Blog - Epic Careering | Leadership Coaching and Executive Branding

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.

How to Support Emotions at Work

A recent loss is inspiring me to shine a spotlight on mental health. There’s no knowing what, if anything, might have kept him here longer, but I know many of us at this time who knew and loved him are wondering what we could have done more.

These thoughts, while part of the natural process of grief, are tortuous. Yet there are so many suffering with these thoughts after similar losses, which feel so senseless and preventable.

This is my best effort at this time to implore employers and caring coworkers to implement preventive and mental health maintenance measures. It’s what I know I can do to help at a time that I feel helpless.

In order to de-stigmatize mental illness, we also have to de-stigmatize emotions. We have to de-stigmatize therapy and normalize healthy outlets, like yoga, meditation, journaling, walking, boxing, etc.

Eliminate the words “woo woo” and “new age” in the context of these practices. There is enough science at this point to substantiate their efficacy, so using those words just makes you seem ignorant, insensitive, and obsolete.

Additionally, it’s time the workplace was encouraging, even accommodating, of these outlets.

If an employer assumes that employees are taking care of their emotional and mental health needs outside of work hours, it’s a dangerous assumption.

Every manager and leader needs to be trained on how to create a conducive environment to have and process emotions, whether privately or with you. As individuals, we have to know how to take care of these needs on our own, but as a leader, you should be able to uncover these needs and know where to refer employees for the care of these needs.

What about physical wellness? Science has proven a link between mental health and physical health. Read more about the links and the costs of this in our Mindfulness and EI training report.

What do you do as an individual experiencing emotions at work?

Firstly, do not apologize!

Secondly, fight your inclination to hide or suppress these emotions. Call them out by name. “I’m feeling _______. I need a moment.”

You don’t have to decide anything else at this moment – what to do next, what to say, whether to go home or stay, who you’re inconveniencing, etc.

You can leave the room, or stay there. I find it easier to be with my emotions when I’m alone, at least at first. So, I would likely leave the room. I would head outside if I could, or toward any kind of nature – even opening a window would help.

Just allow it. Think of emotion as Energy in Motion – E-motion. It needs to flow. Breathing helps move the emotion through your body. It’s so easy to forget to breathe in the middle of intense emotion!

Be in it. Tune into your body – where are you experiencing this emotion physically? Your head? Your chest? Shoulders and neck?

Even during “normal” circumstances, nothing impacts your results in life more than how well you are feeling. Do whatever you can to adjust your lifestyle and schedule to incorporate alternative methods of achieving a calm mind, strong heart, clear lungs, and a positive outlook.

Even though we need connection, some of us are already emotionally fragile and need more uplifting versus more gloom and doom. Be careful not to impose your anxiety (which is justified, just not helpful) onto others. So, if you are feeling anxious before a scheduled call or outreach e-mail, take some time to exercise to get endorphins flowing or meditate to achieve a calm state of mind.

Incorporate time in your schedule to be alone and engage in activities that raise your vibration while limiting activities that induce stress. Be aware of any inclination to pick up your phone or device to check for constant updates. Recognize if looking for updates becomes a compulsion that isn’t serving your state of mind. You can find a helpful mini-hypnosis session on overcoming social media addiction, as well as some other helpful videos on this Facebook page.

If you feel like a victim, start processing all that happened to inspire these feelings. Have a pity party. Write down all of the events and feelings. Get them out into the open where you can refer back to them post-processing and sort out what is real, what is truth, what is story, what is assumption, and what is a product of your insecurities and limiting beliefs.

The time it takes to move through the emotion decreases as you get better at being with your pain.

At first, you may need a good 30 minutes, especially if an event was severe or historical. (If a reaction is hysterical, the cause is historical!)

What other possibilities exist?

What is in your control?

What outcome do you want? The desired outcome is not a necessary component of processing emotions, however, once your emotions are processed, you will have better logical judgment about what you want to happen next – if you need to go home, if you need to speak with someone, or if you are ready to face your co-workers and boss again.

You are under NO obligation to explain anything or apologize to anyone if you have dealt with your emotions healthfully. However, if someone was caught in the crossfire before you were able to process your emotion, you will have to decide if an apology is necessary to restore your integrity or your relationships. Depending on the severity of the blow, you may need to do much more than apologize and there may be irreversible consequences.

