Corporate Consciousness

What Are You Willing to Do or Give Up for a Better World?

What are you willing to do or give up for a better world?

Unfortunately, my conclusion for the vast amount of Americans is – not much.

From wearing masks to foregoing multi-million dollar bonuses that were questionably earned, it seems as a country, we justify a fair amount of the damage we do to people and the planet. Me, too. I can’t say everything I buy is sustainably sourced, organic, or ethically manufactured. I don’t think any of us flip a switch and do everything “right,” or for the highest good.

Sustainable behavioral change either takes baby steps or a huge event/epiphany. Either way, it starts with self-awareness and the desire to “do no harm.”  When we know better, we do better. We can choose better.

What about choices you make in your career?

I just turned down doing career branding for the former President/CEO of 3 major food companies.

I told him in the first few minutes that after 15 years in business (celebrated June 1st), I only wanted to work with people who are committed to prioritizing people and the planet alongside profit. He urged me to convince him that what I could do for him would get him better results. I flat out told him that unless he wanted to target companies willing to do this, we would not be successful working together.

Because he wants to target private equity firms who “could care less about people and the planet,” we agreed to end our professional courting right then and there. We had a mutual admiration for each other’s success, but we were not aligned. He said he learned something from me – to get to the point about whether two professionals will be successful working together. Our conversation was all but 11 minutes.

Obviously, this high-profile client could have paid me very well and referred more clients of equal caliber. However, I have been clearer than ever since 2020 what is at stake and I committed to only help people gain greater influence if that influence is going to benefit people and the planet. I reminded myself of that commitment and aligned myself with that energy before the call.

I absolutely could have justified helping him, and I’m sure some of you will think that was a dumb business decision. If I had ignored my conscience, not only would I have been a hypocrite, but I potentially could have contributed to harm, such as people getting laid off, if he would have seen fit to do so to achieve profit margins.

I think it’s important to note that I am not vilifying him. I am also not vilifying people who make the decision to contribute their time and talent every day to companies that do arguably more harm than good while the executive leadership takes home 4000% more than them.

We were all sold and bought the American dream. It’s one we all share – get a job with benefits, buy a house in the suburbs, start a college savings account, save and plan for retirement. Don’t be a drain on society is the minimum standard of acceptability to many.

Honestly, it seems sometimes we worry more about being accepted than the well-being of our fellow humans and our one and only home (for now), planet Earth.

It’s not cool to be conscious…yet.

My daughter is 11. She still has stuffed animals, loves to play pretend, and she sings with joy all the time. Any day now, someone will tell her that something she loves isn’t cool, and I am teaching her to say in reply, “I decide what’s cool for me. You decide what’s cool for you. Cool?” I will teach her not to let “cool” people decide what or who she should love or rob her of joy she once derived from things. Will she anyway? Likely. But I hope as she builds confidence as an adult and learns to make decisions for herself, she abandons the need to please anyone/everyone, including me, and follows her heart, not her head.

Does your head or your heart lead your career decisions when they disagree?

Think about some times in the past you made decisions that went against your head, and then the ones that went against your heart. Which ones turned out better in the long run? What did you learn from those decisions?

Some people will say that the decisions that they made with their heads better enabled them to reach their financial goals and, therefore, were better. There’s really no way of knowing what would have happened to know if you’d be even better or not. I have found that the clients who were able to follow their hearts still reached financial goals because reaching financial goals was still part of the criteria. They aren’t mutually exclusive.

However, when you align your talents, time, and contributions to benefit from the wealth that has been amassed by unconscious practices, you help maintain systems that exploit you and people like you for the benefit of a few.

Not everyone will answer the call to career more consciously. That’s okay. There aren’t enough companies and leaders right now to employ everyone…yet.

If you, like me, set a hard line in 2020 to align with others (leaders and companies) who are aiming to operate and act more consciously, then ask yourself these questions:

  • Have you accepted, even adopted, a practice that you felt was unethical because your colleagues seemed to accept it and you didn’t want to risk negative perceptions?
  • Did you accept a promotion without asking enough questions to find that now you are complicit in unethical, maybe even illegal, activities?
  • Are you seeing leaders act in ways that go against the values the company claims to embody and embrace?

Do you want to career more consciously and with more integrity? Let’s talk.

Be cool enough to decide what cool is for you – consciousness.

Papa Roach – Done With You

“Done With You”I count the days that we have spent apartI’ve got a bad liver and a broken heartThere’s no salvation in the comfort of youI finally realized y…

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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. She is an Instructor for the Young Entrepreneurs Academy (YEA) where some of her students won the 2018 national YEA competition, were named Ernst & Young’s America’s Next Top Young Entrepreneurs, and won the 2019 People’s Choice Award. 

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.

A Realistic Expectation for a More Conscious Career Path

When the world (or your world) is hit by a major catastrophe, it tends to spur you to re-evaluate your life. It inspires re-prioritization. Often, professionals start reflecting on their careers, questioning if the time that they have been investing in a lucrative career has actually been adding any value on a wider scale, and if it will matter once they are gone.

These are the people who tend to be my clients.

Of course, other things can spur these thoughts, as well. Seeing someone else make a change to a career that is more passion-filled and purpose-filled can make you wonder why you decided at some point that wasn’t an option for you. Was that the truth? Or, was it a story? What purpose did that story serve? How long will it serve you?

If you have had a moment like this and your reason for keeping things status quo was how long it would take you to a better place, what did you really think it would take? Are you really not able to make that happen right now?

What are the costs of staying the course?

Are you going to work each day with a knot in your stomach? Do you notice that your breathing is frequently short? Are your shoulders often tense? Are your thoughts often negative? Do you count the minutes until you can be done and go home? Do you dread Mondays and live for Friday? Do you come home mentally and emotionally exhausted? Do you feel bad about the non-work-related responsibilities that don’t get done, or don’t get done to the quality that you prefer?

Does this happen more often than triumphs, or do they outweigh the triumphs?

Do you really know how much this is costing you? Do you know how your physical health is being impacted? Have you fully evaluated the impacts on your mental and emotional health?

Do you know how your relationships are suffering? More so, do you realize that there is another option?

What is your next move?

Your options are:
  1. Stay the course
  2. Learn how to influence positive change where you are
  3. Do the same thing, but for a mission-driven organization
  4. Inventory your talents and skills, and then reinvent and rebrand yourself for a totally different career
  5. Retire and donate your time to worthy causes
If you go with number one…

Chances are good that change will come whether you will it to or not, and when it comes, it may not be anything close to change that you would want.

