Careers

Anyone Want to Work for the Government? How the Government Shutdown Will Impact the US Employment Brand

 

Some people pick their trade or career based on what they like doing, can easily be trained to do, and that will pay them well. And some people take the safest route, the one they think will likely lead to job security. This leaves them vulnerable to being the victim of external job conditions they can’t control.

Sometimes, governments shut down. Sometimes unions strike. Sometimes companies decide to sell and/or reorganize and reduce their workforce.

Anyone who once thought of pursuing a job with the US government for job security is thinking again right now.

The people I have known who wanted to pursue employment with the US government had one, a combination or all of the following motivations: Steady employment, early retirement, and/or patriotic duty.

A comment I read accused people of sensationalizing the personal financial crisis of government workers during the shutdown. “Come on. It’s just one paycheck. Don’t make it sound like people are starving.” Except, a resolution doesn’t appear to be close and this individual must not be one of the many Americans living paycheck to paycheck. Good for him, but he can’t empathize.

40% of Americans have less than $400 in their savings, and 67% have less than $1000. One missed paycheck means some people have to choose between eating and paying utilities. God forbid they need medical attention and have to cover a copay or deductible or have their water heater break down, or need a car repaired.

Are federal employees in the same boat as these Americans? Nobel Prize-winning economist Joseph Stiglitz believes that the percentage of government workers living paycheck to paycheck may be smaller, but there are still a large number of government jobs that don’t pay a living wage, according to the reality of living wages today.

Where I live, living expenses are supposedly $68K per year for a family my size (2 adults, 2 children.) This is based on an estimated $6,271 for medical expenses. How many people do you know that pay that little for a family insurance plan plus copays and deductibles annually? Have kids that play sports? I know parents who claim to visit an emergency room or urgent care center monthly.

I also know many families with 2 small kids who pay a lot more than $1,096.25 monthly for childcare. So, even this calculation seems to not cover actual living expenses.

Guess what’s not considered a necessary living expense: cell phones and internet access. Yet how many people would be disadvantaged in pursuing steady employment or better employment without that? Sure, there are ways, but the disadvantages are still there.

Think vacations are important? I do! Actually, if families can’t afford to travel or pay for entertainment, there are many detrimental economic impacts. In fact, it would spur a recession, if not a depression.

How patriotic can you remain if you work for a government who doesn’t pay you a REAL living wage?

So, they may be able to recruit based on patriotic inclinations, but we’re already seeing reports of government employees quitting in record numbers as a result of this shutdown.

Even before the government shut down 64% of government leaders reported difficulties attracting and retaining talent.

And how about disengagement? Even if they can attract bodies to fill the vacancies based on patriotism and retirement benefits, how can they keep their workforce engaged and productive? Right now disengagement in federal jobs mimics disengagement for private sector jobs at 66%. Globally, companies lose $700T per year on disengagement and its resulting productivity drag. While in the US, Gallup estimates the losses are somewhere in the $350B – $550B range.

So, employers lose 34% of each disengaged employee’s salary. Out of 9.1M government employees, 6M or so are disengaged. At an average $51,340 per year, the US government is right now losing $105 TRILLION on disengagement annually.

So, just to break down the math, based on the data, each disengaged worker (6M) is costing $17,455.60 each.

Is your jaw on the floor?

Considering what could be done for the American people with that money, this is a problem that impacts and deserves that attention of ALL Americans!

That is based on 2018/2019 current data! What happens when these numbers skew? What happens when the government finds it harder to recruit and engage talent after this shutdown? What happens when they aren’t able to sell job stability to millennials and Gen Z? Gen Z, by the way, is the generation that witnessed their parents, who worked hard and did everything they were supposed to do, still face financial ruin by the 2008 economic crash. They crave security. Now they are looking at job prospects. Is the government even going to cross their minds as a possible career path? Doubtful!

Let’s do more than just hope that this shutdown ends soon.

So what can we do? Use our voice! Use the communication channels that exist (the media, calling your Congressman/Congresswoman, social media) to raise awareness of the full breadth of detrimental impacts of this shutdown!  Don’t let anyone minimize the problem! For too many, it’s very real and happening now.  SHARE THIS ARTICLE!

We can also champion our federal workers, the majority of whom felt that getting a steady paycheck was more important than serving the public, and engage them from the outside by showing them that they are appreciated by the public they serve, that we know that they are critical to running our country, no matter what role they have. Thank a federal employee today!

 

Europe-Mr. Government Man

No Description

 

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 corporate consulting and career management 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 her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

Don’t Be A Statistic: Quit Right – What To Do Instead Of Ghosting Your Employer

 

Executive Director of the Philly Great Careers Group, Lynne Williams, shared an article that stated alarming statistics thought to be due to unemployment being and staying at a record low since September. Apparently, more people quitting their jobs without giving “proper” 2 weeks’ notice. On top of it, they are then “ghosting” their employer.

The job market is not a reason to justify burning any bridges. Though there are talent gaps predicted for certain technical and trade skills, this economy is not expected to last. I’m not trying to be an alarmist, but finance theory is based on cycles. It’s a job seekers’ market right now, but it won’t stay that way forever.  I also can’t imagine that it would feel very free to have to maintain a kind of online blueprint veil to prevent your employer from finding you online.

Even if your employer is the pits, even if you believe “everyone knows” what an unethical jerk he is, even if you have seen others drop like flies…

Strategize your escape to give your employer notice and take the high road.