Learn from these consequences, prevent them in the future, and do not define yourself by these human moments.

What do you do as a leader when a team member is experiencing emotions?

Firstly, always validate emotions. Many managers and leaders do not want to be the recipient of anger, but this is a manifestation of ego, not empathy. So, even if the anger is directed at you, affirm that the person has a “right” to feel how they feel.

Ask them if they would like time to be alone or if they want to talk to you or with anyone else.

Be wary of pulling in human resources if human resources in your company is more inclined to react disciplinarily rather than resourcefully. At their best, human resources professionals are quite experienced and trained in serving in some counseling capacity, but there is too often a conflict of interest in processing events in compliance with policies and being fully emotionally available. There are also varying levels of severity that would certainly exceed the normal skill sets of human resources. If there is not a dedicated, licensed counselor or coach on staff, the best practice for HR is to refer the employee to other resources.

If you become the confidant. just listen. Don’t advise. Give your employees space to speak and process their emotions. Don’t try to fix anything, if there is anything for you as a leader to fix, until emotions have equalized. The message they need most is that you are committed to creating a safe place for them to share their emotions. You will have your own emotions about it, and you are justified in having those, too, but in this moment, just focus on listening. Eventually, it might be necessary to put your compassion into action. Allow yourself to process your own emotions before making any determinations, however.

If you and your company really want to demonstrate that you care and are willing to invest in the mental and emotional wellness of your team, allocate a room just for their emotional wellness.

What kinds of things would an emotional wellness room include?

A variety of tools to express a variety of emotions, from sadness to fear to anger.

  • Privacy
  • A box of tissues
  • Plants
  • A punching bag
  • A small table with chairs in case someone wants to talk it out
  • Papers and pens
  • Coloring books
  • Music/speakers
  • Pillows to scream into
  • Stuffed animals to squeeze or throw
  • A help button
  • A reference list for hotlines and guided meditations
  • A trampoline
  • Resistance bands
  • Exercise mats
  • A water fountain

Additional concerns I have that require additional research, perhaps research that has not yet been conducted, include finding out at what rate corporate leaders are medicated for mental illness. How does that impact their centers of empathy in the brain and their ability to make conscious decisions? I am sure there are instances in which the medication enhances their ability to handle stressful situations, but I wonder about the situations that are people-related.

I am not anti-medication generally, and no – I absolutely do not want to stigmatize taking medication. The side effects of many of these medications seem sometimes worse than the condition, and I do worry that drugs are too frequently prescribed when there are other therapies, coping mechanisms, and non-prescription solutions that would present better long-term options for enhanced mental health. I know many people who have found healthier alternatives to pharmaceuticals, are able to come off their prescribed medicines (under a doctor’s care), and then realize just how numb they had been. Numb is the most often used word.

I wonder how much more challenging it is to be empathetic when you are numb.

If you have a personal story about this, I would love to hear it.

How were you taught to deal with your emotions?

How were you taught to deal with other people’s emotions?

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 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 leadership and career development firm specializing in executive branding and conscious culture, in 2006. 

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. 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. 

She 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 is board secretary for the Upper Merion Community Center and just finished serving as Vice President of the Gulph Elementary PTC, for which she received recognition as a Public Education Partner and Promoter from the Upper Merion Area Education Association. She lives in King of Prussia with her husband, two daughters, and many pets, furry, feathered, and scaly.

Detaching from Outcomes – Answer the Call to Conscious Leadership

This month’s Answer the Call to Conscious Leadership event topic focused on Detaching from Outcomes. The more I thought about this topic, chosen by the C3 community as usual, the more questions arose.

In my quest to secure a panelist to join Doc Cunningham, I spoke with many people with diverse perspectives on this topic, founded on their personal experience. I represented their perspectives by proxy, though I knew Doc was going to provide his own, and in doing so, would open up a whole slew of new ways to see it. He certainly delivered!

If you’re a conscious leader looking for a community that shares your values, hop in the C3 community today! Once you’re a member, you can watch the full replay of last week’s event.

