Goal Achievement

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.

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. 

Highlights of My 15 Years in Business

Today I celebrate the 15th anniversary of the day I officially started Charésumé, LLC (dba Epic Careering.)

I clearly remember the Memorial Day weekend right before my business launched. I fasted and cleaned and organized my office to prepare my mind, my body, and my physical space for a new beginning. That beginning has led to many other beginnings over the past 15 years. It hasn’t all been easy, but it’s been fulfilling and made a difference in many lives.

The #1 highlight has always been my clients. There have been so many amazing clients I have gotten to coach, but also to learn from – how they succeeded, how they overcame challenges, how they influenced change, what they had to endure. Along with my helping them, there have been many professional redemption stories – clients who realized their potential, found a new professional home, and thrived financially and personally because they were nurtured in being their whole selves, inside and outside work hours.

While my clients reached new professional heights, somehow, I managed to keep my business going through two pregnancies, births, 4 years of breastfeeding, and 5 years of either no school for my kids or half-day school.

Other highlights include:
  • Additional publications on Philly.com, ReadersDigest.com, and CPAJournal
  • Working with Tracy Davidson of NBC10 on her Jump Start events, doing LinkedIn training, and being interviewed at the studio for a segment
  • Many radio interviews and podcast features
  • Being Professor Huller, teaching and inspiring tomorrow’s leaders to follow their dreams
  • Drexel University’s recognition as a published faculty member for Laser-Sharp Career Focus: Pinpoint your Purpose and Passion in 30 days
  • Winning a Feedspot top 100 Career Blog award
  • Three years of YEA Philadelphia students who learned how to start a business, some of which still prosper today!
  • Winning 2nd place with my StockJock team at Philly Startup Weekend (Adam, Anas, John, John’s friend)
  • Growing into Corporate training and State (DE) training
  • Founding and co-managing the C3 Community on LinkedIn, engaging the awesome Lawrence Henderson as my partner
My clients have been from:
  • Comcast
  • UPenn
  • IBX
  • GSK
  • QVC
  • TD Bank
  • ICON
  • SAP
  • ADP
  • Oracle
  • GE
  • GM
  • Qlik
  • IBM
  • eBay
  • Honeywell
  • J&J (& subsidiaries)
  • Aramark
  • Quest Diagnostics
I have spoken at/for:

The PA Conference for Women, GVFHRA (local SHRM chapter), Philadelphia Great Careers Group, Jump Start Your Job Search, Black Data Processors Association, ChemPharma, AichE, FENG, TPNG (where I was also co-chair for 2 years.)

I have been mentored by:

Ford Myers, Ed Callahan, Jon Wagner, and Dr. Dawn Francis.

I have developed the following programs/inventions:
  • Jack Shipley helped me gamify the Accelerfate Career Campaign tool
  • Jedi and the team at OpenForge, after a successful crowdfunding campaign with 76 lenders, helped me turn Accelerfate into a mobile game prototype
  • Wharton MBA students who helped develop the prototype for an Online Executive Branding tool
  • The Corporate Consciousness Ripple Blueprint was a 3-year labor of love that took all of my years of learning and experience to curate and develop with various coaches helping me along the way with content, curriculum, format, media, marketing, and enrollment – This is the future of my practice and the very best thing I have created thus far to make a lasting difference in this world
I have invested in studying under …

I would like to thank the talent who have supported me and my mission over the years, my interns and assistants – MaryKate Sullivan, Heidi Jenkins, Angela Mosely, MJ Concetta, and my current virtual assistant, Cynthia Harder, who has been with me for over a year and a half now.

A couple of other people who made these highlights possible are my mother-in-law, who came weekly to watch the kids while I commuted to the city to teach, and my mom also helped watch the girls while I attended conferences and earned certifications. I’d like to give a shout-out to all my kids’ caretakers who made it possible for me to be my best for my clients: Betsy Czarkowski, Elissa Salamy, Emily Vandergeest, Jenna Bednar, and Kait Brennan.

All of these people and experiences have brought me here today, and I absolutely must give major props to my husband, Tim, for supporting me emotionally, financially, and physically. He doesn’t understand the ins and outs of what I do, but he knows I love it, and he knows I’m good at it, and he has total faith in me, and that means everything, especially when I lose faith in myself.

