Blog - Epic Careering | Leadership Coaching and Executive Branding

Making Career Decisions from Your Highest Self vs. Ego

Ego-driven career decisions are a top reason why some people are successful yet unfulfilled. 

Once we take a road in life, we can never really know for certain where the other road may have led. What would we learn if we could see? Perhaps some things would be better and some things would be worse. Which would make us happiest overall? Well, happiness is a choice – kind of. 

Happiness is a choice, but it’s not always conscious is what I mean. We don’t always take the time needed to reflect on our choices, the status of our choices, and design the changes we want to see in our lives, then take the necessary actions to realize that change. My clients do. 

In fact, reaching out to a coach is a proclamation of your readiness to do something different to create something different. 

Yes, you can be unfulfilled with the amount of money you make. While I have helped some of my clients double and triple their income through our work together, helping people fill a money void alone is not personally fulfilling to me. Neither is helping a former CEO “have some fun” as interim turnaround CEO and help him find a role where one of the first things he’ll do is “cut the fat” – aka layoff talent. My personal fulfillment comes from my clients – from their ability to influence positive change that makes the world better. 

Just because someone has more noble aspirations doesn’t mean they are choosing them from their Highest Self, however. 

Even if your career has been a series of opportunities bestowed upon you, you are still choosing that path – it just hasn’t been conscious or intentional. 

The highest level of fulfillment comes from intentionally choosing it. 

To determine if you have chosen your path from your Highest Self or your ego, you must determine your “why.” To get to the real why, you may have to ask yourself why several times – maybe up to 7. 

For example: Why am I a conscious career and leadership coach (1)?

Because I want to make work better for more people. 

Why is this important to me (2)?

Because what happens at work bleeds into other realms of life.

Why do I care (3)? 

Because I see the greatest human potential to make the world better being realized when more people are in alignment with their talents, purpose, and vision.

Why is this something to which I dedicate my own career (4)?

Because I feel divinely led to it, as if all of my personal and professional experiences have been positioned to provide me with a micro and macro perspective of a system that achieves maximum results for people and the planet.

Why am I driven to offer this (5)?

Because my/all kids will eventually inherit this earth and all its problems (pending we survive), and I want to do what I can while I’m here to elevate leadership consciousness so that younger generations are given the tools and guidance to solve tomorrow’s problems. 

Why (6)? 

Because that is my legacy.

Why (7)?

Because I choose it. 

Did you expect it to go there? Does it come down to simple choice? 

Well, if you are in your ego, you need to defend your reasons. You need other people to understand and approve of your reasons. 

Your Highest Self doesn’t judge you or your reasons. It only seeks to experience the full expression of Itself. That can look many different ways. 

Yet, we here, in reality, have actual needs, and not every way we can fully express our highest selves provides those needs. (Or do they?) 

Once you let other people’s success standards and expectations move out of the way, the question that is left is – what do I need to be able to fully express my Highest Self? The answer is usually all of those things you need to thrive. 

What sabotages our ability to embody the full expression of our Highest Self in our career is often when we fall into self-limiting beliefs about what is possible. This is not your Highest Self talking. Your Highest Self knows how powerful You Are. 

Not for comparison’s sake, but for inspiration’s sake, take a look at the people you most admire – did they accept someone else’s beliefs about what was possible? 

While your Highest Self is a natural part of Who You Are, our world has many ways of teaching us to suppress it, to doubt it, and to deny it. It takes self-awareness to acknowledge it and discern it from ego. It requires conscious intention and consistent efforts to override ego and put our Highest Selves back at the table when we make major (or minor) decisions for our lives. It often takes practice to filter out all of the noise to hear what our Highest Self is saying. This is why meditation is the “secret” ritual successful and fulfilled people prioritize in their daily lives. 

At the table of decisions, we often see the voices of: ego, fear, trauma, other people’s limited beliefs that we bought (and probably sold), our conditioning, our needs, our intuition, and our Highest Self. Realistically, we won’t remove any of those inputs from the table; some of them are automatic and subconscious. We can amplify the voices that tend to create the Highest Good, but we may want to experiment first. This is a great way to break the habit of automatically letting certain inputs influence our decision. Journal to record the voices, your process of choosing, and the outcomes. Much like being present with the beauty of nature by zooming in can interrupt a negative mental spiral and create new neural pathways, being present with the thoughts and inputs in decision-making will enable you to create new habits that create better outcomes. 

This won’t become an instant habit. It will take what every other habit has taken – your intention, proclamation, interrupting your current habits, reminding yourself to do it the new way, and fighting through the discomfort and inertia that is inherent with change, until it becomes the default way. Or hypnosis (if you like to accelerate it.) 

If you want some help tuning into your Highest Self and forging a career path ahead that enables full self-expression and fulfillment, schedule a consultation today

Stevie Wonder – Higher Ground

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Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a 13-year-old leadership and career development firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where some of her students won the 2018 national competition, were named America’s Next Top Young Entrepreneurs, and won the 2019 People’s Choice Award. 

Connecting vs. Networking – Answer the Call to Conscious Leadership

Christopher King Founder and Chief Value Creator of King Connections, Conscious Leader, Connector, and Strategic Thinking Partner, Carl Shawn Watkins, Vulnerability & DEI Consultant, Transforming the Diversity, Equity & Inclusion Landscape through Embracing Vulnerability in Leadership. Mr. Vulnerability ℠, and Sharon Clinton Co-Founder & COO of HelaPlex, Senior Human Capital Development Leader, Trusted Advisor, Executive Consultant, Speaker, Moderator, Author, Change Agent in OD, DEI, Racial Advocacy, Social & Community Impact gathered with me this month to talk about a topic that our C3 community chose and King proposed, connecting vs. networking.

If you couldn’t make it live, join or visit the C3 community on LinkedIn to gain access to the replay and find out what we said about:

  • What the distinction is between connecting and networking.
  • Which produces better results and why.
  • What are King’s 4 components of connecting.
  • How do you show up in spaces when you are about connecting.
  • What criteria are our panelists using for connecting.
  • Some best practices for connecting on LinkedIn.
  • How you practice connecting in a networking space.
  • What barriers stop leaders from making a connection with the people they lead.
  • How the dynamics of command and demand shift the space of connecting.
  • What place do grace and vulnerability have in connecting, and what does it look like.
  • How and why you “level the room,” no matter what that room might look like.
  • Two emotions we can use to create a baseline connection.
  • Other dynamics that exist that impact leveling and growth.

Book recommendation from King: 7 Habits of Highly Successful People, by Stephen Covey.

Future topics that came out of this event: Service vs. Servant.

With a very compelling question from King about who is qualified to lead DEI, answered equally compellingly by Sharon Clinton, they effectively teased us as to what kind of breakthrough insights we can look forward to during the DEI event that Sharon, Carl, and C3 veteran panelist Christopher Waters will host. If you’re not already in C3, join today to find out when that event will be and get first access to the event.

I feel so fortunate to have spent my time facilitating this powerful conversation with these amazing panelists, and am very excited to see what further co-creation results. That is what C3 is all about – co-creating a more conscious corporate landscape. What can you teach the C3 community that will help us move consciousness forward? Join now and introduce yourself and your topic to have it considered by the community for our next event.

The Head and the Heart – Missed Connection [Official Music Video]

Watch the official music video for Missed Connection by The Head and the Heart from the album Living Mirage.🔔 Subscribe to the channel: https://youtube.com/…

Karen Huller, CEO of Epic Careering, is the co-founder of The Consciousness Conference (ConCon) and the C3: Corporate Consciousness Co-op community on LinkedIn. She is the creator of the Corporate Consciousness Ripple Blueprint and author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days. She founded Epic Careering, a conscious career and leadership development firm specializing in executive branding, talent-values alignment, and conscious culture, in 2006. 

