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.

  • Beyond the Office: 7 Powerful Ways to Cultivate Your Identity Outside Your Career

    Beyond the Office: 7 Powerful Ways to Cultivate Your Identity Outside Your Career

    This week, we are thrilled to feature Guest Blogger, Mark Danaher. Mark is an Executive & Career Coach at Careers by Design and a good friend of Horizon Point. Originally published on LinkedIn, here is “Beyond the Office: 7 Powerful Ways to Cultivate Your Identity Outside Your Career”.


    “The most common way people give up their power is by thinking they don’t have any.” – Alice Walker.

    In a world where 55% of Americans define themselves primarily by their job, according to a 2014 Gallup poll, it’s crucial to pause and reflect: Are you more than your office role? This startling statistic reveals a dangerous trend in our society – the merging of personal identity with professional roles. While dedication to one’s career is admirable, allowing it to become the sole definition of who you are can lead to a precarious balancing act, leaving you vulnerable to burnout, stress, and a loss of self when faced with career changes or setbacks.

    As a career strategist and resume development expert, I’ve witnessed firsthand the pitfalls of over-identifying with one’s career. I’ve lived through it myself. For over 14 years, I served as a career counselor and coordinator at Manchester, pouring my heart and soul into helping others find their path. My role wasn’t just a job; it was who I was. Then, without warning, a new principal closed the career center, pulling the rug out from under me.

    Suddenly, I found myself adrift, grappling with a profound sense of loss. Who was I if not the career counselor? How could I introduce myself without my title? The burnout and stress that followed were overwhelming, and it took working with a coach to rediscover my purpose and reconnect with the world beyond my former role.

    This experience taught me a valuable lesson: while our careers can be a significant part of our lives, they shouldn’t define us entirely. In this article, we’ll explore seven powerful strategies to grow your identity beyond your career, ensuring that you’re not just surviving in your professional life, but thriving as a whole person.

    1. Quantify Your Life, Not Just Your Work

    In the professional world, we’re often taught to quantify our achievements. “Increased sales by 30%,” “Managed a team of 15,” “Reduced costs by $100,000.” These metrics are valuable on a resume, but what about quantifying the other aspects of your life?

    Challenge yourself to apply this same principle to your personal growth and hobbies. For example:

    – “Read 52 books in a year”

    – “Volunteered 100 hours at the local animal shelter”

    – “Learned to play 10 new songs on the guitar”

    By quantifying your personal achievements, you’re not only setting goals for yourself outside of work but also recognizing the value of your non-professional pursuits. This practice helps shift your focus from solely career-based accomplishments to a more holistic view of your capabilities and interests.

    2. Problem-Solving Beyond the Office

    Your ability to overcome challenges shouldn’t be limited to your professional life. Could you identify problems in your community or personal life and apply your problem-solving skills there? This helps others and reinforces that your value extends beyond your job title.

    For instance, if you notice a lack of green spaces in your neighborhood, you could:

    – Research urban gardening initiatives

    – Propose a community garden project to local authorities-. Organize volunteers and resources

    – Implement the project and measure its impact on the community

    By tackling issues outside of work, you’re demonstrating to yourself and others that your skills and initiative have a broader application. This can be especially powerful when facing career transitions or setbacks, as it reminds you of your inherent problem-solving abilities.

    3. Take Initiative in Personal Growth

    As you might go above and beyond in your career, apply that same initiative to your personal development. Set ambitious goals for yourself that have nothing to do with your job. This could involve:

    – Learning a new language

    – Training for a marathon

    – Starting a blog about a passion project

    – Taking up a challenging hobby like rock climbing or chess

    A study published in the Journal of Happiness Studies found that individuals who engaged in leisure activities reported higher levels of life satisfaction and lower levels of stress. By taking initiative in areas outside of work, you’re not only expanding your skillset but also building resilience and a more robust sense of self.

    4. Optimize Your Personal Time

    Efficiency shouldn’t be confined to the workplace. You can look for ways to streamline your personal life to make more time for the things that truly matter to you. This might include:

    – Meal prepping to save time during busy weekdays

    – Creating a capsule wardrobe to simplify your morning routine

    – Using productivity apps to manage household tasks and errands

    By optimizing your time, you’re freeing up space for activities that contribute to your identity outside of work. This could mean more time for family, hobbies, or self-care – all crucial elements of a well-rounded identity.