It’s true that fewer and fewer employers will provide an official bad recommendation for fear of litigation, but that doesn’t mean that you won’t lose out in other ways. It’s also true that this courtesy doesn’t work both ways. Many companies know for weeks to months that they are going to lay off their workers and don’t inform them until their last day. If you live in an at-will state, not much is required. You are free to leave at any time, legally. That doesn’t mean there are no consequences.

I know for certain that some jobs put workers’ health, wellbeing, and safety at risk daily.  I’m not suggesting that you comply with all of your employers’ demands no matter how unreasonable, or that you stay in a situation that puts you at risk of a mental or physical health breakdown. No job is worth that!

Sometimes, though, we hit our breaking point.  When you know things are starting to build up, start preparing yourself for that fateful day. You’ll feel better knowing you are at the beginning of the end.

If that fateful day creeps up faster than you anticipated with the infamous straw that broke the camel’s back, don’t deviate from your plan and go out in a blaze of expletives, even if you think it will feel really good and they deserve it.

You’ll feel better later if they don’t get to see you at your actual breaking point. No one is at their best in that moment. The last thing you need on top of a rotten job/boss and the prospect of scary change is to lament the moment you let them see just how they got to you or to analyze over and over again what you said and did and what you’d have rather said and done.

It’s not worth it. Don’t be a viral case. Don’t go out with a bang, even though you may become a hero to other oppressed employees.

It’s a matter of simple substitution –

Instead of saying “I quit” or just walking out, say…

“I’m taking a mental health day for the rest of today and maybe tomorrow.”  Inform your boss and HR and leave. You may be fired for it, but that would be a litigation risk for them; protections for mental health are gaining more focus. It’s even possible (depending on your state, company policy, and terms of your employment etc.) that you might even be able to make a claim for unemployment compensation if they let you go for that.

OR

Can we talk in your office in 10 minutes?” Give yourself some time to breathe, calm down your nervous system and stress response so that you can be judicious with your words.

“I am officially giving my 2 weeks notice. That is all I want to say right now.”

There may be a LOT you want them to know, but it’s better to sit down and write it all out in your own time. Get it all out first – everything you really want to say without judging it. Write or dictate stream of consciousness style – letting it flow out.

If you’ve never done this before, the process is a lot like cooking popcorn. It will start with one or two thoughts “popping” until soon you get so many at once you can hardly keep up, and then as you get more and more out of your head and into a record (digital or printed) the thoughts will go back to a trickle. You may still add one or two things after you think you’re finished and put it away. Keep it nearby. If you sit down with paper and nothing comes out, engage in a cathartic activity, like walking or cleaning. It won’t be long before your stress response gives way to your reflective thinking.

If given the chance or invited to an exit interview, go through your notes pick out what’s really necessary – just the basic human resources requirements. If they want to know more, perhaps they sincerely want to mitigate whatever situation caused you to want to leave, boil it down to clinical facts, meaning everyone would agree that it is true. For example, though you may believe your boss is an insensitive jerk, you would instead cite a particular moment that your boss was a jerk and state exactly what happened without interpretation. He said this, and then I said that.

Then there may be things that you think they should want to know. But do they? What is it that you’d like them to know for their sake? What would you like them to know for the sake of their remaining employees, customers, investors, etc.?  Should you share this? I don’t know.

What are the potential detriments or fall out that can happen by sharing this?

If the fall out may come back on you, hold on to this information, at least for now. Don’t decide what to do with it until you are safely landed on the other side of your job search.

Why would you do this? Why would you choose to take the high road with an employer who so clearly chooses to be “wrong?”

Because….

You are grace, and in your grace, you inspire people to want to be better. That person may not be your employer, but it could be.  It could be anyone else witnessing the events. It could be the next person who leaves. It could be your kids. It could be the complicit HR person who finally leaves the company and decides later that you were so impressive in your grace that you deserve to work for his/her new employer.

It’s much harder for someone to justify treating someone badly who is still good in return. The moment a bad boss starts to question if they were justified, change is possible.

Twisted Sister – We’re Not Gonna Take It (Official Video)

Watch the official video for Twisted Sister’s “We’re Not Gonna Take It”, from their 1984 album ‘Stay Hungry.’ The single reached number 21 on the Billboard Hot 100 singles chart, making it Twisted Sister’s only Top 40 single. The song was ranked number 47 on 100 Greatest 80’s Songs and number 21 on VH1’s 100 Greatest One Hit Wonders of the 80s.

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 corporate consulting and career management 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 was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019,  and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

How Can A Genius Be So Dumb? Does the Disruptor Need Disruption?

(Sidebar: Turns out pictures of Trump also show up when you search Google images for dumb.)

But I’m not talking about him. I’m talking about the guy who famously said that changing the world requires 80-hour weeks.  I wonder what the author of the 4-Hour Work Week, Tim Ferriss, would say about that. I’d have to imagine he has a portfolio full of case studies of people who are changing the world and working FEWER hours.

So Elon Musk, in case you didn’t realize who I quoted, is CEO of four different companies concurrently, all of which he has charged with disrupting industry. He’s one of the most innovative minds of our times, able to leverage the best in technology and science to do things most would have thought impossible. BUT, he seems completely ignorant of what science has proven about human performance optimization.

