Personal development

Answer The Call To Conscious Leadership: Communication Techniques

How many conflicts at work do you think are caused by poor communication or lack thereof?

How many problems do you think could be solved with more effective communication?

The answer – infinite!

On June 23rd, Lawrence Henderson, MSHRM, CPC, ELI-MP, our panelists, and I tackled conscious communication at work with an amazingly insightful discussion in our group, C3: Corporate Consciousness Co-op. Chris, our panelist featured in the replay, is also part of the group, so if you have any follow-up questions, ask away 🙂

We discussed…

  • What companies and institutions need to consider before making a statement on controversial events.
  • What leaders need to do to create effective two-way communication.
  • What it looks like for a company to really live and breathe their mission.
  • What companies are better poised to transverse increased diversity and what should the rest be doing?
  • What are the generations ahead going to take into corporate America based on what they are experiencing right now?

With divisiveness at an all-time high, and life and death conversations rising in urgency and priority, we need to learn and adopt better communication now more than ever!

Please join us in the LinkedIn group for future live events, to watch recordings, and to meet other leaders committed to transforming the corporate landscape.

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. 

Answer The Call To Conscious Leadership: Conscious Leadership Tools

During June 10th’s Answer The Call to Conscious Leadership event, Lawrence Henderson and I invited Curtis Smith, Intelligent Leadership™ Master Certified Executive Coach, and Christopher Waters, Social Impact consultant, professor, and fellow, to talk about tools that companies can use to make conscious decisions.

If you missed this conversation, you missed some real talk about what can be done to disrupt corporate leadership systems that are not working now and will not work for companies moving forward. Below are the topics we covered in some detail, but please join our LinkedIn group to check out the full replay AND join our next Answer the Call to Conscious Leadership event on Tuesday, June 23rd at 1 PM ET, live if you can: http://bit.ly/LI_C3. Our topic for June 23rd will be conscious communication.

  • Companies need to follow protocols for making decisions that do not add bureaucracy and maintain agility so that they can stay competitive and adaptable to accelerating change.
  • Sometimes decisions are defaulted to the “smartest person in the room,” whether or not that person has been adequately qualified to be the primary decision-maker.
  • Leadership development gaps that prioritize technical leadership skills cause functional collaboration and communication breakdowns.
  • Diversity is accomplished only when you also include diverse ways of thinking and leading.
  • Cy Wakeman – Work with the willing. Reward engagement by giving them their voice first.
  • The quandary is that there is a distrust brewing that goes both ways from top to bottom.
  • The dynamic of respect in the military is that when you earn a rank, you automatically earn respect. There is no ability to question other leaders, and that bleeds into companies – that people assume that once someone has been elevated in position, they have done something to earn the respect commensurate with it, so there are cultural roadblocks to effectively assess the actual competencies of leaders.
  • Information flow vs. procurement. We tend to want to covet information, but the next generation of corporate leadership is starting to adopt more of a flow policy because what happens in one area of the company has an indisputable impact on others. This is contributing more to models of shared power.
  • Leaders get too busy to understand what people actually need, and focus too much on what they think they need.
  • Sometimes what is needed is what is ignored, not what is repeated.
  • SWOT analysis findings need to be validated by additional assessment to make sure that the data is objective and gaps need to be seen as opportunities for growth.
  • Regardless of tools that companies might use, including leadership assessments, there is often a lack of establishing metrics around growth goals, developing actual plans to fill gaps, and following up with leaders to see if they are growing and developing.
  • When leadership is too busy to put out fires, there’s no time for additional development and growth. The system puts band-aids on problems and that creates more fires, and nothing ever changes.
  • Prepare communities to have the conversation, and develop a shared vocabulary around issues. Set the expectation that doing this will take time and energy, inspire them with the shared vision, then gain collective accountability through a social contract that you commit to getting comfortable being uncomfortable. Lean into being curious vs. confrontational.
  • Leadership is a quality you can exude at any level of an organization. You only need one person with “bestowed” power to be willing to listen to someone vocalizing for the lower levels in an organization. Successfully soliciting sponsors and co-sponsors is included in the Corporate Consciousness Ripple Blueprint, as well as Business Case Development, VUCA/CALM models, and decision trees.