While the bulk of Mrs. Huller’s 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. Her solutions incorporate breakthroughs in neuroscience, human performance optimization, bioenergetics, and psychology to help leaders accelerate rapport, expand influence, and elevate engagement and productivity while also looking out for the sustainability of the business and the planet.

Mrs. Huller was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

Mrs. Huller was an Adjunct Professor in Cabrini University’s Communications Department and an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business. As an instructor for the Young Entrepreneurs Academy, she has helped two of her students win the 2018 National Competition to be named America’s Next Top Young Entrepreneurs, to win the 2019 People’s Choice Award, and to land in the top 8 during the (virtual) 2020 National Competition.

She serves on the board for the Upper Merion Community Center, which she helped establish, and is an advisor to Florida International University for their Women in Leadership program. For her service as Vice President of the Gulph Elementary PTC, she received recognition as a Public Education Partner and Promoter from the Upper Merion Area Education Association. Mrs. Huller has also been the lead singer for Harpers Ferry, a rock cover band, for 20 years. She lives in King of Prussia, PA with her husband, two daughters, and many pets, furry, feathered, and scaly.

How to Prepare for A Possible Recession

Despite the GDP contracting two quarters in a row, which usually means we’re in a recession, unemployment is at 3.6% and consistent job growth means the economy is continuing to improve. Inflation is hitting everyone in the pocket, leading the Federal Reserve to raise interest rates, yet housing prices are expected to continue rising, just more slowly. Bloomberg this week said a long, deep recession still could be looming. After 2020, we are all very much on our toes, hyperaware that anything can happen. I am not ringing alarm bells, and make no claims to know what is around the corner, but I know that most people feel better and fair better when they are prepared for what may come. 

If there is a recession, it will be my 3rd in the world of employment, and I’ve noticed a few things about what jobs and professionals tend to thrive in spite of, and sometimes because of, economic downturns. Some will feel it right off the bat, and some will think they are safe at first, then find that they were just there to make cuts and then be cut loose. 

If the company offers perks such as recruitment, retention, engagement, or wellness tools, they will be the first to go. Unfortunately, benefits will be the next thing evaluated, followed by compensation. Prepare yourself to live without them. Schedule a meeting with your financial advisor to see what resources they recommend and the steps they advise. Don’t do anything rash. 

Once costs are cut, people come next. 

Where companies usually cut people first:

  • Salaries way above market value 
  • Research & Development
  • Marketing 
  • Customer Service 
  • Administrative support 
  • Accounting support
  • Future-based, high-priced IT projects

The first thing you want to do is take stock. Assess your value to your company and document everything you have done to protect or boost the bottom line. 

Of course, as a branding expert and résumé/LinkedIn profile writer, I will tell you to prepare and plan for an exit that will still position you for career growth. I have coached through the Great Recession, and my clients still landed great jobs that improved their career trajectory, but it didn’t happen by chance, accident, or luck; it was by design. Even while jobs are eliminated, new opportunities to help companies navigate through these times arise, so consider engaging a job market expert and career coach like me to help you strategize, plan, and best position yourself for opportunity. 

The next thing I recommend you do is to network more. Start reaching out to old colleagues. Find out what’s going on in other companies. Form alliances. Attend mixers and professional organization events. Meet new people. Spend time in LinkedIn groups engaging in conversation and inviting new people to connect and chat offline. Carve out a little more time to help others. Do some volunteering. Be the person people think of first when opportunities arise. 

Next, consider the following:

Did you take a job that offered you a huge boost above market value? Did you increase your standard of living to match it? 

If you love the job you accepted and really want to keep it, the best way to avoid being first on the chopping block is to eliminate excess lifestyle-related expenses and volunteer for a pay cut. This may sound extreme, but this gesture will prove that you are a team player, you are savvy enough to be proactive, and you are a leader willing to lead by example, especially if anyone on your team is on the verge of leaving, either by choice or by force. You may even be able to negotiate a post-recession recovery of your income. 

Is your job revenue-generating or a “cost center”? 

Cost centers of companies include accounting, maintenance (including tech maintenance), human resources, administration, accounting, research & development, and often marketing, though successful marketing professionals can effectively argue that they have contributed directly to profit and the time to prepare to prove that is now, and customer service, which also can demonstrate value with customer retention and generate revenue through up-selling. After all, it costs a company less to keep customers than to onboard new ones. 

When the cost centers are thinned out, admin and support resources will be stretched and overburdened. Those remaining will have to put in extra hours to get done what is beyond the bandwidth. If you are a parent, gather your personal support tribe now to make sure that you have backup rides for your kids. 

Traditionally, the sales department is depended upon to keep companies profitable, and yet in a recession, the sales cycle can get longer. If you are a highly-paid salesperson, you better make sure you can demonstrate your worth. You may want to utilize any support staff you have now to boost your pipeline, as you will likely need a higher volume of leads to close the same amount of sales while both companies and consumers spend less and your support staff will likely shrink, leaving more of the administrative burden on you with less time to build that necessary pipeline. 

There will be competition for time off. If taking time off means someone else has to fill in for you, put in for it now and make those arrangements, as the people you think will be there to fill in may not be. If you have any elective surgeries you need to schedule, get them in. 

If you are adding to the budget without adding ROI, make cuts now. Prove you can do more with less. 

If your project(s) is in trouble – behind, over-budgeted, riddled with logistical challenges, it’s time to rein it in. Your biggest risk is being let go for failing and going out on a low note. Your confidence may take a hit, and it will be hard to instill confidence in a new employer. References will be a challenge, as will tapping your colleagues for employment leads. Do what you can to redeem yourself now. If there are people on your team who have contributed to this failure, unfortunately, it’s you or them, though it could also be both of you. 

Are you making the cuts? What is your value once that is done? 

Ask for an early review to learn where you stand, and how you can make yourself invaluable (if you want to stay). We will be launching an annual review optimization course this fall. Interested? Get on our mailing list so we can tell you when it launches.

If you want to leave, consider proposing a voluntary layoff package. Design it now before HR decides what these packages will include and not include. You may fare better. If you want guidance, schedule a consultation. 

For those of us who were impacted by recessions before (laid off 2X myself), the word brings a certain level of trepidation. These things are out of our control, but that doesn’t mean everything is out of our control. There’s no better time than right now to think ahead, minimize your risk of being personally impacted, and even maximize your chance of coming out ahead. 

Peter Gabriel – Don’t Give Up (ft. Kate Bush)

The official Don’t Give Up video. Directed by Godley and Creme.A standout track from Peter’s fifth studio album and the first one to have a proper title: S…

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a 13-year-old leadership and career development firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where some of her students won the 2018 national competition, were named America’s Next Top Young Entrepreneurs, and won the 2019 People’s Choice Award. 

The problem with modern résumés

I’m going to say something that has made me very unpopular with my creative students and something that may get pushback from other résumé writers, even though they know it’s true.

Even though conventional résumé formats are unexciting, they are still necessary if you are going to apply online. 

Admittedly, I have been using the same template/format for 10 years, and it’s not without its own headaches at times. It’s battle-tested, however, and it’s proven that content is still king. 

In 2019/2020 when I was teaching senior Communication majors at Cabrini University, I got a lot of pushback from students (and some faculty) to allow the students to apply their own “flare” and highlight their graphic design skills. They were free to do so, but not for the class’s résumé assignment, due to my priority – to make sure the students graduated with powerful, usable tools that will help them own their own career paths. I knew many of them would face formatting specifications with which they would need to comply in the careers they chose, anyway. 

