The new year is officially here, and if you’re like many of our clients, you’ve probably set a few goals or resolutions for personal and professional growth in 2022. Each year, our clients tell us what they’re looking to achieve, and we help them map out how to get there. Usually, those goals vary – from getting a promotion to writing a book. But recently, we noticed a very interesting shift. The majority want the same goal this year – to become stronger leaders. And they’re not alone! Nearly 64% of employees say learning and development is now a “need to have” job requirement. While many believe their companies should provide the support and tools to help them reach their Next Level, we encourage our clients to take responsibility for their own growth as well.

Ultimately, whether you’re investing in yourself or investing in your team, it can pay off tremendously in the long run. Here’s how you can advocate for yourself, or if you’re a member of a leadership team, how you can support your employees in becoming stronger leaders this year:



Be Assertive: If you’re a top performer looking to grow as a leader, start by having a conversation with your manager. Ask what the organization’s policy is – do they offer leadership development resources through the company or will they provide funding if you’d like to attend a conference or take a course that helps you grow within your career? If the answer is “yes,” take advantage of those opportunities and figure out how to get involved.

Get Creative: If your company doesn’t offer any development opportunities or financing, don’t let that stop you. Get creative and invest in other opportunities. For instance, check out our Signature Leadership Summits. These unique and transformational sessions are designed for C-suite and senior-level executives, emerging leaders and high-potential employees, and they allow you the opportunity to refine your skills, learn practical strategies and network with other top performers.

In addition, books like “ON Point” and “The Crooked Rim” by Founder Pam Borton and “WOMAN UP!” by Founder Aimee Cohen are excellent resources that set you on the path to success. You can also get involved with professional associations or take classes online or at your nearest college. There are plenty of ways you can take the initiative and learn valuable skills to become a stronger leader.


Leadership Teams

Have Meaningful Conversations: If you’re a member of a leadership team and want to encourage your employees to develop as leaders, it’s important to begin by having meaningful conversations with them. When you’re speaking with an employee one-on-one, take time to go beyond tactical topics. Instead of just asking about deliverables and how a project is going, ask what each employee’s goals are and where they see themself in the organization over time. This will help you customize your approach to the individual.

Know the Options: If an employee tells you they want to grow and evolve within the company, it’s important to be well-informed about what options are available for their development. Do you have a mentorship program that allows employees to take on a leadership role with one of their colleagues? Does your company offer Leadership Academies that are tailored specifically to your style and mission? These can be incredibly beneficial at developing high-performing employees, creating a collaborative leadership culture, elevating your team and attracting and retaining top talent.

The companies we work with that are doing it best are walking the walk. They invest in growth and development from an individual, team and organizational level. They genuinely want to see people climb in their careers, and they back their employees’ goals emotionally and financially. Businesses who walk the walk when it comes to employee development have higher retention rates and pick up quality hires. When people feel valued, they add more value to the company.

As we kick off 2022, consider the impact professional growth and learning can have on yourself, your employees and your overall businesses. As an organization, you’re making your team stronger, and you’re showing your employees they’re capable and worthy of advancement opportunities. If you’re working for a company that doesn’t offer leadership development opportunities, don’t make excuses – create your own journey. The benefits are worth it!

“Being physically fit allows us to live… being mentally fit allows us to thrive.” – “The Crooked Rim”

As a former Division I basketball coach, I know practice and training are a huge part of building stamina and confidence among individual athletes and teams. It not only prepares them for the toughest situations, it also makes them stronger. The same is true for high-performing corporate athletes, teams and organizations.

Everyone has faced unique challenges since March 2020. The continuing uncertainty of the future holds has only amplified the importance of having a strong mental game. Just like elite athletes who are in the gym and getting in reps at practice daily, training our minds takes time, dedication and prioritization and is vital to our well-being.

As I mentioned in the last two blogs, there are ways we can become more resilient in our professional and personal lives. From digging deep to embracing challenges, we all have the strength to overcome obstacles; we just need to tap into that mindset and condition ourselves to manifest success. That’s where training comes into play. In the end, how often and how hard we put in the work are key to our overall success in work and life.

