Employee Productivity Post from upStart HR
This is a great posting from Ben Eubanks from upstartHR that summarizes some research on a manager’s impact on employee productivity. Be sure to click the links at the end of the post to see the original source of the info and the YouTube video.
At Horizon Point, our work begins and ends with people. That’s why our Meet the Team series is all about sharing the stories behind the faces who bring our mission to life. This week, we’re proud to spotlight our founder and CEO, Mary Ila Ward. [Full video at the end of this blog and on our YouTube Channel.]
If you caught her keynote last week at the Southern Automotive Conference, you already know that Mary Ila’s energy is contagious. Her message about driving the workforce forward challenged leaders to think differently about how we grow people, organizations, and communities. It was a perfect preview of what drives her every day at Horizon Point: helping others discover purpose, align passion with productivity, and build workplaces where innovation thrives.
Our 2025 theme, Nourish, is about more than professional development. It’s about tending to the roots that make growth possible. Mary Ila has been doing just that since she founded Horizon Point more than a decade ago. What started as a vision to reshape how companies think about people strategy has grown into a thriving consulting firm that blends HR, leadership, and workforce development with a deep commitment to community impact.
Mary Ila believes that nourishing entrepreneurship starts with curiosity and courage and the willingness to try new ideas, take smart risks, and trust that growth often comes from discomfort. Her own journey embodies that mindset: moving from corporate HR roles to launching a business built on her belief that work should be both productive and purposeful.
In her Meet the Team interview, Mary Ila shares how she balances bold innovation with grounded leadership. She talks about the importance of creating space for creativity while maintaining a clear sense of mission. Whether she’s designing leadership programs, coaching executives, or mentoring emerging professionals, her approach always centers on one thing: helping people flourish.
She also reminds us that nourishing others starts with nourishing ourselves, investing in reflection, learning, and rest so we can show up ready to serve. It’s a principle that guides her leadership and the culture she’s built within Horizon Point.
As we continue our Meet the Team series, we invite you to get to know the people who make our work possible, each bringing their own story of growth, grit, and generosity. Mary Ila’s story reminds us that innovation doesn’t happen by accident. It’s cultivated, cared for, and shared, one idea, one conversation, one relationship at a time.
Mary Ila spoke at the 2025 DisruptHR Huntsville event in August, all about how to make work fun and productive. Here’s a recap on what her five minute talk emphasized!
Work and play. Too often, we treat them as opposites—like you can only have one at the expense of the other. But what if the real secret to stronger results, happier teams, and better workplaces is choosing AND?
At Horizon Point, we believe the most impactful organizations are the ones that put people first. And putting people first means recognizing that work and play don’t have to be at odds. In fact, blending the two is where innovation and connection thrive.
For decades, we’ve separated the serious from the playful. Work is about productivity, deadlines, and outcomes. Play is what happens after hours. But that split ignores a core truth: people bring their best selves to work when they feel safe, connected, and able to enjoy what they do.
By embracing AND, we unlock a workplace culture where high performance and genuine joy coexist.
When we think about combining work and play, three core elements rise to the top:
Fun doesn’t mean frivolous. It means creating moments of levity and joy that break up the intensity of daily tasks. Laughter, shared activities, or simply celebrating wins together makes teams more resilient and energized.
Play builds bridges. When teams connect on a human level—beyond job titles and roles—they develop trust that strengthens collaboration and communication.
Play levels the playing field. When everyone is invited in, regardless of position or personality, workplaces become more open, creative, and equitable.
Of course, fun, connection, and inclusivity can’t thrive without psychological safety.
Psychological safety is the shared belief that the team is safe for interpersonal risk-taking. When employees know they can speak up, make mistakes, and be themselves without fear of judgment, they feel respected and valued. Research shows it’s one of the most important factors in effective teams.
So, how do you choose AND at work?
Work and play. Productivity and joy. Results and people first. When we stop choosing one over the other, that’s when workplaces truly thrive.
Every workplace depends on high-performing doers. These are the individuals who know the work, do it well, and set the pace for those around them. But when it’s time to lead others, the skills that made someone a great individual contributor don’t always translate directly into leadership.