The Word document requirement didn’t make me popular, but it was one of those things I felt, one day, they would appreciate. Much like when I, at first, was disappointed by my college poetry professor’s strict rules about applying various poem style rules.  I had an expectation that I would have the freedom to let my creativity flow, but later, when working in radio where content had to be exactly timed, and then in recruiting when following the firm’s formatting and branding rules, I realized that it was actually an enjoyable (though sometimes frustrating) creative challenge to find the best way to convey something when there are character limits – like a word game. I invited my students to reframe and welcome the challenge. Let’s just say it’s a very good thing we did the résumé early in the semester, as challenges were abundant shortly thereafter. 

I found in the first two semesters at Cabrini University, no matter what software or apps my students before were using, we were all spending far too much time resolving technical formatting issues rather than focusing on the content, and I could not help them very much with other word processing tools. Many had ignored the ATS compatibility rules I gave them, like – no text boxes or tables (text-only ATSs exclude this content, and that can sometimes mean their name and contact information doesn’t make the cut), no borders (they cause printing issues when printer margins differ from Word settings), and stick to a bullet/symbol menu that translates across Word versions (otherwise they show up as any variety of non-aesthetic non-sense).  They were also learning how to relay their unique brand by including details that spoke to how students accomplished, not just what they accomplished. This helped them resonate culturally with employers-of-choice. These details were often sacrificed for format. Again, between format and content, content is king – always. 

In my last semester, I supplied them with my own Word template and required them to use it. This didn’t solve all formatting issues (if you work in Word, you know it’s quirky sometimes), but at least I could show them how to fix them.  The template uses formatting that is (supposed to be, and mostly is) compatible and similar across versions of Word.  

Many of them didn’t even have Microsoft installed on their computers, so we had to find a way for them to download Word at no additional cost to them. 

With pressure from students and my faculty supervisor to be more flexible to make it easier and more enjoyable, I wanted to validate that a Word/text-based résumé was still required for ATS (Applicant Tracking System) compatibility. After all, technology had come a long way. 

I invited Melissa Burke of Blue Plate Minds, a staffing and placement firm specializing in creative careers, to hop on a Zoom call with one of my students who gave me the strongest pushback. I told this student that if Melissa said that it’s no longer required to have a Word/text-based version of your résumé, I would completely waive the requirement and accept any format. 

It’s unfortunate, but with over 250 different applicant systems and far better technology available than was available 15 years ago when I was a daily ATS user, some ATS systems used by employers still require a Word or .txt document. In order for my students to be as marketable as possible for opportunities, even though a firm like hers specializes in creative jobs, they still needed a Word document. We all sighed. Creative agencies hardly touch Word, but smaller, family-owned companies and even larger Fortune 500 companies still used ATS and backup storage systems with file size limits or ATS that lack the ability to parse (analyze for keywords) résumés in formats other than Word. 

Even though I was teaching them how to build and leverage a professional support network to generate opportunities and momentum that afforded them top-notch choices, applying online remained their default job search activity. 

With my visually creative clients, we forge a partnership where I focused on content and they owned the format, with the agreement that they would have a text-only Word version where PDFs were not an accepted format for online applications. 

All formats dictate character limits for reader-friendliness, so sometimes the format has to be decided first, 

In truth, I would have abandoned this format long ago if my clients insisted on never applying online as a plan A. What they have found, however, is even when they follow the recommended Plans A-D,  potential sponsors and network contacts who are not able to help (follow the link for 5 reasons that happens), will direct them right back to applying online, and crossing their fingers that someone responds. In these cases, they need to comply with the format requirements of whatever ATS their target companies use.

Of course, 2020 wasn’t the first time the desire to have a more modern-looking résumé came up, with students and clients alike. At Drexel, I taught business students, who already had Microsoft Word, and the requirement for the résumé being Word was established and enforced by Career Services. Even before that, though, most of my clientele had been tech professionals when I started my company in 2006, which was not surprising since I had been a Technical Recruiter in my past professional life. When I entrenched myself in the startup world in 2015, my tech clientele, which had been mostly Fortune 500 Information Technology professionals, started to include more entrepreneurial “full-stack” technical co-founders. They needed to do the opposite of comply – they needed to present themselves as revolutionaries on the bleeding edge of technology willing to take risks and break through barriers. 

Infographics (not to be confused with infographic résumés, which are really just more visually appealing, still quite text-based, but short-form, modern formats) were the ideal solution for these clients, who were attracting partners, co-founders, investors, and talent more so than employers. They were generating meetings versus interviews, and they work very well for that aim.

In summary, have a modern résumé or some other showcase document like an infographic, especially if you want to present yourself as someone who:

  • Is on the bleeding edge of trends (even though infographics have been around a while; they’re still newer than résumés)
  • Presents data in visually compelling and memorable ways
  • Has mastered branding

If you are conducting a conventional job search/career campaign that includes applying online, use a simple, yet clean format to: 

  1. Be ATS-compatible
  2. Keep the focus on content vs. image, which is still king to recruiters and employers
  3. Avoid printing incompatibilities that make your printed résumé print weird

The Word formatting features I consistently use to enhance the visual aesthetic are the horizontal line (NOT the one that automatically generates when you use successive dashes – that one’s a nightmare to move/edit/delete), columns, and full justification. I avoid the paragraph settings that create spaces and instead opt to adjust the font size of a blank line to 6 to separate content within an entry. Believe it or not, I use Word 2008, because I can easily (mostly) drag columns to accommodate long titles or city names across from dates. 

There are fun modern résumé writing contests and I have been tempted from time to time to enter, but believe it will attract people who want that to represent their brand, and then will be disappointed to learn that they will still need to invest in a content-rich, text-based résumé. 

Remember that your brand isn’t just your image; it’s the content of who you are that is the foundation for sustainable success. By all means, present yourself visually; just don’t sacrifice the content. 

Book a consultation to find out the best way to brand yourself for career optimization.

Taylor Swift – Style

►Exclusive Merch: https://store.taylorswift.com ►Follow Taylor Swift OnlineInstagram: http://www.instagram.com/taylorswiftFacebook: http://www.facebook.com/t…

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a 13-year-old leadership and career development firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where some of her students won the 2018 national competition, were named America’s Next Top Young Entrepreneurs, and won the 2019 People’s Choice Award. 

Inner Journeys – Answer the Call to Conscious Leadership

Another unsurprising pick from the C3 community, this month during our Answer the Call to Conscious Leadership we focused on Inner Journeys. It’s not surprising because we tend to talk about self-awareness during each and every monthly event we have done, because that is where all conscious efforts begin. Inner journeys are something all conscious leaders have in common.

Our panelist, Christopher Waters, Social Impact Strategist and award-winning professor, opened up the topic by positioning inner journeys as a way to look at how you develop professionally and personally, and how we reflect and move forward. We proposed that how in-depth we take our journey can determine how far we go, and we talked about why that is.

We opened up talking about how some journeys are not self-led – in other words, they are not conscious, they are not internal, and went on to discuss how you know. Join C3 to watch the replay and hear what was said about that as well as the following aspects of inner journeys:

  • What are questions you can start with to direct your inner journey
  • How does our inner journey impact various realms of our lives
  • How can we make the inner journey more accessible to more people
  • What does it mean to sign yourself up for a journey and are people still doing this
  • What an inner journey isn’t
  • What does it look like operationalize inner journeys in your life
  • How do you help someone accept that development is an unending effort
  • How do we discern if we are being authentic about our inner journeys and how do we remain there as we navigate
  • What are the detriments of avoiding the inner journey and following the “programming” and what is the payoff of doing the work of an inner journey
  • What is the hero’s journey and how may it apply to your journey
  • What should you not mistake for progress
  • How does an inner journey compare to navigating an actual journey
  • How do you help people identify their own inner why
  • As a teacher, how can you challenge students to understand the difference between the work that goes deep and that which fails to go deep
  • How can a boomerang help you understand gaps that need to be filled

As Lawrence said as we wrapped up, and as is true for nearly every Answer the Call to Conscious Leadership event, we barely just tipped the iceberg on this topic.