    5. Lead in Your Community

    Leadership is about more than managing teams at work. Look for opportunities to lead in your community or groups aligned with your interests. This could involve:

    – Coaching a youth sports team

    – Organizing a neighborhood watch program

    – Leading a book club or hobby group

    – Serving on the board of a local non-profit

    A 2018 Corporation for National and Community Service study found that volunteers have a 27% better chance of finding employment. However, the benefits extend far beyond career prospects. Community leadership allows you to develop new skills, build a diverse network, and make a tangible impact outside of your professional sphere.

    6. Apply Your Skills to Passion Projects

    Your professional skills have value beyond the workplace. Could you identify ways to apply these skills to projects or causes you’re passionate about? For example:

    – If you’re a marketing professional, offer your expertise to a local charity

    – If you’re an IT specialist, volunteer to teach coding to underprivileged youth

    – If you’re a financial advisor, start a blog offering budgeting tips for young adults

    By applying your skills in diverse contexts, you’re reinforcing that your abilities are part of who you are, not just what you do for a living. This can be particularly empowering during career transitions or when facing professional challenges.

    7. Cultivate Diverse Relationships

    Your network shouldn’t be limited to professional contacts. Actively seek out and nurture relationships with people from various walks of life. This might include:

    – Joining clubs or groups based on your hobbies

    – Attending community events or workshops

    – Volunteering for causes you care about

    – Participating in online forums or social media groups aligned with your interests

    A study published in the Journal of Social and Personal Relationships found that having a diverse social network contributes to greater life satisfaction and resilience. By building relationships outside of your professional circle, you’re creating a support system that isn’t tied to your career status.

    The Journey to a Holistic Identity

    Remember, growing your identity beyond your career is a journey, not a destination. It requires conscious effort and a willingness to step out of your comfort zone. As you implement these strategies, you likely find that your sense of self becomes more robust and resilient.

    Psychologist Dr. Susan David, author of “Emotional Agility,” offers this powerful insight: “The most resilient individuals and organizations aren’t the ones that don’t fail, they’re the ones that fail, learn, and thrive because of it.” By diversifying your identity, you’re building this resilience, preparing yourself to thrive regardless of professional ups and downs.

    My journey from career counselor to rediscovering my purpose taught me that our true value lies not in our job titles but in the unique combination of skills, passions, and experiences that make us who we are. By consciously cultivating your identity beyond your career, you’re not diminishing your professional self but rather enriching your whole self.

    As you progress, challenge yourself to assess the balance between your professional and personal identities regularly. Are you giving enough time and energy to your life outside of work? Are you recognizing and celebrating your non-professional achievements with the same enthusiasm as your career milestones?

    Remember, you are not your job title. You are a complex, multifaceted individual with the power to define yourself on your terms. By embracing this truth and actively working to grow your identity beyond your career, you’re not just safeguarding against professional setbacks – you’re opening yourself up to a richer, more fulfilling life.

    In the words of Roman philosopher Seneca, “As is a tale, so is life: not how long it is, but how good it is, is what matters.” Make your tale about more than just your career. Make it a story of growth, resilience, and the continuous discovery of who you truly are.

    Reach to me if you are struggling with your identity. Talk to Mark


    For similar content on what we call “wholepersonness” and work-life integration, check out these posts on The Point Blog:

  • Sabbatical Season & Seasons of Life

    Sabbatical Season & Seasons of Life

    I wrapped up my sabbatical last week. It was a nice change of pace for the busy season of life I’m in. I recall my sabbatical 3 years ago & realized it was a busy season too. Life is busy and messy and hard. So many people around me are struggling with something – health, grief, raising kids, aging parents. Taking a break from one of the most important parts of life (work) to focus on intentional rest was just what I needed.

    So, here is a recap of my sabbatical and this season of life, told through pictures:

    Celebrated wedding anniversary # 23 with my husband in Mentone 


    Celebrated 10 years with HPC! 


    Glamping trip with my mom & aunt and their church ladies’ group 


    Visit to see my daughter (and celebrated her admission to nursing school) 


    Senior night for my son 


    Over the past 6 weeks, I obviously spent lots of my time with the people I love. I also enjoyed plenty of walks, good food, reading & a nap or two. 

    During my last week of downtime, I attended two funerals, and both were individuals who are not that much older than me. That puts things in perspective quickly.

    Work – doing good work – is important, but it should never be our top priority. And I am so grateful to work for an organization that focuses on people and allows me and others to thrive, and rest. 

  • My Six-Week Soul Sabbath

    My Six-Week Soul Sabbath

    When you think of a sabbatical from work, what comes to mind? I took a few minutes to write the first words that came to my mind. They were: breather, time off, soul rest, work-life balance and creative restoration.  As the newest member of the Horizon Point team, I was not as familiar with the term sabbatical like the rest of the ladies. 