If you are reading this to the very end, thank YOU! I don’t often hear from the people who follow me, but from time to time someone lets me know that what I am putting out into the world weekly is making a difference for them, and just to know that the time and care I put into this weekly effort is reaching other people is enough reinforcement for me to continue to do so.

Thank you all for an amazing 15 years, and here’s to the next 15 years. I look forward to more conscious co-creation.

Grateful Dead – Touch Of Grey (Official Music Video)

You’re watching the official music video for ‘Touch Of Grey’ from the Dead’s 1987 album ‘In The Dark’. We will get by, we will survive….Subscribe! https://…

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. 

Authentic Leadership – Answer The Call To Conscious Leadership

During yesterday’s Answer the Call to Conscious Leadership event, Carl Shawn Watkins and Isabelle Dominique “D” Ross helped us delve into Authentic Leadership – the risks, rewards, landmines, and sticky situations that leaders can find themselves in, especially today.

In yet another value-packed hour, we explored all of the following, and more:

  • What does the concept of Authentic Leadership conjure in terms of self and others?
  • How does being an authentic leader allow for people to bring their whole selves to work?
  • What are the key qualities of being an authentic leader?
  • How does being an authentic leader nurture an environment that facilitates better problem-solving?
  • When you are bringing in new talent, and people are coming from various backgrounds with potential unawareness about moral standards?
  • How can keeping it real go wrong in leadership?
  • Keeping it real is so subjective, how can you reconcile that as a leader?
  • While leaders have subjective views about authenticity, how do you use yourself as a model to set moral expectations?
  • How do you own mistakes even amidst judgment?
  • What is the key ingredient in honoring self and honoring others as leaders?
  • How do you productively respond to a failure of your team to reach the moral bar while maintaining authenticity?
  • Does Cancel Culture inhibit or facilitate authentic leadership and at what point do we say leaders are no longer allowed to continue as leaders?
  • How do you determine a violation is unrecoverable?
  • How can leaders prevent crossing that line?
  • Do we want to create a climate in which we allow unconscious beliefs and thinking are free to emerge so that we can sort that out of leadership or at least address it?
  • How do you maintain your moral code in the midst of crisis when survival mode kicks in?
  • Which is better – working for a great boss in a smelly bathroom or a bad boss in a beautiful office?
  • How can we move through this cancel culture together to come to an agreement about what is moral?
  • What is the hardest part of authentic leadership?
  • What is the distinction between authentic leadership and authentic leadership under the umbrella of conscious leadership?
  • How do you come to recognize when you are justifying self-preservation over authenticity?
  • What is the right combination of moral standards, psychological safety, and accountability to ensure that you are in the learning zone versus in crisis mode?
  • How do you restore your team post-crisis?
  • What has science and practical experience prove is necessary for leaders to optimize mindset?
  • How are leaders preparing their team members for capacity expansion and growth?
  • Do we avoid letting opposite beliefs cause drama and division, while still fostering an environment where people feel free to bring their whole selves to work?
  • Is there a conflict between being authentic and bringing your whole self to work?

Recommended reading on Authentic Leadership:

Join the C3 community to watch the replay now, and feel free to engage with our panelists (or hosts) within the community.

Please let us know what conscious leadership topics you want to be covered for our March Answer the Call to Conscious Leadership event.

Tell Me It’s Real

Provided to YouTube by Universal Music GroupTell Me It’s Real · K-Ci & JoJoIt’s Real℗ A Geffen Records Release; ℗ 1999 UMG Recordings, Inc.Released on: 1999-…

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.

Empowered Goals – Answer The Call To Conscious Leadership

Last week we had another groundbreaking Answer the Call to Conscious Leadership event with Kenston Henderson, Sr. and Jennifer Wildgust as panelists to talk about Empowered Goals.

I, actually, didn’t develop goals, and you might have seen me mention what I did instead last week. By watching the replay of last week’s event, you will learn how you can apply the same neuroscience hack to re-engage with your goals.

