Horizon Point Consulting

Search results for: “productivity”

Make It Fun: Choosing AND at Work
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.

The Power of AND

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.

The Elements of Work AND Play

When we think about combining work and play, three core elements rise to the top:

1. Fun

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.

2. Connection

Play builds bridges. When teams connect on a human level—beyond job titles and roles—they develop trust that strengthens collaboration and communication.

3. Inclusivity

Play levels the playing field. When everyone is invited in, regardless of position or personality, workplaces become more open, creative, and equitable.

Psychological Safety: The Foundation

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.

Your Turn

So, how do you choose AND at work?

Find small ways to infuse fun into your team’s routine.

Be intentional about building meaningful connections.

Make sure everyone feels included, seen, and valued.

Create a culture where psychological safety is the norm, not the exception.

Work and play. Productivity and joy. Results and people first. When we stop choosing one over the other, that’s when workplaces truly thrive.
September 3, 2025
Doer to Leader (D2L)
Purpose & Program Overview

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.

Specialized D2L Programs

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.

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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.

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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.

Ready to learn?
Let’s get started! Send us a note about how many people (yourself or your team) are interested with details about your industry or specific needs, and a member of our team will follow up with you.

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About Horizon Point
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.

Our Strengths:

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
Continuing Education
July 29, 2025
The Success Sequence: Workforce Development Meets Poverty Prevention
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

Education, Employment, and… Marriage?

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.

How the Sequence Supports Workforce Participation

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.

Why the Success Sequence Matters for Employers and Communities

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.

What Are Your Thoughts?

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.
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July 1, 2025
The Hidden Power of Place: Why Where You Live, Work, and Play Matters
Join us in welcoming guest blogger Mackenzie Cottles! Mackenzie is on staff at the Shoals Economic Development Authority (Shoals EDA), and this week she’s sharing the story of Remote Shoals and why where you live matters. Now more than ever, we want to highlight opportunities for people to do meaningful, productive work that also allows them to lead full lives for their mental, emotional, and physical wellbeing. Thank you for sharing your insights, Mackenzie!

In today’s fast-paced world, many people prioritize career advancement above all else when making life decisions. While having a fulfilling career is undoubtedly important, where you live plays an equally—if not more—significant role in your overall happiness and well-being. The place you call home influences everything from your daily lifestyle to your financial security and mental health. Thanks to remote work opportunities and shifting cultural norms, individuals now have more flexibility to choose a living environment that best suits their needs.

The Influence of Your Environment on Your Well-Being

Where you live matters. Your surroundings have a profound effect on your mood, productivity, and overall happiness. Living in a place that aligns with your lifestyle preferences—whether that means access to outdoor activities, cultural experiences, or a lower cost of living—can greatly enhance your quality of life. For instance, someone who thrives in nature might feel stifled in a dense urban setting, while others may crave the energy and opportunities that big cities provide.

Beyond personal preference, factors like community engagement, work-life balance, and social support play a crucial role in shaping life satisfaction. Research has shown that individuals who feel connected to their community tend to experience lower stress levels and higher overall happiness. Additionally, factors such as climate, access to healthcare, public transportation, and safety can have a direct impact on your physical and mental well-being.

Career Success vs. Lifestyle Fulfillment

A common misconception is that career success should dictate where you live. Historically, job opportunities have significantly influenced relocation decisions, often prompting professionals to relocate to major metropolitan areas. However, the rise of remote work has fundamentally changed the way people approach their careers and living situations. More than ever, individuals have the freedom to live where they truly want rather than being confined to high-cost urban centers for job opportunities.

This shift has led many people to adopt a lifestyle-centric career planning approach, which emphasizes designing your life around what makes you happy rather than solely chasing professional titles. When choosing where to live, factors such as affordability, climate, recreational activities, and proximity to loved ones should be prioritized. After all, a high salary in an expensive city may not provide the same quality of life as a modest income in a more affordable, community-oriented town.

