Are you drawn towards volunteering frequently at your child(ren)’s school? Teaching or a role in education may be an option to consider. Teach.org has more information on how to get certified to teach state by state.
    3. Love to shop? Where is your favorite place to shop? People get paid to work there! Ask about job opportunities that may be a fit for you at your favorite store.
    4. Have a hobby? There are probably people in the market for what you make or the skills you have. Check out this post on where you can tap into the “free agent” society for your goods and skills: Are you a free agent by nature? All of the following are platforms to do this:

    Etsy

    Udemy

    Google Helpouts

    Freelance.com

  • 3 Steps for Growing Future Leaders with a Job Shadowing or Internship Program

    3 Steps for Growing Future Leaders with a Job Shadowing or Internship Program

    Do you want to grow tomorrow’s talent today? Some of the best companies know the value of an internship program to their talent management strategy. And current research shows that 40% of interns return to the organization they interned with for full-time employment   If you’re a college student, participating in an internship(s) is one of the best methods for ensuring job offers come your way before you graduate.   In fact, choosing a college based on their relationships with top employers and their established, quality internship programs should be a key factor in vetting a college.

    If your organization is considering how to best maintain a talent pipeline, establishing a job shadowing and internship or Co-Op program is a great way to groom and vet talent.  If you’re a university career center professional, establishing relationships with employers, launching successful internship programs is a critical factor in your success.  Starting small and growing a program may be the best route instead of trying to do everything at once.

    Step 1:  If you are an organization, start a job shadowing program through a simple bring your kid(s) to work day once or twice a year.  This can be as simple as having announcing to your staff the day that this will occur and encouraging them to bring their kid(s) to work to observe what they do all day.

    If you want to make the program more robust, consider surveying the students about what they want to be when they grow up and working to match the students interests with people in those roles instead having them simply shadow mom or dad.   Better yet, provide career assessments to students and use that to help match students to talent in your organization.

    Step 2:  Form a partnership business and school partnership to establish a job shadowing day for high school students and an internship or Co-Op program for college students.   Start with one at a time. Work to understand goals of each entity and then design and establish the program meet mutual goals.

    Step 3: This step really goes hand-in-hand with Step 2, but establishing a structured program that best fits the needs of both parties is important.  The structure needs to involve requirements to be a part of the program, application procedures, a calendar for the program and individuals within your company that agree to mentor an intern. Some things to consider when you structure a program are:

    • Model your program after some of the best out there
    • Focus on critical skill development areas where your organization is lacking or will be lacking in talent.  Worried about engineering, computer science or nursing positions, for example, then partner with those departments for your program.  It does not have to be a program that is open to all.  If you’re a college professional, you probably want to establish internships in the “fuzzier” program majors like the liberal arts.  Placement for these majors is more difficult, so establishing relationships with employers who want to take students from these majors is wise.
    • Provide training to those that are acting as mentors to students and allow them time to focus on development of that intern, which may mean removing some responsibilities from them in order to do so.
    • Focus on soft skill development through teambuilding, communication and problem solving activities and assignments.
    • Focus on exposure to a variety of people and experiences throughout the program, including fellow interns.
    • Focus on promoting the company as an employer of choice through exposing interns to the benefits of working with your company.  This may involve education about what “benefits” really are beyond what is traditionally focused on like salary and healthcare.
    • Design a way for high performers to get job offers before their internship experience is over- don’t loose them.   College professionals should help employers structure this, which will help with first destination rates for the school.
    • For college professionals, be careful about the partnerships you create around the issue of paid vs. non-paid internships.   Based on the current legal environment, we recommend you partner only with those who offer paid opportunities given that the definition of a non-paid intern is established, but gray at best.

  • 3 Ways to Keep Your Adult Kids from Moving Back in with You

    The statistics are startling.  In 2009, 80% of college graduates moved back in with their parents according to CNN Money.  That’s just because the economy was so bad then you say.

    Probably not.

    Market Watch reported that a Pew Research Center Analysis determined that in 2012, 36% of adults ages 18-36 live at home with their parents.   That’s more than 1/3 of young adults in America not out on their own.  If you consider someone over 30 a “young adult”.  And Tim Elmore reports in his new book, 12 Huge Mistakes Parents Can Avoid, that in 2013 85% of college students planned to move back home after graduating.