You’ll also get the answers to these questions:

  • What is the distinction between empowered goals and plain goals, or other kinds of goals?
  • How can empowered goals be used in leadership to manage at an individual and team level?
  • Where do you start when helping your team develop empowered goals?
  • How does the first week of the year help you set up a successful year?
  • What are the questions that need answers before you set empowered goals?
  • What is a critical component to staying motivated?
  • What are the reasons people fail to reach their goals, and how can the C3 group fill that void?
  • What are ingredients leaders can ensure their teams have to enjoy repeated success?
  • Where can a leader learn how to achieve huge goals?
  • What are the steps that need to be taken to maximize goal achievement?
  • What is the trick to developing empowered goals with your strong-willed “rebel” team members?
  • What is the trick to keeping your rebels accountable for their empowered goals?
  • How does the control-influence model come into play?
  • What are good questions to ask when reflecting on the previous year’s goals, especially after a year like 2020?
  • How can you use the unmet goals as fuel?
  • How do you allow yourself grace while not letting yourself off the hook?
  • How can you use your imagination to achieve your goals?
  • How can you mentally prepare yourself for possible hardships that can derail you?
  • What if your team members are not in a conducive emotional state when goal setting?
  • How can you help your team members process their emotions so that they can get into a conducive emotional and mental state to set empowered goals?
  • How can leaders guide their teams through building the habits that will support goal attainment?
  • How can you reinforce your team in achieving their empowered goals?
  • Why do we have to reframe failure?
  • No matter what happened, what do you have to do to continue crafting better goals?
  • What is the best metric for assessing goals?
  • What is the one thing that you think people need to know to feel empowered about moving forward?

When you watch the replay inside of C3, be sure to expand the screen so that you can see the insightful comments shared by the people viewing the event, too!

Our panelist, Jennifer, said, “I’ve learned so much in just this little bit of time!”

That’s what these events are all about! It’s so powerful to spend this hour on the first Thursday of every month leveling each other up.

I’m so grateful for the members of this community and look forward to offering them a spotlight to contribute to this cooperative movement toward conscious leadership.

***********************************

P.S. If you missed the LIVE information session on the Conscious Leadership Movement, I invite you and encourage you to watch the replay —  especially if you can’t help but take action to make the world a better place after recent events!

Is now the time for you to join this movement? Find out and find out how NOW, because I am ready to get started as soon as the pilot group is complete.  The world can’t wait!

I am offering a special DOUBLE certification PLUS LIFETIME ongoing conscious leadership education deal for THIS PILOT GROUP ONLY!  This offer expires on January 21st – or as soon as we have 5 pilot participants commit and invest!

Watch the reply until the end to find out all about it!

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.

Cheers to More Connection, Growth, and Sharing in 2020

I’m ready, 2020.

I started my New Year’s resolutions a bit early this year by doing a deep dive in self-assessment. As I’ve been shifting my professional goals toward more contributions to conscious leadership, I’ve really had to examine where I’ve failed to apply all that I’ve learned over the past 20 years. It’s humbling, and frequently embarrassing, but necessary.

Once the challenge of reflecting is done, I know that making a public proclamation of my 2020 intentions is the best way to transform intentions into actions and actions into results.

(I’m not calling them resolutions, as it feels like a re-solution that didn’t work before.)

Let me just dig right in, and rip the band-aid off.

I believe I have grown a bit stingy with my time, but more so, my presence. This could be due to overextending myself. How to reconcile this is tricky. I have been making contributions to various communities, but I’ve felt as though I was never giving them enough. It’s time to really own my time, and keeping a calendar is what I know works.

In the year ahead, I commit to focusing more on specific contributions I aim to make and delegating everything else that keeps me from making a contribution that feels like enough.

This means letting some things go. In 2019, I really improved in this area. In the next year, I’ll continue to pick up steam – letting old hurts go, letting physical stuff go, letting others take on tasks I’d feel compelled to do, and forgiving myself for where I fell short of my own expectations – this is the hardest one. The better I get at this, the faster I can go from ego to highest self.

Letting go requires balance, though, as I have to know when NOT to let things go, too. I still intend to speak up for myself, to stand up to those not leading with good intentions, and to be a stand for my clients and students – to shine a light on the self-talk and outdated systems that threaten to give them less than what they really want in the long run.

I also will be more vigilant about money and will work on my confidence as a good steward of finances. I will no longer continue to pay for programs that don’t support forward progress.

I’ll be sharing a lot more in 2020. Once I’m clear how best I can communicate and share, I will do so on a regular, predictable, reliable schedule.