How Remote Shoals Empowers Remote Workers

The Remote Shoals program is an excellent example of how people can choose a location that aligns with their values and goals. This initiative offers up to $10,000 in incentives for remote workers willing to relocate to The Shoals, a vibrant region in northwest Alabama known for its rich musical heritage, thriving arts scene, and affordable cost of living. This program presents an incredible opportunity for professionals seeking a balance between a fulfilling career and a high quality of life.

To qualify for Remote Shoals, applicants must meet the following criteria:

Earn at least $52,000 annually from a remote position

Self-employed or employed full-time by a company located outside The Shoals that will allow the applicant to reside in The Shoals for the Program Term (proof of employment will be required)

Commit to relocating within six months if accepted

Any additional criteria can be found at remoteshoals.com/program-terms-and-conditions/

By providing financial incentives and a supportive community, Remote Shoals enables individuals to build a fulfilling life in a place that offers both affordability and cultural richness. The program is particularly attractive for remote workers who are looking to escape the high costs of major cities and establish roots in a location that fosters a strong sense of community. Where you live matters! Applications are currently open, but the current round will close on March 31, 2025!
The Benefits of Choosing the Right Place to Live

Beyond financial incentives, relocating to a place that aligns with your values and lifestyle can lead to greater overall happiness. Some of the key benefits include:

Lower Cost of Living – Many smaller towns and mid-sized cities offer more affordable housing, lower taxes, and reduced living expenses compared to major metropolitan areas.

Improved Work-Life Balance – Living in a place with access to nature, recreational activities, and less traffic can create a healthier balance between work and personal life.

Stronger Sense of Community – Smaller towns often offer more opportunities to build genuine relationships and engage with the local community, resulting in increased well-being and social satisfaction.

Less Stress and Better Mental Health – Avoiding the hustle and bustle of big-city life can lead to lower stress levels and improved mental health, ultimately resulting in a better overall quality of life.

Opportunity for Financial Freedom – With lower living costs, individuals can allocate more resources toward savings, travel, or passion projects that enrich their lives beyond work.

Conclusion: Where You Live Matters

Choosing where to live should be about more than just chasing a job title. Your environment plays a significant role in shaping your lifestyle, financial stability, and mental well-being. Programs like Remote Shoals demonstrate how location flexibility can empower individuals to prioritize happiness, community, and a healthy work-life balance. By considering factors beyond just career opportunities, you can make a choice that leads to long-term fulfillment and success in both your professional and personal life.

As companies reevaluate their remote work policies, many employees are being asked to return to the office—whether full-time or in a hybrid capacity. This shift can be particularly challenging for those who have relocated or grown accustomed to the flexibility of working from home. To navigate this transition, it’s essential to stay informed about company policies, maintain open communication with your employer, and proactively plan for your future. Programs like Remote Shoals offer an opportunity to build a supportive community that extends beyond the workplace, providing valuable networking connections and an enhanced quality of life. By establishing strong local ties and prioritizing personal fulfillment, remote workers can better adapt to career shifts while maintaining a sense of stability and well-being.

Ultimately, your career should serve as a tool to enhance your life rather than dictate where you live. With the rise of remote work and relocation programs, you now have the power to craft a life that reflects your values, aspirations, and overall happiness. So, if you’ve been feeling confined by your current location, consider making a change—your ideal lifestyle may be just one move away.

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About Mackenzie

Mackenzie Cottles is the Marketing & Communications Specialist at the Shoals Economic Development Authority, where she manages and coordinates the Remote Shoals program. After working with Remote Shoals participants to ensure their time in the Shoals and in the program is everything they hope for, Mackenzie knows that relationships are an essential part of achieving their goal of bringing life-long citizens to the Shoals community. Mackenzie holds a Bachelor of Science in Mass Communications with a focus in Public Relations and a minor in Marketing from the University of North Alabama.