We discussed:

✷ What does outcome detachment mean?

✷ Who or what is impacted if we do or don’t detach?

✷ How does this show up in our work and relationship?

✷ How can outcome detachment be done concurrently to KPIs and metrics related to corporate goals, or does it, by nature, require the absence of those things?

✷ What are the two primary qualities that seem inherent in detachment, and what is the opposite?

✷ How can we balance detaching from outcomes while creating alignment along our journey?

✷ Without measuring outcomes, how can we measure success?

✷ How can outcome detachment and accountability co-exist?

✷ Is it a journey or a destination?

✷ How can one maintain focus without becoming attached to outcomes?

✷ How can we engage our three human assets (calling, purpose, and passion) to promote growth?

You’ll also learn Doc’s amazing analogy to GPS navigation as it relates to outcome detachment.

I would have loved to have continued this conversation for at least another 30 minutes to talk about the scientific method, and the necessity and standard in the scientific community, where publications are peer-reviewed, to detach from the outcome in proving a hypothesis. How much could we really trust science if we did? How could it be nuanced to suit various cultures?

This certainly proved to be a thought-provoking exploration of outcome detachment. I’d love to keep the conversation going by hearing what you think about it.

Joe Cocker – Have A Little Faith In Me

Taken from the album ‘Have A Little Faith’You can buy the album from JB HiFi here: http://bit.ly/1qJ40CI or download it from iTunes: http://bit.ly/16HkXQV

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 a Recent Trend in Careering Has to Do With My Intuition Journey

This year I have embarked on an introspective energetic and spiritual journey. My coach this year is very unlike the business coaches I have had in the past, and the program in which I am immersed will strengthen my own ability to make intuitive, powerful decisions for my business, to consult with greater wisdom, and to live with a greater sense of peace. 

It’s confronting work, to say the least. I have to deal with all my stuff, as any conscious leader does in order to prevent it from directing behaviors and actions, as it tends to do. 

In the midst of this, things go haywire. It seems what can go wrong, does go wrong, as it’s showing me where my stuff has been hiding and taking control. It makes me realize just how many of my daily decisions are driven by trauma and beliefs I formed when I was not yet fully conscious. It makes me realize how not fully conscious I am. 

About 8 years ago I wrote about a pattern I was recognizing in my clients, as my services officially expanded to include leadership coaching and the level at which I was working with my clients deepened significantly. I noticed that many of them had survived the recent recession by taking career opportunities that were out of alignment with what they really wanted and who they really were in order to survive and provide for their families. The dominant emotion that was driving these emotions was fear. However, at the same time they were making decisions from fear, my clients during that recession were making decisions and acting from desire, passion, and faith, creating alignment in their career that has led, in most cases, to years of career growth and happiness since then.

I see a pattern now forming among my clients now where they chose to chase opportunities that satisfied their egos, but not their souls. These jobs provided a standard of living that made them feel successful, and yet that success has begun to feel empty. 

One of my own personal discoveries on this journey is that, because I felt insignificant, discredited, and powerless in making my own decisions, I chose my current path of being a self-employed expert who thrives on making a meaningful difference in the lives of my clients. 

Certainly, that doesn’t sound all that bad, does it? However, I need to heal that trauma. It leads me to be very attached to the outcomes of my clients, which I only have so much influence over – admittedly, even with as much coaching mastery as I have acquired so far. 

No, my choice in vocation 15 years ago was not a mistake, even if it was driven by a need from my ego to compensate for what I felt I was lacking in my power. However, when the world starts becoming more volatile, less predictable, and I witness suffering in others, it throws me into “savior” mode, where I have to make a difference, so I focus my attention on it, and it consumes my thoughts, my behaviors, and actions, and has a cost to my relationships and wellbeing. Also, it impacts my outcomes. The energy of needing and forcing and the frustration of not getting a handle on a situation turns all of my efforts into wasted endeavors with few to zero positive outcomes. Essentially, my energy is at odds with my mission. 

Co-founding the C3 community with Lawrence as my partner shifted a lot of that, and was the catalyst of me delving into this journey. I realized that there are a lot more people than just me “on it,” whatever problem “it” was that day. I also realized that even the perception of the load being shared made me feel lighter. That lightness produced better results in my initiatives and my life. It disintegrates the inertia and resistance.