I want to get more connected to people’s nature. To be with people, really with them. There will be much more openness, eye contact, deep soulful conversations. I will be more mindful of how I respond and punctuate conversations. I will improve my awareness of others’ feelings. I will learn how to be a better conversationalist and how to channel my curiosity while recognizing and neutralizing judgment. I want to get better at understanding how individuals prefer to be respected and regarded.

I will put myself on a follow-up schedule so that I stay in better touch with clients. I will organize more get-togethers and create more opportunities for people in my network to connect with each other, which I know is where the magic happens.

There’s one place where I have not walked the walk, doing exactly what I recommend – sending thank you sentiments. I’ve certainly dropped a heartfelt gift or note sporadically, but I want it to be a regimen, and not just the delivery of said gratitude, but the practice of really being in gratitude. This has been a part of daily routines before, and it’s time to work it back in with new rituals that will become part of systems. I will do this for how it transforms me, but also how it transforms my relationships and nurtures my network.

Sadly, I’ve been curating a collection of wonderful things I could do to better serve my mission and better support people’s professional growth, but have not done a good job in several years bringing offers into creation and I’ve never done a great job of enrolling large quantities of leaders in them so that I make the impact that I want.

This year, that changes. I’ve hired a team of coaches to hold me accountable and to help me craft, create, promote and deliver programs that transform corporate careers for my clients and their teams. They will help me finally put together the pieces of the puzzle I’ve been staring at cross-eyed, and to systematize all of this so that I can deliver consistent quality, not let anything or anyone fall through the cracks, and be a reliable solution provider.

I have a TON of content, as well, just sitting in various files where they’re doing you no good. As I’ve scaled back outgoing marketing, I’ve also started to become a harsher critic of myself, and have been scared to be too revealing of who I am through what I create. At the risk of your judgment, but also my own, I’ll be more unabashed in my expression.

All of these proclamations scare me, but that’s only when I think of myself as the person who fell short. If I focus, however, on all I have achieved, I know I’m totally capable. I have confidence in the talent supporting me, including my coaches and my virtual assistant, Cynthia.

Now comes mapping it all out. Thank God I don’t have to do that alone!

I’m excited for a new year and a new decade. I’m ready to redeem myself where I fell short, and even to make more mistakes and gain more wisdom.

I’d like to take a moment to send you a new year’s wish that you can look back 10 years from now and know that you gave the 2020s everything that you had, and so it gave you back everything you want. And, I wish that you know you’ve got a friend in Pennsylvania.

It’s me. I’m a friend in Pennsylvania.

This time I’m sending you a special gift, a song – not my song, but sung by me. It’s my first big, bold share in accordance with my 2020 proclamations, as well as my last big share of the decade. I hope you enjoy it.

https://vimeo.com/382118169/585b1c6382

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. 

‘Tis The Season to Be Reflecting and Sharing

It’s in sharing that the magic of creation happens, in all senses of the word.

What I want to share with you is just how grateful I am to have been let into your life. Regardless of whether it was in a small way or a big way, it’s still significant and has left an imprint in who I am and who I will become.

When I really think about it, I’m in awe of all that is possible because of all of the wonderful people in my world and all the communities that consider me a part of them.

This reflection is sometimes painful. There are regrets. There are also challenges overcome, lessons learned, and successes to celebrate. It’s critical preparation for the next step, which is to thoughtfully create intentions and goals for the new year based on this reflection. (I’ll share those next week.)

It’s really important to me that you know – I’m so grateful for you. I know I don’t say it enough. I don’t show it enough.

I’m working on it. I mean that.

I’m seriously looking at all I could have done to support you better, to raise your career satisfaction to epic levels.

Deep to my core I believe that work can be a fulfilling investment of your time, talent, energy and efforts that allows you to fully express who you are in ways that make a huge positive impact in the world, even if what you’re doing seems like a small part.

I want this for you. I want this for everyone.

Imagine what the world would be like if everyone was in a job that perfectly suited their skills, interests, and values.

Imagine how much more collaboration, and innovation, and ease there would be. Imagine how much more joy there would be in everything else in your life.

It may not be possible for the whole world, but it’s possible for you. And, other people will know it’s possible for them when it happens for you.

My Christmas wish is to bless everyone, including myself, with faith in themselves and fellow humans.

