Horizon Point Consulting

Category: Beyond Work

Beyond Work is our line of resources for people and community leaders looking for something new and innovative outside, be it a new job, career change, or personal development outside of work.

  • Can You Guess Our DiSC Styles?

    Can You Guess Our DiSC Styles?

    Every team has its own rhythm. Ours comes from a mix of personalities, and the DiSC model helps explain how each of us shows up. See our DiSC styles in action when we tasked ourselves with making a team video:

    Click here if the video does not automatically load above.

    Transcript

    Taylor: So, I looked at the questions about a week ago and then I looked at them again yesterday. Um, and I really just gathered my thoughts about what I wanted to say for my answers, but I didn’t really prepare with a script.

    Mary Ila: I did not prepare for this video.

    Lorrie: I honestly looked at the questions this morning, um, and just gave them a little bit of thought and that was it.

    Jillian: I have not prepared for this at all until right now.

    Mary Ila: My DiSC style is an ID or a DI, depending on the environment you put me in.

    Jillian: My DiSC Style is I.

    Taylor: My DiSC style is an S.

    Lorrie: My DiSC style is a C.

    Mary Ila: It means that I like task and people. So, I can get really in my people box and really enjoy interacting with others. Um, and it also means that I can be very focused on results and goals.

    Jillian: I like things that are fast-paced. I like to get stuff done, but I also really like working with people. So I really value collaboration and a team environment.

    Taylor: I am supportive. I’m steady, um, empathetic, calm, collaborative.

    Lorrie: Very analytical, which anyone who knows me knows that that is very true of me. I am very data-driven. Um, I am very good at doing research and problem solving and looking at problems from different angles.

    Mary Ila: There’s not really a slow, cautious bone in my body.

    Why DiSC Matters (and How We’ve Written About It)

    At Horizon Point, personality frameworks aren’t just academic. They shape how we work with clients and with each other.

    In our post Understanding Behavior Styles Can Turn Conflict into Growth, we reflect on the Supportive–Conscientious style and write:

    “Understanding personality styles—not just our own, but others’ too—can dramatically shift how we handle disagreements in the workplace.”

    That resonates with what you just read in the transcript. Our communication rhythms are different, and knowing each style helps us navigate tension with trust and clarity.

    We’ve also drawn parallels through creative analogies (shoutout to Mary Ila). In 4 Lessons in Personality from Hamilton, Mary Ila used character dynamics to bring behavior styles to life, making DiSC both memorable and meaningful.

    Team Dynamics at Work

    Here’s how our styles show up:

    • Mary Ila – D (Dominant) drives forward action and decisiveness.
    • Jillian – i (Influential) brings energy and connection.
    • Taylor – S (Steady) offers calm, supportive consistency.
    • Lorrie – C (Conscientious) brings structure, accuracy, and quality.

    This mix helps our team fill gaps. The D drive is balanced by C precision. The i warmth is balanced by S thoughtfulness. It’s a real-life example of how difference makes a team stronger.

    Self-Awareness Makes Work Better

    DiSC isn’t about labeling people. It’s about understanding ourselves and our colleagues so we can communicate clearly, work effectively, and support each other.

    When we know where we lean and how others lean, it turns conflict into growth and collaboration into something richer.

    Want to Bring DiSC to Your Team?

    No matter your organization’s size, DiSC can build better communication, more intentional decision-making, and healthier conflict. Curious how we bring this to life through leadership training, team building, or coaching? Visit our Create Leaders page to see how we embed DiSC into positive change.

    Thanks for reading The Point Blog. If you’d like more stories, insights, or team spotlights—especially related to DiSC—we’d love to share more.

  • Back to School: Assessments are Beneficial for Each Phase of Life

    Back to School: Assessments are Beneficial for Each Phase of Life

    It’s that time again, back to school, back to campus, back to the busyness of fall! As we move to a new season of the year, many of us are also moving to a new phase of life. Assessments can be beneficial at all stages. Here are a few we recommend.

