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  • SPECIAL FEATURE: June Leadership Development Carnival

    SPECIAL FEATURE: June Leadership Development Carnival

    We are honored to host this month’s Leadership Development Carnival. At Horizon Point, we find that each month the carnival is filled with rich content to enhance your knowledge of Leadership. We hope that you enjoy it as much as we do!

    Communication

    Is Empathy Dying?
    Sadly empathy seems to be dying. It can be devastating to relationships… both personal and professional. Learn why this is important and how you can reclaim it. — Eileen McDargh, CSP, CPAE (@macdarling)

    Divided we fail, in dialogue we create the future
    In this time of challenges we need dialogue and solutions but we see polarization. Also at work, you must take a stand. Are you pro or contra? Divided we fail, but through dialogue, we can solve our challenges and create the future. — Marcella Bremer (@MarcellaBremer)

    The Power of Neutral Language: Time to Think First and Communicate Second
    How do we minimize the number of regretful remarks we will make in the future– be they verbally, in writing, or through social media? How do we avoid saying something we might come to bemoan? My prescription? Think first, communicate second, and by doing so, change the language to something neutral. And, when we fail to do this – after all, we’re all human – and instead blurt out something unkind, unproductive or unprofessional, apologize. — DIANA PETERSON-MORE (linkedin.com/in/leadership-consultant-usa)

    Creativity/Inspiration

    June Tune Up! Add a Little Oil!
    Mother Teresa once said, “To keep a lamp burning, we have to keep putting oil in it.” Leadership is about helping others discover who they are and how they impact the lives of others. We aim to have a positive impact on those around us and be the support system they need to continue growing. — Brenda Yoho (@BrendaYoho or https://www.linkedin.com/in/brendayoho/)

    Development

    Invisible Costs Can Cost You a Lot
    When making decisions, most people view cost as an important consideration. While price is undoubtedly crucial, what about invisible costs that also come into play? — Frank Sonnenberg (@FSonnenberg)

    Which Double Standard for Women Applies To You? All of Them?
    Double standards for women in leadership is an age-old problem, but it turns out that it’s not just a problem for leaders; it’s a problem for all women in the workplace. It’s important to see the double standards women face in their broader context as a result of implicit and unconscious biases we all hold. — Dana Theus (@DanaTheus)

    Opportunity Focused Leadership
    Do you aim to be a problem-focused leader or an opportunity focused leader?

    Many work environments place a premium on leaders with critical thinking and problem-solving skills. However, that premium often places too much emphasis on being critical and dealing with problems. I suggest a different way. — Bill Treasurer (https://www.linkedin.com/in/courage)

    How to keep your best leaders: 4 keys to build a flourishing leadership pipeline
    A recent Gallup study highlights significant concerns among those serving in managerial roles. Their research found managers more likely than non-managers to be disengaged at work, burned out, looking for a new job and feeling like their organization doesn’t care about their wellbeing. Amid these intense challenges, what can you do to keep your best leaders? Here are four keys to build a flourishing leadership pipeline. — Jon Lokhorst (https://www.linkedin.com/in/jonlokhorst/)

    Where Does Your Work Culture Fall in the 5 Levels of Workplace Inspiration?
    A work culture that validates teams members for their efforts and sense of responsibility will create an engaged workforce. — S. Chris Edmonds (https://www.linkedin.com/in/chrisedmonds)

    Keep Your Business Healthy: The Four Pillars of Sound Financial Practices
    Operational savvy doesn’t always come easy, and a business owner sometimes, out of necessity, has to put on hats they aren’t equipped. I often hear “But I’m not an accountant!” and I understand. Still, if you are going to own a business, you have to take responsibility for the financial aspects of your business as well as other operations and product/service development and sales. — Jon Verbeck (https://www.linkedin.com/in/jonverbeck)

    Engagement

    Declining Employee Engagement Signals an Opportunity
    Gallup Research recently issued a red flag about employee engagement. Michael Stallard and Katharine Stallard explain why it actually represents an opportunity for leaders. — Michael Lee Stallard (https://www.linkedin.com/in/michaelstallard)