Bless you,

Karen Huller

Amy Grant – Grown Up Christmas List

Absolutely no copyright infringement is intended. All images, audio, and video clips are the sole property of their respective owners. This is only clipped for entertainment” Please come join me on Facebook and help me spread the word . https://www.facebook.com/Catcrazy632?ref=stream

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. 

When A New Guy Gets Your Promotion

I have not counted how many times over the past 13 years someone has come to me to help them move up or out after their company hired a new guy for the position that they felt was their next move upward. If I had to guess, I’d say about 100.

Of them, some have only wished that their supervisor would have thought about them and recommended them for the job, but never actually verbalized their desire or made attempts to understand if there were knowledge gaps they needed to fill.

Then there are a portion of them who had made their ambitions quite clear, but felt it was a natural progression, not as if there were gaps in knowledge or experience that they needed to fill in order to be qualified for the next level up.

In both of these scenarios, a short and long-term solution is to coach the individuals to be appropriately assertive and proactive in seeking understanding about what is really needed in order to be ready for the next step up.

The first stage is always qualifying that it is, in fact, the right next step. Too many people become managers because that seems like, or is presented as, the only way to move up. This leads to a large number of managers who have neither the desire nor the training to know how to motivate and inspire engagement and performance. They then usually resort to being taskmasters, micromanagers and even tyrants. They are responsible for a team of people to meet numbers and use fear as a tool because their tool kit is limited. This becomes a vicious cycle, as one manager trains the next and on up they go, unconsciously creating a toxic culture.

Please, if you aspire to be a corporate leader, learn how to use inspiration, trust, recognition, self-awareness, accountability and mobility as tools. Then practice them under the guidance of a coach to influence from wherever you are now, and brand yourself internally and externally as a leader.

In yet a third scenario, the professional has been as proactive and assertive as possible to procure performance feedback and identify and fill knowledge gaps. However due to any number of reasons – politics, nepotism, vendettas, a complete failure on a leader’s part to thoroughly prepare team members for promotion, or failure on the professional’s part to make accomplishments visible – promotions still go to someone else.

In all three scenarios, branding would be a smart next step. However, only in the third scenario would I suggest an all-out strategic campaign to change companies.

In the meantime, operate under the assumption that this new person might be better at something than you, and find out what it is. You will most certainly know better than them the inner workings of your company. Befriend the new guy, ask for opportunities to show him or her the ropes, and show everyone that you do have what it takes to take on more.

Think back to when you were a new person and think about the things that you learned in your first 90 days that made a difference in your results, and I’m not talking about what you learned about the other people you work with.

Don’t be that guy that warns the new guy about office gossip, or the hardhead, or the ego maniac. These are opinions, even if multiple people share them. All the new guy will think is that you are judgmental and they will be wary to trust you. Stick with the facts and note when something you pass on is a subjective observation, like “The boss prefers that all KPIs are blue in the weekly report.”

I don’t think I have to tell people to not be a saboteur to the new guy, but it does happen. It can be tempting to want the boss to see they made a mistake by not giving you the promotion, but that’s not the outcome that is usually produced by being a saboteur. In fact, more often than not, it just confirms that you were not the right person for the promotion.

Start becoming more aware of when your ego is kicking in and make it a habit to start switching into your higher self – your higher self is the one that gets promotions, not your ego.

Sometimes it happens that a promotion was not granted due to timing. In an ideal world, open communication and accurate foresight would enable an employee and supervisor to have a frank, two-way conversation about the real expectations of a promotion – the hours, the responsibility, the travel, and the pressures. The employee would be able to discuss the changes with any personal stakeholders, like family members, who would be impacted by any changes in lifestyle and make the decision that is best for everyone, even if that means giving up a significant raise.

This is not an ideal world. With about half of Americans living paycheck-to-paycheck, extreme increases in the cost of living (when you include the technology needed to get by today, not to mention keeping up with the Jones’), increasing healthcare costs, higher education debt, and the perception of shortages of opportunity even though it is a job seeker’s market, whether it’s the right next step or not, few people would turn down a promotion. If an employee has personal things going on that a manager feels may interfere with being able to meet the expectations, that frank conversation may never happen. I do not condone this – this is just a far too common reality.