Train Daily

Just like yoga practice or marathon training, we also have to regularly work out our most important muscle: our brain. The more we train, the more resilient we become. When we train our minds on a daily basis — from practicing positive self-talk to surrounding ourselves with people who support us and challenge us to do better — we actually become motivated when we are met with setbacks.

Training never ends. There is always room for improvement, and there are always opportunities to grow. This is especially true when it comes to resiliency and well-being. Life is bound to throw us curveballs, so it’s important we know how to navigate them.

We all encounter crooked rims throughout our lives both personally and professionally. It’s on each of us to take ownership of developing the skills we need to overcome any obstacle. Life is demanding, but if we train enough and master our mindset, we can thrive in the face of adversity. By setting goals to increase the capabilities of our mental muscles, creating a plan to develop strong minds and blocking out time for our daily routines, we’ll build confidence and productivity.

“Developing a high level of mental strength minimizes or eliminates the feeling of spiraling out of control.” – “The Crooked Rim”

Read all of Pam’s tips on getting to the Next Level by becoming more resilient in “The Crooked Rim,” which officially hits shelves on January 4, 2022. You can also pre-order an autographed copy directly from

“Writing about resilience demanded me to demonstrate my own resilience.” – “The Crooked Rim”


The last year and a half has been a struggle for most Americans, and we’re still dealing with that reality today. Along with our communities, colleagues and families, we have all dealt with abrupt changes to our daily lives and routines — at work and at home. Nearly every part of our world has changed forever. Though the pandemic has been extremely tough, the lessons we’ve learned about navigating trying situations are and always will be relevant.


Prior to the global shutdown, I never planned on writing a second book. After realizing the mental and emotional toll the pandemic had on my life, I knew it was time to lean on something I’ve done my entire career; I needed to embrace the challenges I was experiencing in order to overcome and persevere. This time it wasn’t to survive and advance to another round in the postseason, it was to dig myself out of a rut and bounce back stronger.


So, I put pen to paper, documenting everything I’d learned about overcoming obstacles on and off the court, and “The Crooked Rim” was born. Interestingly, writing about resilience forced me to be resilient myself and shift my mindset.


Embrace Challenges

During times of crisis, we can either be a positive force to those around us or bring people down. Our mindset determines which influence we’ll have. All of us have the ability to persevere; we just have to reframe our thinking. Many of us have struggled during the pandemic. We’ve feared for our family and friends while also facing isolation and uncertainty — but we’ve overcome. We’ve found ways to work through the chaos in order to come out stronger on the other side. We are better prepared for whatever comes our way next. Without challenges, we may never know how strong we really are.


When we think of challenges as an opportunity to learn, we strengthen and sharpen our mindsets. Whether at work or at home, we can turn stumbling blocks into starting blocks and use those situations to propel us forward in life.


“It is tragic if the crooked rim becomes the singular obstacle that keeps us from sinking the shot. Instead, think of the crooked rim as a gift—an opportunity to release us from what holds us back and it makes us tougher.” – “The Crooked Rim”


Learn more about how to master your mindset for success in “The Crooked Rim,” which will be released on January 4, 2022. To order an autographed copy, please visit


Next month, Pam will key in on the importance of training daily to build the mental muscle needed to get to the Next Level.

“Today’s scars are tomorrow’s stripes.” – Pam Borton, “The Crooked Rim” I didn’t know it back then, but growing up on my family’s farm in Ohio is where I first learned resiliency. I’d spend my days and nights shooting my basketball at a crooked rim nailed to our barn over and over again. That crooked rim taught me so much. It taught me to dig deep, embrace challenges and put in the work every day. In the end, that’s what has helped me overcome obstacles and hardships in my life.

One of the greatest obstacles happened in March 2020. Like so many people, the pandemic sent me down a different path than I anticipated. Watching the world during a time of major crisis stirred up a lot of emotions inside me. After months of anxiety and stress, I spiraled and eventually hit rock bottom.