Now, I can make an empowered choice to stay in my vocation, and I do it because I love it and I’m damn good at it. A greater lightness in myself aids my clients much more, consciously and subconsciously. Results are coming easier for us both. If you read me regularly, you also know that this year I created the possibility that I can co-create other things in my life of a more passionate, fun nature. I played with my band last week and re-captured a part of myself that I had let slip away because of the heavy obligations of saving the world and my kids. I had forgotten how it felt to be in the flow like that – channeling the music, emanating it out, and receiving the love from the crowd back. I want more! 

I am realizing more and more of my blocks and limiting beliefs, and seeing how they have been at cause for areas of my life where I feel stuck. Who knows how this work will shape my future. 

I have worked with clients through the years who came to me because they wanted to achieve a particular goal, only to find that the goal was borne of a belief that no longer seemed valid.  

As consciousness spreads, more and more people are rethinking their motivations and changing course to feel more aligned in their career and their lives. I have been amazed at how doing this work has attracted more of these people to me. There is data to support my personal observations, as well. Now with the benefit of retrospection and years’ more wisdom, many mature millennials are seeing how they made decisions for their lives based on “truths” that proved to be obsolete over time. Remember, this was the generation that started to shape “modern” workforce policies, some of which fizzled over time, as they were targeting young millennials who inevitably matured, while many remained, though haphazardly executed. Gen Z is sure to shape the workforce further, and my hope is that they will grab the opportunity they have, with the full support of their elders, to further influence people and planet-friendly policies, cultures, and operations. 

My challenge to you is to figure out your why. Why are you where you are? Is there someplace else you’d be better off in the future? Is now the time for change – and, again, why? 

Fascinate me. Please share your findings, if you can be so bold. 

Annie Lennox – Why (Official Music Video)

Annie Lennox – Why (Official Video)Listen on Spotify – http://smarturl.it/Lennox_SPTTListen on Apple Music – http://smarturl.it/Lennox_AMEAmazon – http://sma…

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. 

Equal Pay Day 2022

Today is Equal Pay Day. You may say, but, Karen, the Equal Pay Act was passed in 1963. Yes, I know.

Like many other movements of the 60s, we haven’t made great strides since then.

(Personally, I think we could use a modern folk movement to catalyze greater change. Music is a powerful force underutilized today.)

Besides the fact that women still earn 82 cents to a man’s dollar, there are many other inequities that have become even more evident through the pandemic, in part causing 1.8 million women to abandon the workforce who have yet to return today.

Take a look at the top leadership of companies. How many are dominated by women? Usually, it is those started by women. Now take a look at the lower levels of the same company. How do they compare? Statistically, women dominate lower-wage jobs.

This morning on the Philadelphia-based Preston & Steve Show, members of the cast and callers shared anecdotes about people (mostly women) who turned down opportunities because they required sacrifices of family time and overall wellness.

How are companies still expecting people (men and women) to put work before the most important job of all – preparing our kids to be stewards of the planet and each other?

Why does any corporate job really require someone to sacrifice a healthy lifestyle in these times of automation and remote technology? The answer is… it’s not required. And there are enough case studies today to prove that companies can prosper because they take care of their people and the planet.

Maybe I’m wrong, but it seems to me that the increase in mental illness witnessed and measured globally has something to do with cultures that demand performance over personal priorities. And we wonder why school shootings and other mass public shootings in the US weren’t “a thing” back in the day yet are scarily too prevalent now. Of course, there are many other factors, but no matter where you stand on gun control, mental illness is an undeniable influence on these events.

Let me say this for the people in the back – PROFITS are not more important than PEOPLE!

In fact, one might argue that if you let the population go to hell in a handbasket, you are not only going to burn out your talent, who may sabotage your progress consciously or unconsciously, but you will also eliminate future consumers who drive your profits.

I know we’re all sick of beating on the Great Recession drum, but someone didn’t get the memo that people and our society can’t sustain the workplace demands of the past 20 years. Want to help them get the message? TAKE A STAND. You don’t have to work for companies that aren’t adapting to the changing needs of the workforce. Some of you actually are positioned to be a change agent in your company and have the potential to change things for the better for everyone there.