According to a Wired article, though Elon was able to finally achieve producing 5000 Model 3s in a week, his factory machinery and car features had been riddled with errors. His workers are avoiding any potential contact that could spark a firing tantrum. According to Tesla’s Glassdoor reviews, people are being micromanaged and turnover is high.  Do we even need science to know that these conditions do not lead to sustained success or growth?

It’s no wonder why he’d love nothing more than for someone to come along and take his open source designs and start a company to compete with him. Actually, I’d really love that, too. I’d love someone to come along and leverage his science and technology as well as neuroscience and human performance optimization techniques to surpass him and prove to him that not only can you can change the world in a reasonable work week, but you can do it faster and better, more collaboratively, and solve even more problems when your workforce is rested, inspired and encouraged to have enriching experiences outside of work, as science proves.

I wonder what would happen if workers were encouraged and supported in stretching every 25 minutes, exercising every morning, taking half-hour breaks 3 times per workday, and working a 35 hour work week.

I wonder what would happen if instead of being berated when something doesn’t work, workers were told to meditate or engage in a cathartic activity. I wonder how they might perform better if they were trusted to fix their own mistakes.

I wonder how much faster solutions would occur.

I wonder what would happen if he turned around his employment brand and was able to attract twice the genius to cover the same amount of hours, but put twice the brain power on issues and plans.

I wonder how many fewer mistakes would be made and how much faster production would be.

I wonder how much more profitable Tesla could be. I wonder if he would actually then acquire the GM plant and re-employ its workers but under favorable conditions. I wonder if he could do that with many other abandoned plants. I wonder if Detroit could have a second hay day as the Motor City.

I challenge any who have the experience, resources, and funding to disrupt the disruptor. Anyone up for it?

Aretha Franklin Chain Of Fools

Chain, chain, chain, chain, chain, chain (Catena, catena, catena, …)

 

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 corporate consulting and career management 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 was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019,  and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

When Do You Know You Have To Go To Plan B?

When do you know you have to go to Plan B?

I’m not referring to Plan B in your methods to get into a company, as described in a previous post.

Today I’m referring to when you know that you have to abandon your search for your ideal role and pursue a consolation job.

Sadly, many people jump right to pursuing their consolation job because they determine arbitrarily that their ideal job is out of reach. But is this based on fact or story?

I would have assumed that I could not be an adjunct professor at a world-renowned university without a graduate degree, but I would have been wrong.

Besides those people, there are those who conduct a reactive job search spending 90%+ of their time using resources that fail to produce results 90%+ of the time and then decide that they have to re-strategize what they want and pursue something they want less. This serves no one.

Job seekers run out of runway by only being reactive while also giving up all their power to others who statistically will fail to follow up.

It’s not just a numbers game. There is a way to work smarter, have more fun, and get results – predictably. But…

  • It takes self-awareness to identify your unique value.
  • It takes empathy and market intelligence to understand how that translates into value for your future employer.
  • It takes serious internet sleuthing to identify what initiatives, challenges, or pain your target employer is experiencing and what hot buttons will make them pay attention to you and what you offer that will help them in the ways that are most meaningful to them.
  • It takes quality front-end preparation, strong wordsmithing ability, and familiarity with the best practices of various media (résumé, LinkedIn profile, bio, ect.) to hone your brand and messages to convey your unique value immediately in a way that resonates with your target employer.
  • It takes stretching your comfort zone and trying things you never have before.
  • It takes expertise in and application of best practices that fully leverage the resources that produce the best results to avoid the trial and error that leaves job seekers running out of time, energy, and self-worth.
  • It takes emotional intelligence, but also confidence in what you’re offering to know what the right amount of push and pull is when trying to elicit someone’s time and follow up.
  • It takes the ability to inspire others in the outcomes that you make possible to get someone to risk their social capital and make introductions to VIPs.
  • It takes troubleshooting skills to know how to get through to an employer when your original attempt(s) fail.
  • It takes knowing how to manage your time so that you can spend more time in interviews while investing less time generating new opportunities by using resources that have proven to produce results. This is how you maintain momentum.
  • It takes knowing how to recover your mindset and motivation, after allowing and processing your emotions, when something you really wanted doesn’t come through.

All of the above can be either coached, taught, or done for you.

If you didn’t do/have one of the above in your attempt to pursue your ideal job, or the next logical step toward your ideal job, then you quit too early, and you’ll still need all of the above to land your consolation job, only you’ll be less motivated to do what it takes.

Sometimes by the time people reach out to me for help they have already given up on what they really want and have decided to get help getting something less than what they want.

Sorry – I don’t do that. I don’t help people land consolation careers. I’m not saying you shouldn’t have a plan B, but you shouldn’t invest time in your plan B until you have really pursued plan A the right way, and you definitely shouldn’t invest money in your plan B until you’ve invested money in your plan A.

I’m here to help you land your plan A.

Shawn Mendes – In My Blood

Get Shawn Mendes: The Album here now: https://IslandRecs.lnk.to/ShawnMendes Apple Music: https://IslandRecs.lnk.to/InMyBloodDL/applemusic Spotify: https://IslandRecs.lnk.to/InMyBloodDL/spotify iTunes: https://IslandRecs.lnk.to/InMyBloodDL/itunes Amazon: https://IslandRecs.lnk.to/InMyBloodDL/amazonmp3 Google Play: https://IslandRecs.lnk.to/InMyBloodDL/google-play Tidal: https://IslandRecs.lnk.to/InMyBloodDL/tidal Follow Shawn Mendes here: Twitter: https://twitter.com/shawnmendes Instagram: https://www.instagram.com/shawnmendes Facebook: https://www.facebook.com/ShawnMendesOfficial Music video by Shawn Mendes performing In My Blood. © 2018 Island Records, a division of UMG Recordings, Inc.