    Leadership Development

    Leading Through Change in the Workplace: Key Strategies to Use Today
    The complexities of the business environment mean change is one thing most employees can expect, whether they like it or not. Changes in strategy, restructuring, layoffs, the prevalence of mergers and acquisitions, people, and workplace culture issues – the list goes on and on. Read on to see how leaders can help minimize disruption and keep employees engaged. — David Grossman (https://www.linkedin.com/in/davidgrossmanaprabc)

    Productivity

    How Documenting Effective Systems Improves Team Culture and Performance
    Clearly communicated systems aren’t rigid shackles – but rather the essential musical score that ensures everyone plays in perfect harmony, unlocking exceptional team culture and performance. — Sean Glaze (@leadyourteam)

    It’s About Time! 10 Ways to Offer the Time Autonomy Employees Crave
    The clock is ticking towards a more autonomous future. This article offers concrete tools and strategies within any leader’s control to offer the time flexibility people crave – and in the process, build a magnetic and unbeatable culture where talent thrives. — Julie Winkle Giulioni (https://www.linkedin.com/in/juliewinklegiulioni)

    Quality is a Journey to Excellence
    Quality means not only the quality of the product, but also the quality of the processes producing the product, the quality of the designs that go into processes and the product, quality people, quality systems, quality service, quality everything… just quality through and through everywhere. We need to adopt a new way to manage and run organizations. – John Hunter (@aJohnHunter)

    \Swinging for the Fence to Slow Productivity
    Following my sabbatical almost three years ago where I said no to everything for almost eight weeks, I came out refreshed and ready to swing for the fence again. I slowly but surely started picking up balls. One at a time, we added client after client, one of which is sucking the ever living life out of me right now. — Mary Ila Ward (https://www.linkedin.com/in/mary-ila-ward)

    Team Building

    Hiring the Right Players
    Every organization needs leaders who can come in and quickly understand the organization’s past, learn the present environment, and develop an effective plan. The challenge is exercising patience and diligence in the selection process to hire the right players; being clear about what and who you need. — Priscilla Archangel (@prisarchangel)

    Is a pro basketball player’s story the key to fighting mediocrity?
    Robyn McLeod of Thoughtful Leaders Blog presents Is a pro basketball player’s story the key to fighting mediocrity? where she shares that while mediocrity can be contagious, the antidote is a focus on winning and innovation – and the encouragement of the Charles Barkleys in your organization who can rally their teams to success. — Robyn McLeod (@ThoughtfulLdrs)


  • Open the Door and Expose Toxic Workplace Cultures

    Open the Door and Expose Toxic Workplace Cultures

    Last week I had the absolute pleasure of attending NASHRM’S 2024 Spring Workshop supporting my team member Lorrie Coffey. She gave an energizing presentation on Handling Toxicity in the Workplace, complete with getting knocked upside the head with a Horizon Point lightbulb stress ball. So, what does a toxic workplace look like? Let’s open the door and expose toxic workplace cultures.

    Lorrie started off by giving the definition of toxic and said that it’s an extremely harsh, malicious or harmful quality. She went on to give examples from social media of people talking about their current workplaces. One employee said, “I’ve literally been berated and to a point, what I could consider verbal abuse” another described their situation by saying that their anxiety was through the roof. So, what creates a toxic environment and causes people to leave?

    According to Career Plug, the percentage of employees in 2022 that have experienced a toxic workplace by age group are: 88% (18-34 year olds), 90% (35-44 year olds), and 79% (45 + years old). Notice the fact that 45 and up didn’t have as much experience with a toxic culture or did they? Lorrie pointed out that it could be that most CEO’s are in that age range, and who wants to report that they are experiencing a toxic environment when they are the one in charge?

    There are tell-tale signs of a toxic culture including increased negativity, turnover, dysfunction, stress, gossip, and competitiveness. On the other hand, there is a decrease in morale, productivity, attendance, trust, health, and feedback. Who then creates this toxicity?

    Why should leadership care? Big picture, it impacts the bottom line. During the middle of the presentation one of the participants asked, but what if the toxic person is a leader? If it the toxic person in question is a leader, you have tools to use:

    • Set boundaries
    • Constructively confront them
    • Keep emotions in check
    • Document, document, document
    • Recommend external leadership training/executive coaching 
    • Terminate (them or you)

    How do you improve a toxic culture? Maslow’s Hierarchy of Needs is what Lorrie recommends.