Mark your calendar for our next Answer the Call to Conscious Leadership event on Tuesday, June 23rd at 1 PM ET. We’ll be discussing conscious communication live from our LinkedIn group.

PS: This week, I was honored to be part of the #AllThingsHiring podcast to discuss corporate consciousness and self-awareness for leaders at all levels. Click here to listen to the episode!

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. 

Will You Answer The Call To Conscious Leadership?

If you missed the inaugural Answer the Call to Conscious Leadership event, you’re invited to watch the highlight reel of June 4’s event below.

Hosted by Lawrence Henderson and co-hosted by me, we invited two panelists to yesterday’s discussion, David Guerreso, Leadership and Purpose Coach and former IT leader, and Kristin Corson, human resources veteran, former trauma counselor, and current talent acquisition specialist.

Without a real agenda, but more of a need to just get the conversation started so that we can start processing what is going on, what’s led up it, and how this needs to look going forward to create a more equitable and just future, yesterday’s conversation was rich with topics. We focused especially on the qualities that leaders need to embody.

Here are some of the important topics we covered:

  • Top-down leadership – Organizations keep trying to fix problems from the bottom up.
  • Model vulnerability to create psychological safety so that people know it’s safe to share how they feel.
  • Resilience – How do you build resilience if you haven’t naturally built it by going through tough times? Get comfortable being uncomfortable.
  • Fear of alienating employees and customer base as well as organizational culture that has modeled the military has stifled forward progress.
  • Start the conversation, then listen, then act! You don’t get across that you care until you act.
  • Invest time in understanding where your people are coming from and meet them where they are.
  • “Us vs. Them” doesn’t work.
  • Commitment to personal development – be willing to accept that you have room to grow.
  • Purpose – it doesn’t feel like you might expect.
  • “Cooperetition” – Working up to the best of your ability to raise the bar for everyone around you.

Watch the highlight reel here:

06-04-20 Answer the Call to Conscious Leadership Event

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Lawrence and I are going to do these events bi-weekly. Please join our LinkedIn group, C3: Corporate Consciousness Co-op, to attend live, watch recordings, and meet other leaders committed to transforming the corporate landscape.

 

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. 

Racial Injustice, Economic Injustice, Health Injustice

It’s funny how coincidences work, isn’t it?

I ordered the 2nd edition of The B Corp Handbook to see how it was augmented with new case studies of companies that profit, thrive, and grow, all while doing good in the world.

I usually force myself to read prologues, forewords, and introductions because, even though I’m anxious to dig right in, I often find there are critical context and additional resources in these sections that can exponentially increase the value that I get from a book, and this edition was no exception.

Co-author Ryan Honeyman seemed to anticipate some backlash from B Corp prospects on the diversity and inclusion focus of the new edition, justifying that you can’t really have a company that does good in the world without acknowledging how racial injustices impact economic, social, and environmental injustices; they are directly correlated.

In light of the events of the week (#GeorgeFloyd), and unfortunately too many weeks before that (#AhmaudArbery, #CentralParkKaren, just to name a couple), it seems more like a sign than coincidence that this was the focus of the introduction, but it was the way Honeyman seemed to need to justify its inclusion that bothered me.

When I was in college, I was told by someone who shall remain nameless, but who was a very influential person in my life, that I should despise affirmative action, because it meant that even if I was qualified for a job, a [person of color] would get it just to make the numbers look better.

Why were the numbers so bad, was my response. Their reply – including blatant racism, lack of empathy and understanding, and justifications – reinforced that, while this person will always be in my life and I cherish them, I cannot possibly adopt their world view, and I became a skeptic of theirs ever since. It wasn’t until years later that I became a recruiter and found myself challenging my own biases while also being exposed to others’, that I became a stronger advocate, and in a position to do so, for equality in the workplace. It was…. messy, though.