Doer to Leader (D2L) is a professional learning series that supports technical experts, frontline staff, and emerging supervisors as they prepare to lead teams. This blended program helps participants shift their focus from tasks to people by developing leadership mindset, communication skills, and practical strategies for managing others.
Participants attend live virtual and/or in-person workshops, complete short self-paced eLearning modules, and apply what they learn through reflection and action planning. The result is a confident, capable leader who understands how to lead with purpose and clarity.
D2L for Everyone
For professionals in other sectors—nonprofit, small business, government—who are moving from technical work into leadership. Offers universal leadership tools with adaptable application.
D2L for Educators
For K–12 teachers, instructional coaches, and department leaders preparing for school administration roles. Focuses on leadership mindset, communication, and school-specific challenges.
We also provide FCD and SCDA Training leading to NCDA Credentialing and Certification for CTE professionals.
D2L for Manufacturing
For operators, engineers, and tradespeople transitioning into supervisor or team lead roles. Emphasizes coaching, accountability, and clear communication on the shop floor.
D2L for Healthcare
For clinical and technical staff stepping into leadership. Focuses on building trust, supporting teams, and leading effectively in complex care settings.
D2L is designed and delivered by our team at Horizon Point, a women-owned small business focused on building better workplaces and a stronger workforce. Our team combines expertise in human resources, education, organizational development, and talent strategy.
We understand the transition from doer to leader because we’ve helped hundreds of professionals make it.
Real-World Experience
Our consultants include former educators, HR generalists, career coaches, and industry leaders. We’ve worked in and with schools, hospitals, manufacturing plants, nonprofits, and more.
Research-Based, Practical Design
We build learning experiences that are grounded in adult learning theory, backed by behavioral science, and focused on practical, real-world application.
Industry-Relevant Expertise
Because we’ve led teams in your world, we tailor examples, discussions, and tools to your environment—whether it’s a classroom, a clinic, a shop floor, or a small business office.
Values-Driven Work
We lead with our values:
People First
Productivity
Passion
Continuous Learning & Improvement
Give Back
At Horizon Point, we help people grow because we believe leadership is not a position—it’s a practice. And we’re here to help participants practice it with skill and confidence.
Learn more about our team at horizonpointconsulting.com/about
The Alabama Legislature recently passed SB289, a bill supporting the teaching of the Success Sequence in all public schools. This three-step model offers a data-driven approach to breaking the cycle of poverty:
Graduate from high school
Obtain full-time employment
Marry before having children
The sequence is simple, but the order is essential. Research from Brad Wilcox and Wendy Wang found that 97% of millennials who followed this sequence were not poor in adulthood, further citing that is also the case for 94% of Millennials who grew up in lower-income families and 95% of those who grew up in non-intact families.
Source: The Power of the Success Sequence for Disadvantaged Young Adults
The relationship between education, employment, and poverty is widely studied (also, remember the Benefits Cliff?). However, marital and parental status is often overlooked, unless the discussion centers around childcare or workforce participation. But the data suggests we need to talk more openly about the order of life events.
Raising children is hard and expensive, regardless of your educational level, job status, or marital situation. But raising children without a high school diploma, without full-time employment, and without a supportive partner makes the challenge exponentially harder. The hurdles compound and make it more difficult to escape poverty.
Let’s zoom in on the middle step: employment.
If you lack a high school diploma and have children without support from a spouse or caregiver, holding a job becomes significantly more difficult. You’re more likely to experience job instability, absenteeism, and burnout. For employers, this translates into higher turnover and less workforce reliability.
While the model doesn’t say you must get married or have children, it suggests a strategic order if you do. Marriage before children, backed by education and employment, sets individuals – and their families – up for long-term stability.
Promoting the Success Sequence isn’t just about preventing poverty. It’s also about ensuring a strong, stable workforce. When individuals follow this path, they’re more likely to stay employed, reducing turnover and increasing productivity.
Supporting the sequence, whether through school programs, community education, or policy, could be a smart, proactive investment in both economic mobility and workforce development. The Brookings Institution in D.C. has been talking about the Success Sequence for over a decade. Maybe it’s time we pay attention.
Do you think the Success Sequence is a valuable tool in reducing poverty and improving employment outcomes? Should schools and communities promote it more directly? We honestly want to know. Drop us a line at info@horizonpointconsulting.com or fill out the quick poll below.