We didn’t even dig into some of the major tools and methodologies of inner journeys, though a few were mentioned.

What are some tools that you have used to navigate your inner journey?

Join C3 today for the opportunity to speak about critical conscious leadership topics such as this, to connect and co-create with other conscious leaders, and to access the replays of our events.

I’ll Take It from Here

Provided to YouTube by The Orchard EnterprisesI’ll Take It from Here · Jonatha BrookeSteady Pull℗ 2001 Bad Dog RecordsReleased on: 2016-12-16Music Publisher…

Karen Huller, CEO of Epic Careering, is the co-founder of The Consciousness Conference (ConCon) and the C3: Corporate Consciousness Co-op community on LinkedIn. She is the creator of the Corporate Consciousness Ripple Blueprint and author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days. She founded Epic Careering, a conscious career and leadership development firm specializing in executive branding, talent-values alignment, and conscious culture, in 2006. 

While the bulk of Mrs. Huller’s 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. Her solutions incorporate breakthroughs in neuroscience, human performance optimization, bioenergetics, and psychology to help leaders accelerate rapport, expand influence, and elevate engagement and productivity while also looking out for the sustainability of the business and the planet.

Mrs. Huller was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

Mrs. Huller was an Adjunct Professor in Cabrini University’s Communications Department and an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business. As an instructor for the Young Entrepreneurs Academy, she has helped two of her students win the 2018 National Competition to be named America’s Next Top Young Entrepreneurs, to win the 2019 People’s Choice Award, and to land in the top 8 during the (virtual) 2020 National Competition.

She serves on the board for the Upper Merion Community Center, which she helped establish, and is an advisor to Florida International University for their Women in Leadership program. For her service as Vice President of the Gulph Elementary PTC, she received recognition as a Public Education Partner and Promoter from the Upper Merion Area Education Association. Mrs. Huller has also been the lead singer for Harpers Ferry, a rock cover band, for 20 years. She lives in King of Prussia, PA with her husband, two daughters, and many pets, furry, feathered, and scaly.

America’s Birthday: How many are left? That’s up to us

I had never been very interested in history or current events as a kid. A few things stuck out as pivotal – the spaceship exploding, the Gulf War starting, the fall of the USSR, and the attempted assassination of Reagan. My dad was active politically, campaigning for guys from his neighborhood. I remember our basement full of campaign signs, buttons, and styrofoam hats.  I remember being brought to a campaign event on a sunny day. I was bored.

It’s probably not surprising what changed that – a teacher. Much like how Dr. Wickersham brought Greek Mythology alive at Ursinus College, when Mr. Kozol taught history and civics in 11th grade, a lot of dots connected for me that planted seeds that steered me in a completely different career direction. He was also just so nice. He didn’t take crap from students but didn’t get much, either. He would turn a smart-ass comment swiftly into a burn even the smart-ass couldn’t refute was funny. He was the first teacher who made me believe college was a possible future for me. I really hadn’t been encouraged before then by my parents or my guidance counselors. He inspired me to own my decision, and so I looked further into his inspiration for clues as to a possible career path that might make me happy, because a corporate life looked pretty awful. My mom was overworked and underappreciated and my dad was forced into early retirement and I resented his company for it when he sold the house I grew up in to move into a tiny apartment with a closet-sized room for me.

Some things that stuck out from Mr. Kozol’s lessons:

“He won da war” –  a phrase he repeated throughout the course, referring to the trend of presidential candidates who won elections because they… well, won a war.

I really hadn’t cared one bit about political parties before this class, but he made me see just how influential a two-party system was and how, when a 3rd party tried to emerge, all it did was split the vote and make one party dominate an election. I was surprised to learn, then, that Lincoln was a republican and the democrats of the time were actually for slavery, and how the parties flipped by the time FDR was president.

I hadn’t decided what party I was and really despise being labeled, be it for my clothing, grades, race, gender, socioeconomic status, family status, hair color, hobbies, talents, athletic abilities, group of friends, musical tastes, my NAME (thanks, 2020 – the gift that keeps on giving), etc., etc.  One of the highlights of my high school career, in fact, was when the infamous Mr. Beech said, “Hollinger, I just can’t figure you out.”  That’s right. Try as you may, you won’t.

In fact, I was registered independent from the time I first registered to vote until my friend and someone I had worked alongside was running and wanted my support in the primary (primaries in PA are by party.)  I have since enjoyed exercising my voting rights in primaries and have remained registered as one party, and do lean that way (full disclosure), but I have mapped it and I’m not far from the middle. Even as a kid I resisted leaning way into trends. I don’t have tattoos (though I know of two things I would/will? get.) I hold on to clothes way past they’re out of style because they’re functional. I put signs on my yard, but they include democratic and republican friends.

“Speak softly and carry a big stick.” Wow. What an image. This certainly wasn’t original to my teacher. It wasn’t even original to Teddy Roosevelt; it was a West African proverb.  To me, it seemed like an honorable guide to diplomacy that worked for him at that time. It also seemed like many leaders, corporate, government, and otherwise, have bastardized this phrase and adopted it to use extreme intimidation in leadership. If that had worked in the past, data shows that leadership has had to adapt a lot to be effective in garnering performance and loyalty among younger generations in the workforce. I wonder if there is a modern-day version of the proverb that can be applied today or if there is a novel model that needs yet to be created and applied. Do we integrate or disintegrate old systems and create anew?

Checks and balances – Our whole system was designed to make sure that men, who our founding fathers knew could become easily corrupted, did not usurp the power of the people. A free press was a fairly unique development in the world at the time. Our mother country considered it seditious to speak against the king.  Considering one of the forefathers claimed by Philadelphia, Benjamin Franklin, was one of the drafters of the Constitution who advocated for a free press, I felt an affinity for this right, very closely associated with free speech, and thought, perhaps, this was my calling. Holding leaders accountable seemed very noble to me. I suppose it still does.  I wrote my college application essays on the premise that I would someday be a journalist. That changed, as did the press itself, by the time I was deep into my major courses, Media Criticism, in particular. My visiting professor for Media Crit went by Tony (or Tom? I’ve tried confirming this to give him proper credit, and will correct this if I am able). In that course, a few things stood out, and one thing, in particular, changed my career course completely – the modern media mogul.

This course delved further into concepts first brought to my attention by Mr. Kozol – yellow journalism and propaganda, which I had come to believe was a thing of the past, something we had evolved enough as a country to identify and rebuke. I learned from Tony(?) that I was very wrong, that even the media we were presented with then (1997ish) was slanted depending on the political leanings of the owners. He introduced us to [Noam Chompsky], a modern-day Benjamin Franklin, some might say, and also from Philadelphia. I felt that if I were to become a journalist, I would be forced to perpetuate propaganda at some level from one side or the other in order to maintain a career.  We were trained to identify bias, and I was very disillusioned at how much we identified.  (Shout out to Dr. Lynne Edwards who also taught me how to write unbiased, though this is not an example of the unbiased writing she taught me.) If you are curious if there is any unbiased news, I have yet to find any, but as someone trained to identify bias (not that I am not still inherently biased to some degree – I just have a greater awareness of it), I can disregard any information I find to be biased and lean on more fact-based reporting to form my opinions, which are still just my opinions and are still limited to the information with which I am presented without having conducted peer-reviewed research to test my theories adequately. I did this kind of research as one of Ursinus College’s first summer fellows, and, honestly, I didn’t cut the mustard. I was questioned rigorously by a penal of academic scholars and was denied honors for this research because I inadequately presented my case. I appreciate the rigor of peer-reviewed research, and yet, there are no fixed finalities in any research – only findings. There must always be room for more current information to influence opinion and inform policy.