If you go with number two…

How quickly you can effectuate change is variable and dependent on many factors, such as your credibility and current ability to influence leaders, the size of the organization, the culture of the industry, the scope of the change, and the stakes for the top players. In our Corporate Consciousness Ripple Blueprint, we teach guide conscious leaders in successfully launching a minor conscious change initiative by week 18. That is to launch, however, not necessarily to completion. It requires participants to invest 45 minutes on a small group coaching call, completing a 15-minute weekly assignment, investing 5-15 minutes reading articles or watching media daily, and listening to an audio recording as you lay down to sleep and after you open your eyes to wake. It’s designed for busy executives and professional parents juggling work and family responsibilities. I know many programs have said this – we mean it!

Are you a good candidate for the Corporate Consciousness Ripple Blueprint? Apply and find out.

If you go with number three…

You could have a conversation tomorrow that could lead to your next opportunity. However, intentional career management means being able to assess comprehensively if that opportunity is really the next best step. You want to assess if it’s really in alignment with your core values, if you would feel optimally fulfilled, if it will support your desired lifestyle or if there is perhaps something even better.

The first step is gaining at least 80% clarity on the role, the company, and a plethora of other criteria.

The next step is branding. Don’t skip this step and go right to writing a résumé. A strong résumé may generate a lot of interviews, but a lot of interviews may not be right for you. A branded résumé helps employers self-qualify themselves as a great fit for you and positions you as a top competitor from the get-go. An authentic, powerfully articulated brand will also make all of your efforts easier. Our Epic Branding process takes 3-5 weeks, and some of that time is dependent on your ability to partner with us, provide us with the needed information, and procure feedback from stakeholders in your career.

This might seem like a lot, but if you put in those 3-5 weeks, by the end you will have a résumé, LinkedIn profile, and perhaps other collateral, that will inspire a sense of urgency from conscious employers, and momentum will be that much easier to achieve. Momentum in a job search means greater confidence, plus a greater sense of ease in interviews, better leverage in negotiations, and more freedom of choice in what opportunity you ultimately choose.

Once you have your branded materials, it’s campaign time. By week three using the Epic campaign tools, training, and support, you will start forming better habits, make better choices with your time, and start to enjoy your job search activities and their results. From there, momentum builds very quickly! The wild card is how long the hiring process takes for your chosen position, industry, and company. The time of year can have an impact, as well. The holidays and summer are harder times to get all the stakeholders in a room. These days, companies have to move very fast to snag talent before their competition. The timing between the first interview and start date could be as little as 3 weeks to as long as 2 months for most non-executive positions.

Without branding, expect to elongate the process of vetting opportunities that ultimately are not a fit, which can be determined in early conversations or when they tell you after so many interviews that the offer went to someone else.

Epic Careering has proven branding processes. Schedule a consultation now.

If you go with number four…

Epic Careering has programs to help you map out your career discovery journey, but they are not finite processes. Life doesn’t always offer the conditions conducive to making major life decisions. Crisis can provide clarity, but it can also paralyze our decision-making brain centers. So can trauma, stress, and too many competing priorities. You will have a partner to support you through these times, and also provide you with tools, exercises, and coaching to help you achieve the best mindset and emotional state from which good decisions are made. The goal is to do this within 30 days. It’s realistic in ideal conditions to gain 80% clarity on your new career focus within a month. Then, see the branding and campaign process above for the timeline from this point.

According to Gretchen Rubin, 19% of people will hold themselves accountable to follow best practices, pending they know them, without outside accountability. 17% will rebel against best practices and outside accountability. For the other 64%, knowing the best practices isn’t enough to get you 100% of the way there. Let Epic Careering show you how to manage a successful campaign AND develop career-making habits that will improve your conscious career growth and trajectory from here through retirement. See branding above first, though.

If you go with number five…

Congratulations! While so many professionals spend their whole careers looking forward to retirement, did you know that the change that comes with it can be quite unnerving? Think about how much of your identity has been tied to your profession. Once that’s gone, will you feel like something is missing? A part of you? Will you worry about people moving on and accomplishing or failing without you? Will you know what to do with all that time that will give you that same sense of purpose?

I highly recommend that you reach out to Ford Myers. He can help you custom-design your retirement lifestyle.

If you’re still left with questions about your next move, schedule a complimentary consultation call to discuss your options with us.

Eric Clapton – Change The World

Come On Sing Along!If I could reach the stars I’d pull one down for youShine it on my heart so you could see the truthThat this love I have inside is everyth…

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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. She is an Instructor for the Young Entrepreneurs Academy (YEA) where some of her students won the 2018 national YEA competition, were named Ernst & Young’s America’s Next Top Young Entrepreneurs, and won the 2019 People’s Choice Award. 

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.

Energy Leadership – Answer The Call To Conscious Leadership

Though we missed Lawrence Henderson as co-host during this month’s Answer the Call to Conscious Leadership event, I would like to extend my sincerest appreciation to Phillip Williams for accepting our invitation to be his fill-in. We had a very informative and insightful event, learning so much about Energy Leadership, its applications, its tools, its framework, the related disciplines, as well as how we can apply Energy Leadership in our everyday lives and our coaching practices.

Energy Leadership is a methodology and certification offered by iPEC, and we are in the process of bringing in some iPEC representatives to answer any further questions about their programs after Kimberlie Gridley, our guest panelist and multi-certified coach, consultant, and environmental advocate, sung the praises of the iPEC organization and its programs.

Join C3 to watch the full replay!  You won’t want to miss it.

We discussed:

  • What is energy leadership?
  • What are the 7 levels of energy?
  • Of all the levels, which creates the most resistance to conscious change?
  • What are the 2 types of energy?
  • What are the influencers of energy?
  • What are the disciplines of energy leadership?
  • What applications does energy leadership have to Human Resources?
  • How does energy leadership relate to environmental advocacy?
  • What are some common meeting mistakes that fail to set an engaged and productive energetic tone?
  • What is the distinction between energy leadership and the Energy Leadership Index (ELI) assessment?
  • How is the ELI assessment distinct from the other assessments used in leadership and talent management?
  • How does the ELI help you recognize how much stress is impacting how are you reacting and responding so that you can recover your energy faster?
  • What are the aspects integrated within iPEC’s energy leadership coaching methodology?
  • How does taking stock of what gives you energy help to better utilize the concepts of energy leadership?
  • How does energy self-awareness help you gain and exercise more confidence in your role as a leader?
  • How can it help you have more transformative conversations?
  • How can self-awareness of energy impact hard conversations, including negotiations?
  • What are the five choices that you can make related to leadership dynamics within core energy dynamics?
  • Do trust and energy leadership intersect?
  • After becoming aware of the need for a shift in consciousness in every aspect of your way of life, where do you start?