    Beginning Middle School: 

    Now’s the time for exploration! Middle schoolers typically have access to assessments at school that allows for exploration. Here are a couple of others we recommend:

    What’s Your Learning Style?

    Your Free Career Test

    Career Spotlight videos on YouTube are also great for this age group!

    Beginning High School/Starting College:

    Any Holland-based assessment is ideal for this stage. Holland assessments are interest-based & tie into personality also. At Horizon Point, we utilize the STRONG Interest Inventory. Another assessment we recommend (that is free) is My Next Move. It is a short assessment & a great starting point for finding out about interests and potential career fields.

    Informational interviews and/or job shadows are also great for this stage!

    Mid-Career Change:

    16 Personalities – This assessment is also free & provides your MBTI (personality type). I don’t typically recommend personality assessments for high schoolers since personality can change a bit as we move into adulthood. This assessment offers insight into personality, ideal work environments & more.

    Did you know we offer assessments & training packages at Horizon Point? Contact us today to learn more  – info@horizonpointconsulting.com or tbs@horizonpointconsulting.com.

  • Immigration and the Workforce: What History Tells Us and Why It Matters Now

    Immigration and the Workforce: What History Tells Us and Why It Matters Now

    The debate over immigration is far from new. While its political profile has intensified in recent years, immigration policy has shaped the American workforce since the country’s founding. For businesses today, whether in manufacturing, healthcare, technology, or the service sector, understanding this history isn’t just interesting context. It’s key to making sense of labor market dynamics, talent access, and long-term operational resilience.

    A Brief History of U.S. Immigration Policy

    Naturalization Act of 1790
    This first federal law to define citizenship limited it to “free white persons” of good moral character who had been in the country for at least two years and pledged allegiance to the U.S. Children under 21 gained citizenship through their parents.

    1800s: Expansion, Exclusion, and Labor Demand
    As the U.S. expanded westward and industrialized, demand for labor grew. Immigration policy reflected this, welcoming those deemed “morally fit” and economically useful. At the same time, exclusionary laws were enacted, particularly targeting Chinese immigrants, reflecting both racial prejudice and economic anxiety.

    Early 1900s: Quotas and Cultural Clashes
    Immigration began to shift from Northern and Western Europe to regions like Southern and Eastern Europe, prompting cultural tension. The Great Depression further fueled anti-immigrant sentiment, and the U.S. moved toward a quota-based system, limiting both the number and origin of immigrants.

    Post-War Adjustments and the 1965 Immigration and Nationality Act
    Mid-century reforms allowed for exceptions like war brides, refugees, and family reunification. The 1965 Act marked a major shift, prioritizing family-based and employment-based immigration, and officially ending race-based quotas.

    Modern Era: Enforcement and Employer Accountability
    Since 1965, immigration policy has focused on regulating entry through family ties and job sponsorship, while increasingly emphasizing border control and employer accountability through programs like E-Verify, H-1B caps, and DACA.

    The Workforce Today: How Immigration Policy Shapes Business Reality

    Fast-forward to the present, and immigration continues to play a pivotal role in workforce strategy. But today’s policies present significant challenges across industries and regions.

    Labor Shortages: A Structural Workforce Problem

    Today’s labor shortages aren’t a short-term post-pandemic hiccup. They reflect deep, long-term trends. Businesses across the economy are contending with:

    1. An Aging Population and Declining Birth Rates

    Over 10,000 baby boomers reach retirement age daily, but the next generation of workers isn’t large enough to replace them. Decades of declining birth rates have compounded the issue, shrinking the overall working-age population. This imbalance is especially painful in sectors that rely on experience and tenure, such as healthcare, education, and the skilled trades.

    1. Low Labor Force Participation

    Even with job openings at record highs, many prime-age adults (25–54) have exited the workforce due to caregiving responsibilities, health issues, or lack of training. As of mid-2025, labor force participation still trails pre-2008 levels, an economic signal that the problem is structural, rooted in long-term demographic and economic shifts, not cyclical fluctuations tied to short-term economic ups and downs.

