We Create Leaders That Create Leaders We teach leaders to become workplace innovators and champions for diversity, equity, and inclusion through training, team building and coaching. Our coaching and training philosophy is centered around a process that works to create positive behavioral change in individuals and teams. We focus on customizing a solution that is right for each organization. . Our Coaching Process You can learn about our coaching process here. This process incorporates 360° evaluation and/or personality assessment with one-on-one coaching sessions. To learn more about how we measure the results of coaching tied to individual and business performance, read more here. We Customize Every organization
Mary Ila Ward Mary Ila Ward founded Horizon Point Consulting in 2011 with a drive to move the workplace forward through innovative people practices. With a background in corporate recruiting, economic and workforce development, talent development, and leadership coaching and training, Mary Ila helps employers and communities focus on growth by challenging leaders to push the limits through forward-thinking cultures and practices that are grounded in sound research and science. A huge believer in work-life integration, she helps organizations realize how they can hire for fit while improving diversity, engage employees by supporting them holistically, and drive home the importance
We had a fun time at #ALSHRM16 learning from some HR thought leaders. In keeping with our tradition to learn more, not only from the conference presenters but also from attendees at the conference, we asked people to respond to the question, “What are your biggest HR pain points?” Although in no way a scientific study, here is what we got: First of all, as a comparison to last year’s pain points gathered at #ALSHRM15 we see: Compliance training lost the number one spot by a landslide to one of last year’s number two contenders- Employee Development (thank goodness, employee development as we call at Horizon Point, is “fun HR”
Contractor Services and Fabrication Company is a family-owned industrial contractor in high growth mode. With a desire to continue to foster successful growth through its greatest asset, its people, CSFCO worked with Horizon Point to design and implement a strategic and talent management plan for the company. The plan included: A STRATEGIC ANALYSIS IDENTIFYING THE COMPANY’S STRENGTHS, WEAKNESSES, OPPORTUNITIES AND THREATS IDENTIFICATION OF ORGANIZATIONAL VALUES AND ACTION PLANS TO DRIVE COMPETITIVE ADVANTAGE AROUND EACH ORGANIZATIONAL VALUE. THIS INCLUDED FOSTERING THE COMPANY’S FIRST ANNUAL COMPANY-WIDE MEETING TO COMMUNICATE THE VALUES AND PLANS IN ORDER TO DRIVE COMPANY CULTURE. GROWTH GOALS &
“The culture of any organization is shaped by the worst behavior the leader is willing to tolerate.” What departments and/or managers do people in your company clamor to get into? What drives this clamor? I’ve seen it before. No one wants to work in finance, but everyone wants to be in marketing. Or everyone is trying to figure out a way to work for manager A instead of having to report to manager B. What is driving the popularity of the department or the person, and should we pay attention to it? Is the number of people who want to