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Horizon Point Consulting is committed to helping individuals and organizations and communities discover, develop and maximize their talent.

For organizations, we provide leadership and career coaching and assessment focused on enhancing company performance through the creation of lasting behavioral change in supervisors and managers. In addition, we help companies develop performance evaluation and development tools.

For communities, we help in establishing workforce development strategic plans as well as workforce survey development and analysis. 

We work with students to discover the right college, major and career for them and we work with adults in or considering a career transition through career assessment and coaching. 

Let us help you or your organization discover, develop and maximize your talent!



  • GREAT REALITIES OF MANAGEMENT: It's Not Your Fault, But It's Your Problem...

    GREAT REALITIES OF MANAGEMENT: It's Not Your Fault, But It's Your Problem...

    Author Guest Blog: Kris Dunn

    As we look back on our focus in January about measuring leadership and think about how it connects with our February focus on Social Capital, we’re thrilled that Kris Dunn has allowed us to republish one of his posts from HR Capitalist that we think ties both concepts together quite nicely. Thanks Kris for showing leaders that you got to get it done through others- it’s not what you know, but what they know- and that is how you’re measured…

  • Measuring Leadership in the Classroom

    Measuring Leadership in the Classroom

    Author Guest Blogger: Scott Mayo

    Schools love to measure things. With accountability being the buzzword in educational circles, measurement has become an even greater priority. However, we often fall trap to measuring things that are easy to measure, not because they are the most important things. Leadership is one of those important things – we all want it – that has been notoriously hard to quantify. How do I know that I have a teacher who is a leader?

  • Should we measure leadership by popularity?

    Should we measure leadership by popularity?

    Author Mary Ila Ward

    “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 work for you a good way to measure your leadership strength?