Recommended reading and resources:

Join the C3 Community today to watch the replay and connect with other conscious leaders.

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.

5 Habits That Distinguish Leaders From Bosses

Now that my daughters are on sports teams, I am teaching them what it means to be an athlete. They’re not new to sports; between the two of them, they’ve tried just about everything: swimming, soccer, volleyball, field hockey, horseback riding, basketball, gymnastics, and on and on. Officially now, they are on teams with uniforms and games. They have teammates relying on them to perform. It’s a big step up from the casual effort they have been used to making.

I might have considered myself an athlete at some point in my life, particularly my senior year playing varsity softball and the first year I played rugby when I did some intense physical training. I realized when I met my husband that I was athletic, but not an athlete. He took it way more seriously than I ever did, and, go figure, he went all the way to world championships and the Junior Olympics. He didn’t even start until 6th grade, but to catch up with his friends who were further ahead, he put the time and commitment in. That drive became the foundation for strong habits to support his continual improvement, and probably what he can thank for his athletic scholarship and his college degree.

My husband is still on the wall of fame at the high school, so it was assumed my daughters would follow in his footsteps. We didn’t apply pressure to do anything but try and stay active. It took many years of trying many things, but they finally decided to choose something more serious – lacrosse and softball. Before I paid the fees, I made sure they understood the following:

  • If they don’t understand something, it’s their duty to their teammates to ask their coach for help.
  • Once you join the team, practice and games come before social engagements and most family engagements.
  • Besides the two days of practice, they have to practice what they learn in between at least 2 additional days per week (and more if they need it).
  • They have to be able to keep their current obligations to school and other activities, like show choir, band, and orchestra.
  • They have to start owning their health – build up their stamina and balance outside of practice and EAT HEALTHFULLY plenty of fruits and veggies, plus making protein a staple of every meal.
  • They have to start being mindful of their self-talk and experimenting with self-talk that makes them feel stronger and more capable.
  • They are responsible for taking care of, keeping track of, and bringing all equipment they need.

Once they agreed, life felt like it picked up speed by 10x, but after a year of little to do (safely), it’s been great, though tricky, to have a full calendar again. It has taken some adjustment for me to coach them through new habits so that they can keep the above commitments, but we are finally achieving a flow.

Just as discipline is the difference between playing sports and being an athlete, discipline also makes a difference between being a boss and being a leader.

So, I want to ask you:
  • Did anyone have a similar talk with someone before leadership was hoisted upon you?
  • Did someone explain that implied in leadership is the commitment to continually elevate your consciousness?
  • Did they show you how to elevate your consciousness?
  • Did they help onboard you into new habits to support this?

If your answer is yes, you are one of too few, and very fortunate.

Some leaders figure this out on their own, sometimes as a result of having poor leaders and sometimes as a result of having great leaders.

Still, forming habits conventionally is challenging just based on the anatomy and function of our brain. The hard-wiring of our survival brain sometimes inhibits our evolved brain when it comes to practicing conscious leadership as well as forming habits.

One way to overcome this natural barrier is to schedule your future habit as a ritual on your calendar.

There are 5 simple daily habits you can develop in 10-15 minutes each day that will exponentially and consistently expand your consciousness as a leader. They will also have multiple benefits to many other realms of your life.

These simple habits are:
  1. Mindfulness
  2. Upskilling
  3. Heart-centered communications
  4. Reflection
  5. Fitness (mind, body, and soul)

You could delegate a power hour every day to do them all, but that can be overwhelming and overwhelm itself can be inhibitive of starting and sustaining a habit. , even if being successful is really about cutting an hour of a less helpful habit, like scrolling social media.

Instead, I invite you to designate a day for each habit, and feel free to use the weekend how you like. If there is a day you love so much you want to repeat it, do that. You may be already doing one or a few of these. In that case, it’s just a matter of seeing these activities as part of your overall consciousness elevation strategy and you might want to make some tweaks accordingly. For instance, if you already spend some time upskilling each week, choose to upskill in breakthroughs in behavioral science, neuroscience, and performance optimization.

I’d like to suggest the following designations:

Monday Mindfulness

Tuesday Upskilling

Wednesday Heart-centered Communication

Thursday Reflection

Friday Fitness

You can feel free to re-arrange these as you see fit, based on how your energy or your calendar trend.

This schedule is based on my natural rhythms, because when it comes to forming a new habit, I like to give myself every advantage. I won’t schedule a high-energy activity when I’m low energy.

Monday – Mindfulness

Many people mistake mindfulness for meditation. Both have amazing benefits for your consciousness and beyond, but mindfulness is a practice where you take moments as frequently as possible throughout the day to just notice and be. Rather than trying to clear your mind, fill your senses by taking in every detail, from how your clothes feel on your body and how the air smells to the fine weaves of a fabric or the fractal design of a flower. Surely, designating a day for this will lead to you taking more mindful moments all around. Mindfulness helps you learn how to create calm in the midst of chaos and clarity in the midst of confusion. When you have to make high-stakes decisions as a leader, being able to do this is absolutely critical. It will also help you enhance your EQ and empathy so that you can be a more effective communicator.

Tuesday – Upskilling

I also call it “Learnin’ Tuesday,” but I’ve upgraded it to reflect that upskilling is also about applying what you learn, so make time for that, too.

If you were working on a certification, this would certainly apply, and, in that case, you might want to designate more than 15 minutes or integrate it into more than one day. However, just 15 minutes of watching a TED Talk, listening to a podcast, reading your favorite organization’s newsletter, a business journal, or a good old book will ensure that you are continually expanding your ability to consciously lead. It will also keep you on the forefront of impactful breakthroughs.

Because webinars and conferences can happen any day of the week, you may opt to schedule your upskilling day on a day that corresponds to a specific event and rearrange the days to dedicate to the other habits accordingly. Be graceful with yourself as you integrate new habits. Eventually, this will all feel like a pull, not a push, and you’ll naturally respond to schedule conflicts by prioritizing your habit.

Wednesday – Heart-centered Communication

If you are having a bit of a stress response to the idea of doing this, number one – you are not alone. Especially after this period of social distancing during such divisive times, we as a society are a bit out of the habit of digging into emotional content constructively. It would also be fair to say that we as a society have been traumatized and stunted in our communications over the past year. However, to be a conscious leader, creating a psychologically safe space for emotions is required. It might bring you some relief to know that heart-centered communication is mostly asking meaningful questions, listening with empathy, and following through with compassion.