After sitting with my emotions, it was time to get back to the basics; I changed my mindset and put my own strategies into play so I could move forward. I knew my story wasn’t unique; countless others were struggling mentally. Even though I had no desire to write another book, I felt compelled to take what I’d experienced and turn to the one thing I know best: coaching.

Dig Deep

Even if sports don’t come naturally to us, we can all learn from elite athletes. Aside from being the best of the best physically, they demonstrate an enormous amount of mental toughness. They’ve been competing to be at the top of their field for years or even decades. They’ve been forced to search deep within during tough losses and emotional setbacks. These experiences make them more resilient.

Whether you’re vying for a promotion or dealing with the loss of a loved one, your mindset is what helps you push through adversity. If you take the time to look at your own inner strength and potential and put all of what’s inside of you toward achieving your goals, you can overcome the hardest of hardships.

“Step up and break through your limits. Turn your crooked rim into your greatest success story.” – Pam Borton, “The Crooked Rim”

Read more tips for overcoming obstacles in “The Crooked Rim,” which hits stores on January 4, 2022. Visit to learn more and order an autographed copy. Stay tuned next month as Pam shares more insight from her book and dives into the importance of embracing challenges in work and in life.

Most people would agree that changes keep life interesting. It doesn’t take long for the same old routine to feel boring and unengaging. But what happens when there are too many changes too rapidly? There is such a thing as change saturation and even change fatigue. 

After over a year of working virtually, wearing masks, and constant hand sanitization, things were beginning to look like they did pre-pandemic. In some areas, restrictions are tightening again as a new wave of the delta variant takes over. With so many changes and adjustments to how and where we work, it’s understandable that employees would feel change fatigue. They are not able to adapt quickly enough to ever-changing policies and procedures, so their productivity and quality of work suffer. It’s overwhelming. So how can we identify when our teams are feeling change fatigue and what can we do to overcome it?


Recognizing Change Fatigue

When changes occur in the workplace, whether it’s to duties, procedures, or something else, the ADKAR model shows us how employees react when they accept and believe in the change. They support the change and they actively reinforce the change in order to sustain it. This is not always the case, however, and when an employee is change fatigued, they show different signs. Some symptoms and signs to look for are:

  • Frequent complaints and resistance to changes
  • Indifference about changes or complete disengagement
  • Employee burnout and visible exhaustion
  • Negative attitude and skepticism about the effectiveness of the change

It is important to recognize these signs because change fatigued employees are less productive and do not feel job satisfaction. Change fatigue can lead to delayed and failed projects or even higher employee turnover rates. Now that we know how to spot change fatigue, how do we overcome it?


Overcoming Change Fatigue

If you recognize change fatigue in your organization, you must address the physical and emotional impact on your employees. You’ll benefit from doing what you can to pause change initiatives and take some time to analyze your situation. What has created the change fatigue and what can you do to prevent it from happening again? When it comes to change fatigue related to the Covid-19 pandemic, change has been out of your control. But you can get feedback from your employees about how you might have improved the situation and how you can better support change in the future.  A few other ways you can prevent and overcome change fatigue are:

Invest in employee resiliency.

Employees are more able to navigate new changes when they are emotionally healthy and they feel supported. You can invest in employee resiliency by providing great benefits, offering wellness programs, and ensuring employees utilize PTO to refresh and reset.

Implement consistent feedback loops.

Leaders that listen to and give employees a voice generate a sense of understanding and trust which results in a stronger willingness to adopt changes. Stay up to date on how your employees feel and look for opportunities to showcase how you’ve listened and implemented their suggestions. 

Change can be a good thing and it’s the only way to improve and correct past mistakes. Implementing too many changes in a short period of time, however, can hurt a company more than it helps. Be cautious and listen to your employees to ensure that the changes you implement are effective and that they aren’t becoming change fatigued.