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 corporate consulting and career management 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 was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019,  and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

 

Will HR AI Help or Hurt Your Career?

Considering that I have no time machine, time travel abilities or accurate predictive talents, I can’t be sure what future tech will offer hiring and careering. I am discouraged by the solutions being funded, sold, and used at the present moment.

Like, how are job boards still thriving in terms of revenue when most job seekers and recruiters admit not having great results with them? Well, some of them have reinvented themselves as multi-resource sites that offer valuable data. As the data increases, supposedly everyone can make more educated decisions.

Many technologies are now focused on scouring the web for passive talent with non-traditional professional footprints rather than producing better searches in databases full of applicants. Other recognize that you don’t fill jobs by recruiting people who don’t want to leave, and you don’t keep positions filled by recruiting job hoppers, so they score a candidate’s likelihood of entertaining a new opportunity. Some are becoming better at recognizing alternative skills, titles, qualities, and backgrounds.

There is still a large gap, however, that proliferates the challenges of employers to find, attract, recruit and retain not only good candidates, but good hires, which, according to Lou Adler, are distinct.

Credit: Lou Adler from LinkedIn post 11.26.18

Adler’s article points out a painfully obvious break in the system that has yet to be addressed by technology because it is a people problem, so far. The great hires don’t always make themselves obvious to unknown employers.

Enter Epic Careering… and other branding services.

We are the bridge between great talent and the companies that need them and vice versa.

In an ideal future, we will all adopt a common professional language and keyword dictionary so that technology will easily identify matches between employers and employees. Ideally, these technologies will also better understand human nature and human performance optimization. Until then, so much is left unarticulated, unpromoted, and unidentified. Great opportunities go undiscovered by talent while the talent that could fast-forward a company’s vision and mission drift toward lower hanging fruit, which may or may not be ripe, or even good.

AI is not solving this problem so far.

It falls on you.

If you are talent:

At a minimum, certainly, populate your skills list. You can add up to 50. Put them in order of our strengths and for what you’d like to be endorsed most. This will increase the chances that you will be found in a search and sent a cold invitation to connect by a recruiter.

At best, tell stories that demonstrate your unique value, which could be tied to an unconventional background, a worldly upbringing (or an underprivileged one), a different perspective, an innate talent, or a way with people. Give people content that not only qualifies you, but starts to garner a connection that transcends job descriptions/requirements. Position yourself as a candidate of choice. Be forthright about the culture and conditions under which you thrive, and then tell people what transpired because you were able to perform at your best.

Include your awards, even if they seemed shallow or token. Don’t hide your promotions by only listing your most recent title. Take credit for facilitating the accomplishments of those you managed, mentored, and supported.

Acquire skills in tasteful, professional self-promotion and stretch yourself to gain comfort with them. The best person for the job doesn’t always get the job. That’s a shame, but one you can prevent by doing this.

If you are an employer:

At a minimum, go beyond the checkboxes. Abandon acronyms in favor of the real success-determining factors. Ask yourself if your requirements are really just a way to whittle down a large list of candidates or if they really will determine someone’s chances at being successful. Warning: This will require thought – deep thought. I know you think you don’t have time for that. But if candidates who make great hires aren’t wearing an obvious label, you will have to consider if the labels you can see are showing you what’s really inside – what people are really made of.

Be honest about having biases. You can’t refute them if you don’t acknowledge them and if you don’t refute them you can’t stop them from influencing hiring decisions.

At best, nurture leadership that is not only ethical but conscious of the impact of their decisions on people and planet and how that will trickle down and circle back. As you implement technology and streamline operations, don’t lose the human touch. Make sure your leaders are accessible and emotionally intelligent. Give people transparency and trust. Relationships will always trump technology at connecting your company with talent in a meaningful way, aka engagement.

Daft Punk – Computerized Ft Jay Z

Leaked Daft Punk track with Jay-z.

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 corporate consulting and career management 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 was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019,  and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

Ditch the Drama – Part 2 Recap of the PA Conference for Women 2018

The breakout session spoke to me: “Ditch Workplace Drama and Drive Results”

Oh, Hallelujah!

Now, it has been a long time since I had to deal with drama with any regularity, having not been a full-time employee for over 12 years. However, even as a subcontractor and volunteer, just the interacting with other humans for the sake of collaborating on projects of mutual interest and benefit seems to expose me to drama.

As I shared last week on part 1 of my PA Conference for Women recap, I was thirsty for tools and information I could put to use and share right away.

I have met a new woman, Cy Wakeman, whose database of knowledge and habits I would love to instantly download. And I was exposed to a term that resonates so strongly with my quest to use every second for the utmost outcome, whether that outcome is fun, productivity, co-creating, vitality, adventure, or intimacy.

Behavioral economics – a study dedicated to understanding and adjusting the time it takes humans to make decisions, take actions, and communicate words that accelerate progress and results while eliminating poor outcomes and wasteful actions and communications. (My paraphrased definition.)