You may use this time to build rapport and demonstrate vulnerability by making a confession about yourself. You could make an earnest inquiry with someone for whom you are concerned. We are focusing on the habit itself, so the people with whom you have this communication do not have to be in your professional realm. It’s expected that the better you get at leaning into emotion-filled conversations, the easier it will be to have them when your team members need them. Some professional applications could also be a weekly structured mentorship call, the institution of peer feedback loops, or attendance at a mastermind, so long as you and the other participants remain authentic and transparent about your emotional status.

Thursday – Reflection

Busy leadership schedules chronically fail to allow for ample time to reflect on communications and decisions. If you are like me, you may be criticizing yourself right now for torturing yourself with self-assessments. That’s actually quite common for high achievers, but it’s not really the healthful reflection I am recommending.

In this reflection, you will be suspending your ego and pouring on unconditional self-love. Does that sound contradictory? It might, because we think of our ego as an inflated version of our self-image, however, that is just what our ego does to make up for how small we feel. If we focus on feeling 100% perfectly imperfect just as are, even with our messy emotions, even after our mistakes, and even when our actions create negative consequences for others, we are quicker to take ownership, learn, and grow. We are not so busy maneuvering others’ perceptions to make us not wrong/right. When we stand in self-love, our ego has no job but to observe. Shame, we have learned from Brené Brown, is a very powerful, painful force that we let diminish our self-worth and convince us that we ought not to aspire to do big things since we do not deserve to succeed in them.

In evaluating the week’s decisions and communications, stand in self-love, knowing that no matter what you didn’t do perfectly, all is okay. Take a moment to put yourself in the shoes of all who were impacted by those decisions or communications.

Ask yourself the following questions:
  • Did you have the intended outcome? (Obviously, you want to evaluate the outcome or progress, first or foremost.)
  • What were the undesirable outcomes, if any?
  • Was there anything about your experience you could have improved? What was your emotional state throughout?
  • Did you take in all of the data?
  • What biases may have manifested that would impact others and be detrimental for stakeholders?
  • What were words or actions that triggered emotions?
  • Were the emotions helpful or harmful to your rapport and/or desired outcomes?

I highly recommend that you journal as you reflect. The cathartic exercise of writing can put you into a more perceptive and receptive state of mind, and you may have insights you wouldn’t otherwise have. Seeing your thoughts on paper enables you to use different parts of your brain for reflection which can make your assessment that much more comprehensive.

Determine if there is any unintended harm that you need to own and apologize for. Then make a plan for next week’s heart-centered communication to do just that. Some things may need to be cleaned up right away, but only do it after you have considered carefully what your higher self will say about it, and refrain from letting your ego take control. And only do so right away if it is in the highest good of the other person, not because you want to feel relief from your guilt as soon as possible.

Making a habit of reflection makes self-awareness more automatic and accelerates the switch from ego to higher self, which also further enhances your effectiveness as a communicator and decision-maker.

Friday – Fitness

Fitness in this context refers to mind, body, and spirit. You may opt to tend to all three daily or split them into three of their own separate days. Just be sure to integrate all three because, without all three integrated, you are not holistically healthy and optimized as a conscious leader.

Mind fitness is enhanced by games and puzzles, meditation, yoga, and a good night’s sleep, which obviously is also important for your physical fitness, just as physical fitness is great for your mind fitness, but not enough to have your physical fitness stand alone as both.

Some mind fitness can also cross over into spiritual fitness and vice versa, such as meditation with a spiritual or transcendental element or chanting. Note that being spiritual does not require religion at all. You may just opt to take time honoring the miracle that you are, that your friends, family, and pets are. You can also take some time to recognize the connectedness of everything. These are just some non-secular spiritual ideas. Not all religious practices are spiritual either. The difference is how they make you feel.

The difference between a boss or a leader is similar to the difference between playing sports and being an athlete, and that difference is discipline. It will be up to you, conscious leader, to establish boundaries that enable you to keep these commitments to yourself. Statistically, only a small portion of the population is really good at self-accountability for self-driven goals. If this isn’t you, engage a coach, an accountability partner, or keep your reasons visible to inspire you every day.

If you seek a coaching program that will help you establish these habits for the rest of your life, introduce you to the most cutting edge conscious leadership breakthroughs, and provide you with a peer support systems that will keep you inspired and motivated, find out if you are a candidate for the Corporate Consciousness Ripple Blueprint.

What are your conscious leadership habits? What is your why for having them?

The Who – Won’t Get Fooled Again

This is Track 09 of the Who’s album – Who’s next. First recorded (then rejected) in New York on March 16, 1971, this became the first song to be worked on wi…

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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. She is an Instructor for the Young Entrepreneurs Academy (YEA) where some of her students won the 2018 national YEA competition, were named Ernst & Young’s America’s Next Top Young Entrepreneurs, and won the 2019 People’s Choice Award. 

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.

Feminism in Action at Epic Careering

Remember when I declared I was a feminist?

Well, that wasn’t just an empty cry of support for my fellow females, and if you know me, you know I’m a woman of action, not just words.

So, once I got off the fence and got on to the playing field for women, it was time to choose what I was going to DO to support women. It’s not like I haven’t supported women in the past, but with my declaration came a self-imposed accountability to level up what I have done before.

Previously, I have volunteered and spoken at the PA Conference for Women. I recently applied to return as a speaker on issues that help women increase their visibility and influence internally and externally for greater upward mobility. Cross your fingers I am selected to speak again.

In the past, I offered to be a career mentor for my (very active) sorority alumnae association. However, there was no infrastructure in the organization to help my sisters take better advantage of this, so I volunteered to co-lead the initiative.

Earlier this year, at the request of my former client, Christopher Waters, I led a 3-part video series on how to use LinkedIn to get the best job search results for the Delaware Office of Women’s Advancement and Advocacy. They have now engaged me for two Salary Negotiation Workshops to help train women on advocating for better compensation in their job search while transitioning from individual contributor to leadership. The first of these two sessions is tonight (April 13th) and is aimed at recent graduates and entry-level job seekers. The second session will be geared towards junior job seekers and takes place on April 29th. These events are aimed at but not restricted to women residents of Delaware. Register for either of the workshops here, or share the link with a female in need of closing a compensation gap, or just earning her worth.

To close the gender pay gap faster, both sides need to bridge toward each other – professional women and employers. With the Corporate Consciousness Ripple Blueprint, the conscious leadership certification program I am launching this year after 3 years in the making, I am using case studies on the trickle-down cost benefits to closing the gender pay gap to demonstrate the conscious decision protocol that helps leaders determine and justify with transparency what is in the highest good, and closing the gender pay gap IS in the highest good!