The last year and a half has brought on many changes and as a leader, you must be prepared for new changes that will require new leadership skills. Some employees desire to continue working from home and have found they are as productive and engaged with their colleagues as they were when in the office. Many employers have either started or continued to adapt their infrastructure to be a hybrid workforce so all employees have the option to choose what’s best for them. Working with in-person and remote employees collectively as one, it’s essential to create unity and not a divide. Being mindful and aware of how you and your team can adapt will give you the new leadership skills required to stay successful and be ON Point.


In a hybrid workspace, your team is already physically divided. Using labels such as “them” and “us” would create even more separation between the two working groups. As a leader, being aware of how you communicate is vital. Information should be provided to the entire team (both in-office and remote) at the same time to make sure all employees feel included. Whether you use shared communication apps or services, closing any possible gap between the two groups will support you in providing the best hybrid work experience that you can. Encouraging your team to build working relationships with all employees, whether in office or remote, inviting them to share calendars with one another, and creating virtual activities for all to participate in will support you as a leader in keeping the unity of your team.


Communication can be the biggest challenge when working with a hybrid team; however, it’s become much easier with the virtual communication tools we have at hand. Not only is it vital to communicate about what you expect from all employees and any changes happening within the company, but having daily or weekly virtual meetings with your entire team helps keep the communication open and consistent. These are times to talk about projects, upcoming events, personal and professional achievements, announcements, and so much more. Request your in-office team to speak with the virtual team about all work topics as if they too are in the office to avoid anyone feeling excluded. Choosing a video communication option versus voice will give your team a sense of togetherness by seeing one another’s faces, expressions and continue to create a workplace bond you desire for them as their leader.


As a remote employee, sometimes the reputation of not working as hard or being as present as those in the office can arise. By setting expectations for your entire team of when work starts and ends, everyone receives the same guidelines. Defining work hours will support those working from home to step away from work when their expected work time is up (diminishing the possibility of burnout) and help your in-office team when remote employees are available.


Throughout this transition and the ones to come, pay close attention to your employees and their work experiences. As everyone adapts, be mindful of the changes you see and feel in each of them. Employees want to feel heard, seen and included. As a leader, you can make a significant change in how a team member experiences work by simply checking in on them and letting them know they are not a part of the in-office team or the work-from-home team; they are a part of THE team.


This is the second part of our Summer of Transition series. Follow along this summer as we continue to discuss going back to work, the hybrid workplace, and remote work. Each person is going to have a different timeline, set-up, and experience, and ON Point is here to support everyone!

As offices start to open backup and things get back to where they were pre-covid, there are bound to be questions, comments, and maybe even some concerns about the return to in-person work environments. Everyone’s work-life balance has changed in one way or another, so to change again can feel overwhelming. Just when the world adapted to a more remote work style, stepping back into a routine that once was the norm can have its pros and cons. Whether your team’s feelings are excitement or scarcity, it’s essential to have a plan and be prepared to make the transition back to cubicles and water cooler talk as smooth as possible.

When transitioning back to the office, the goal is to make it as seamless as possible and make sure your team feels heard, safe, and trusts you have their health in mind for all future decisions. The pressure to make these decisions weigh on many executive and management teams, and being prepared is critical to making the right decision for your organization.


Safety First

The cleanliness of the office (especially all common areas) is a big concern many have with returning to their desk. Now more than ever, people are worried about the likelihood of germs spreading, not knowing who’s touching what, and the possibility of being in close quarters with someone who has the virus or who has been exposed to it. However, there are many steps that employers and employees can take to create a clean environment for all.


  • Hire a professional cleaning company to come in to clean and sanitize the entire office and common areas.
  • Provide multiple hand sanitizing stations.
  • Supply cleaning supplies to employees to use when needed.
  • Suggest employees use common areas only when needed and put small policies in place like eating lunch at their desk or outside


Time Efficiency

Creating a healthier work-life balance and having more freedom in a day’s work is definitely a pro to working remotely. Planning meetings around lunch and school pick up, fewer costs like less gas to communicate and after-school activities for the kids, and having the comfort of loungewear instead of a suit and tie is appealing. However, being face to face allows employees to focus on their work and have a designated place to be dialed in. Being in-person provides direct communication with others instead of waiting for an email or call back. The convenience of walking to someone’s desk gives an employee less time to wait and more time to be productive. In addition, an employer can see how their team is using their time and what changes are needed to run as efficiently as possible.