Don’t let someone tell you what defines another group. This is a red flag for propaganda. Today we call it “othering.” Both sides do it. Rise above it. Call it out. Find out yourself what people are about, and do it on more than one level for more than one issue. Challenge yourself to find common ground with people. We are dynamic by nature, not flat. Yet, as we strive to feel belonging, we often lose those dimensions. We do not blossom to our full potential while our petals are being peeled and dimmed by the expectations of our communities. It takes something in these times to reach out beyond our communities to explore and define our full dimensions and realize our full potential.

Personal rights – My rights end where yours begin. This drives my view of everything for which our Constitution stands.  One person cannot disenfranchise the rights of someone else. At least, that is how it is supposed to be.

Nothing was meant to be absolute and unchecked– not our personal freedoms, not the power of the government, not capitalism, not even our freedom of speech.  The needs and wants of a few were not supposed to supersede the will of the masses. However, with such filtered funnels of information reaching people very differently, and people deciding, perhaps unconsciously, to remain in their echo chambers – on both sides – each side believes they are the majority, that they are “right.” Some are trying desperately to keep things as they are because it is benefiting them, while others are fighting for change to swing the pendulum of momentum the other way.  Our country is a powder keg.

With freedom, comes great responsibility – According to Ken Wilbur, 1% of the world population is operating in egocentrism. This is not “Thee” 1%, though you could certainly identify egocentrism among thee 1%, and with their wealth comes the power to manipulate the world to accommodate their desires, at a cost to whomever.

70% world operates in ethnocentrism, looking out for people who they consider to be “like” them somehow. The risks of ethnocentrism are scarcity vs. shared resources, which turns into wars and destruction of resources, much like a contentious divorce that decimates a family’s current and generational wealth, and the ones who lose the most are the kids – future generations.

This is (all) purely my opinion, but the world I want for my kids, my grandkids, and my great-grandkids is a world where people have compassion and care for one another – where they recognize that we are divinely kindred. One love. One heart.

On his podcast recently, Christopher King asked me with whom I was looking to connect, and I said anyone who wants to make the world a better place and who has an open mind; I am very skeptical of people who insist they have it right.

Without having run these topics through a rigorous consciousness screening process, I truly have no way of knowing what is in the highest good. I have my opinion based on my life experience, what I’ve learned from trusted authority figures in my life, and un-trusted authority figures in my life.  I know there is data, a lot more in the past 20 years of advances in capture and computation, and still, there is translation and dissention. There are still bound to be outliers and unintended consequences and unpredictable factors.

I am also very skeptical of religions and religious ideas that have little to do with the highest good here on Earth. A God wanting a chosen few to thrive while the majority suffer is in direct conflict with my beliefs. That is why identifying what is in the highest good aligns with what I believe will create a better world.

Yet, I do not want to surround myself with people who agree with me, who share my opinions, or who have the same life experiences as me (though we all thrive more when we aren’t psychologically isolated and know others relate to us – so, yes, I want those people, too.) I want to surround myself with people who are open to being wrong, who are in pursuit of truth, and yet who recognize that truth itself often evolves.

The quintessential growth (vs. fixed) mindset.

Before we influence, as conscious leaders, we must do or, better yet, delegate (to remove personal bias), due diligence to ensure the decisions we influence will have the highest good outcomes. Also, no one is apt to be influenced by someone who believes they are elite.

What if we could really determine what is in the highest good in regards to the issues that divide us (the “United” States) most? And what if we could mitigate the impacts on populations who are sure to suffer in some way because of change?

What if we could come to a greater consensus about the topics that divide us most:

  • Gun control
  • Abortion
  • Universal healthcare
  • Immigration
  • Free and fair elections
  • Pandemic response
  • Civil Rights
  • Foreign relations
  • Government assistance
  • Church and state
  • Abuse of power/Corruption
  • Global warming
  • Non-renewable resources
  • Gender identity

Guess what! We can! There are members of the C3 community who I will be calling forth to provide input on my Conscious Decision Protocol, a process that I tested with remarkable results (only on a small scale so far) that can be applied to personal, community, corporate, and government decisions. If you want to be a part of these kinds of developments, join the C3 community now.

And, if these are decisions run through a conscious decision protocol and show that a particular pathway is in the highest good, will that reunite us? Not necessarily.

We will only reunite if we are not shielded from the findings and if there is a trusted free press that is accessible and visible to us.  There are less biased media to consult and compare to the biased media on both sides, especially before becoming so staunch that we feed our anger. We can all get better at recognizing fact from opinion and opinion from propaganda.

I see our anger and fears being weaponized, benefiting nefarious world forces who have wanted for centuries to see our country and our freedom fall.

United we stand; divided we fall, right?

I’m working on not vilifying people who are different-minded every day.  I’m not perfect, but I’m getting better at recognizing when I’m tempted to do this and refraining.

We cannot unify while we vilify. Contest ideas, not your fellow countrymen and women, and especially not your family!  Remember that people are more complex and there are spectrums on all of these issues. The people in your life and those you love are likely to fall on opposite sides of one or more of these issues.

I will not protest this 4th of July, though I have a lot of strong opinions about many recent events. I am aware these are my opinions. I am aware my opinions are filtered through the lens of my experiences, education, and authority figures in my life.  I am aware that I, like everyone else, have blind spots – I don’t know what I don’t know, and that’s most of what there is to know.  Conscious leaders prevent themselves from becoming elitists.

I will pray for my country and hold the intention that we will open the doors to civil discussions and each other, and commit to doing what is best for the majority, or we will surely meet our demise.

I spent time this holiday weekend blocks from where the Declaration of Independence and wondered who will be the founding fathers and mothers of a country that does the highest good for its people, for future generations, and for the world.

Want to join in the effort to co-create a more conscious world? Join C3 now.

 

Simon & Garfunkel – America (from The Concert in Central Park)

“America” by Simon & Garfunkel from The Concert in Central ParkListen to Simon & Garfunkel: https://SimonAndGarfunkel.lnk.to/listenYDSubscribe to the officia…

Karen Huller, CEO of Epic Careering, is the co-founder of The Consciousness Conference (ConCon) and the C3: Corporate Consciousness Co-op community on LinkedIn. She is the creator of the Corporate Consciousness Ripple Blueprint and author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days. She founded Epic Careering, a conscious career and leadership development firm specializing in executive branding, talent-values alignment, and conscious culture, in 2006. 

While the bulk of Mrs. Huller’s 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. Her solutions incorporate breakthroughs in neuroscience, human performance optimization, bioenergetics, and psychology to help leaders accelerate rapport, expand influence, and elevate engagement and productivity while also looking out for the sustainability of the business and the planet.

Mrs. Huller was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

Mrs. Huller was an Adjunct Professor in Cabrini University’s Communications Department and an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business. As an instructor for the Young Entrepreneurs Academy, she has helped two of her students win the 2018 National Competition to be named America’s Next Top Young Entrepreneurs, to win the 2019 People’s Choice Award, and to land in the top 8 during the (virtual) 2020 National Competition.

She serves on the board for the Upper Merion Community Center, which she helped establish, and is an advisor to Florida International University for their Women in Leadership program. For her service as Vice President of the Gulph Elementary PTC, she received recognition as a Public Education Partner and Promoter from the Upper Merion Area Education Association. Mrs. Huller has also been the lead singer for Harpers Ferry, a rock cover band, for 20 years. She lives in King of Prussia, PA with her husband, two daughters, and many pets, furry, feathered, and scaly.