    1. A Shortage of Specialized Skills

    The U.S. education and training pipeline is failing to keep pace with demand in tech and automation, emerging sectors like AI, cybersecurity, and clean energy, and trades and vocational fields (electricians, machinists, nurses). Immigration used to serve as a release valve, allowing companies to source specialized talent globally. But now, employers face caps, processing backlogs, and legal uncertainty, often losing talent mid-process.

    Policy Uncertainty and Compliance Pressures

    Immigration policy in the U.S. is often reactive and politically charged. Frequent shifts—executive orders, court rulings, and congressional stalemates—make it difficult for businesses to plan ahead or invest confidently in global talent strategies.

    Even companies that don’t sponsor visas are affected by I-9 audits, E-Verify mandates, and enforcement crackdowns. These increase compliance costs and risks, especially for small and mid-sized businesses, diverting attention from growth and innovation.

    Why This Matters Now: Economic Growth at Stake

    The U.S. has always relied on immigrants to build, grow, and adapt its economy. Immigrants are not only vital contributors to the workforce, they are entrepreneurs, innovators, and consumers. Restrictive and outdated immigration policies don’t just block workers, they block progress.

    Without strategic reform, industries will continue to struggle with talent shortages, wage inflation, and stalled innovation. Immigration policy must align with workforce realities, not hinder them.

    It’s critical that we reframe immigration not as a political flashpoint, but as a business and economic necessity. Employers, industry leaders, and policymakers must recognize that global talent is not a threat—it’s a competitive advantage. Immigration policy must reflect the real needs of the modern workforce.

    How are today’s immigration policies limiting your organization’s ability to grow, compete, and innovate?

  • Are We Paying Attention to Workforce Trends in 2025?

    Are We Paying Attention to Workforce Trends in 2025?

    If there’s one thing we know for sure about the workforce in 2025, it’s this: the pace of change isn’t slowing down. Between economic shifts, evolving employee expectations, and new technologies reshaping how we work, HR professionals and business leaders alike are rethinking what it means to build, develop, and retain a successful workforce.

    At Horizon Point Consulting, we work with employers across the Southeast, especially in Alabama, to navigate the practical realities of today’s talent landscape. From workforce development planning to leadership training and retention strategy, we’re seeing some key macro trends rise to the top. Here’s what you need to know about workforce trends in 2025.

    1. The talent shortage is still real but priorities are shifting

    According to SHRM’s 2025 State of the Workplace report, recruiting remained a major challenge in 2024, with 75% of organizations struggling to fill full-time roles. Burnout increased as existing employees picked up the slack, and while job openings have started to level out nationally, talent attraction still tops many HR priority lists.

    But in 2025, there’s a noticeable shift happening: organizations are pivoting from focusing solely on recruitment to prioritizing employee development and engagement. Leadership and manager development, learning and development, and employee experience are now top priorities for HR professionals and U.S. workers alike.

    This trend aligns with what we’re hearing in our work with manufacturing clients, school systems, and nonprofits across Alabama: once you get good people, you need to keep them—and help them grow.

    2. Employee development is now a business imperative

    ATD’s 2025 State of the Industry report confirms this shift. While learning hours per employee have decreased (down to 13.7 hours on average in 2024), investment in learning remains strong, with organizations spending an average of $1,254 per employee on direct learning costs. Coaching and mentoring are on the rise as preferred methods of development, especially in larger organizations.

    This focus on learning isn’t just about ticking a training box. It’s about preparing for the future of work, where adaptability, problem-solving, and leadership at every level are essential.

    If you’re not investing in your people, you’re falling behind.

    Looking for ways to boost employee development at your organization? Check out our blog post on 4 Ways to Get Unstuck with Professional Development.