    • Work-life balance
    • Teamwork & Communication
    • Work on psychological safety
    • Feedback & recognition
    • Respect
    • Fairness & consistency
    • Growth opportunities
    • Leadership & staff training

    Check out Lorrie’s presentation in full on our What’s Up page.

  • Why Appreciation in the Workplace Matters

    Why Appreciation in the Workplace Matters

    Remember Mary Ila’s take on “How to Be Authentic with Your Appreciation at Work”? We reference Chapman & White all the time in training and coaching with our clients. To celebrate Valentine’s Day with full hearts in the workplace, we’re bringing you an early look at the new updated version of The 5 Languages of Appreciation in the Workplace. 

    We subscribe to the newsletter from Appreciation at WorkTM and got one of the first announcements of the new, post-COVID research on professional appreciation. Right away, I asked the team if we could do a blog about it. New research!? Yes! Here’s the blurb we got: 

    Appreciation at Work has done peer-reviewed research and polling through and post-COVID. The result of this research is a completely new chapter on how to effectively show appreciation to remote and hybrid employees including topics such as: 

    • the variety of remote work relationships 
    • trust in remote work relationships 
    • creating and maintaining a workplace culture 
    • the employer/supervisor perspective 
    • the employee perspective 
    • the key to keeping remote employees 
    • what neuroscience is showing 

    This edition also includes updated research (50+ citations) of data shared about the importance of appreciation and its positive impact on the functioning of businesses & organizations (including increased productivity and higher profitability when your employees feel appreciated.

    Source: Appreciation at Work

    I read it, loved it, laughed, cringed, and mostly just appreciated for the millionth time that Gary Chapman & Paul White adapted the Love Languages for professional relationships. They present their research on appreciation at work in a relatable, real life way. Here are some of my favorite quotes, classic and new:

    • “During the Great Resignation of 2022, researchers at the Massachusetts Institute of Technology found that employees were three times more likely to resign due to a lack of appreciation in comparison to financial compensation issues.”
    • “When leaders actively pursue teaching their team members how to communicate authentic appreciation in the ways desired by the recipients, the whole work culture improves. Interestingly, even managers and supervisors report they enjoy their work more. All of us thrive in an atmosphere of appreciation.”
    • “74% of employees never or rarely express gratitude to their boss.” (Reminder that appreciation is important up, down, and sideways!)
    • “There is a distinct difference between the Quality Time employees desire from their supervisor and what they value from co-workers. In response to this issue, we expanded the Motivating by Appreciation Inventory to allow individuals to indicate what actions they desire and from whom they want them.”
    • Acts of Service are about the other person, not about you. “Ask before you help. Don’t assume you know what help they want or need. If you are going to help, do it their way.”
    • “Our research with over 375,000 employees found that Tangible Gifts is the least chosen language of appreciation.” So if you’re going to do it, it’s important to give gifts “primarily to those individuals who appreciate them” and “give a gift the person values”. (Lorrie wrote about HPC’s take on gifts in “A Few of Our Favorite Things”.)
    • “The surest way to find out the appropriateness of Physical Touch is simply to inquire.” Many people appreciate a good high five, fist bump, or handshake to celebrate a job well done. Just check with them first, and don’t hold it against them if they prefer not to touch.

    Chapman & White also devote an entire chapter to the ROI of genuine appreciation. Take a look at these charts from the book: 

    Flow chart indicating that personally relevant authentic appreciation leads to employee engagement; which leads to reduced turnover, reduced absenteeism, and improved productivity; which leads to a better bottom line. 
    Table chart indicating the overall impact of employee engagement in organizations. One column lists results of employee engagement, and one column describes the associated research findings.

    Regarding remote and hybrid teams, Chapman & White basically say the needs are the same as fully in-person teams, but the intensity of certain needs are different. Here’s a snippet from the chapter on remote teams: 

    “In one study, prior to COVID-19, with almost 90,000 individuals who had taken our online assessment…we found that Words of Affirmation was the most desired appreciation language, followed by Quality Time and Acts of Service. But remote employees chose Quality Time as their primary language of appreciation more frequently (35% of employees) than workers on site (25%). The same pattern was found with employees both during the pandemic and afterwards.” 