Empowering People – Answer the Call to Conscious Leadership

Happy 2nd Anniversary, C3!

Answer the Call to Conscious Leadership June 2022 – Empowering People, A 2nd Anniversary edition

I was attending my eldest’s academic awards ceremony this month, so I personally was not in attendance, but I had every confidence (zero trepidation, Lawrence) that my partner, Lawrence Henderson, was going to facilitate deep, meaningful insights from our panelists Dina Kelly, Senior Vice President of Sales and Marketing at American House Senior Living Communities, and Dr. Shané (“Doc Shané”) Teran, Executive Coach, Licensed Therapist, and Org Health Consultant from SP Consulting Group, LLC. I am appreciative that he did so that I could be present to my daughter to celebrate her hard work, though, in watching the replay, I wish I had been able to be there, too, especially because I just realized that this June event marks the 2nd anniversary of the C3 community and these Answer the Call to Conscious Leadership events!

We had attendees from Charlotte, Detroit, Atlanta, Baltimore, Philadelphia, and Delaware, while Dina attended from Nashville and Dr. Shané from Los Angeles.

Both panelists started out with massive wisdom bombs, Dr. Shané sharing, “Whatever is going on for you personally is going to affect you professionally.”

Dina defined empowerment as leadership that is about bringing up other leaders with you and helping them become autonomous. Let them make some moves on their own, even if you disagree, and let them prove you wrong.

The hour just continued to add immense value. Watch the replay in C3 now to find out what our empowerment powerhouse panelists said about the following:

  • What does empowering people even mean?
  • What makes a person feel empowered?
  • How do we get people to move in a direction where they start communicating their needs?
  • What is the conditioning that prevents people from building a trusting relationship with leaders?
  • How can you help people who are set in their ways evolve past this conditioning?
  • How do you decode and recode leaders to reach new levels of success?
  • How did the paradigm of “promote and try to replicate technical experts” hurt progress overall?
  • How do you make it so that every element of a business is being tended to with care?
  • How do you recognize when you are no longer evolving?
  • What must be overcome in an individual to not feel like they are giving something up by offering someone else the credit, the spotlight, the responsibility, the power?
  • How do you integrate empowerment into the employee journey starting with hiring and onboarding, especially with leaders to whom leadership does not come naturally?
  • What is the one thing that you can do today to start practicing empowering yourself?

As we move into our 3rd year, we want to continue adding people to the community who are out there making a real difference in conscious leadership and are committed to co-creating a more conscious corporate landscape.

Who do you know who would benefit from hearing or having these conversations? Whose example do you think would inspire us all and deserves to be promoted? Share this QR code and invite them to request membership today:

See you next month, though let us know if there is a topic you want to C3 to cover, we can and will help you make it happen in between our monthly events if the topic is not chosen by the C3 community for our next event.

SNAP! – The Power (Official Video)

Official music video for the 1990’s hit “The Power” by SNAP!Listen to 30 Years of SNAP! here: http://snapofficial.lnk.to/30-► LISTEN TO SNAP!On Spotify: http…

Karen Huller, CEO of Epic Careering, is the co-founder of The Consciousness Conference (ConCon) and the C3: Corporate Consciousness Co-op community on LinkedIn. She is the creator of the Corporate Consciousness Ripple Blueprint and author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days. She founded Epic Careering, a conscious career and leadership development firm specializing in executive branding, talent-values alignment, and conscious culture, in 2006. 

While the bulk of Mrs. Huller’s 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. Her solutions incorporate breakthroughs in neuroscience, human performance optimization, bioenergetics, and psychology to help leaders accelerate rapport, expand influence, and elevate engagement and productivity while also looking out for the sustainability of the business and the planet.

Mrs. Huller was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

Mrs. Huller was an Adjunct Professor in Cabrini University’s Communications Department and an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business. As an instructor for the Young Entrepreneurs Academy, she has helped two of her students win the 2018 National Competition to be named America’s Next Top Young Entrepreneurs, to win the 2019 People’s Choice Award, and to land in the top 8 during the (virtual) 2020 National Competition.

She serves on the board for the Upper Merion Community Center, which she helped establish, and is an advisor to Florida International University for their Women in Leadership program. For her service as Vice President of the Gulph Elementary PTC, she received recognition as a Public Education Partner and Promoter from the Upper Merion Area Education Association. Mrs. Huller has also been the lead singer for Harpers Ferry, a rock cover band, for 20 years. She lives in King of Prussia, PA with her husband, two daughters, and many pets, furry, feathered, and scaly.

The Differences Between Therapists, Coaches, and Consultants—and How to Know Which One You Need

I feel like coaching is starting to lose a lot of its stigma and the people getting results are inspiring many others to seek it out. Perhaps another reason many more are seeking coaching is that conventional mental health treatments are not widely available. Many complain about not-so-patient-friendly enrollment processes and months-long waitlists.

Is a coach a good alternative to a therapist or psychiatrist? What kind of coach should you engage? How do you qualify them as someone who will actually help and definitely not hurt you?

Consider one of these if there is any area of your life where you have not been able to get the results you want on your own, or if you just don’t want to do it alone or want to be able to do it right from the get-go.

If you suspect you suffer from a mental illness and have not been diagnosed, know that an unlicensed coach cannot diagnose you. A licensed therapist must follow regulated procedures in order to do this. If you need or want medication, you will need to see a psychiatrist. Do not offboard yourself from any medications or adjust your dosage without your doctor’s approval and guidance because there are often withdrawal side effects. Understand and abide by any potential interactions. Read all materials made available to you on your medications. Do your own research on these, as well.

Some coaches offer “tough love” and “hard truth.” I had a coach who referred to herself as the “Velvet Hammer.” She was, in fact, my first coach and the coach who helped me get started on my own coaching path. She set expectations from our first consultation on how it will look for her to show me my blind spots—with caring candor. Hers was not an authoritative way, but some can be militaristic and intolerable of excuses. In all therapy, coaching, and consulting relationships, you are expected to be an active participant and partner. You won’t get back what you don’t put in. And, some people prefer and need a very no-nonsense, straightforward, highly structured, black and white, inflexible approach. For the most part, however, our brains don’t thrive in transformation under those conditions.

Coaches traditionally focus on the practical steps to transformation. Therapists traditionally focus on how your feelings and past experiences inhibit you. Many are somewhere in between, and a lot of coaching training focuses on beliefs and behavior patterns—the connection of which are often blind spots for people.

In my personal experience, I found therapy to be enlightening and validating. I learned some coping mechanisms, yet still felt victimized versus empowered, and I felt there was no endpoint.

Coaching, on the other hand, was future-focused and finite; the goal was to help me be self-reliant in executing new skills, disrupting beliefs and patterns of behavior that didn’t serve me, and replacing them with those that did until they were habits.

Not all coaching programs focus on habits. There are various studies on habits that purport varying amounts of time necessary to form a new habit, but it really varies from individual to individual. Know yourself. How long does it take you to form a new habit? There are specific techniques that can accelerate habit adoption, such as NLP and hypnosis. Find someone trained and certified in these methods if you want faster results.

There are limitless specialties and niches in coaching. I find it helps when my coach understands my particular challenges, like being a parent to an ADHD child. I have had coaches tell me this is just my excuse, and rapport was instantly and permanently broken, rendering any further coaching ineffective and obsolete. Coaches who invalidate your experiences, feelings, and reality ultimately fail the coaching test.

If there is one focus area of your life you want to transform, it’s highly recommended that you seek out a specialist in this area, be it fitness, nutrition, parenting, relationships, career, and/or leadership.