What’s even better, is that it ties data to practices that are proven, but considered a bit fringe for most corporate environments – being in your highest self.

Whaaaa?

Not only that, but she debunked so many popular corporate myths about engagement, accountability, leadership, open-door policies, and more. I wish everyone could have been there. It was EPIC.

As usual, if you read my blogs/posts or follow me on Twitter, you get the benefit of attending even if you weren’t there because I captured as many golden nuggets as possible. My blog is one of my favorite ways to re-teach what I learn to share the wealth, but also to reinforce what I learn. I do this with my speaking engagements, as well. A room full of Human Resources professionals will benefit Friday from this download of de-dramatization techniques. It’s a shame I had to hand in my pitch deck several weeks ago, but I will find ways to weave it in. What Cy had to share is relevant to ALL people and all relationships. It’s life-changing! Thankfully, 450K+ people get to hear her message each year with her 250-day/year speaking schedule.

I look forward to reading my signed copy of No Ego: How Leaders Can Cut the Costs of Workplace Drama, End Entitlement, and Drive Results.

Below are my tweets of the good stuff you would have missed if you weren’t there:

Green Day – Drama Queen ( Lyrics )

Uploaded by umaro seidi on 2012-11-21.

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 corporate consulting and career management 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 was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019,  and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

 

Kick Glass – Part 1 Recap of the PA Conference for Women 2018

Jen Walters quote

Quote from #PennWomen

It seems to start earlier and get more crowded every year, though I think last year was a record when Michelle Obama was one of the keynote speakers. The trains are always full…of women, many craving the keys to the kingdom, or just to a better way of working and living that’s more – them. They’re seeking permission, forgiveness, acceptance, and empowerment, and they get it.

I know there are a number of breakouts I can attend, and some of them fit right into my wheelhouse, like personal branding, LinkedIn, salary negotiations, etc.

I attended Dr. Jen Welter’s breakout because she became the first woman to breakthrough the NFL’s gender barriers as a coach for the Arizona Cardinals. And, because she did such an awesome job blazing the trail, she has effectively kept the door open for several others to follow:

  • Bills full-time coach, Kathryn Smith
  • 49ers Offensive Assistant, Katie Sowers (also first open LGBTQ coach in NFL)
  • Raiders strength coach, Kelsey Martinez

I have helped many of my clients overcome many kinds of bias, but I had to hear her story – how she did it, who helped her along the way, what happened once she was there, how she got a team of male football players to give her the respect that enabled her to effectively coach them.

I took some great snippet Tweetables from her talk, suitable for a large room of women or a stadium with the energy and confidence she projected. What she taught transcended gender and apply to leadership in the face of bias and increased scrutiny. She was teaching us how to and why to KICK GLASS – don’t let others tell you what your limits are. Defy them by being your full, authentic self.

If you ever get the chance to see her speak, or read her book, Play Big: Lessons on Being Limitless from the 1st Woman to Coach in the NFL, I recommend you take it.

No Doubt – Just A Girl

Best of No Doubt: https://goo.gl/arujs7 Subscribe here: https://goo.gl/HRNLKB Music video by No Doubt performing Just A Girl. (C) 2003 Interscope Records

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 corporate consulting and career management 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 was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019,  and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

5 Real Reasons Your Network Hasn’t Stepped Up To Help You

This term “ghosting” spells out a new level of pain to the concept of putting yourself out there and getting nothing back. Being in limbo with your career already comes with feelings of uncertainty and vulnerability. So much can happen in a job transition that can make you believe there’s something wrong with you, or that what you want isn’t viable or available. But, feeling good about yourself and your prospects is so critical to getting a successful outcome from all your efforts.

I want you to understand better what is really happening when you think you’ve been ghosted by your network so that you don’t take it personally, and keep your spirits up for the adventure and challenge that big change is.

#1

You aren’t getting a flurry of leads from your network because you’ve only asked them to be on the lookout for open positions with your particular title. This means that your network is not going to be able to uncover the hidden job market for you.

I realize this hidden job market might seem like an enigma, but it really does exist. It just means that there are people out there who you need you, but who have not gone through the formal process of creating a job requirement and getting it approved by HR or Finance. In the meantime, they are most likely experiencing some kind of pain, and they may confide in some people about their pain to their network. That is what you want your network trained to detect, report, and respond to.

This is why your network needs to understand what your future boss could be experiencing that would be a clue that he or she might need you. Once they have this information, not only can they pass along news of a job opening for your role, which happens (rarely), but they can also generate leads through their social activities, which is when a lot more useful information gets shared through closer relationships that are easier to leverage.

#2

The person or people you ask either don’t have strong persuasion skills or generally feel like their opinions don’t matter. Ineffective influencers range from in behavior from not even trying to assert their opinions to overly asserting their opinions. You would be surprised how many unlikely people are included in this group, and who would not readily admit this about themselves, if they’re even aware. It would be much easier to avoid you than to admit that they weren’t able to make something happen for you.

Especially in a large company, people may not feel like they have influence. They may want very much to help you, but don’t feel as though a recommendation from them would carry much weight. This can be a painful realization. It may make them feel bad, and they may not want to confront you because of how they feel, especially if they get ghosted. Oof, right?!

What if you are one of those people? My advice – get a coach!