    They go on to say, “…the single most important lesson we learned for effectively communicating appreciation to remote colleagues is that one must be more proactive than in face-to-face relationships. The most important factor is to understand, affirm, and relate to your colleagues as people.”

    If you saw our new team video highlighting our operating values, or if you’re a longtime HPC friend, you know that People First is our number one value. We are all just people, with the same ups and downs, and the same desire to be loved, appreciated, and valued. If we were to sum up the 5 languages book(s) in the simplest terms, we’d say Be People First. Be people first toward yourselves, and be people first towards others. 

    If we remember to be People First, we just might get better at genuine appreciation all on our own. 

    For individuals or teams interested in learning more about The 5 Languages of Appreciation in the Workplace, we highly suggest starting with the MBA InventoryTM, then reading the book (or listening to the audiobook). If you purchase the book, it comes with an access code to take the inventory. If you’d like to jump straight to the inventory, you can buy a single access code or codes for your entire team here. (I feel like it’s important for me to say that we’re not being paid to promote any of this, we just really like it.)

  • Creating a Work Space that Brings People Together

    Creating a Work Space that Brings People Together

    Her name was Ima, Ima Fish. She was a Betta that I got when my son was four months old and I decided being a stay-at-home mom wasn’t for me. So, when my old boss called me and asked me if I wanted to come back part-time, I jumped at the chance. I bought Ima to put on my desk at the office. I had that little fish on that desk for five years! And everyone in the office knew Ima. If I was out of the office, I knew someone else was taking care of it, I didn’t even have to ask. Coworkers would stop by my desk daily to see how Ima was, even before they’d check to see how I was. Ima became the office fish. 

    Employees spend a large portion of their time at work, away from their families. Coworkers often become a second family. So how can employers create a work space that helps to bring people together? 

    1. It starts at the top. Leadership can help create an environment that brings people together by making connections with those who work for them. Get to know your employees, what makes them tick outside of work. Do they have families? What are their hobbies? Where do they see themselves in the future? When you check in with employees, don’t jump straight into work, ask them how their weekend was, if they have plans for the holidays, just take a few minutes to chat and get to know more about them. By doing this, you not only build a better connection with your team members but you are encouraging them to do the same with each other. 
    1. A lot of work and a little play. Allow for some down time at work. You’d be surprised at how that may actually improve productivity and it will definitely boost morale. Early in my career I worked for a company that had an office breakfast EVERY Friday. And it was employee provided. There was a sign-up sheet each quarter for those who wanted to participate and a schedule was made of what Friday you had to provide breakfast. It was great, people loved to participate and every Friday the entire office of about 50 employees came through the breakroom to grab breakfast. You could bring whatever you wanted and there was always an abundance of food. Good food! We even had one employee who when it was his turn, would bring his griddle from home and make made-to-order breakfast sandwiches. And while you were waiting on your sandwich, you’d get to have the best conversations with him. 
    1. Create welcoming spaces for connection and collaboration. One of the worst feelings for me is walking into a sterile work space, devoid of color, personalization, and warmth. It’s not inviting. Create spaces where employees want to be, that inspires them. A little décor can go a long way. And it doesn’t have to be expensive. Add a few pictures, some fake or real plants, some color. Take that bright white break room and turn it into a space employees want to sit and enjoy lunch or a quick break. A little paint can go a long way to making a space more welcoming, so get rid of that bright white! And while you’re at it, take away the clutter too. It creates stress and don’t we all have enough of that these days? 

    What can you do to make your work space bring people together? 

  • SPECIAL FEATURE: July Leadership Development Carnival

    SPECIAL FEATURE: July Leadership Development Carnival

    We are thrilled to be hosting the July Leadership Development Carnival. We participate monthly and find it is always filled with great insight for leaders to read and share.