    3. HR tech and analytics are essential to staying competitive

    Both SHRM and ATD highlight the growing importance of HR technology in driving talent strategies. When HR tech is effective, workers are more likely to view their HR departments as effective and they’re more likely to be engaged, productive, and satisfied.

    From applicant tracking systems and performance management tools to learning platforms and DEI dashboards, technology is enabling smarter, faster decisions. And in 2025, that data-driven approach is no longer optional, it’s essential.

    4. Job openings in Alabama are ticking upward again

    Here in Alabama, we’re seeing localized workforce shifts that mirror the national data. According to the U.S. Bureau of Labor Statistics, Alabama’s job openings rate rose from 4.6% to 4.9% between March and April 2025, indicating renewed demand for talent across industries.

    While our state has traditionally lagged behind the national average in some workforce metrics, the current labor market presents an opportunity for employers who are ready to adapt.

    Want to know how your compensation and benefits compare across the region? Read about the latest North Alabama Wage and Benefit Survey.

    5. A new era of leadership is needed

    Finally, as remote work stabilizes, AI tools evolve, and generational shifts accelerate, we’re seeing an increased demand for human-centered leadership. According to SHRM, poor management was cited by one-third of workers as a major reason for disengagement or intent to leave their job.

    Leadership development isn’t just a “nice to have”. It’s a must-have for organizational stability and culture in 2025. Leaders at all levels must know how to communicate, coach, and connect.

    Explore our approach to leadership development to learn how we help leaders build the skills needed for today and tomorrow.

    Moving Forward: What Should Employers Do?

    In the face of these evolving workforce trends in 2025, employers need to take a proactive approach. That means:

    • Investing in development: Create a culture of continuous learning through coaching, mentoring, and targeted upskilling.
    • Listening to employees: Employee experience and engagement are directly tied to retention. Don’t wait until your best people leave.
    • Getting strategic with HR tech: Use data and automation to improve efficiency, equity, and outcomes.
    • Developing your managers: They’re the glue that holds teams together and often the reason people stay or go.

    The bottom line? Workforce trends in 2025 are about much more than filling positions. They’re about creating environments where people want to stay, grow, and contribute.

    Let’s build those workplaces together.

    Need help navigating your workforce strategy in 2025? Reach out to us! We’re here to help you build a brighter future for your team.

  • What Do You Need to Add to Your Professional Development Toolbox?

    What Do You Need to Add to Your Professional Development Toolbox?

    Earlier this summer, I facilitated a Zoom session with a small group of employees to gather feedback on a new training initiative. The discussion was eye-opening. While a few participants voiced concerns about the perceived bureaucracy around required training, others shared that they had already implemented some of the tools and were eager for their colleagues to experience the same growth.

    My biggest takeaway? When rolling out professional development (PD) opportunities, it’s essential to invite your team into the process. Be transparent about the “why” behind the training. Let people know it’s not just a box to check—it’s a pathway for their personal growth and a strategy to drive organizational success.

    This week, I’ll be in Mississippi speaking with educators about building a Professional Development Toolbox (follow along with all of our events here). Shortly after, I’ll head to Mobile, Alabama to kick off a PD course with another group of dedicated educators. Despite being in different locations and varied groups, the message is the same: professional development is not a luxury—it’s a necessity for organizations that want to thrive.

    Whether you’re supporting teachers, tech teams, or healthcare workers, the tools you include in your PD toolbox may differ—but the framework remains consistent:

    1. Identify what your organization needs to operate effectively and stay competitive.
    2. Align those needs with the existing or aspirational skill sets of your employees.
    3. Provide the tools, resources, and opportunities that allow people to grow—and in turn, help your organization flourish.

    As the saying goes, “The only thing worse than training your employees and having them leave is not training them and having them stay.” – Henry Ford

    When professional development is done well, it’s not just about skill-building. It’s about cultivating a culture of curiosity, ownership, and continual growth.

    For ideas on how to get started, check out these previous blog posts:

    Ask us at HPC how we can help you expand your professional development toolbox!