About Shoals EDA

The Shoals Economic Development Authority (Shoals EDA) is a professional organization dedicated to economic development in Northwest Alabama, including Lauderdale and Colbert Counties. The Shoals EDA aids companies that are planning new or expanded facilities. The Authority serves as a point of contact to the network of private sector and local, state, and federal government entities that support a company relocation or expansion decision. It is organized as a public/private organization funded by local governments and area businesses.
March 25, 2025
March 2025 Leadership Development Carnival

Welcome to the March 2025 Leadership Development Carnival! Horizon Point is excited to host the carnival this month, featuring posts from leadership experts from around the globe on the topics of communication, development, engagement, motivation, productivity, team building, and more.

The Framework for Organizational Excellence by John Spence

Excellence isn’t accidental—it’s built with purpose. My new Organizational Excellence Framework brings together the key elements of success: purpose, culture, strategy, innovation, and simplicity. Read to see how it all comes together.

How To Build a Better Relationship with Your Difficult (Icy) Boss by Karin Hurt

You know the type: the difficult boss barely acknowledges you, keeps conversations strictly transactional, and never lets you see their human side. Frustrating right? Here’s what to do next.

Setting Clear Expectations for You Team by Bernd Geropp

When was the last time you sat down and explicitly communicated your priorities to your team? If you are thinking “They should know”, think twice. Setting clear expectations is often underestimated.

No is a complete sentence. by Lisa Kohn

Lisa Kohn of Thoughtful Leaders™ Blog presents “No is a complete sentence” where she shares that although we learned to say “no” at a very young age, we need to learn to say it again. Not always, not every time, not to everyone – but to use it in a way that builds our leadership, our Thoughtfulness, and our success.

How to Communicate a Merger and Acquisition to Employees in 9 Steps by David Grossman

2025 is shaping up to be the year of strategic, purpose-driven transactions according to a report from PwC. Effective communication during M&As is essential to keep your employees engaged, informed, and focused despite the changes underway. Use this roadmap to help you strategically develop your plan.

Setting Limits: Moving Away From Dancing Around Solutions by Brenda Yoho

The reality is, habits—good or bad—are reinforced by what we allow rather than what we say. If we want a workplace where respect, responsibility, and accountability thrive, we must move away from avoiding difficult conversations and start addressing issues head-on.

Why Didn’t You Tell Me? by Frank Sonnenberg

If you keep your thoughts to yourself, they’re worthless. Here are 23 ways to recognize excellence, express your thanks, and demonstrate that you care.

Coaching vs Mentoring: Do you need both? by Dana Theus

There are many ways to get stuck in your career. When you hit a wall, it’s time to ask for help. But where should you turn? Should you consider coaching vs mentoring? What kinds of coaches and mentors would be a good fit? What other kinds of support might you find to help you out? While coaches and mentors will both offer the most direct advice and support, depending on how and why you’re stuck, you’ll find support and good ideas from a variety of other people. Use them all!

Are You Leading or Just Managing? Let’s Find Out by Mary Ila Ward

The terms manager and leader often get used interchangeably, but should they? “Leading versus managing” is a common search phrase. At HPC, we don’t really think it’s a “versus” situation. You can be a good manager without being a great leader, but you can’t be a great leader without strong management skills.

Love ‘Em, Grow ‘Em, Keep ‘Em by Bev Kaye

AI isn’t just on the horizon—it’s already in our workflows, reshaping industries, and sparking new conversations (and concerns) about the future of work. Here’s the truth: AI isn’t just a technology challenge—it’s a people challenge. And if you want to keep your best people as AI transforms work, you need to double down on what makes leadership human.

Overwhelmed by Employee Development? Try ‘Microdosing’ by Julie Winkle Giulioni

Feeling overwhelmed by the responsibility of developing your employees? The good news is, career growth doesn’t have to come in big, time-consuming doses. Just like in medicine, ‘microdosing’ small, intentional career conversations into daily interactions can lead to meaningful growth—without adding to your workload.

