Archives for Cynthia

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

As you start evaluating your options, ask yourself:

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

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

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

Ask these questions of your prospective partners:

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

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

Is Epic Careering the right career alignment partner for you?

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

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

Which Way The Wind Blows

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

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

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

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

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

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

Career Optimization – Answer the Call to Conscious Leadership

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

What Is Stopping the C-Suite From Leading Consciously?

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

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

But why?

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

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

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

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

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

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

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

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

Bias toward authority

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

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

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

What there is to lose

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

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

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

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

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

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

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

The Beatles – We Can Work it Out

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

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

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

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

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

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

How to Support Emotions at Work

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

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

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

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

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

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

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

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

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

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

Firstly, do not apologize!

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

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

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

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

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

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

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

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

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

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

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

What other possibilities exist?

What is in your control?

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

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

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

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

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

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

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

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

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

What kinds of things would an emotional wellness room include?

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

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

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

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

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

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

How were you taught to deal with your emotions?

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

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

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

Karen Huller is the creator of the Corporate Consciousness Ripple Blueprint and author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days. She founded Epic Careering, a leadership and career development firm specializing in executive branding and conscious culture, in 2006. 

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

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

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

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

Detaching from Outcomes – Answer the Call to Conscious Leadership

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

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

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

We discussed:

✷ What does outcome detachment mean?

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

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

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

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

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

✷ Without measuring outcomes, how can we measure success?

✷ How can outcome detachment and accountability co-exist?

✷ Is it a journey or a destination?

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

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

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

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

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

Joe Cocker – Have A Little Faith In Me

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Annie Lennox – Why (Official Music Video)

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

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

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

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

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

Equal Pay Day 2022

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

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

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

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

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

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

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

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

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

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

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

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

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

Take the next step now. Schedule a consultation.

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

Close the gaps. There is more than one.

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

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

Whitney Houston – Greatest Love Of All (Official Video)

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Gavin DeGraw – I Don’t Want To Be

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

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

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

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

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

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

Celebrify Your Client-Facing Superstars with LinkedIn

Last week, I took my first business trip since 2018 to teach one of my dearest friends’ team of family lawyers how to brand themselves on LinkedIn. Lately, I have been talking to more and more people who are realizing that LinkedIn isn’t just something you use when you’re searching for a job. The team collectively couldn’t believe how much they could actually do on the platform, but they were understandably disappointed by some of its limits, as well.

LinkedIn makes it very easy for you as an individual to leverage all of the platform’s free features to gain exposure, craft messaging that resonates deeply with the kinds of people with whom you prefer to do business, and convert extended online connections into direct real-life connections. However, for businesses, unless you invest in advertising and premier packages, your company page remains more of an extension to individual profiles rather than vice versa. That’s just fine for a company focused on relationship management, since it’s the people that form relationships that then extend the company brand.

In a world where customer service norms include maze-like automated phone menus that never seem to understand your request, the most obvious way to stand out is to promote your front-line customer-facing employees and service providers as your company’s celebrities.

I find that people, by nature, are dynamic. The way I used to describe branding in the first decade of my business might have made it sound as if we have to file down the dimensions of people to fit into a shape that their audience, be them investors, partners, shareholders, stakeholders, vendors, employees, or clients, would easily recognize. However, the opposite is really true – the more dimensions of yourself you demonstrate through your online profiles, the more a variety of people will relate to and resonate with you. These will be people who align with your values, pending your values are also embedded in your content. Not knowing exactly how to do this is the problem my clients solve when they engage me.

I have had clients come to me to brand their LinkedIn profiles when they are pursuing fellowships, wooing investors, applying for an exclusive membership, proposing to be a speaker, or being considered for an industry award. They have also come to me when they want to build or deepen a myriad of relationships.

My suggestion that they show vulnerability and authenticity usually triggers some fears, particularly for those who prefer to stay anonymous and safe. There would definitely be legitimate reasons for some companies with many angry customers (everyone has more now than ever) to keep anonymous the people who receive and fail to resolve customer issues. Still, if a competitor felt more certain they could better care for those customer complaints and presented their customer care members as real, accessible people who genuinely care, imagine how easy it would be to capture those customers. Then the work becomes about delivering the utmost service, converting those customers into raving fans of your company, and leveraging the word of mouth and testimonials of happy customers to gain more, which is significantly less expensive than advertising.