    Rumor has it that in 2021 everyone was on Mary Ila’s back porch in a Monthly Mingle meeting, distracted, busy and burned out. A couple of our team members had been to the hospital with chest pains, and it was tangible how deeply everyone needed a “soul sabbath”. The next item on the agenda was sabbaticals for everyone. That meant 6 weeks of paid time off for mental, physical and spiritual restoration. The idea was that when everyone was full, they would be able to dedicate their best selves to the mission. Thus, the Horizon Point sabbatical was born.

    This year, for our second quarterly planning meeting, “Sabbaticals” was on the agenda. Apparently, everyone on the team had been busy juggling too many balls and the subject was brought up before we even got to it. Not being familiar with the art of sabbaticals, I had loads of questions. “So, we get paid for 6 weeks? You don’t check your emails? What about Insighlty-the CRM we use for our tasks? Are you sure?” Everyone on the team assured me that it was a wonderful experience and that it would be well worth it. So, I blocked off November 1-December 16th and as if I could read my own fortune, forecasted the most timely sabbatical I didn’t even know that I needed.

    You see, 8 weeks ago, I found out that I am expecting my second child. My husband and I had prayed for this baby, but I knew before trying that historically, pregnancy has not always been the easiest experience for me. Add in coming off anti depressants in July and the beginning of the perfect hormonal storm was brewed. Things that normally are a challenge or are exciting for me have invoked fear, and I could feel deep inside that I needed to be still. The next quote is from Mary Ila’s blog, The Surgeon General’s Warning and Professional Development.

    A week or so after the conversation with the pregnancy announcement, we have our monthly one-on-one. We talk through a lot of client work and potential work. It is kind of hectic. We have to call another team member in at one point to talk through an execution plan for a new client. 

    And as we usually do in one-on-ones, we spend some time talking about her professional development within the context of her needs and the company’s needs. 

    I can tell she is concerned about taking on too much during this season of her life where a new child will enter and in her current state where she just doesn’t feel good and she never knows when that may or may not hit. Thus are the joys of growing a human being inside you. 

    I think out loud and I can tell my thinking out loud may be overwhelming her. I even sometimes overwhelm myself with it.  

    So, I stop. I ask her to think about one thing she wants to grow in professionally. Just one.  I can tell she doesn’t want to stall her learning and growth, and she says as much, but she also wants some grace as she navigates what looks like a very different season coming up for her.  

    I don’t want her to stop learning and growing. I want her to continue to grow in her confidence and skills where she can continue to add value to the organization.  But I know she won’t do either of these things if she is overwhelmed. 

    I don’t think Mary Ila knew the impact that reading that in black and white had on me. During that meeting we discussed juggling too many balls but also the fact that there are bouncy balls and there are glass balls. Bouncy balls like professional development will do that just-bounce, but the glass balls like mental health are a little less resilient. So on my six week “Soul Sabbath” I plan to rest. Not to lay down (although that may be on the agenda too) but to rest my mind. To be still and to know. After all, God’s track record in my life is GOOD.

    If you are interested in learning more about how to create organizations where people thrive, please visit our Illuminate website at: https://horizonpointconsulting.com/illuminate/

  • What is Your Organization’s Employee Value Proposition?

    What is Your Organization’s Employee Value Proposition?

    Last week I joined Mary Ila at the AARC Annual Conference and had the opportunity to speak to leaders about recruiting and retaining talent in today’s workforce. Recruiting has changed drastically over the last few decades, from candidates having to convince an organization why they’re the best person for the job, to organizations having to convince candidates why they’re the best company to work for. Candidates today aren’t just interested in the money, but are looking at the employer’s overall Employee Value Proposition (EVP) or what the company can offer them that makes them an employer of choice. 

    An EVP are the unique benefits, values, and culture that the organization offers the employee in exchange for their performance and loyalty. There are six characteristics that organizations need to evaluate their EVP and assess where changes need to be made. 