In the past, I have given aspiring female career coaches and résumé writers tips on getting started or growing their businesses. I attended a virtual event for the Future Works Alliance PHL, where, as I shared in my feminist declaration blog, it was suggested that many women don’t sponsor and advocate for other women because they earned their scars and feel it’s other women’s right of passage to earn their own. So, in 2022, I am planning to offer free getting started tutorials and launch a program to teach the methodologies that I have developed that enable my clients to achieve accelerated conscious career alignment. I will offer this to men, too, but plan on targeting women with my content and marketing.

Not sure if advocating for women is a cause to which you are willing to contribute?

Consider that closing the gender pay gap will:

  • Add $482 billion to the US economy (by 2014 standards)
  • Reduce the poverty rate among women by more than half and among single mothers by just about half
  • Improve state’s economies – the larger the economies, the larger the growth

And, having more women at the top of corporate leadership will:

What can will you do to help close the gender gap and support the upward mobility of women to the influential C-Suite?

Ben Harper – Diamonds On The Inside (Official Video)

“By My Side” buy linksAmazon: http://smarturl.it/bymysideiTunes: http://smarturl.it/ByMySideiTunes Music video by Ben Harper performing Diamonds On The Insid…

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.

Improving Access to Resources and Opportunity – Answer The Call To Conscious Leadership

I’m going to recommend something I haven’t before – even if you attended live, I recommend that you watch the replay of this month’s Answer the Call to Conscious Leadership – Improving Access to Resources and Opportunity. The replay, as usual, is posted in our C3 Community on LinkedIn, so if you’re not there, request membership today.

About 20 minutes into the event, and 15 major insights later, I realized what an opportunity it was to be able to listen with greater presence to what was shared. Some points were just begging to be reinforced with another listen, while other major insights were so surrounded by other major insights that I missed them during the live event.

C3 members and this month’s panelists, Dominique “D” Ross, Personal and Professional Development champion and Sharon Clinton, Deputy Executive Director and change-maker for the City of Philadelphia, shared critical perspectives on how to improve access to resources and opportunity whether you are a leader in charge of assessing and executing greater access for your teams and communities or whether you are an individual with access challenges and obstacles of your own.

Here is what we discussed:
  • Why is a change is necessary for today’s time?
  • What is the distinction between equality and equity?
  • What are the three major components to improving your own access to opportunity?
  • If you don’t have a mentor, where can you find one?
  • What is the danger of adults projecting their baggage (limits) onto youth?
  • What’s wrong with conventional ideas about providing equity today?
  • Do you give people something additional to overcome the barriers, or do you remove the barriers?
  • What does it take to understand the meaning of access to opportunity?
  • How does the Horatio Alger DEI exercise teach people about equity and privilege?
  • How do we gain an understanding of how far an individual has to go to achieve equitable opportunity and at what time?
  • How can you determine how to maximize ROI on the investment in providing equitable opportunity?
  • How can you manage the multitude of valid experiences and do something productive with the collective brain dump of ideas while still giving people an equitable contribution?
  • How do you decide what kind of effort are you trying to make and what will be sustainable based on capacity?
  • How do you bucket the ideas and what model is best to evaluate the ideas?
  • What is the best tool to assess your teams to provide equitable opportunity?
  • What is the best mindset when you face challenges and obstacles in elevating your own access to opportunity?
  • What are the personal and systemic challenges our panelists had to overcome to achieve their level of career achievement?
  • How can you synthesize the plethora of advice you may receive in your quest to elevate our opportunity?
  • How can you use what you know about yourself to overcome challenges that pose a threat to your success?
  • In the midst of all of the moving pieces necessary to create a more equitable world, where do you start?
  • After starting, what was the next step our panelists gave themselves permission to take?
  • When you have to pivot and start from scratch, you may be losing, but what are you gaining?
  • How can you get to a point of mastery in elevating your own opportunity?

I’m going to go ahead and answer that last one without you having to watch the replay, though I still encourage you to: Gain mastery by using the C3 Community as a place to practice! Take your ideas, find a co-creator in the group, and take Sharon’s advice and get STARTED!  How’s today?

Book recommendations:

The time to get into the C3 Community is now. There will be no better chance to be a panelist and a potential speaker for our 2021 C3 Telesummit than now while we are still relatively small.

THE SENSATIONS – ”LET ME IN” (1962)

“Let Me In” is the name of a 1962 song with music and lyrics by Yvonne Baker, recorded by Baker and The Sensations, which went to #4 on the U.S. Billboard Ho…

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.

Guest Post: Increasing Access to Opportunity

This week’s post is written for you by C3 community member, Isabelle Dominique “D” Ross, as an invitation to join us tomorrow, April 1st at 1:00 p.m. ET, for our discussion on Increasing Access to Opportunity. Dominique will be a guest panelist during tomorrow’s event, along with Sharon R. Clinton, Deputy Executive Director at the City of Philadelphia. Please be sure to join the C3 Community to join the discussion tomorrow and connect with the guest panelists and members.

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I’m looking forward to the upcoming “Answer the Call to Conscious Leadership” event, which is facilitated by Coaches Karen Huller and Lawrence Henderson, because this month’s panel will be discussing a topic that I’m deeply invested in and passionate about— “Increasing Access to Opportunity.” Friends and even connections who know me well can attest that this is a topic I will readily discuss at length.

Consider these questions:

  • How many of the organization’s lower-level and mid-level supervisors and managers can competently explain their tuition assistance or education and certification reimbursement programs, particularly if they’ve never accessed those programs themselves?
  • Do the organization’s team members understand the Employee Stock Purchase Plan or the 401K’s investment options? What about Employee Assistance Programs? What do those entail?
  • Why would an employee opt to access these benefits or maximize these opportunities?

Why is this topic so meaningful to me? I’ll share just a few snippets from my own journey in accessing opportunities.I was born overseas and I had a very “atypical” upbringing, so when I finally came to live in the US at the age of 19, I’d only formally completed a sixth-grade education. I quickly realized that my scholastic background severely limited my potential career options, so within several months of arriving in the US, I took and passed the General Education Development (GED) test and joined the Air Force.

In 1998, following my first couple of military assignments, I finally mustered the courage to register for my first college course with the University of Alaska Anchorage (UAA), using my military tuition assistance benefits. I was an active-duty military member, which meant I was already working full-time, and in my mid-twenties when I got started, so I was a “non-traditional student.” I knew I was coming from behind academically, and I’d have a long, long way to go to “catch up.” Because I was uncertain about my ability to succeed in taking college-level classes, I took just one speech class that the first semester, so I was excited to earn my first “A” grade in the course. The next year, I decided I could handle two classes at once, and the following year, three at a time. Due to my deficient formal educational background, especially in math and science subjects, I was required to take both “Elementary Algebra” and “Intermediate Algebra” before I could even qualify to complete “College Algebra” and satisfy the Basic College-Level Skills requirement for my undergraduate degree (I later learned during my graduate studies that needing to pay for and take remedial courses that “don’t count” can be a significant factor in why some individuals don’t complete their college studies, but I was fortunate to have tuition assistance benefits that paid for the majority of my undergraduate studies).