External candidates are sometimes chosen over internal candidates because managers know too much about the internal candidate’s life.

Have you endured or are you about to face a big life change? Have you missed days to deal with something personal? Has it become a trend?

It can feel unfair. It can feel like neglect, abandonment, or misfortune. It can also sometimes be a blessing. In a few of the cases I have mentioned above with prospective clients, the professional wound up needing that time to adequately deal with a major life change. While, of course, I am all about supporting people in moving up, over, or out, sometimes staying put is what works best at the time. Not aspiring to achieve more in your career in order to manage life is totally okay and it doesn’t have to be permanent. However, you will need to make it known if and when your aspirations change and you want to get back on a growth trajectory.

In most cases, getting passed up for a promotion was the impetus of change that led my clients to far greater happiness and fulfillment – the kick in the pants they needed to start taking control of their career direction.

If you want to know more about how to:

• Assess what the best next step in your career is
• Develop greater self-awareness to become more promotable
• Gain additional tools that will expand your influence and leadership
• Communicate assertively and confidently with your supervisor
• Be the person that gets thought of first for a promotion, even if you previously needed to stay still for a while
• Brand or rebrand yourself for what’s next in your career and what’s after that

Scheduling a free consultation is your next step.

Survivor – The Search Is Over (Official Music Video)

Survivor’s official music video for ‘The Search Is Over’. Click to listen to Survivor on Spotify: http://smarturl.it/SurvSpot?IQid=SurvTSIO As featured on Ultimate Survivor.

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. 

5 Ways to Reclaim Your Power in Your Job Search or Career

Humans have a primal need to be heard, acknowledged, and appreciated.  The job search process, even working, can give people quite the opposite experience. Putting yourself out there, crossing your fingers, and hoping that someone likes you enough to talk to is degrading.

The default mode of job seeking is reactive; you see a job opening posted, then you follow the instructions on the platform or in the job description to apply. You then get funneled in with all the other applications and hope that it is received and that your value is appealing enough to get an invitation to take next steps. The ball is in the other court this whole time.

But statistics show that we are in a very strong job-seekers market. There have been more job openings in the US than unemployed workers for a good year now.

How can that be? Wouldn’t that mean that all applicants would get a fair chance? No. Of course, you need a strong résumé, rich with keywords used in context to demonstrate your qualifications. However, using your résumé purely as a tool for job applications is a disempowered strategy.

There are things that you can do to make things happen in your job search, and you may not believe that it’s true until it happens to you. This means that you should experiment. Give a few, or all of these tactics a try and allow yourself 3 weeks of dedicated effort in job searching. During this time, stop spending your time on reactive activities such as scouring job boards and applying online. If something pays off with an introduction, interview, or offer, keep doing it and abandon what hasn’t been successful.

I’ll bet you’ll like how it feels to know that you can not only generate leads that you would never have found on Indeed, but that you can also get others to generate leads for you and multiply your results without multiplying your time. Generate leads, generate momentum, and then have your choice of position rather than only being able to consider those jobs that you found on job boards when everyone else is vying for the same jobs.

I’ll bet one of the methods below will lead you to have an interview for an opportunity that outside job seekers don’t even know about yet. All of the methods below have worked for my clients, so they have already been proven to succeed.

In order to make this work optimally, you will need*:

  • A branded résumé that not only qualifies you, but makes your unique value evident.
  • A complete, branded LinkedIn profile written in 1st person that supplements and compliments your résumé (not replicates it) and shows that you are a dynamic, interesting person outside of your work as well.
  • A target list of at least 25 companies that have cultures that will enable you to thrive – this activity will lead to positive momentum, and an acceptable job offer if you’re not wasting time making progress with companies where you ultimately would not want to work. THIS LIST IS NOT BASED ON JOB POSTINGS YOU’VE SEEN. This might sound counter-intuitive, but the point of these proactive efforts is to pursue organizations based on their fit to you, not whether they have an opening for you!

* If you don’t have all three of the following, schedule a free consultation with me.