#3

They are unhappy where you are aspiring to work. They may not tell you that for multiple reasons. It could be because they don’t want to say something disparaging. They may not want to explain why they will stay there unhappy, but could have their reasons – benefits, vacation time, golden handcuffs, change is scary, feeling there may not be something better, etc.. They don’t necessarily want you to share in their misery, but they won’t necessarily be forthright about it. So they will avoid having to answer any more questions. Before you ask someone for help getting into their company, do a mini-informational interview. Ask people what they do and don’t like about working there. You may find out you don’t even want to work there.

#4

They feel bad for you, but don’t have faith in you. This is what we fear, so I know this one hurts. Sometimes we relate to people as we once knew them and it’s hard to envision them as anything else. They do that to us, too.  If someone knew you since you were young, they might still see you as the kid who dropped the ball in the playoff game, or who played a prank on the principal. It doesn’t mean we can’t outgrow images. It isn’t always an easy thing to do, and sometimes it’s not worth the effort, but we have to take ownership if that person has never really been able to see anything else but that person in us. It could be just a matter of you showing that person how grown-up you are now, or this person was just meant to be a part of your past and you might want to leave them there. The person you ask has to have some faith that the introduction is going to make them look good, and not make them look bad. Reintroduce yourself.

#5

You know there are things that you don’t get around to doing. It’s a noisy, busy world. Just think about it – we have cars, houses, bills, pets, children, parents, siblings, nieces, nephews, classes, paperwork, taxes, not to mention bodies that need our attention. Take ownership of follow up and practice patient persistence and forgiveness. People genuinely want to help, but very few of us have our sh*t together so much that we never let things fall through the cracks. Some people are certainly better than others. I can’t count how many times my patient persistence led to people thanking me. Firstly, you should aim to understand what method of communication people prefer. So many people prefer texting nowadays for reminders and to confirm plans. Some people who are active on social media can be easier to reach through messengers. Of course, there’s something about hearing the sincerity in your voice, too. Try each of these up to 5 times before you give up on someone or judge them as inconsiderate or undependable.

Look, unless we know for sure what is going on with someone on their end, all we can do is guess, which means we’re assuming. You know what ASS-U-ME means, right? Having someone sponsor you for a job is a great plan A, but there’s a whole alphabet. The less you let people let you down, the faster you can pick yourself up and continue to take action, the more you can generate momentum, and the more empowered you’ll be to make a choice that is in your highest good.

Don’t let other people’s lack of response discourage you. Focus on making so many things happen that you barely notice the things that don’t. Work on developing your ability to influence and inspire others. You don’t have to give everyone else power of your fate.

4 Non Blondes – What’s Up

Listen to the Best Of 4 Non Blondes here: http://playlists.udiscovermusic.com/playlist/4-non-blondes-best-of Stream more from 4 Non Blondes: https://4NonBlondes.lnk.to/Essentials Follow 4 Non Blondes & Linda Perry https://www.facebook.com/4nonblondes/ https://twitter.com/reallindaperry Music video by 4 Non Blondes performing What’s Up. (C) 1992 Interscope Records

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 corporate consulting and career management 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 and 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 of Career Management and Professional Development at Drexel University’s LeBow College of Business and recently instructed for the Young Entrepreneurs Academy at Cabrini College, where her students won the national competition and were named America’s Top Young Entrepreneurs.

Debunking Networking Myths That Keep People From Optimal Careers

When I speak about job search, I ask people, “Who has heard before that networking is the #1 way to find a job,” or I’ll ask people to “Fill in the blank… what is the #1 way to find a job?” Without fail most, if not all, of the attendees will correctly state the answer. (Networking is the #1 way to find a job.)

Then I ask them to tell me what they spend most of their time doing, and the answers don’t match up. So, do I just shake my finger at them? That’s not my style. I know that the solutions only reveal themselves when we really know the root cause. I seek to understand and empathize.

So, when I ask job seekers why they spend most of their transition time scouring job boards and filling out online applications when they know logically that the chances of getting a job that way are ~7%, I hear one of the following:

  1. Networking isn’t my thing
  2. I don’t have a network
  3. I’ve exhausted my network

#1 is not a truth; it’s a limiting belief either about yourself, about the expectation of receiving help, or about networking.

If someone sold you the idea that there is something dirty, immoral, inauthentic, or selfish about promoting yourself, networking will make you feel icky. You might have been taught from a young age to be seen and not heard, or that you need to yield to someone else’s needs or agenda. For that reason, you might prefer to let others get the glory while you stay meek and humble in the background.

Here’s the truth about #2, too – if you are on a first name basis with people outside your family, networking is your thing. It doesn’t have to look like making superficial connections with people you wouldn’t otherwise want to associate and using people. Even if you are an introvert, even if your network is small comparatively to other people, there is still a way to engage in meaningful connection with others and produce employment leads as a byproduct.

Here’s an opinion, albeit a much more empowering and relevant opinion – You were born with unique gifts and values, and you were gifted unique experiences and influences. Not only do you owe it to yourself to take every opportunity to expand your ability to use those gifts, but other people depend on this as well.

Whatever rules you were given that restricted your permission to own your own light and brilliance, I release you from those rules and give you full permission to love yourself unabashedly. We can only love others to the capacity we love ourselves.

The internet attributes this idea to Bréne Brown, but Matthew 22:39 states, “Love your neighbor as yourself.” So many focus on the neighbor part, but if you read this a bit deeper, you’ll notice that you are supposed to love yourself, and love your neighbor as much.