Team Atmosphere

Having a face-to-face dialogue is easier to decipher what is working and what is not. To build and have your ideal team, focusing on how your employees feel by seeing their facial expressions, watching their body language, and feeling the energy in the space allows an employer to make communication adjustments when needed. The team dynamic plays a significant role in company success, and without having everyone together in one place, how can you know what’s working? A connected team that plays off each other’s ideas (like in an impromptu meeting for example) can lead to innovative ideas and breakthroughs. These types of meetings and experiences within your company are less likely to happen in a remote workspace.

When it comes to this big change, how and how often you communicate with employees will allow them to feel comfortable and safe. Keep your employees in the know, bring awareness to what’s to come, guide them in their next steps, and welcome their feedback. Ease the tension of worries and concerns that come your way by having a plan set in place for every step of the way.


This is the first part in our Summer of Transition series. Follow along this summer as we continue to discuss going back to work, how to be productive in a hybrid workplace, and how to feel part of the team when you continue working from home. Each person is going to have a different timeline, set-up, and experience, and ON Point is here to support everyone!

When we have a cold, symptoms such as a sore throat, runny nose, and a cough tell us so. When we are tired, our eyes feel heavy, we have trouble concentrating, and we have a strong desire to rest our heads. Recognizing mental health issues is not always as simple. Often it’s a combination of symptoms or changes that have happened over some time and are not apparent on the surface.

Mental health issues are more than just bad days. We all have bad days, but it’s time to consult a health professional when days turn into weeks. Keep your mental health in check with regular check-ins and by staying focused on boosting your mood.

Check-in and Recognize the Signs

Before you start your mental health check-in, find a quiet place to sit free of distractions. This is not the time to multi-task, so put your phone away and close your e-mail. Everyone’s baseline for mood, emotions, and behaviors differ. For this check-in, you’ll want to think about how you have changed.

  1. Big Picture: Are you able to fulfill your roles and accomplish normal day-to-day activities? Struggling with aspects of life that you were not previously a challenge can sign of an underlying issue.
  2. Feelings and Behaviors: Have you noticed a shift in your feelings and behaviors? Do you now feel apathetic about things you used to feel passionate about? Do you react more harshly in moments of stress or anxiety?
  3. Your Body Talks: Take a few moments and check in with what your body is telling you. Have you felt heart palpitations, headaches, shortness of breath? Are you having difficulties sleeping? Have you had a shift in appetite or body weight?

Mental Health Mood-Boosting Checklist

As an #ONPoint leader, you have many checklists, but the most important one is your mental health checklist. These are some of our favorite mood-boosters, and we encourage you to take 10 minutes to make your own list. Prioritize your mental health each week by selecting 2-4 items and check them off when complete!

  1. Go Off-Grid: Leave your devices and enjoy time without the constant buzzing and beeping that often leads to multi-tasking and feeling overwhelmed or rushed. Are you working on a project that requires deep work? Leave your phone in another room or silence it. We also love enjoying short walks midday without our devices!
  2. Connect: It’s far too easy to get caught up in our own lives and all of the things we need to do between work and home. Set aside 20 minutes and connect with a loved one. A simple phone call goes a long way and gives you a nice break from Zoom!
  3. Make a Night of It: When we wrap up a stressful day, it’s tempting to veg out in front of the TV. But after all of our years of experience, we can tell you for certain that is most often not the best plan of action. Try a theme night! We’re big fans of self-care nights with meditation, face masks, and a nice long bath. Or, have fun with dinner and have a pizza-making party or build-your-own taco bar! 
  4. Look Forward: There’s nothing like an upcoming getaway or special event that keeps you excited for the future! Plan a meet-up or getaway with a few close friends, and we guarantee you’ll smile every time you see it on your calendar. It doesn’t have to be lavish or long!
  5. Reflect: We can guarantee there are qualities about yourself you admire and accomplishments you should indeed be proud of. The problem is that we often spend time on the negative and do not reflect on the positives. Identify which negative thought is weighing on your mind this week and flip it. Make a list of the positives. To fail is to learn. Instead of letting a miss weigh you down, make a list of the lessons you learned that will guide you in the future.