If you are a leader or aspire to be a leader, leadership coaching usually includes focusing on your career development. Career development is a byproduct of the work you do to become a better leader and rise to the challenges thereof, which have evolved and expanded over the years, especially in the last two years. Even within career and leadership coaching, there are various niches, such as by industry or function, helping post-deployment veterans, helping the long-term unemployed or returning mothers.

My particular niche is conscious careering and conscious leadership. My clients prioritize people and the planet alongside sustainable profit and either want to better influence their organizations to do so as well, or want to contribute their talent to other companies already in alignment with these values. This could be in a completely new field or role, or the same field and role. My clients may or may not know what to pursue or where to look.

Like therapists, most professionally trained coaches ask questions and ask for permission before they share an observation or advice. Whereas a consultant gives advice, a coach guides you to come to your own conclusions about what to change and do by asking reflective questions. In doing so, they lower your resistance to change and instill confidence in your own abilities to figure things out.

However, many coaches are actually consultants and not coaches at all. They will assess the current situation, identify the root cause, prescribe changes, and leave you to implement them, perhaps with some expectations on challenges you may encounter and things you can do to overcome them.

As you start evaluating your options, ask yourself:

  • Do I have a fragile state of mind?
    • If so, seek more immediate help. Contact NAMI to find resources. I can tell you from personal experience that they are there to give you an immediate lifeline and refer you to the help you need. The process of finding a partner can be daunting and, I’ve found, at times damaging in and of itself. I gave up for three months after my quest failed for the fourth time to result in help.
  • What expectations do I have of the outcomes I want?

A common question asked by coaches is, what do you want coaching to do for you in X months? What do you expect will be different and better for having had coaching?

It’s possible you won’t be able to fully visualize all that is actually possible. Be aspirational. An ethical partner will tell you what is realistic to expect.

Ask these questions of your prospective partners:

  • Is this individualized or group?
    • If a group, how do you manage the psychological safety of the group?
    • Do you qualify participants, and how?
    • What rules exist and how do you enforce them?
    • What type of one on one support is offered?
    • Does the group interact and how do you manage personal conflicts? (Conflicts have occurred in nearly every group coaching program with over 10 people in which I’ve been a participant, though not involving me.)
  • What do you know about the mind/brain?
  • Are there things I am supposed to do in between sessions and how much time is required?
  • How will you hold me accountable?

Referrals are great, but make sure you ultimately choose a partner who can fulfill your specific needs. If you wind up finding someone outside of your network, check reviews and LinkedIn recommendations. Consider reaching out to the individuals who provided LinkedIn recommendations to ask questions tailored to your needs.

Is Epic Careering the right career alignment partner for you?

Our unique holistic approach integrates life coaching, neuroscience, organizational psychology, time management, habit management, personal/executive branding, a blend of career coaching and consulting, and leadership coaching. That’s a lot, and it’s because I constantly invest in identifying and training in new breakthroughs as they are proven.

Schedule a free consultation to see if we fit your needs.

Which Way The Wind Blows

Provided to YouTube by Universal Music GroupWhich Way The Wind Blows · Peter FramptonFrampton’s Camel℗ An A&M Records Release; ℗ 1973 UMG Recordings, Inc.Rel…

Karen Huller, CEO of Epic Careering, is the co-founder of The Consciousness Conference (ConCon) and the C3: Corporate Consciousness Co-op community on LinkedIn. She is the creator of the Corporate Consciousness Ripple Blueprint and author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days. She founded Epic Careering, a conscious career and leadership development firm specializing in executive branding, talent-values alignment, and conscious culture, in 2006. 

While the bulk of Mrs. Huller’s 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. Her solutions incorporate breakthroughs in neuroscience, human performance optimization, bioenergetics, and psychology to help leaders accelerate rapport, expand influence, and elevate engagement and productivity while also looking out for the sustainability of the business and the planet.

Mrs. Huller was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

Mrs. Huller was an Adjunct Professor in Cabrini University’s Communications Department and an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business. As an instructor for the Young Entrepreneurs Academy, she has helped two of her students win the 2018 National Competition to be named America’s Next Top Young Entrepreneurs, to win the 2019 People’s Choice Award, and to land in the top 8 during the (virtual) 2020 National Competition.

She serves on the board for the Upper Merion Community Center, which she helped establish, and is an advisor to Florida International University for their Women in Leadership program. For her service as Vice President of the Gulph Elementary PTC, she received recognition as a Public Education Partner and Promoter from the Upper Merion Area Education Association. Mrs. Huller has also been the lead singer for Harpers Ferry, a rock cover band, for 20 years. She lives in King of Prussia, PA with her husband, two daughters, and many pets, furry, feathered, and scaly.

Career Optimization – Answer the Call to Conscious Leadership

After spending 2020 in complete limbo with little certainty of what was to come and how to plan and prepare, 2021 proved to be a period of reinvention for people and businesses alike that continues through today with little signs of stopping, even as some see their companies attempting to return to “normal.”

For many, what became clear was that “normal” doesn’t work for many people. A period of stifled goals and dreams left many to dream anew. Finally, with time for reflection and reprioritization and perhaps a new sense of finite earth-bound mortality, the trend to seize the day has inspired many, including our C3 community, to grab this moment in time and ride it as far as it will take them.

Our topic for May 2022’s Answer the Call to Conscious Leadership event as chosen by the C3 community was Career Optimization.

Ed Samuel, Career Coach and CEO of SamNova, Inc, who has been one of my mentors, was joined by Melanie Mitchell-Wexler of Find Succeed Achieve to talk about why and how anyone who had a desire to make a change can start now.

Join C3 to get access to the replay and join a community of fellow corporate consciousness co-creators and find out what we said about:

  • Where to start and why
  • How often someone should assess their career for maximum optimization
  • What the process looks like
  • What the #1 assessment tool is for career optimization
  • The struggle most people have in achieving career optimization
  • What the steps after that are
  • How does someone know if their goals are realistic
  • How to find out what opportunities exist in this quickly-evolving job market
  • The worst way to job search is that most people default to
  • If calling recruiters actually works
  • The way that works best and the tools that help the most
  • How salary comes into play when optimizing your career
  • Other things to negotiate to optimize your career
  • How to know when you need a career coach
  • How much time the process can take and when is the best time to engage a career coach
  • The state of mind that often prevents people from optimizing their careers
  • Each coach’s ideal client

Since career optimization is the point of passion for each of us, we could have spent all day and then some talking about this topic.

If you want to provide input into future topics for these events, especially if we talked about any other topics you want us to further expand upon, and you are committed to co-creating a more conscious corporate landscape, then join C3 now and get access to the replay.

P!nk – Just Like Fire (From”Alice Through The Looking Glass” – Official Video)

P!nk’s “Just Like Fire” from the Walt Disney Studios film Alice Through The Looking Glass out now! iTunes: http://smarturl.it/JustLikeFire?IQid=yt Stream on …

Karen Huller, CEO of Epic Careering, is the co-founder of The Consciousness Conference (ConCon) and the C3: Corporate Consciousness Co-op community on LinkedIn. She is the creator of the Corporate Consciousness Ripple Blueprint and author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days. She founded Epic Careering, a conscious career and leadership development firm specializing in executive branding, talent-values alignment, and conscious culture, in 2006. 

While the bulk of Mrs. Huller’s 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. Her solutions incorporate breakthroughs in neuroscience, human performance optimization, bioenergetics, and psychology to help leaders accelerate rapport, expand influence, and elevate engagement and productivity while also looking out for the sustainability of the business and the planet.

Mrs. Huller was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

Mrs. Huller was an Adjunct Professor in Cabrini University’s Communications Department and an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business. As an instructor for the Young Entrepreneurs Academy, she has helped two of her students win the 2018 National Competition to be named America’s Next Top Young Entrepreneurs, to win the 2019 People’s Choice Award, and to land in the top 8 during the (virtual) 2020 National Competition.