With my confidence buoyed after a few successful semesters, I’d set a new, more ambitious goal: I decided to finish my degree and apply for a commissioning program to become an Air Force Officer. However, since I’d merely taken one class that first semester of 1998, and then had only completed two classes per semester during the fall of 1999 and the spring of 2000, I knew I needed to get creative and find alternate ways to accelerate my studies if I was going to have any chance at completing my bachelor’s degree during the rest of my time in Alaska. To accomplish this, I became an avid researcher of the academic catalogs and the policies and processes within the university’s programs. By the time I earned my Bachelor of Arts degree in Russian Language from UAA in the Spring of 2003, I’d not only amassed 88 credits through the university, but I’d also earned eight additional natural science credits through academic petitions, and 52 credits through the Defense Activity for Non-Traditional Education Support (DANTES) testing and the College-Level Examination Program (CLEP), which allowed me to apply for the commissioning program the following year.

Throughout my undergraduate studies, I developed and honed invaluable skills in researching, identifying, and demystifying academic and organizational requirements, policies and processes, that I’ve since applied to my subsequent graduate studies, pursuing and earning the Project Management Professional (PMP) and Professional in Human Resources (PHR) credentials, and in accessing other, sometimes obscure, organizational professional development and total rewards programs. The best part in all of this though is that I’ve been able to use these capabilities to guide and mentor others in doing the same.

My culminating assignment in the Air Force was as Instructor of English, Study Skills, and Honors, an Academic Advisor, and Dean’s Executive Assistant at the U.S. Air Force Academy Preparatory School, where the mission is, “to motivate, prepare, and evaluate selected candidates in an academic, military, moral, and physical environment, to perform successfully and enhance diversity at the Air Force Academy.” Nearly 20 years before, I’d begun my Air Force journey with a sixth-grade education and a GED, and I was able to close out my time, serving others who came from similar backgrounds who wouldn’t have otherwise had access to those opportunities—they were prior-enlisted service members, first-generation college students, English Language Learners, etc.

Many years ago, during my time at UAA, I purchased a bookmark that featured a quote from Epictetus: “Only the educated are free.” That maxim became my mantra and the impetus for my educational and professional pursuits over the years. When I think about what it means to be “educated,” I see it as any learning event, program, or experience, whether it’s a formal higher education program or otherwise, that can propel an individual to that “next level,” enhancing their quality of life and their overall sense of well-being, not only for themselves but also their family members.

Being “free” means having options and choices. Discovering, accessing, and maximizing opportunities transformed my life, and there is no greater reward for me personally than being a conduit who helps another individual access an opportunity that leads to greater freedom in even just one aspect of their life.

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Special thanks to Dominique for this guest post. Please join the C3 Community to get the access link for tomorrow’s event and to be a part of future events as well.

Four Tops – Reach Out (I’ll Be There) (1967) HD 0815007

HQ-Video. Four Tops – Reach Out (I’ll Be There), ein Hit im Jahr 1966.

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.

Leading With Vulnerability – Answer The Call To Conscious Leadership

Vulnerability in leadership proved to be a very fruitful topic, and I thank our C3 community for selecting it as our March Answer the Call to Conscious Leader event topic. Senior Human Resources Leader, Vince Blando, and The Believe Coach, Nick Dillon, offered us invaluable insight from their personal experience as leaders who model vulnerability. If you didn’t make it live, catch the replay by joining the C3 community.

Here are the questions we answered in our hour-long discussion:

  • How can you create other leaders who model vulnerability?
  • How can you be a true vulnerable leader?
  • Can you really be open to every opportunity without being open and vulnerable yourself?
  • What does being vulnerable really require of leaders?
  • What does vulnerability feel like when you don’t possess those qualities?
  • How did our panelists develop those qualities?
  • Why do you have to be willing to be vulnerable?
  • What happens when a leader holds back?
  • Are people born leaders?
  • When does being vulnerable serve a leader well and when doesn’t it?
  • What is it that you express to people that makes vulnerability an effective leadership tool?
  • What is something we all need up-skilling in?
  • How can a leader who admits being vulnerable inspire a team member to elevate performance?
  • How does lacking vulnerability backfire?
  • What is the major gap that keeps leaders from being effectively vulnerable?
  • What do leaders need to do to welcome vulnerability?
  • What is it about being a vulnerable leader that enables your team to show up as their best selves?
  • What is the only way to be effective as a leader these days?
  • What are perceptions of vulnerability that are now very outdated and need to go?
  • What happens when you are a vulnerable performer working for a leader who does not model vulnerability?
  • What happens if you grow weary of being available to your team members?
  • Is it appropriate to show your team members that you feel their pain or should you detach?
  • How has compartmentalizing pain and trauma been working?
  • How have our panelists navigated modeling and normalizing vulnerability in the workplace?
  • Why is now the time for us to go from aspirational to executable in being whole at work?
  • How do we gain traction in the movement to normalize vulnerability and empathy?
  • What are the consequences of not enabling empathy in the workplace?
  • What are the hard business reasons companies need to go in this direction?
  • What is the only true way to attain 360˚ leadership and be effective?
  • Do people leave jobs or leaders?
  • What happens when people practice the new brand of leadership in traditional business environments?
  • Where can a leader start introducing vulnerability in traditional business environments?
  • Where do EAPs fall short and how does a leader fill that gap?
  • How has the lack of financial stability spurred a greater need for vulnerability in leadership?
  • When your past has mistakes, what is the mindset to move forward from that as a vulnerable leader?
  • What does the military teach around leadership and does it conflict or align with being a vulnerable leader?
  • What is a major mistake that leaders make after having success in leadership that inhibits vulnerability?
  • What is “contextual empathy”?
  • What does a leader have to do to maintain psychological safety to continually nurture vulnerability?
  • What are the landmines associated with being a vulnerable leader?

Recommended reading: Brené Brown, The Power of Vulnerability: Teachings on Authenticity, Connection and Courage.

Once in the C3 Community, make sure you engage – like, comment, further the conversation, invite panelists and other members to connect.

Potential future ATCCL topics this conversation spurred:

  • Increasing access to resources and exposure to opportunity
  • Contextual empathy

Are you an expert in any of these topics? Introduce yourself inside of the C3 community and maybe you’ll be a panelist!