When it comes to your mental health, don’t wait to seek help until things are bad. By performing a regular check-in, you can recognize when you are starting to see a shift that may be dangerous.

If you or someone you know has a mental illness, is struggling emotionally, or has concerns about their mental health, there are ways to get help. Use these resources to find help for you, a friend, or a family member.

Burnout isn’t a new concept. The term was first coined in 1974 by Herbert Freudenberger in his book, Burnout: The High Cost of High Achievement. According to Merriam-Webster, burnout is the exhaustion of physical or emotional strength or motivation, usually due to prolonged stress or frustration. For years, we’ve known the causes and symptoms of burnout and how we can overcome it. But, what has never happened during that time was a year (we’re being generous, it’s going on 14 months) like this past one.


The list of factors that can lead to burnout, such as: lack of control, work-life imbalance, monotony, and an unmanageable workload, now read like a list that is all too familiar. Many aspects of our personal lives and work lives have been out of our control. Shifting to remote work has blurred the line between work and home. Childcare and virtual schooling have created a constant pull throughout the day, and the pressure to keep up and excel at our jobs is stronger than ever.


Many are indeed experiencing one or more of these factors, but not everyone is experiencing burnout. How do you know if you’re feelin’ the burn(out)? It’s more than just feeling stressed or overwhelmed. Here are some of the most common symptoms:


  • A significant shift in your mood towards your work and/or coworkers: You may notice your stress level is high and constant. You may become irritable or impatient with coworkers. Or, you may even feel numb and completely disconnected from the work you are doing.
  • You are physically feeling it: You may feel unexplained physical symptoms such as headaches and stomachaches. You may also experience insomnia or abnormal fatigue.
  • Reduced performance: You may find it challenging to get started on your work, stay focused, or complete tasks. The quality and quantity of your work may suffer.
  • Finding unhealthy ways to cope: When you stop to think about it, you may realize you’ve been using unhealthy eating habits, alcohol, drugs, or destructive self-talk to feel better or to feel nothing at all.


Can you relate to these symptoms? If so, you are not alone. Indeed conducted a survey to compare current burnout rates to those in 2020, before Covid. Every generation has seen an increase in burnout rates. 80% of respondents believe Covid-19 has impacted workplace burnout somehow, and 67% say burnout has worsened during the pandemic.


The good news is that burnout is preventable and reversible! Here are our top tips to take back control of your emotions, wellbeing, and mental health:


  • Reset your boundaries: We had to quickly transition to remote work without having the proper time to reset our boundaries. It’s not too late! Set aside 15 minutes and write down what you need for your day to well-balanced. It could mean spending the afternoon in one area of the home and the evening in a different one after work. It could be setting asides days, or times of day, for task work or deep work. Maybe you turn off notifications during your deep work time. Ensure your plan includes protecting enough time for sleep!
  • Do it together: The chances are great that your friends, family, coworkers, and even managers are feeling some of the same burnout symptoms you are. Share what you’re going through with those close to you. Have an honest conversation with your manager and ask for support in resetting your boundaries.
  • Get moving: Whether it’s sitting outside on a sunny day, going for a walk, or enjoying a full-on workout, movement and fresh air the best free medicines!
  • Feed your soul: If your job is the most important thing in your life and you tie your identity to it, burnout is a higher possibility. Remember, you are more than your job. Ensure you are continuing to enjoy hobbies and learn new skills outside of work.
  • Use your PTO: Last, but certainly not least. Just because you may not be able to spend the day with a big group of friends, or travel to your favorite vacation spots, doesn’t mean you don’t need time off. Schedule days that are true PTO for you to unwind and have fun!


Don’t put pressure on yourself that you have to flip the script and fix everything in a day. Small steps each day will ensure you’re working towards reversing or preventing burnout.

