We’ve been spending some time here at The Point Blog highlighting some of our company values. But what exactly do we mean by company values and how do you form them? Many people, I believe, misinterpret what organizational values are and should be. This leads leaders to stay away from setting them, limiting their ability to drive organizational competitiveness through a common company language and culture. So, organizational values are: Not moral in nature. They aren’t right or wrong in a universal sense. They are however, right or wrong for your organization. They should be guiding principles that govern behavior. They should
During a recent workshop with junior high students, one topic we discussed was becoming an apprentice for life. Now, more than ever, continuous learning is relevant regardless of your industry (or your age). At Horizon Point, it is one of our core values, and it is one of my favorite things about my career and the company I work for. Continuous Learning. We believe continual learning is a key driver in creating passion and productivity in life and in work. To that end, we invest in the personal development of our people because we know that people are a company and
Long about mid-December when you couldn’t turn on the news without hearing about the next case of pervasive sexual harassment in every facet of the working world, our phone and inbox started blowing up with requests for sexual harassment training and training resources. Almost every HR leader was given direction from the C-Suite and/or self-directed to try to take the bull by the horns and “train” people on sexual harassment before they got hit with a claim in their workplace. Whereas I think driving a culture through behavioral actions is the best way to keep sexual harassment or any other
She looks like a precious angel doesn’t she? They both do, actually, but that’s my three year old, loving on my niece before her baptism. Picture perfect. Flash forward to lunch after the baptism at my brother and sister-in-law’s home. My husband and I refused to make a special lunch for our kids, telling them that could eat what was prepared. Beef tenderloin, homemade rolls, green bean and roasted potatoes. For this 30 something, the lunch was a major treat. For a three year old, who just wants a peanut butter and jelly, not so much. But, if we had
Guest blog written by: Steve Graham In a recent study, conducted by the Work Institute, career development was identified as the top reason people leave or remain with organizations. In their study titled, 2017 Retention Report, 240,000 employees were interviewed about factors that were most influential in their decision to stay with or leave an organization. For decades, organizations that have invested in developing their people also experienced higher market shares and lower turnover than competitors. Despite the positive data to support career development, many organizations continue to fall short. Lack of growth is a common reason given during exit interviews