Archives for May 2022

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.