She serves on the board for the Upper Merion Community Center, which she helped establish, and is an advisor to Florida International University for their Women in Leadership program. For her service as Vice President of the Gulph Elementary PTC, she received recognition as a Public Education Partner and Promoter from the Upper Merion Area Education Association. Mrs. Huller has also been the lead singer for Harpers Ferry, a rock cover band, for 20 years. She lives in King of Prussia, PA with her husband, two daughters, and many pets, furry, feathered, and scaly.

What Is Stopping the C-Suite From Leading Consciously?

What is stopping the C-suite from championing conscious leadership tenets, like vulnerability…and how do we get them to start?

The title of CEO used to conjure up images of stoic, no-nonsense, confident, decisive leadership. These qualities were, in fact, sought after in C-level leadership. Some may feel that these qualities are still the most desirable. However, as employers adapt to attract younger generations who find much different qualities attractive, the leadership at the very top, where change most effectively starts, are proving to the be the last to evolve.

But why?

The message is being sent loud and clear by the workforce. The fallout of not changing is costing businesses all over the P&L report, in critical performance metrics and KPIs, as well as other areas where it’s not as evident or widely measured.

So why is it that leaders who appear to have the most power and influence are failing to lead more consciously?

Change is hard. It’s confronting. It requires admitting that some of the skill sets executives spent years developing are now becoming obsolete. While it seems obvious from an objective perspective, our natural human inclinations are to survive and preserve our place by portraying confidence.

Confidence has taken on a negative connotation for me. As a coach, I know that most highly successful conscious leaders actually have self-doubts and limiting beliefs that they need help recognizing and overcoming. The key with this, as with so many other things, is balance.

Balance is hard. It takes a fair amount of trial and error and a continual feedback loop. Balance can fluctuate – it’s frequently not sustained by developing a formula. It can’t be automated, although there are habits that leaders can develop to improve their consistency with finding balance, even amidst volatile, chaotic times.

Fear is human, and has been heightened over the past couple years. The number of threats seems to have risen exponentially. Leadership in general has been challenged like few in this era have ever seen. Threats are not only coming from multiple directions, but we know better than ever how they can come from unpredictable places. And yet, there are threats we know we are not fully prepared for that you would think we would be by now, such as nuclear threats and threats to our power grid.

The divisiveness of today’s social and political climate is proving that we, as a society, have become less effective at civil discourse. Not only are there more opportunities for conflict, but the way conflict is handled is increasingly violent. The threat of violence for speaking one’s mind is more than enough to discourage anyone from vocalizing strong support for anything that could rock the boat or go against the grain. Of course, it’s a very small minority of people who would resort to such measures to silence opposition. Certainly, there are more people who would like to see changes that benefit more people, but if they stay silent, this empowers those who stand to benefit from things staying the same to intimidate those willing to speak up. No one wants to be the next one cancelled, labeled, and vilified unjustly, which happens with tremendous speed and volume with social media at our fingertips.

A few other reasons that are preventing more leaders from leading consciously include:

Bias toward authority

Kids who are taught never to challenge authority become adults who don’t even think to question the judgment of leaders above them. Then, when they grow into leaders of greater authority, they resent being challenged.

Lack of faith in the ability of self, others, organizations, and systems to change.

I am always astonished at leaders who claim people don’t change. Coaches know people can and do change! All of the above change. Not everyone or everything will change, but to say that nothing and no one ever changes is to deny reality.

What there is to lose

As many leader evolve in their careers, they often define how they believe they will be at the helm, and underestimate the pressures. You may think along the way, when I’m in charge, it will be different. Then, you get in charge by playing along with the status quo and you realize that you’ve gotten yourself to a point where you now have everything to lose. To stand up to the board or investors for change, especially change that impacts them, means potentially having to make lifestyle sacrifices and losing influence. It can be very easy to justify maintaining your position of authority, where you tell yourself you can still, at least, make a difference. “Better me than someone else.” “Why should my family, generational wealth, or legacy suffer?” Cognitive dissonance leads our minds to manufacture all kinds of justifications to stay silent.

Standing up to people who abuse power is not for the faint of heart. The Dropout, a Hulu original, tells the story of the rise and fall of Theranos and its former CEO, Elizabeth Holmes. Whistleblower, Erika Cheung, took a stand and reported lab testing problems at the company to federal agents. It was a professional risk, maybe even a physical risk, considering the level of harassment, but it was also going to potentially compromise her professional integrity as a chemist if she stayed silent. Cheung would have also faced harsh consequences if the situation was uncovered and she didn’t report it.

In Theranos’ case, what brought them down was a complaint from an individual contributor that triggered an investigation and a lot of red tape.

That’s one way to do it, but one person speaking out to take down a large organization with many resources and a lot of influence puts the burden and the risk on one person’s shoulders. In the case of Theranos, only a few other employees ended up joining Erika to validate her story.

It isn’t fair for the rest of us to sit back and let a few people shoulder the burden of making the world a more conscious place, but I also understand the hesitancy to join what appears to be the fray. However, if those supporting conscious change join forces and voices now, it will be much clearer who the fray really is. The silent majority (everyone thinks they are this) must become the vocal majority, even if the powerful minority tries suppressing them.

The C3 community’s purpose is to gather these voices. It’s to share the burden of creating a better world. It’s to draw courage from one another. It’s to feel like part of a collective of people. It’s to prove that there really are more of us who stand to benefit from conscious change than from the status quo, and we won’t accept it anymore. Power to the people.

If you are someone who is bold enough to not only champion conscious change but co-create a more conscious corporate landscape, the C3 community is where you belong. If you know other conscious leaders (or conscious leaders in the making), download the below QR code to your image library, Dropbox, or Google Drive account so that the next time you have a conversation with someone about how badly change is needed, you can transition right from words into action. Tell them about C3 and our mission. Tell them this is their chance to make a real, much needed difference.

The Beatles – We Can Work it Out

The Beatles 1 Video Collection is Out Now. Get your copy here: http://thebeatles1.lnk.to/DeluxeBluRay”In We Can Work It Out, Paul did the first half, I did t…

Karen Huller, CEO of Epic Careering, is the co-founder of The Consciousness Conference (ConCon) and the C3: Corporate Consciousness Co-op community on LinkedIn. She is the creator of the Corporate Consciousness Ripple Blueprint and author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days. She founded Epic Careering, a conscious career and leadership development firm specializing in executive branding, talent-values alignment, and conscious culture, in 2006. 

While the bulk of Mrs. Huller’s 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. Her solutions incorporate breakthroughs in neuroscience, human performance optimization, bioenergetics, and psychology to help leaders accelerate rapport, expand influence, and elevate engagement and productivity while also looking out for the sustainability of the business and the planet.

Mrs. Huller was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

Mrs. Huller was an Adjunct Professor in Cabrini University’s Communications Department and an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business. As an instructor for the Young Entrepreneurs Academy, she has helped two of her students win the 2018 National Competition to be named America’s Next Top Young Entrepreneurs, to win the 2019 People’s Choice Award, and to land in the top 8 during the (virtual) 2020 National Competition.

She serves on the board for the Upper Merion Community Center, which she helped establish, and is an advisor to Florida International University for their Women in Leadership program. For her service as Vice President of the Gulph Elementary PTC, she received recognition as a Public Education Partner and Promoter from the Upper Merion Area Education Association. Mrs. Huller has also been the lead singer for Harpers Ferry, a rock cover band, for 20 years. She lives in King of Prussia, PA with her husband, two daughters, and many pets, furry, feathered, and scaly.