1. Volunteer

It’s not always easy finding opportunities to volunteer, as strange as that sounds. I was new in business when I first started volunteering and I pursued well-known organizations like Habitat for Humanity and the Red Cross, but opportunities seemed to be targeted at organized groups, not individuals. I spoke with a client who was also involved in local government and asked about opportunities in the community. Because of that, I wound up being a race marshal and handing out water to runners at a couple of 5Ks. These were great opportunities, and they got me started, but I didn’t meet anyone, and it wasn’t always clear when I showed up of how I was going to help. Sometimes I took it upon myself to help out in the best way I could, and then found out I was doing it wrong. This was still good experience for me, and you need to remember that some organizations are better at volunteer training than others.

But, it doesn’t matter how you start. Just start. If you’ve been undervalued at your job or you have been transitioning for a while, it is easy to forget why you are so valuable. Being helpful in any way can remind you of your value. It doesn’t always create a direct line to opportunity, but it can potentially. It’s led to many opportunities for me and my clients. Check out opportunities at volunteermatch.org. See what non-profits leaders in your target companies support. Ask avid networkers you know where movers and shakers they know volunteer their time and talents.

In past articles, I encouraged you to volunteer at professional organization events, like volunteering to speak on a topic within your expertise that can help other professionals be more successful, or you can pick a cause for which you have passion. If you spend your free time worrying about a problem, you’ll gain power by doing something about it.

Volunteering is something you’ll want to add to your LinkedIn profile and it something that can look favorable to companies that value and promote community and social impact. Also, it’s much harder to validate that you are passionate about something if you aren’t spending time in it or doing it. You know you are passionate when you would spend your time doing something whether you are paid or not. Everyone says they’re passionate, volunteering proves it.

2. Approach letters

If you have a cover letter template, scrap it. I’m not talking about a cover letter that you attach to your online application, which can be a way to find out if you have strong written communication skills. I’m talking about a letter of interest that you send directly to your would-be direct supervisor in your target company. The qualification for who receives it is NOT based on the recipient having a posted job opening, but if the company has a need, challenge, or initiative that you can bolster by being part of the team. This is not a request for a job, but rather a request to talk further about the company’s future plans and how you can support them. It’s more like you are a consultant who is trying to identify whether you offer a skill or service that this company needs, but you do your homework ahead of time and drop some bread crumbs that entice the recipient to know what the recipe is.

The letter must explicitly lay out what you know about the company, and how that implicates your added value. Connect the dots between the problem and how you have added value to such endeavors in the past. The call to action is to invite the recipient to a 20-minute discovery call, just to see if what you offer is a match for what they need.

Even if you are committed to a full-time permanent opportunity, position yourself as someone flexible about terms. This also communicates that you are confident that you can add value in the short term.  While you are there adding short-term value, you can gain insights that enable you to pitch a long-term value proposition.  Make yourself indispensable, and you will have the leverage to ask for all the perks and benefits of a full-time employee, plus a signing bonus. This will require you to do some market research on an hourly rate that will help you cover costs an employer would normally cover, plus self-employment tax for working as a sole proprietor.

This approach requires being bold. Fortune favors the bold, in case you hadn’t heard. If your confidence isn’t quite there yet, volunteer your skills to a non-profit and add value until you feel confident moving forward. Again, this is an experiment, so try this with about 5 companies.

3. Take on a leadership role in a professional or community organization

60% of recruiters are specifically looking for this kind of engagement through your social media. It takes a village to run successful events and programs.

There are steps that lead to engaging as a leader in an organization. You don’t just jump right into it.

Step 1 – Observe. Check out several organizations to determine which one has the kind of people, programs, and mission statement that resonate with your career mission.

Step 2 – Join. Attend regular meetings where you will naturally become more acquainted with other members and the breadth of what is offered.

Step 3 – Volunteer. Many organizations crave doing more, but they need the manpower to do it. Look for the board names on the organization’s website. Ask them what initiatives they have tabled because of lack of manpower, or what additional help they could use to make their events and programs even better. If that doesn’t fit what you do, make a referral and keep looking for opportunities. Remember to follow up frequently. Many of these organizations are full of people who have other full-time obligations and won’t easily remember who offered what help.

Step 4 – Lead. Once you get to see events and programs from the inside you’ll better understand the undertaking of running them. It’s a natural progression to lead one event or get involved in the organization’s operations and strategy or do both. It comes with visibility, but is not without its conflicts – even the best organizations. It’s how conflicts are handled that will influence how long you remain involved in the organization, I have found.