    Many parents ask me what they can do to help their student be successful in college.  I think the better question is how can we help college prepare them to be successful as independent adults?

    In order to enable flight into the real world instead of a retreat back home, there are three things we need to focus on:

    1. Help them find a career path where their skills and talents are needed in the market place.  Not having a job or not having a job that pays enough to afford to live independently causes students to move home.  If we help them determine career direction and set them up to pursue that direction through their college experiences, then they will be more likely to find quality employment.
    2. Make them work.  With the above being said, just having an educational credential that is linked to a marketable field is not enough.   I recently had a parent of a college graduate call us to ask for help in getting his son’s resume in order to help him to pursue a job.  He had graduated from a top program in a marketable field, but had no job prospects.  He had moved back home with his parents.   When we got an initial draft of his resume from him, it was obvious why he wasn’t having any luck.   At age 24, the kid hadn’t worked a day in his life. On top of that, he didn’t have much involvement in student or leadership activities while in college.   We couldn’t make up experience for him to put on his resume. Simply pursuing an internship in the field of his major at the very least (where I know for a fact there are firms all over the campus he attended clamoring for interns and full-time employees) would have given him opportunities in his field and potential job prospects post graduation, not to mention the opportunity to learn skills and garner experience that can’t be developed only in the classroom.  As Dr. Elmore says in his book, “Work shapes us. Being productive is innately good for human beings.” In addition, working and being responsible for some of their own finances teaches valuable skills and can help with one of the reasons students can’t afford to go out on their own- student loan debt.
    3. Don’t do it for them.   The kid that couldn’t get a job in his field wasn’t calling me about his resume. His dad was.  After talking to his dad two or three times to try to arrange things, I finally asked him to tell his son to call me directly.   If his son had been given responsibility for his future without the crutch of his parents couch and his dad calling to get his resume drafted and pay for it, he might be out on his own now.  It’s just an example of a larger pattern in promoting lack of motivation and drive by doing and fixing everything for our kids.  We enable a can’t do instead a can-do attitude.

    I say this just as much as reminder to myself as a parent than anything. As I listen to my three-and-a-half year old scream that he can’t put his shoes and socks on by himself when I know his is fully capable of doing it on his own my mind flashes to him as a 30 year old at home on our couch.   I calmly tell him he can do it himself and walk away, hoping this doesn’t make us late. I haven’t always chosen this route.

    If your student is headed to college, who is filling out their college applications, writing their scholarship essays, asking for recommendations from teachers and scheduling college visits?  If we are doing all this for them as 17 and 18 year olds, what makes us think they are going to take ownership of things when they graduate from college (if they are even able to graduate by their own efforts) at 22 or 23?

    It’s sometimes easier said than done, but if we all want our kids to be successful in life, not just in college, we need to remind ourselves to think long term by helping them:

    • Discover who they are and help them match that to a need in the marketplace
    • Make them work to help them learn the value of being productive early on
    • Provide them with opportunities to do things on their own, without us constantly rescuing. This includes allowing them to fail when they don’t take responsibility for doing things on their own.

    Interested in more related topics? You may also like:

    Help Your Child Discover

    College Prep Checklist

    Help Your Child Create a Pros and Cons List not a Good or Bad List

    Be a Coach to Your Child

    What are you doing today to prepare your child for tomorrow?

  • No Rules, Just Shoes for Sensitivity Training

    No Rules, Just Shoes for Sensitivity Training

    One of our favorite clients requested that we come in and conduct “sensitivity training” for employees.   According to Wikipedia, sensitivity training “is a form of training with the goal of making people more aware of their own prejudices and more sensitive to others.”  The client wanted to make sure that employees understood how to conduct themselves around each other and customers and to understand the legal standards around discrimination.

    Of course, we at Horizon Point aren’t very good at conducting your standard, run-of-the-mill employee training that revolves around an instructor standing at the front of the room telling you what you should and shouldn’t do.  Number one, that’s just plain boring, and number two, this kind of training doesn’t lead to changed and improved behavior on the job.