If you read this and think, well, what if we invest in the personal branding of our team members and only make them more attractive as prospective employees to our competitors, then you likely have insecurities about your ability to retain your employees. Additionally, those insecurities are manifesting in ways that make it even more likely your people will flee, and you should probably engage a leadership coaching firm (like us) to help you retain your employees in more conscious ways. Keep in mind, when you celebrify your client-facing support and service employees AND your company brand demonstrates its authenticity, attracting talent is that much easier.

Less obvious people in your workforce to brand on LinkedIn than the people who represent your business to prospective clients and partners are the people who liaise between departments and depend on gaining alignment between them to achieve large-scale corporate initiatives. Even vendors give better deals to people with whom they have better relationships. Really, anyone in your company who relies on relationship management to achieve results will benefit from branding themselves on LinkedIn.

In the workshop I did last week, I guided the team through a mediative journaling exercise to help them identify their unique qualities and strengths, since I didn’t have 90 minutes to spend with each of them to uncover them myself and craft branding points. Then I guided them in where and how they can create meaningful, specific content that expressed and demonstrated these qualities and strengths, along with the outcomes that they produce. I showed them why and how to curate their home feed so that it was easier to quickly hop on LinkedIn to get and give value. I showed them how to write a LinkedIn connection invitation message that gets accepted 54%+ of the time and how to follow that up so that their network grew organically with people who had a high probability of converting from an online acquaintance to a fast friend, to a long-term ally. I showed them how to measure their effectiveness and make adjustments if they were not receiving quality invitations from the increased views of their profile. There were also some tips on how they can still get incredible brand expansion by using features that LinkedIn doesn’t do as well as other platforms, like groups and hashtags.

The feedback that I received was that, while they may have avoided LinkedIn before, they were energized by the possibilities now. They walked away excited to utilize the platform to help the firm as it launches support programming for clients as a supplement to legal services, so that they can get their clients on the other side of their legal challenges and into a new, better life. You’d probably be surprised by what you can do on LinkedIn. Want to know more? Schedule a consultation.

The White Stripes – We’re Going To Be Friends (Official Music Video)

Watch the official music video for “We’re Going To Be Friends” by The White StripesListen to The White Stripes: https://TheWhiteStripes.lnk.to/listenYDSubscr…

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.

Reinventing Human Resources from Native American Wisdom

If you want to know how to make your company retreat transformative, I recommend you get some advice from Jennifer J. Riley, who invited me to join her team this week to teach them how to authentically brand themselves on LinkedIn so that they attract “their” people and help their people find them – clients, employees, vendors, partners, etc.

Branding helps you find “your” people, meaning the kinds of people you enjoy working with and for. It helps you engage with people who need what you offer, know people who need what you offer AND appreciate the approach you take. Successful branding results in building connections that are most likely to achieve tremendous outcomes from working together.

Jennifer’s business is family law, and she is a curator of people. I am one of those people.

Jennifer does not just provide legal services. She has a very inspiring vision of reinventing family law to provide the support that people need to rebuild after legal matters, such as divorce, devastate their lives and their shared resources.

The theme of the company retreat I presented at was New Horizons. All of the retreat’s programming was intentionally designed to stabilize her staff after tremendous growth during one of the most challenging times on the planet to be alive, so that the team can lay a strong foundation from which to build these programs and services.

Jennifer was very fortunate to have grown up around Native American elders who would frequent her parent’s store. She is in the process of setting up a third office location and home in Tucson, AZ, where she hosted her retreat at the ridiculously gorgeous Hilton El Conquistador Resort.

To honor the traditions of the land, the hotel welcomed Larry Redhouse, a Native American flutist, to perform a sunset fire ceremony. At the time Larry started, the evening’s banquet was just beginning and the photographer sent us down to get a group photo. So we all happened to be on the lawn in front of him. As he began, we all fell silent in full reverence of this ethereal sound while the sun blazed the mountains that loom behind the resort with brilliant colors – pink, bronze, and gold.

I am not ashamed to admit that tears fell out of my eyes from the sheer beauty of it all. I felt transported. As he ended a song he turned to us and asked if we were all together in a group, to which we proudly replied that we were the JJR Law Firm party. Then he turned to face us and imparted some Native American wisdom to us along with the rest of his captive audience, all of it deepening our connection as the colors of the mountains grew richer and richer.

