Category: Workforce Development

Beyond Work is our line of resources for people and community leaders looking for something new and innovative outside of the day-to-day job. Read this category specifically for Workforce Development.

  • When Your Side Gig Deserves Center Stage

    When Your Side Gig Deserves Center Stage

    We’ve been talking about side gigs lately. One of the toughest parts is deciding if or when to make the side gig the main gig. It’s often not as simple as we’d like it to be.

    A few weeks ago, I spent some time in Virginia with my parents and brought along a small project, an old desk I’d found at a thrift store for $20. It had good bones but had definitely seen better days.

    My dad and I spent the week together in his woodworking shop, sanding, repairing, and refinishing it until it was restored to its former glory. Somewhere between the smell of sawdust and the hum of the sander, I learned that the desk was more than a hundred years old and made of solid walnut, a piece that had clearly stood the test of time.

    Watching my dad work reminded me how he’s done the same thing with his own career. What started years ago as a hobby, tinkering in his workshop on weekends, has now become part of his full-time work. After decades in construction, he’s blended his craftsmanship with his trade, flipping houses that feature his custom woodworking, accent walls, built-in bookcases, and hand-crafted cabinets that give each home its own story.

    That desk became more than a project. It was a reminder that sometimes what we start on the side, simply because we love it, can evolve into something much bigger. According to a recent study by Side Hustle Nation, 39% of working Americans have a side hustle, and about one in five hope to eventually turn it into a full-time job. It’s not always easy to know when it’s time to take that leap, but there are signs it might be time to let your side gig take center stage.

    Just like restoring that old desk revealed the strength of the wood beneath the surface, your side gig can show signs of its own potential if you take the time to notice them.

    When…your side gig is financially sustainable.

    Your side gig is showing steady, reliable growth. You have repeat customers, new ones finding you regularly, and your income has moved from covering basic costs to turning a profit. You’re not just staying afloat, you’re seeing enough green to pay essential expenses and keep the business running. Better yet, it’s bringing in enough money to replace or nearly replace your current salary.

    When…you’re running out of time and energy.

    With steady growth comes the need for more time, and there are only so many hours in the day. You find yourself waking up early or staying up late to keep up with demand, juggling both your full-time job and your side gig. Eventually, something has to give. When you can’t devote the time your side gig needs, growth stalls and sales may even start to dip. That’s often a sign your business has outgrown the “part-time” label.

    When…your passion has shifted.

    What started as a creative outlet or a way to earn a little extra each month has become the work that brings you the most joy. You find yourself energized by your side gig and counting down the hours until you can get back to it. Meanwhile, your full-time job starts to feel more like an obligation than an opportunity. When your passion shifts that strongly, it’s worth paying attention. It may be pointing you toward what you’re truly meant to do.

    Like that old walnut desk, sometimes the things we start just for the love of it reveal a strength and potential we didn’t see at first. When your side gig shows financial promise, demands more of your time and energy, and becomes the work that truly lights you up, it might be more than just a hobby. It might be your next chapter waiting to unfold.

    Taking the leap isn’t about abandoning stability. It’s about building on something that’s already proven its worth. As you consider what you need to start, stop, and stay, both personally and professionally, ask yourself what your side gig could become if you gave it your full attention.

  • When to Start, Stop, or Stay: Navigating Your Next Right Thing

    When to Start, Stop, or Stay: Navigating Your Next Right Thing

    A few years ago, Mary Ila shared an insight that continues to resonate: “The next activity you need to do with your leaders? Ask: What needs to start, stop, or stay?”

    It is a simple yet powerful framework. We often apply it to organizations and teams, but not always to ourselves. Today, I want to circle back and reflect on how we can apply that lens personally.

    When do we know it is time to start something new, stop something we have been doing for a while, or make a tough call about whether to stay put or leap into something entirely different?

    A Personal Reflection

    Several years ago, I was approached to do some contract work supporting individuals in transition, both logistically and in their careers. It was meaningful, energizing work. It did not interfere with my role at HPC, and it even enhanced it. The stories, challenges, and lessons I gathered from those contract clients often made their way into the training sessions I facilitated. It was truly a win-win.

    Fast forward seven years. I still enjoyed the work, but it had started consuming more of my weekends. Meanwhile, my responsibilities at HPC had expanded, as had my salary. I was also receiving more and more local referrals for resume writing, outside the scope of my contract work.