Here are other upcoming opportunities to share the stage with your C3 co-hosts:

Are you on Clubhouse?

Every other Tuesday at 1:15 p.m. EST, including this week, March 9th, Lawrence and I will be going live on Clubhouse to further discuss topics related to conscious leadership and find out what content the conscious leadership community most demands.

>> Follow us both on Clubhouse – Karen: @ripplemaker and Lawrence: @bossllab

On Twitter?

I have returned to do Twitter chats. Join me Wednesday, March 10th at 11 AM EST to engage in Q&A around Conscious Leadership by following me @EpicCareering and the hashtag #ConsciousLeaderChat.

See you there!

The Human League – Human

Vote for your favourite 80s hit of all time: https://lnk.to/80BestHitsListen to more from The Human League: http://TheHumanLeague.lnk.to/EssentialsStream a p…

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.

15 Ways to Leverage the C3 Community to Accelerate Consciousness and Your Career

 

In 6 months, Lawrence and I grew the C3: Corporate Consciousness Co-op Community to over 100 people, and we’re still growing.

This group’s vision was to put together leaders who have individually created their own ripples to elevate corporations’ consciousness and recognize that by working together, these ripples become larger, faster, and more powerful waves of transformation.

It’s for those who share a sense of urgency about how quickly we as a planet need to outpace technology, climate change, and greed before we destroy ourselves. 2020 was the largest global challenge we’ve experienced in our lifetime, but there is every reason to believe that other, perhaps greater, challenges lie ahead. We need leaders willing to sacrifice popularity and security for effectiveness in creating change.

The C3 community is not for wish-makers but action-takers. We are in it for the mutual value we are creating. Not only do we get to go further and faster together, but we also get to promote our own initiatives to garner more significant support. We get to support our counterparts’ professional endeavors to help them get further on their journey, as well.

Our goal for 2021 is to expand this group while maintaining quality, which we will measure by engagement. We don’t just want any members who request to join. We want those who are willing to participate and willing to add value.

Once you are in the community, you’ll be invited to engage in a few different ways. We’ll also use these guidelines to assess our engagement and growth success.

Introduce yourself. Reintroduce yourself.

Once your membership is approved, you will be welcomed, tagged, and asked to let the community know what topics and practices related to conscious leadership that you like to speak on. When you do this, your topics are truncated down to 30 characters and are added to our topics poll. This past month we had so many topics we split them into 3 polls and down to a final poll. Topics that have votes (or relevance/timeliness in their favor) are carried over to the next month, but they won’t always, especially as we expand.

If you were an original member, you might have only introduced yourself to a few people, whereas now there are over 100! So hop back on and reintroduce yourself! You may have also thought about other niche topics you want to speak on. Go ahead and share!

We aren’t threatening to delete anyone right now, but because of our engagement goals and our commitment to filling this community with co-creating action-takers, we may eventually do some house cleaning. Don’t just be a passive observer. Stay active and add value!

Read other people’s introductions

None of us have reached complete conscious leadership enlightenment, yet we all have valuable expertise. Someone right here in the community may be an expert in something that you are struggling with right now. As long as we maintain the group’s quality by ensuring that members are all committed to the same thing, co-creation, expect a warm reception to an invitation to exchange expertise. Follow up when you receive such an invitation, as well.

Vote in event topic polls

Vote for yourself or vote for someone else. Just vote! The point of voting is to ensure that our content co-creation is what you desire, even demand, based on what challenges are relevant to you in your conscious leadership journey. On the other hand, say you really want to hear about a topic, but you know you won’t be available on the first Thursday of the month at 1 PM ET, vote for another topic.

Did you refer someone into C3 because you knew that the community would add value to them and vice versa? Vote for them! Remember that a vote for a topic is also a vote for a member.

Spread the word

As I’ve said, we are not interested in growth alone. We do not want to dilute our community with people who are not practicing and promoting conscious leadership. We don’t want people who are more interested in serving their own brand interests than contributing to the movement.

If you know someone who sees issues in the corporate world that we cannot continue to facilitate, wants to serve better and is willing to reach their hand out, they are who we want in this community! We want to combine our expertise and knowledge, and help bring new people into the movement to change the way we work in the corporate world! Send them this link: http://bit.ly/LI_C3

Attend the events and comment/ask questions

Lawrence knows what he’s doing on Streamyard! He makes the radio operator in me proud, watching him keep his thumb on the conversation while also posting relevant links and tracking the comments. All while highlighting the nuggets of wisdom and thought-provoking questions of our audience. We would love to see expansion in participation and conversation-starting questions during these events!

Several of our panelists started as people who were engaging in the events! Visibility is part of the value we intend to provide to you, your experience, and your expertise. We create a safe space for people to share a different perspective. We believe that this is completely necessary if we are to achieve consciousness in the workplace.

Watch the replays

Each month, I list the questions we answered or even questions that beg for more answers. If you go down that list and find anything curious, go back and check it out! Let’s keep the conversation going in the comments. Share your thoughts and reflections. Share your tips!

Share the event summaries

The event summaries are meant to entice anyone in C3 who didn’t attend to watch. These summaries are also shared across social media to drive like-minded professionals to the group. Share it either individually to people who would appreciate the insights or publicly on your own social media pages (with relevant audiences).

Engage with us on Clubhouse and Twitter

Lawrence and I are everywhere, but there are a few places where we include the flow of our daily lives. We have collectively and individually created some ancillary outreach to continue finding new conscious co-creators for our community.

Every other Tuesday at 1:15, Lawrence (@bossllab) and I (@ripplemaker) jump off our telesummit strategy call and into a Clubhouse room. We talk about the tenets of conscious leadership and crowdsource ideas for keynotes and breakouts. If you are on this platform, follow us both and put our next event, March 9th, on your calendar. We’re talking about psychological safety and whatever else seems important to discuss.

This Wednesday at 11 AM ET, I’m re-starting Twitter Chats, at least experimentally. I’d like to see what the Twitterverse has to say about conscious leadership. Find the chat by searching #ConsciousLeaderChat just before 11 AM. You can also follow me @EpicCareering and engage from my profile tweet.

Share relevant articles/blogs – even your own – just ask a thoughtful question

The problem with many of the other groups for practitioners I am in is that it becomes a blog dumping ground. Everyone shares their blog, and no one engages. I mean, post after post with no engagement, not even likes!

For this reason, many group managers have prohibited promoting external links at all.

We are pro-promotion, which is rare. And, we get where these group managers are coming from, as well. When you share a post or article, start a discussion or ask a question, be sure to tag people with relevant experience and ask them to share their opinions or experiences.