    So we shook it up a bit, and after getting groups in the class to research and explain with examples what legislation such as Title VII of Civil Rights Act, Americans with Disabilities Act, Sexual Harassment Law, and The Age in Employment Discrimination Act, our theme for the training became:

    Slide06_cade3e754357502d337746d928670112

    When it comes to knowing how to interact with others in the workplace, the legislation that surrounds this dynamic can become overwhelming.  Overwhelming to the point that it inhibits your ability to accomplish anything for fear of doing something wrong.

    The challenge of our “Beyond Talent” approach to “Sensitivity Training” is to simplify it.    And quite simply, you simplify how to interact with others by taking a walk around in their shoes before saying or doing something.  Throw the law or rule books out the window and challenge people to get to know people who are different than they are and try their “shoes” on for size.   By doing this, nine times out of ten you’ll act in a way that won’t ever get you in legal hot water, but more importantly, this way will build more engaged and productive workplaces because people are treated with respect and valued for who they are and what they contribute to the team.

    Have you ever been thorough a sensitivity training?  What was the best take away?

  • 3 Introverted leaders and the leadership lessons we can learn from them

    3 Introverted leaders and the leadership lessons we can learn from them

    We used to think leaders were born, not made. Now we know through training, coaching and mentoring the skills needed to be an effective leader can be learned.  However, there are certain leadership situations, company cultures and team dynamics lend well to certain types of personality traits (“born” characteristics) that individuals possess that make a person more effective in their leadership role. 

    One of the most common personality continuums discussed today is introversion/extraversion.

    A rundown of the dynamic can be seen here: 

    Orientation of energy

    E     EXTRAVERSION

    Energized when you are with people 

    Talk out your ideas

    First you live it – then you understand it

    Enjoy the interaction

    Breadth of inter

    INTROVERSION    I

    Energized when you are alone

    Reflect on your ideas before vocalizing

    First you understand – then you live it

    Enjoy the concentration

    Depth of interest

    Unfortunately, there is still an “extravert ideal” that surrounds leadership, especially in western culture.  Whereas some situations and roles demand someone who is energized by others, outgoing, gregarious and people oriented, some leadership roles and situations are served better by the leaders who are thinkers, driven by ideas and oftentimes driven by solitude or small, intimate relationships, otherwise known as the introverts among us. 

    Consider these three introverted leaders and how their disposition made them more effective: 

    Moses.  As the leader of the Israelites out of slavery in Egypt and into the Promised Land, Moses (especially the movie portrayal of him) may imply that he was an outgoing orator with the skills to fire up his people and move them forward.  However, Moses spoke with a stutter and utilized his more extraverted wingman, Aaron, to speak to the people (Exodus 1-15).  His introversion is also seen in his humility. Numbers 12 accounts that he was a “quietly humble man, more so than anyone living on earth.”

    Introverted leadership trait seen in Moses that is needed for today’s leader:  Humble and reflective

    More on leadership lessons from Moses

    Stephen Wozniak. When you hear Apple, most immediately think of Steve Jobs as the leader. However, Apple most likely would have never existed without Stephen Wozniak, the brainy electronics geek and consummate nice guy that designed the circuit boards that created Apple’s first computer. He co-founded the company with Jobs.   In the early years of Apple, Wozniak was the worker bee and genius that drove the creation of the personal computer. 

    Introverted leadership trait seen in Wonziak that is needed for today’s leader:  Innovation through concentrated hard work and depth of knowledge

    Rosa Parks:  As one of the icons of the Civil Rights movement, Rosa Parks was a small, unassuming woman. Her refusal to give up her seat on the bus to a white person may portray her as confrontational person, but that she was not. And because she wasn’t, her impact was far-reaching. Just think, would a gregarious, outspoken extravert have made the same impact on the bus that night by refusing to give up their seat? 

    Introverted leadership trait seen in Rosa Parks that is needed for today’s leader:  Determination and quiet resolve. 

    Know an introverted leader?

    How does their introversion make them a better leader?

    Other introverted leaders you should learn more about: Eleanor Roosevelt, Warren Buffett, Al Gore, Gandhi, Einstein, Stephen Spielberg, Larry Page