A few of his words made the tears drop faster. For one, he advised us to “let it go.” Let go of the pain and anger of wrongdoings against us. Don’t let the pain distract you from the treasure all around. He also shared the philosophy of Mother Earth. Larry pointed to the mountain, which seemed to be shining from within down upon us rather than just reflecting the sun, and told us that to Native Americans, the earth is not a resource; it is a life source. Native Americans appreciate every gift the earth provides, and as we witnessed later that evening when the Yellow Bird Indian Dancers came to share even more about the Apache culture via dance, song, and storytelling, they pay tribute with dance and song for all of the gifts it provides.

Imagine for a moment if this was our normal way of being, not only at home, but at work – paying tribute with song and dance to the pen that signs the accord, or the software that computes the data, or internet that connects us all. Sometimes I do wish I could dance and sing and make technology work better, especially lately. However, the elder dancer of Yellow Bird said that the rain dance they performed was a song of gratitude after the rain, not to will the rain. These traditions are not of asking, but of gratitude. They gladly give back to Mother Earth and take care of Her needs.

I think you know by now where I am going with this.

So, now imagine if companies recognized people as their life source. It would probably look a lot like the retreat, for starters. Jennifer wasn’t just concerned with upskilling her people so that they would produce more. She recognized what they have already produced, especially under extraordinary circumstances. She provided them with training on tools that will enable them to make an impact on the planet that they find meaningful, as well as to protect their data.

She made sure I took the time to help one of her attorneys, Patrick (PJ) McGinnis, craft a LinkedIn invitation to those interested in learning how to protect equine therapy locations from compliance issues, a passion of his.

Another member of her tribe, Cara McClintock-Walsh, secured world-renowned author Colum McCann as a keynote speaker to engage their intellectual and emotional intelligence by being led through his Narrative 4 process.

Jennifer nourished not only her team’s minds, but also their bodies and spirits. She had a nurse teach them how to better care for their physical, emotional, and mental health through the pandemic and beyond.

And yes, they learned team building from a Trader Joe’s team developer.

All the while, she made sure we ate the best food and experienced the beauty of the area by immersing us in it with a fascinating guided hike at Catalina State Park followed by standing yoga.

The resort was not just gorgeous, but highly tuned in to the needs of the group. Someone merely overheard Jason Warburton, Jennifer’s husband and Facilities Manager, say that he forgot his sunglasses and dropped off three free pairs to his table!

Now imagine what this looks like every day. Imagine if company leaders really understood that their workforce is – more than a transactional exchange of output (production) to input (salary), but an ecosystem that needs balance to sustain itself. Furthermore, companies are a part of larger ecosystems, and need to consider the interconnection of their actions and decisions on the world around them.

What if the job of Human Resources or Human Capital was not to get the most out of their investment, but to put back what they harvest? What if doing no harm to their life source was a priority and a minimum standard?

Imagine if companies saw people, not money, as their life source. And what if the individuals of these companies also recognized the earth as a life source? How differently might decisions be made?

If a company really embodied these Native American philosophies, what would we call Human Resources?

Maybe if companies prioritized offering their talent something in the hiring process instead of focusing on what they can garner from candidates, the Talent Acquisition Department would instead be called the Opportunity Center.

Since many people seem interested in disrupting HR, it now makes perfect sense to me to not look to build a better model from scratch, but to borrow from the models gifted to us from wise civilizations around the world – an integrated model. It also makes sense to me to do the same for all the other models that need disruption.

Once these values are imbued into your corporate culture, please, don’t let what happened to indigenous cultures and traditions happen at your company! Find ways to make sure that the elders of your company pass on their wisdom and that the newer members keep the traditions alive!

Make sure your company is not only offering a living wage, health benefits beyond “sick care”, and ample time and conditions for rejuvenation of mind, body, and spirit, but also make sure your people are celebrated and appreciated.

Larry Redhouse – If You Only Knew

The Larry Redhouse Trio :Playing “If You Only Knew”, an original by Larry RedhouseLarry Redhouse – keyboardsKirk Kuykendall – acoustic bassGil Rodriguez – dr…

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.