Invite other members to connect

Connecting obviously makes it easier to co-create. As an OG LinkedIn trainer, I encourage you to add a note and explain your intentions. Mention the C3 community. If we manage this community right, you will find warm receptions to these invitations.

Promote your event

Do you know of other groups or organizations’ conscious leadership events? Let us know! Knowledge-share is yet another critical value of this community.

Attend someone’s event

When you see an event posted, and you have the time available, go. Engage. Let people know what we’re doing here. Bring a few great people back with you, especially insightful speakers. Talk up the C3 member who is hosting or speaking. Share with us a summary of the event. Give those of us who couldn’t attend an overview of what we missed and pieces of value!

Co-create a new event

We don’t have a monopoly on events in C3. If another topic is in demand, and you are an expert in that topic, create a new event. Even better, consider co-creating that event with some of the people who also voted for it. You can host it and invite others to be panelists, or you can ask someone else to host so that you can be a panelist and bring in other panelists – or not. We have found that we have tremendously enjoyable and valuable banter with 4 perspectives contributing, but that’s not a rule.

Give us more ideas

Most other LinkedIn groups that I am in are not very active. On the other hand, many of the Facebook groups I am in are very active, yet the group I created (Raising Corporate Consciousness) had nearly no engagement over several months. If you see other groups doing things to nurture co-creation, engagement, and value, please let us know about it.

If you see a post or event outside the group you feel is worth mimicking, post it yourself. We are not here to hog the spotlight; quite the opposite. We are here to elevate YOU!

Volunteer

With more ideas, we’ll need more volunteers to help support execution. With more volunteers, we can do more events and highlight more of our members. There are already ideas on the table for which we could use man/woman power, for instance – a structured mentor program.

There are gaps in our ability to engage on all platforms to promote the C3 community and our value. We are a part of many other platforms such as Slack, Quora, and Reddit. If you are savvy with any of these platforms, let us know. We can talk about how you can leverage the time you are already spending to add value to the community while also using the community to add value to your career and conscious leadership momentum.

Future Vision:

As of now, there is no monetization for this group. In fact, Lawrence and I engage our assistants’ help to help us manage the administration and promotion of this group, so it’s operating at a cost. This means we do not have a budget to pay for speakers.

However, stay tuned for an announcement about a June telesummit. This will be an event born from the C3 community that illuminates the thought-leadership, expertise, and value of its members.

C3 won’t be the best-kept secret forever, and the odds of having your topic chosen as our monthly topic will go down as membership goes up.

Take advantage of being a charter member of this group. Consider yourself at the forefront of this wave of conscious corporate change we are co-creating.

Amongst The Waves

Provided to YouTube by Universal Music GroupAmongst The Waves · Pearl JamBackspacer℗ 2009 Monkeywrench, Inc.Released on: 2009-09-20Producer: Brenden O’BrienC…

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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  She is an Instructor for the Young Entrepreneurs Academy (YEA) where some of her students won the 2018 national YEA competition, were named Ernst & Young’s America’s Next Top Young Entrepreneurs, and won the 2019 People’s Choice Award. 

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.

When You Finally See the Dark Side

When you are a confidant to people in bad job situations, you become privy to some pretty dark intelligence.

What do to with that?

Certainly, I don’t go public with it. If I am to remain a confidant, confidentiality is critical. Also, when I hear reports indicating a lack of conscious leadership in a company, I aim to help – not alienate – them.

I do keep a list, and I do index news and comments about unconscious companies and leaders.

So, what happens when a client, or a close contact, asks for help landing in companies I have “dark intelligence” about?

Well, it’s tricky, but I have adopted a policy and a protocol for making conscious decisions, meaning decisions in the highest good.

Some of my clients are coming to me to escape an unconscious company or boss because they feel stifled in their ability to lead consciously while succeeding in such an environment, and they want to make sure that their next opportunity is better aligned with their values and style. Since confidentiality goes both ways with my clients, I will tell them what I know and trust that they will use it only for the highest good.

Others want guidance in how to navigate their current environment and maximize their impact to leave it better than when they came. In this case, I provide them with questions to ask in interviews and in networking to qualify that the challenges that exist there are challenges they are going to confidently overcome to make the desired impact. The questions also ensure the existing challenges won’t be an obstacle to their impact or a career-killer, putting them into ethical predicaments that will force them to choose between becoming a whistleblower against their will or becoming complicit. I advise my clients only to go to this company if they are willing to be a whistleblower, which can have devastating effects when an industry is wrought with unconscious practices and leaders, and few conscious choices exist. However, should the need to become a whistleblower arise, they know I will be there to help them reinvent and redeem themselves so that they can move on to make their desired impact elsewhere.

Sometimes, it’s in the highest good that one of these companies hires my client, and sometimes it’s in the highest good that clients land where they can bring their whole selves to work and be uninhibited by unconscious conditions. If they are uncertain, as a coach I ask questions to help them come to their own conclusions and be at peace with their decision.

Over the years, especially earlier in my company, I found great joy and satisfaction in helping individual contributors breakthrough their corporate growth barriers and step into leadership. Unfortunately, the joy was diminished by reports of new insights they learned as they took on greater responsibility and had greater access to information, and had more involvement in strategic planning.

This was the point in my career that I started leaning further into conscious leadership coaching.

When dark intelligence about an unconscious company’s employment practices makes the news, certain comments, like, “The door is always right there. They can just work somewhere else,” seem super naïve, even ignorant. Coaches like me exist because decoding career campaigning isn’t everyone’s skill set, and we deserve to earn income for our skill set, so it takes someone with a budget to afford us. Many of the victims of these employers have been underpaid and overworked, resulting in additional challenges to hiring a professional like me.

There are not enough conscious companies for all of my clients, let alone the volume of talent out there reaching their limits with their current career situation.

Some will have to be the change they wish to see, and that will mean being trained as a conscious leader, and training other conscious leaders.

Either that, or you adapt. You learn to play the same political games and you become complicit in perpetuating a toxic, unconscious work environment.

Have you ever had a moment where you felt like you traded your values, maybe even your morals, for success in an unconscious company you once admired?

What did you decide?

What is your next move?

Ask yourself: What is in the highest good?

Is Conscious Leadership Training your future? Complete the application and find out.

Pink Floyd – Dark Side Of The Moon

Pink Floyd – (Speak To Me – Breathe) / Any Colour You LikeA video I always wanted to make, Enjoy.Leave a comment.

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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  She is an Instructor for the Young Entrepreneurs Academy (YEA) where some of her students won the 2018 national YEA competition, were named Ernst & Young’s America’s Next Top Young Entrepreneurs, and won the 2019 People’s Choice Award. 

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.