March is the month of WOMEN! Not only is it Women’s History Month, but it’s also the month of International Women’s Day, which has been celebrated since 1911!

1911?! We know what you’re thinking. How has it been celebrated and recognized for so long, but we still need so much more progress? We hear you. We feel you. But it’s essential to look back at the exceptional progress made since then, thanks to amazing women who have led the way and created an opportunity for those who came after them. When the 19th amendment granted women the right to vote in 1920, it was nicknamed “The Susan B. Anthony Amendment” to honor her work on behalf of women’s suffrage. In 1955, Rosa Park’s refusal to give up her seat to a white man on a bus in Montgomery, Alabama, helped launch the civil rights movement. When Jeannette Rankin became the first woman appointed as a member of Congress, she opened the door for the 393 women who have served as U.S. Representatives, delegates, or Senators.

It’s equally important to understand where progress is still needed. At the current rate of change, it will take until 2085 for women to reach parity with men in leadership roles in the U.S. Women are 50.8% of the U.S. population and hold almost 52% of all professional-level jobs, yet American women lag substantially behind men when it comes to their representation in leadership positions. Women hold 16.9% of Fortune 500 board seats, 14.6% of Executive Offices, only 8.1% of women are top earners, and they make up only 4.6% of Fortune 500 CEOs.

Celebrating women this month helps to honor the progress made thus far and helps to push progress forward. Through our celebrations, we can help create a more inclusive world, create a level playing field for women, and create more opportunities for those that come after us. We’ve compiled a list of our favorite ways to celebrate and honor women below, but the best part is that these ideas are great all year round, not just in March!



Your organization includes exceptional women who have varying life experiences, in and out of the office. Inquire and ask them how they would like to celebrate women. This shouldn’t be a one-time check-in for the month of March. Create an on-going dialogue to ensure your organization is continually uplifting your employees and cultivating progress for a better world for all.



Everyone must be responsible for educating themselves, but as an organization, you can also offer your employees resources to educate themselves about why we must continually celebrate women and where progress is needed.

Understanding history and how it still plays a role in today’s dynamics is critical. Have an internal company newsletter? Add a fact from history and the statistics of how it has played out today. Include information about how your organization is supporting this cause. Is a movie coming out with significant historical learnings for today’s modern world? Gift your organization a 1-month subscription to view it.

Offer DEI training. It can help build awareness of unconscious bias, cultural competence, or additional barriers preventing employees in your organization from feeling included and a sense of belonging.

We can all learn a lot from listening. Create a platform and environment where women from all walks of life can share their experiences free of judgment.



The connections you create throughout every facet of your business can help create a more inclusive world.

Connect with women-owned businesses that can service your business needs. Giving out gift bags at an annual conference? This is an excellent opportunity to connect with local women-owned businesses and help spread the word. Is your contract coming to an end with one of your suppliers or services? Do your research, and we’re sure you’ll find a women-owned business that would love the opportunity to work with you.

Connect with local organizations that support the advancement of women and girls. You could share upcoming events relevant to your workforce; you could become a corporate sponsor or get your employees involved and offer a charitable donation match.

(Did you know? ON Point’s CEO and Co-Founder Pam Borton is also the Co-Found and Founder of two Twin Cities-based organizations committed to women and girls’ advancement. TeamWomen is a premier professional women’s organization deeply committed to developing future generations of women in leadership. Empower Leadership Academy‘s mission is to empower, develop, and inspire our next generation of leaders.)

Having an annual conference or event? Connect with women in your industry and invite them to speak or be a part of your panel discussion. This is not only a significant opportunity for them, but it’s critical to present diverse journeys, experiences, and viewpoints to create an equal workforce.



The best way to celebrate women all year round is to give women a platform and amplify their voices and experiences. Feature women from your organization on social media, blog posts, and company publications. Amplify the story of female trailblazers in your industry. Include a diverse panel of women for all annual events, roundtables, and conferences. Promote women to leadership positions. Give women a seat at the table. Every table.