    Communication

    Psychological Safety: Pro Tips for Leaders

    As a leader, how intentional are you about creating psychological safety for your team? Check out these tips from the experts to help you build rapport and increase communication with your team. — Jennifer Miller (@JenniferVMiller)

    The Power of &

    Conflict itself is born from a perspective that we must make either-or decisions; that we can’t have more than one option; that two different things cannot co-exist. In these situations, the result is generally less favorable than if the parties explored & solutions. Focusing on & requires a commitment to exploring mutually beneficial results, not necessarily the same results. — Priscilla Archangel (@PrisArchangel)

    When is Workplace Gossip a GOOD Thing – and when it isn’t, HOW do you Fix it?

    As someone who works in a team or leads a team, you have probably heard that gossip is always negative. It should be avoided at all costs…
    Gossip is defined by the Oxford dictionary as “Casual or unconstrained conversation about other people.”
    And Dave Ramsey, a welll-known financial expert, has been outspoken about the “No-Gossip” policy for his people at Entreleadership – for them it has been a significant part of defining their culture.
    However, there is recent research that has shown gossip can actually have positive effects on team morale, culture, and performance. — Sean Glaze (@leadyourteam)

    Two-Way Communication: 4 Tips and Examples for Getting It Right

    There are many opportunities for leaders to engage employees in meaningful two-way communication. Mastering it helps build a stronger company culture, among many other benefits. Explore these tips and methods known to be effective. — David Grossman (@ThoughtPartner)

    Tips for Overriding the Worst Communication Habit

    We often pride ourselves on knowing what people think without fully listening. Overcoming this habit is critical to good communication and creating better relationships. — Marcia Reynolds (@marciareynolds)

    Do We Ever Really Resolve Conflicts? Try Conflict Management

    Are conflicts resolved or managed? Conflict resolution means that a conflict is solved, settled, or finalized. While managing conflict means that the conflict is mediated, handled, and coped with: in short, there is an agreement to disagree yet move forward together on areas in common. Read on to learn how to manage conflicts to success. — Diana Peterson-More (@DianaPMAuthor)

    Creativity/Inspiration

    Time to SPARKLE

    Each day offers us a chance to make a difference, to shape the future, and to inspire greatness in others. Let us seize this opportunity with passion, purpose, and unwavering dedication. — Brenda Yoho (@BrendaYoho)

    Development

    Just Because You Can, Doesn’t Mean You Should

    Do you do things because it’s in your best interest, because it looks good, or because it’s right? — Frank Sonnenberg (@FSonnenberg)

    Work on a nonviolent, compassionate culture

    What if your organizational culture was nonviolent and compassionate? You and your performance would thrive. And so would the company. Here’s inspiration from the research. A nonviolent, compassionate culture helps to build a better world. — Marcella Bremer (@MarcellaBremer)

    Four Things to Regularly Assess in Your Business

    One of the skills an experienced big mountain backcountry skier practices is testing the snowpack for avalanche risk. “I think it looks good,” won’t cut it. We have to pull out the shovel and test the pack to ensure we can venture down in a safe way. Otherwise, we risk life-threatening conditions and danger. “Where’d he go?”

    It’s similar when it comes to your business. You can glide along thinking “I think it looks good,” but without regular testing and evaluating of the conditions, you can end up in an avalanche of trouble.— Jon Verbeck (@jonverbeck1)

    Being Courageous

    Discover the transformative power of courageous leadership. Dive into the essence of courage, embrace vulnerability, and challenge the status quo. Discover practical strategies to inspire others and drive extraordinary results. — Bill Treasurer (@btreasurer)

    How to Get Unstuck with Your Career Pivot

    In this article, Art Petty provides advice for professionals who are feeling stuck in their current careers and are looking to make a pivot. He offers tips on how to identify your interests and skills, research new career paths, and create a plan for your transition. — Art Petty (@artpetty)

    How a Leader’s Well-Meaning Actions Thwart Career Development (Without Even Knowing It)

    Leaders often have good intentions when they try to help their employees develop their careers. However, sometimes their well-meaning actions can actually have the opposite effect. This article explores some of the ways that leaders can unwittingly thwart career development, and offers advice on how to avoid these pitfalls. – Julie Winkle Giulioni (@Julie_WG)