Seriously. That is what I am here for, and there are plenty of other career and leadership coaches poised and ready to help you give your talent, time, and energy to a company and/or a cause that gives you back what you give to it, and then some.

Take the next step now. Schedule a consultation.

And if you’re a woman in Delaware, attend one of the compensation negotiation trainings I will be doing in April for the Office of Women’s Advancement and Advocacy.

Close the gaps. There is more than one.

  • We need family-friendly policies that support both mom and dad’s ability to be there for their kids, who are the future of our planet and your company.
  • We need women to be given opportunities in top levels of leadership that enable them to be a whole person. Other countries do this much better than the US!
  • We obviously need women to get the same pay for the same work!

Come on, now. It’s 2022! My oldest daughter is in the class of 2028. The days of her entering the workforce are coming quickly, and we’ve got a lot of work to do!

Whitney Houston – Greatest Love Of All (Official Video)

“Greatest Love Of All” by Whitney HoustonListen to Whitney Houston: https://WhitneyHouston.lnk.to/listenYDWatch more Whitney Houston videos: https://WhitneyH…

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.

Reconnecting to Your Authentic Self – Answer the Call to Conscious Leadership

Amy Blakeslee is now a Business Energy Coach who helps conscious leaders quickly increase their impact while loving what they do. She is also the best-selling author of Awakening Through Anxiety: A Journey to Finding One’s True Self. Before that, she had a very envious corporate career working in IT leadership for one of the most admired companies in the world. Over time, however, she found that it was not in alignment with who she really is, at the soul level.

Amy joined us as a guest panelist for our most recent Answer the Call to Conscious Leadership event where we explored how to reconnect with your authentic self.

I open up saying, “Nothing should stay a secret, especially if it’s working.” I imagine that the approach Amy takes, and helps her clients take, seems a bit outlandish in a corporate setting to some.

As corporate leaders, it’s imperative to not only keep an open mind, but also to validate the experiences of others, and accept, and furthermore, embrace, diversity in gender, race, thought, and belief.

Not everyone believes in a divine purpose. Not everyone believes in divinity. As a leader, you don’t have to embrace this for yourself, but if you are resisting it, evaluate why – at a minimum. So, if you didn’t get to attend this month’s event live, join C3 today and give the replay a watch. You will gain a better understanding of a different belief system that has yet to be embraced and normalized.

  • How does our energy impact others?
  • What is the dominant emotion in corporate America and how can we shift it?
  • What is a good Spirituality 101 book?
  • Where can one turn to look for some scientific evidence?
  • What is the difference between energy work and shadow work (as promoted as essential for all leaders by Conscious Leadership author and Whole Foods founder John Mackey)?
  • Where do you start when you want to reconnect to your authentic self?
  • How do you become ready for your purpose?
  • What are the benefits of balancing the masculine and feminine in ourselves and in corporate culture?
  • How can we expose more C-suite leaders to the practice of energy work?
  • What role does trauma have in reconnecting to your authentic self?
  • Is it always safe to be your authentic self?
  • What are the challenges leaders experience that might signal a need to reconnect to self?
  • What are the outcomes of better understanding and utilizing our energy as we go about elevating corporate consciousness?

Another key quality of a conscious leader is to meet people where they are at. Although some of you may not be open to Amy’s approach for yourself, I am just as sure that many of you are already delving into energy work, though you may be keeping it your secret.

It’s time we pulled this secret practice out into the light.

Who among us is playing in the quantum? (I am!) What are your thoughts about it? Do you find that you are resisting it? Do you feel differently about this belief system than you do about other belief systems that co-exist with your own? Is there another angle of reconnecting to your authentic self that you want to explore? Join C3 where we give you the content that conscious leaders need today.

Gavin DeGraw – I Don’t Want To Be

Gavin DeGraw’s official music video for ‘I Don’t Want To Be’. Click to listen to Gavin DeGraw on Spotify: http://smarturl.it/GDGSpot?IQid=GDGDWBAs featured o…

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.