    1. Compensation: While compensation is not the lone factor in a candidate’s decision to accept an offer, it is an important factor. You need to determine if your organization is going to lag, match, or lead the market. And sometimes this depends on the industry you’re in and why someone would work for your organization. For example, non-profits generally lag the market and pay around the 25th percentile, however, most individuals who work for non-profits know this and aren’t opting to work for a non-profit for the pay, but for the purpose. In addition to salary, what other compensation benefits do you offer? Are there opportunities for commissions or bonuses? How much does the company contribute towards benefits? 
    2. Benefits:  In addition to looking at what your organization contributes toward benefits, it’s also important to evaluate what benefits you offer? In order to attract talent in today’s workplace, you need to go beyond the basics. Are you offering tuition reimbursement, flexible spending accounts that help with childcare costs, employee assistance plans, and robust leave accruals? What about more unique benefits that set you apart? For example, I had a client that had a car detail company come in once a month and employees could get their cars washed and detailed while they worked. It was at the employee cost, but the detailer service gave them a discount, and just the convenience of it was a benefit to the employees. 
    3. Mission, Vision, Values: One of the primary factors that a candidate considers is the mission, vision, and values of the organization and how that aligns with their own mission and vision. A study conducted by Glassdoor showed that 77% of candidates consider a company’s mission, vision, and values before applying to a position. Does your organization have clearly defined mission, vision, and values? And how do you ensure they are communicated to individuals who are interested in working for your company?
    4. Culture: Having well defined mission, vision, and values is only the first step. Are you living them? Are you training employees on what your mission, vision, and values are and holding them accountable to them? Do your leaders model behaviors that exemplify your values? What is it about your company culture that is unique?
    5. Environment: When evaluating your work environment, there are two dimensions you need to consider – first is the physical environment. What is the physical environment that the candidate would be working in and what are the benefits to that physical environment? Are they able to work remote or hybrid, is the worksite location in a great area that offers amenities such as restaurants, shopping, etc.? If the candidate will be traveling to different worksites, what does the organization offer in the way of convenience and safety, such as a company car? The second is the mental environment. Does the organization support the mental health of its employees? Does the organization offer a psychologically safe workplace where employees are free to raise concerns, ideas, admit mistakes, etc. without fear of reprimand or retaliation? 
    6. Opportunity: How does your organization support employees professional development? Are there opportunities to attend training, conferences, earn certifications, or share their knowledge with others? Do you promote from within when possible and give employees opportunities for advancement? Do you allow employees to cross-train in other areas of the organization? And do you have conversations with your employees on what they want out of their career, where they want to be in three to five years and how you can help them get there? 

    Understanding your EVP and communicating it to candidates and employees can help ensure that you attract and retain top talent. If your organization has not evaluated its EVP, here is a worksheet to get you started. 

  • 3 Tips for Leading in the New Normal

    3 Tips for Leading in the New Normal

    I’m speaking today at AARC’s Annual Conference.  We’ve had the privilege of speaking at this annual conference for the last several years. We love all of the Regional Council on Governments and Planning Commissions that partner with us across the state. 

    As I speak on “Leading in the New Normal,” I’m reminded of all that has shaped this “new normal”.   Shifts in the economy and technology, the pandemic, generational differences.  Even Surgeon General’s warnings

    But as I begin to unpack these influences imparting a new workplace paradigm, has leadership gotten easier or has it gotten harder?  Most would say harder. 

    But does it have to be? 

    The advice I have to offer in today’s presentation and to you today about how to lead in the normal are not that complex.  Ignore the things that caused whatever you are dealing with and instead focus on the people in front of you. 

    If you can do half of things half better than the rest of “leaders” out there, you won’t be normal.  You’ll be a standout leader. 

    1. Know what is actually required for the people you lead to get the job done and done well.  This should be a product of two things:
      1. Your organizational values- that create your competitive advantage
      2. The jobs requirements that create clear work expectations

    What is not required is the latest workplace fad, the trend to go back to the way things “used to be” (Amazon, just recently announced it is), or a focus on “fairness”. 

    1. Know what is actually required of YOU to lead well.  The number one requirement of leading well is leading- your influence to get work done through others and to grow them in a way that expands the capacity of what can get done and done with excellence.  Apparently, there are only about four things that if done well separate the good from the bad:
      1. Don’t make people work nights and weekends (and you doing so makes them think they should)
      2. Have regular one-on-one meetings with each direct report
      3. Build relationships across departments (and organizations, I’ll add)
      4. Stop keeping people in meetings all the time
    1. In the words of Brene Brown, Be Daring, Not Armored.  Leadership is hard, and no one is going to be perfect at it.  Striving for perfection leads to armored leadership behaviors.  It leads to a mentality of “I am right” and a tone of leadership defined by fear.  It doesn’t work.  Instead, practicing daring leadership leads to learning and growth for yourself and others.   Here’s some of our posts on this concept if you want to dive deeper into how to actually practice it: 

    If you are leading in the “new normal”, what is one thing you can do today to lead well? 
    Find the resources for Mary Ila’s presentation here: Horizon Point What’s Up Page