    Faulty Filters Lead to Empty Funnels: Fundamental Flaws in the Fight for Talent

    The truth is that some companies are laying off, some are ramping up hiring and some are doing both. Those that have downsized in the face of economic stress need to “backfill” with qualified internal candidates. Those that are financially healthy or on a growth path, will be looking to “buy” qualified talent from the outside. And recent data suggests that more and more companies are looking to “borrow” qualified talent from the growing independent consultant pool. But whether they are backfilling, buying or borrowing talent, they are all facing the same challenge — finding the most qualified candidates. And how do they do that? My client experiences suggest that they too often use what I call “faulty filters.” — Bev Kaye (@BeverlyLKaye)

    Don’t Be a Small-Minded Leader

    Leaders who are self-aware and honest about their weaknesses, challenges, and mistakes are less likely to behave in small-minded ways. That’s because they don’t waste time defending their egos and need to be right. — Ken Byler

    Job Hunters are Looking for a Values Match

    In the post-pandemic world of attracting top candidates, companies are finding that decent salaries and competitive benefits are not enough. Company values are increasingly important to job seekers. — S. Chris Edmonds (@schrisedmonds)

    Engagement

    The Power of a Customer’s Name: 5 Ways to Use It to Your Advantage

    Using a customer’s name is a simple yet powerful way to improve their experience with your business. It’s an effective way to make them feel valued and acknowledged, which can lead to increased loyalty and customer satisfaction.

    When a customer hears their name, it creates a sense of familiarity and personalization. It makes them feel like they’re more than just another faceless customer, and that you appreciate their business. By using the power of a customer’s name, you can also build rapport and establish a connection, which can lead to better communication and understanding between the customer and your team. — Steve DiGioia (@stevedigioia)

    Should I Quit This Workplace Conflict: How to Know When It’s Time to Leave

    One of the heartbreaking findings in the World Workplace Conflict and Collaboration Survey was the number of people who said if they were faced with this workplace conflict again, they would quit, or quit sooner. Here are a few powerful questions to help you decide. — Karin Hurt & David Dye (@letsgrowleaders)

    The Mental Health Connection

    Thank goodness it didn’t take long for me to shift my perspective and see the way that my Horizon Point Team members valued connection as much as I did. According to Gallup analysis, “it finds that engagement has 3.8x as much influence on employee stress as work location.” — Emily Addison (@emaaddisonhpc)

    Ethics and Policy

    The Gender Wealth Gap: The Pay Gap Reframed

    Leaders seeking greater equity in the workplace need to understand the broader implications of the pay gap for women and under-represented leaders more broadly. Unequal pay leads to more than short term disadvantage for the employee and their family, but a lifelong financial deficit, which can become a generational burden. — Dana Theus (@DanaTheus)

    Leader Evaluation

    How Do You Measure Your Worth as a Leader?

    It’s much easier to measure the effectiveness of leaders by looking at their quantifiable deliverables—monthly sales targets, net promoter scores, business objectives met, on-time deadlines, projects completed. While those are all critical, truly exceptional leaders also perform at high levels with skills that aren’t directly tied to tangible outcomes. This article covers some additional measuring sticks for evaluating your true impact and worthiness as a leader. — Sara Canaday (@saracanaday)

    Leadership

    Four Reasons Why Flexing Your Leadership Style Builds Trust

    Most managers are one-trick ponies, meaning they default to using a single leadership style in all situations. Randy Conley shares how flexing your leadership style to match the situation builds trust and positive relationships with your people. — Randy Conley (@RandyConley)

    Problem Solving

    Socratic Oath

    Critical thinking starts with questions and examining assumptions. — Wally Bock (@WallyBock)

    Productivity

    The beauty of going slow to go fast – and how to do it

    Lisa Kohn of Thoughtful Leaders Blog presents The beauty of going slow to go fast – and how to do it where she shares that while it may seem counterintuitive to slow down and take pauses when your to do list seems to have a mind of its own and overwhelm is a constant state, it’s often exactly what we need. It’s not always an easy shift. But it is possible. — Lisa Kohn (@ThoughtfulLdrs)

    Thanks for joining us for this month’s Leadership Development Carnival. We hope that you enjoyed it!

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