    I wrestled with the decision to stop for nearly a year. The work was fulfilling, but it no longer aligned with the season of life I was in. When I finally chose to step away, it felt bittersweet, but ultimately, it was the right move. As Greg McKeown says in Essentialism, “You cannot overestimate the unimportance of practically everything.” That reminder helped me focus on what truly mattered.

    How to Decide What to Start, Stop, or Stay With

    My process for making this decision aligned closely with a favorite book I often recommend: The Next Right Thing by Emily P. Freeman (find it on our Bookshelf). It offers gentle wisdom for navigating uncertain seasons. One of her guiding questions, “What is the next right thing in love?” became a compass for my own reflection.

    Here is what helped me find clarity:

    1. Make a Pros and Cons List
      It is classic for a reason. Getting your thoughts down on paper brings objectivity to an emotional decision.

    2. Talk to Mentors and Trusted Advisors
      Do not go it alone. I leaned on people who know me well, including Mary Ila, our CEO, and my husband. Their honest feedback helped me see the bigger picture.

    “The best way to find yourself is to lose yourself in the service of others.” – Mahatma Gandhi

    But sometimes, you also have to protect the energy that allows you to serve others sustainably.

    1. Ask the Hard Questions

    • If I start something new, what will I have to stop?

    • What is currently working that I need to let stay?

    • What is no longer aligned, even if it is still “good”?

    These questions brought clarity and gave me the courage to choose what served me best personally and professionally.

    For Leaders: Are You Supporting Your Team’s “Next Right Thing”?

    If you are in leadership, consider how you are helping your team members navigate their own Start, Stop, Stay questions. (If you have not read our piece on Should I Let My Employees Have Side Gigs?, it is worth a look.)

    We love helping teams explore this framework in real time through retreats and training. There is power in making space to pause and reflect, individually and together. How can we support your organization?

  • Should I Let My Employees Have Side Gigs?

    Should I Let My Employees Have Side Gigs?

    Three people work with me full-time. All three have side gigs. Two are adjunct instructors at local universities. One writes résumés. Another picked up a gig I once had but didn’t want to do anymore. She was skilled in the area and enjoyed the extra income.

    The side gigs they have are in adjacent spaces to our business. They are able to share their expertise, make connections, and help themselves and others grow while they earn extra income.

    Why I Support Side Gigs

    Some people think I’m crazy for “allowing” this. I don’t just allow it. I support it and encourage it. Their side work has never interfered with delivering on our clients’ needs. Never, not once.

    In fact, the way we work makes supporting side gigs easier. It does not matter when or where the work gets done as long as client needs are met. That is harder to pull off in environments that require standard hours and physical presence. But I would argue that banning side gigs actually hurts morale. If people really want or need to do outside work, they will. They will just keep it hidden, which only diminishes trust and weakens culture.

    What Leaders Should Do

    So what should you do as a leader when you have full-time employees with pursuits outside of what you pay them to do?

    • Talk openly about their interests and pursuits outside of work. This includes side gigs, hobbies, and family-related commitments. Ask about what matters to them and encourage holistic development. No one can get everything they need out of their “day” job.

    • Talk openly about compensation and salary needs. You may not always be able to pay more, but being supportive when someone wants to drive a few Uber routes, Airbnb their home, sell art or jewelry, or teach a class helps foster open communication and trust. Life is expensive, and for many people multiple streams of income are a necessity.

    • Handle it directly if it becomes a problem. If tasks are not getting completed, deadlines are missed, or presence is required and not met, sit down one-on-one and discuss performance. Reiterate or set clear expectations and allow the person the autonomy to meet them. Avoid ultimatums about quitting side work. This approach holds true not only with side gigs but also with personal issues that may impact performance.

    • Be clear about your organization’s standards. Define what counts as competitive work. Communicate that taking competitive work or soliciting it for personal benefit is off limits. Side gigs in adjacent spaces can be acceptable, but if the organization offers the service, the organization—not the individual—owns that work.

    Keep the Conversation Going

    Sometimes the lines are not clear. For example, there is a difference between:

    • An electrician employed by an electrical company doing side jobs without routing them through the employer, and

    • A firefighter who is also a certified electrician and takes residential electrical work on days off.

    If the lines are blurry, talk about it. If you are already open about side gigs, it is much easier to have honest conversations when gray areas arise.

    At the end of the day, supporting outside pursuits builds trust, morale, and culture. People bring their whole selves to work. When we acknowledge that, we all grow.

  • 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?