Take it from someone who believed that I had to be meek and humble, but found myself being victimized by people who sought to abuse me to gain artificial power, even though they were supposed to be aligned to the same principals as me. I found that I don’t need to steal other people’s light, and in fact doing so dulls mine. But I must not let others steal my light, or there will be others living in darkness.

First, you have to learn to love and appreciate your own light, and then you have to let it shine. That’s a high-level look at networking at its finest. Consider it to be an activity that enables you to find those who can show you where your light is needed most.

Beyond your immediate circle of influence are many people who will “get” you, who will like you exactly the way you are, and who want to help you, because it makes them feel valuable.

#3 comes from people who are from one of two categories:

  1. You are a people pleaser, and you can’t stand the thought of someone not liking you or feeling annoyed by you. You, therefore, will only seek to be helpful and not a burden. You figure people will help if they want to and like you, so you’ll ask, but you’ll make it seem nonchalant. You’ll tell people, when they have time, if it’s not too much trouble, they can help you by letting you know about jobs open or by introducing you to people. Then, people do little to help you and you worry that you’ve been too forward, too demanding, or too annoying. You wonder if these people even really like you. The lack of action or response is painful and re-opens old wounds from when you wanted desperately to be accepted, maybe even popular. You are immediately discouraged and you give up, figuring that people don’t want to help and they don’t like you. You’ll assume you have better chances applying online cold to new people who are more likely to give you a chance.
  2. You literally spoke with anyone and everyone was willing to listen. You asked humbly for help. However, if you didn’t generate momentum by doing so, you most likely didn’t apply the best practices or properly train your network how to identify a good lead for you. You may have presented it too much as a favor to you, and didn’t get across exactly what value you have to offer. You may have only asked them to let you know if they hear about and opening for your title. You also may have thought that by being very general and broad about what you want, that your network would produce more leads.

It seems counter-intuitive, but you will produce more high-quality leads by being specific about the kinds of problems you solve, the kinds of initiatives that you make successful and the kinds of challenges you know well how to overcome, and then being clear about who would be experiencing these problems, challenges and initiatives and asking for introductions to these people.

Even beyond not adequately inspiring or educating your network, there are still other reasons why you might find efforts to network in order to land a new job fail, and I’ll cover more of them next week: Real Reasons Your Network Hasn’t Stepped Up To Help You

So Lonely – The Police w/ Lyrics

Single from the Album: Outlandos d’Amour Writer: Sting Released: November 1978 Re-released: February 1980 Length: 3:10 (7″ single edit), 4:52 (Full-length album version) Label: A&M Records Producer(s): Stewart Copeland, Sting, Andy Summers Personnel: Sting (Gordon Matthew Thomas Sumner CBE) born: October 2, 1951 Bass guitar, lead and backing vocals, harmonica Andy Summers (Andrew James “Andy” Summers) born: December 31, 1942 Guitar, spoken word and piano Stewart Copeland (Stewart Armstrong Copeland) born: July 16, 1952 Drums, percussion, backing vocals

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 corporate consulting and career management 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 and 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 of Career Management and Professional Development at Drexel University’s LeBow College of Business and recently instructed for the Young Entrepreneurs Academy at Cabrini College, where her students won the national competition and were named America’s Top Young Entrepreneurs.

7 Signs Your Company Is A Sinking Ship

When I speak with leaders who are ready to jump ship, I can’t help but think about those who will be left behind.

Morally, these leaders would love to warn everyone, to tell them to see the writing on the wall. Ethically, that would hinder, if not destroy, any efforts a company may make to stay afloat, even if sinking is inevitable.

The writing on the wall isn’t always obvious, and unless you’re looking for it, you could completely miss it. You may prefer to stay ignorant and oblivious, because it is bliss after all. However, if the writing is on the wall, it would behoove you, for the sake of all who depend on you, to prepare yourself to jump ship.

Take a look at a map and identify potential next destinations, locate your life preserver and lifeboat, jettison extra weight, and stock up on supplies for a journey. If you’re getting the analogy, I’m advising you to start thinking about what an ideal next step would be (if you really want to go for paradise, get Laser-sharp Career Focus: Pinpoint Your Purpose and Passion in 30 Days), update your résumé and LinkedIn profile (or, if it’s not your area of strength, delegate it to an expert), start selling extra things around your house, and have at least 8-10 months of savings (though we can help you land much faster if you let us guide you in strategic planning and execution of your campaign).

If the boat is arockin’, here are some signs that you may want to risk a solo journey or else risk going down with the ship and everyone else on it.

  1. An exodus of tenured and/or senior leaders

It seems obvious, right? Leaders have the inside scoop and if they are leaving, they know something you don’t. However, even workforce reductions that shed tenured folks or layers of middle management can leave a company vulnerable.

It’s been my experience, as someone who was blessed to go overboard of a sinking ship well before the voyage got scary, when our company let go of many of its tenured folks, it lost keystone pieces of its identity. If a company cannot reinvent itself to be stronger than before, it remains unstable. Layoffs at my old company were hard-hitting, even though it was an opportunity for me. I rode that opportunity as far as it would take me, but saw it was losing steam. With the help of a coach (hired by my company,) I devised and executed a 6-month plan to start this business. That was 12 years ago. Even though I was out in the middle of the ocean in a dingy, I felt safer there, and watched sadly as the ship sank. Everyone made it to shore and we keep in touch in a Facebook Group called “Remembering Devon Consulting.” True story!