The need for moral leadership by S. Chris Edmonds

Moral leadership is grounded in four pillars: Let Purpose Lead, Inspire and Elevate Others, Be Animated by Values and Virtues and Build Moral Muscle. Moral leaders foster higher standards of conduct by inspiring meaningful work grounded in shared values.

Navigating Uncertainty by Ann Van Eron

The winds of change are blowing fiercely in every corner of our world. Everywhere I go, people are talking about the rapid transformations and the looming uncertainty. We, as a community, are experiencing this together. How do we be resilient and navigate the uncertainty?

How to Better Handle Embarrassing Moments by Marcia Reynolds

Trying to never have embarrassing moments at work can stunt your growth. Learn how to rise above, even use embarrassment, to build confidence and enjoy life more.

The Impact of Change by Priscilla Archangel

Leaders must ask all stakeholders to engage with them on a journey where they balance the need to operate differently, while building new and stable networks and processes. Leaders must generate trust along the way.

Fear of the Unknown by Bill Treasurer

Drawing wisdom from Plato’s Republic, this post explores how humans naturally fear what they do not know. By intentionally increasing our exposure to unfamiliar situations or people, we can transform fear into familiarity and move confidently into the unknown.

“Can we all just get along?” Rodney King – Tips for Combatting the Political Divide in the Workplace by Diana Peterson-More

The data are in: 91% of employees have witnessed or experienced political clashes at work; 51% actively avoid colleagues with different political views, while 93% believe leadership’s political bias influences workplace policies and promotions. WOW. It’s time for leaders to turn this around. This post offers proven tips on how to lower the heat, how to facilitate their teams to the win-win, and to ensure productivity does not fall victim to fear and divisiveness.

The futures after capitalism by Marcella Bremer

We can’t create the future we want if we can’t imagine what that would look like. Andy Hines’s book Imagining After Capitalism provides great scenarios – food for thought for organizations, too. Let’s re-kindle our imagination and agency to shape the futures that we want! Recommended reading for all organizations

3 Priorities of Servant Leaders by Randy Conley

Servant leadership is often misunderstood as simply being nice or avoiding micromanagement, but it’s much more than that. In this article, Randy Conley shares 3 priorities that distinguish servant leaders from the crowd.

Kaizen and Continuous Improvement: A CFO’s Perspective on Lean Efficiency by Jon Verbeck

I’m always looking for ways to boost efficiency and streamline processes. Mark DeLuzio frequently talks about Kaizen, the practice of continuous improvement, and how essential it is to examine and refine our processes regularly. Given my deep family ties to Japan, I felt compelled to explore the true meaning and origins of Kaizen.

Two Unexpected Ways to END Your Next Meeting That Engage and Grow Your Team by Sean Glaze

Team meetings can (and SHOULD) be culture-building experiences that inspire action, creativity, and growth. Your team gatherings are a prime opportunity to foster collaboration and engagement, especially if you rethink how they end.

Playbook for AI-Literate Leaders: How CEOs, CIOs & CPOs Can Stay Ahead! by Naomi Caietti

In today’s AI-driven world, CEOs, CIOs, CPOs, and other senior leaders must do more than just embrace AI—they must lead the charge in AI literacy. AI isn’t just an IT initiative; it’s a business transformation tool that impacts everything from talent strategy to competitive advantage.

Reinventing Leadership for the 21st Century: Why and How Leaders Must Evolve to Thrive in Chaos by Julia Felton

In today’s fast-changing, unpredictable world, the leaders who thrive are not those who rely on past successes, rigid structures, or outdated management playbooks. Instead, the 21st century demands adaptive, forward-thinking, and continuously evolving leadership—a model built on reinvention.

Thank you to the Lead Change team at Weaving Influence for continuing the LDC tradition!

March 4, 2025

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