4. LinkedIn outreach

Just to be clear, outreach is not the same as clicking on “send invite” for all of the people LinkedIn suggests or who appear in a search. That’s as good as spam; your low success rates will deceive you into thinking that people are not looking to connect on LinkedIn when that is exactly why they are on LinkedIn. People only make progress through REAL connections, not superficial ones. This means having shorter, well-vetted lists and custom invitations. You can increase your chances of having your invitation accepted if 1) the person you’re inviting to connect to is actually active on LinkedIn and 2) you engage with that person’s content.  The first step is to follow this person. This will be an option if they are active. (If they aren’t, see the next item on the list.)

Once you follow someone, you are notified when they engage on other people’s content as well as when they create and share their own. It matters little which you engage with, but if it is other’s people content, respond directly to their comment on it. If it is their original content, share it, tag them, and take care to write something insightful that will inspire others to give their content some love and attention. Then send them a customized invitation to connect, making mention of how much you appreciated their content.

Just like the approach letter, the goal is to take that initial connection to the next step, and connect offline via phone call, video chat, or in-person meeting.  Initially, just ask for 20 minutes. The point is to determine if there is enough synergy to invest more time. Make sure you have 5 good, specific questions based on their background that can help you understand who they are, where they’ve been and how they got “here.” Also, make sure you ask the #1 most important question – what introductions, resources, or support would help move your most important projects forward faster? Don’t just ask generally, “How can I help you?” This is a burdensome question. How could they know what you can do to help? Find out first what they want most, and then tell them how you can help. Also, deliver your call to action, which will help them self-identify that they are someone you are qualified to help.

This works! First, target people in your focus company, but do it also with other professionals in your field, fellow alumni, thought leaders, authors, and influencers.

5. Try a brand new platform

Recruiters are taught to go where the talent is. So, whenever a platform gains popularity, recruiters are tasked to evaluate how it can be leveraged to get in front of talent where other recruiters are not. It might surprise you to know that because of this, 63% of recruiters in tech companies are using Instagram.  That’s just recruiters, though. If they’re looking for talent here, could your future supervisor be also?

Marketers are always looking at ways that they can catch consumers in the flow of their day and interrupt their attention with messages that resonate. Where is your future supervisor hanging out? This may take a bit of research, and the findings may be very different from target to target.

I have had clients say “Twitter is stupid,” but they suspended their skepticism and tried it because a simple search showed that their targets were active with personal and company handles. If you are involved with an organization that uses Slack, try it out. There’s a learning curve to any new platform, but a good three weeks will get you comfortable enough to leverage it. Just like organizations, observe first, then engage. Try a few different things.

Other platforms are meetup.org, Reddit, Quora, Snapchat, Musical.ly, AngelList, f6s, and I’m sure you’ll find some Listservs and Yahoo groups that are still being used. There are abundantly more platforms and there will continue to be more. You don’t have to learn them all, but if you find out that people you know, respect, and would want to work for are on them, get familiar.

Companies have needs well before they have formally posted job openings. This is the “hidden job market” you may have heard about but weren’t sure existed. It exists, and it’s a gold mine of opportunity for those who can unlock it. The best part is that the hidden job market is where you are the driver of opportunity. Once you know how to access it, there’s no unknowing it, but you might fall back into reactive job searching if you don’t make it a habit.

Once you find one or two methods that work for you and your target employer audience, dedicate most of your job search time to it. Abandon what disempowers you and fails to generate opportunity.

Then the challenge shifts to keeping track of all of that momentum. You’ll spend more time in meetings, interviews, and negotiations, and there will be little time for job boards and online applications, anyway.

Because of that, you’ll want to be very selective from that point forward on what companies and leaders you invest time getting to know better.

Most importantly, you’ll be able to spend more time doing the things you love.

The success will be a natural motivator, so you won’t have to push yourself every day to make efforts.

You may even start to enjoy creating career opportunity so much that you form habits that you maintain during your employment and you’ll never have to be out of work ever again.

That’s power!

Snap – I ve Got The power

“The Power” is an electronic pop hit song by the German music group Snap! from their album World Power. It was released in January 1990 and reached number-one in the Netherlands, Switzerland, the United Kingdom, as well as the US Billboard Hot Dance Club Play and Hot Rap charts.

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

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

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

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