Similarly, if someone in a critical role leaves, whether by choice or by force, and this person is not replaced, conditions will surely only get worse.

  1. Rampant scapegoating

When seas are rough, it may be easy to blame the weather. I can recall a couple of news stories in recent years of cruise ships that wound up heading into rough seas. Was the weather blamed? No – the cruise lines, their executives (for unsafe or unclear policies), and the captains were blamed. Unless these parties take accountability for bad decisions made with information that was available, these mistakes will be repeated. So, if your company is undergoing slow sales or worse, like a PR crisis, and no one is taking accountability, or the even if the only one willing to take accountability is merely dismissed and the company changes nothing, get ready for rough seas ahead.

  1. Hiring and budget freezes

Let’s say you know that an investment is necessary to deliver to customers with the quality and speed that they expect, but the focus of leadership has been cost-cutting, so investments will have to “wait.” Another scenario is that you know that you are short-staffed and overextended as it is, but no new people will be added, whether contract or permanent. No matter how good it was in the past, you need to get a contingency plan in place. It will take everything that you have, since you most likely come home exhausted and completely spent.

Trust me when I tell you that it if you just take 6 hours over a 2-3 week period on the front end to let us help you sharpen your tools (90-minutes for a branding consultation, 90 minutes to gather and compile all the substantiating evidence of your value using our formula, 30 minutes to scrutinize your résumé draft, 60 minutes to share your feedback with me, 30 minutes to scrutinize your LinkedIn profile content, 60 minutes to share your feedback), we can then show you how to spend any amount of time you can spare, even if it’s just 1-2 hours, to build momentum each week and generate 4-5 highly desirable opportunities in 6 weeks.

The alternative is experiencing the trauma of being on the sinking boat and then floating adrift without certainty that you’ll be saved.

  1. Payroll bounces or gets delayed

Do I need to say more about this? I think I do, because I have spoken with far too many people who have tolerated this. I’m not talking about a couple of days. I’m talking about people who go weeks without getting paid, and then are offered no remuneration for essentially lending the company cash flow. Icky, all around.

  1. Annual pay raises or bonuses cut

I recall during the recessions of post 9-11 and the housing crisis many companies having to cut bonuses, pay raises or even moving people backward in salary in order to keep them employed. In a bad economy, where perhaps the weather can be blamed because navigating to quieter, calmer seas just isn’t an option, I can see how this is acceptable. In dying industries, this may become the norm. Sometimes the ship is an industry. Sometimes the weather is literally to blame, such as a natural disaster. These are some conditions where it may just be necessary and acceptable to keep people where they are instead of allowing them to grow. If none of these conditions apply, you are on a sinking ship with a wayward captain.

  1. Closed doors

This is a norm in many companies. If it weren’t, we wouldn’t even call it an open-door policy. We’d just call it normal. Transparent leadership is really now only gaining traction as an attractive cultural quality, so it will take companies much longer to catch on. Closed doors breeds distrust, which has far-reaching trickle-down impacts. If it’s new, however, it may or may not be dangerous, but it certainly means changing tides.

If you trust your leadership, you may be inclined to ride it out. If you trust your leadership, go ahead and ask them what’s up. Let them know that it’s noticed and, if they are in tune, they will find a way to communicate something sooner rather than later. So often there are restrictions on what can be communicated and leadership will make themselves scarce instead of reassuring. Again, it doesn’t always mean the ship is sinking. Sometimes it means an acquisition is pending. Sometimes it means a hostile takeover. Either way, brace yourself for rough seas. It could mean a great opportunity to be an employee of a larger, more nameworthy employer. If this could be a good change, at a minimum, your boss should be able to tell you this. If he or she can’t, it may be time to jump ship.

  1. Your boss hints that it would be smart to start looking

I have worked with both with the boss, who felt a moral obligation to give people a compassionate heads up, and I have worked with the employee who would rather stay with such a great boss, but has to heed this warning because they trust it. Either way, get on it. There’s a high probability your boss was holding out a while with hope that things may turn for the better and waited until the last minute when things are dire to give you this warning.

If this headline jumped out at you, you most likely are seeing some of the writing on the wall. Whether you notice any or all 7 of these things, isn’t it wise to prepare yourself?

We help corporate professionals identify, pursue, and land ideally fulfilling and well-paying opportunities so that they can feel alive, look forward to going to work (YES – it’s REALLY possible) and secure a lifestyle that they love.

If you are on a sinking ship, let us help you land the closest thing to paradise that’s possible so you can turn what could have been a tragedy into a triumph.

DEEP PURPLE – Black Night (1970 UK TV Performance) ~ HIGH QUALITY HQ ~

top of the pops old grey whistle test 1965 1966 1967 1968 1969 1970 1971 1972 1973 1974 1975 1976 1977 1978 1979 1980 1981 1982 1983 1984 1985 1986 1987 1988 1989 1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 funkyboymark rock roll and funk punk new wave blues guitarist riffs riff slide guitar heroes at the bbc

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 corporate consulting and career management 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 and 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 of Career Management and Professional Development at Drexel University’s LeBow College of Business and recently instructed for the Young Entrepreneurs Academy at Cabrini College, where her students won the national competition and were named America’s Top Young Entrepreneurs.