I’m excited to dig more into this edition of The B Corp Handbook, but today I wanted to share just a few of the wisdom bombs within the introduction because they directly correlate to what is happening right now before our eyes.

The other co-author, Dr. Tiffany Jana, is the representative voice of diversity in this book. I think it’s only fair to start with her wisdom:

  • “If we fail to leverage our collective economic power to address what we can clearly see our gross injustices– economic, Environmental, social, medical, educational, and more– then are we really walking the walk?”
  • “There are no perfect role models for DEI. The important thing is to acknowledge your error, apologize whenever possible, and be more present and intentional next time.”
  • “Equity… means everyone gets treated according to their individual needs or circumstances.”
  • “If you use people as tools to get work done but don’t engage their minds and hearts, that is not inclusion. If people’s opinions are not sought out, taken seriously, or at the pond, that is not inclusion. Inclusion is sharing the work, and the opportunities, the glory, the fun, and the failure.”
  • “In order to restore trust in business, the business community needs to respond to those people’s legitimate desire for jobs with dignity the business community also needs to make the case that economic justice for all isn’t inextricably tied to, and dependent on, social and environmental justice.”
  • “Companies that thrive on the exploitation of people should not thrive.”

Quotes from Mr. Ryan Honeyman:

  • “It’s should not be the burden of people of color, women, or other marginalized groups to educate folks with privilege about institutional racism, institutional sexism, and other forms of systemic bias.”
  • “If you choose to walk away from an uncomfortable conversation, you are exercising your privilege, because people of color, women, and others cannot walk away from their identity.”
  • “White supremacy is the system that perpetuates many of the problems our diversity, equity, and inclusion initiatives are attempting to solve.”
  • “I had never considered that challenging and unraveling the norms, assumptions, and culture of white supremacy is self could be part of the solution.”
  • “Only by naming it, disrupting it, and dismantling it can we successfully create an economy that works for the benefit of all life.”

I invite you to consider Mindfulness Training and Emotional Intelligence (MT/EQ) training for your company and/or team. When applied correctly, over 200 studies prove that MT/EQ helps companies control profit bleeding by contributing to improved problem solving, enhanced motivation, higher performance and productivity, and more while also helping to replace bias/discrimination, corruption, workplace drama, harassment with consciousness and kindness.

What are your thoughts on how to promote diversity and inclusion in the workplace?

Natalie Merchant – Break Your Heart

Music video directed by Sophie Muller, featuring N’Dea Davenport and filmed at The Chelsea Hotel in NYC.

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. 

Who Has Guts Like Tim Bray?

While many companies are stepping up to pivot their resources toward initiatives that benefit society during this COVID crisis, there are some companies coming under fire for not doing enough.

*Uh-hem. Amazon.*

Ooh. Excuse me. Allergies.

I don’t usually call out companies individually by name, though I tend to notice and write a lot about trends. Furthermore, if a trend either has promise as a solution or a detriment, I tend to do something about it. That’s me. And, that’s Tim Bray.

Tim Bray, however, had one of the most prestigious jobs out there for a tech guy. As VP and Distinguished Engineer at Amazon Web Services, Tim was kicking ass and having fun, but he also saw the bigger picture.

He saw Amazon as “a company that understands the importance of thinking big, taking ownership of hard problems, and earning trust.”

Amazon’s own vision is “to be Earth’s most customer-centric company.” The argument was made that if Amazon wants to maintain its customer base, it should really look out for its well-being long-term. Sounds logical.

On May 1st, Tim said goodbye to his fun job, his valued colleagues, and what may add up to about $1M.

How many people would do that?

Amazon will survive Tim Bray’s departure, as will Tim Bray. In fact, within a week of the news breaking, he was scouted by Google, Comcast, Huawei, and “a bunch of startups.” He’s received 2,256 LinkedIn invitations. He helped build the internet, and he’s got quite a following of people now who would work under him in a heartbeat. To be fair, he had quite a fanbase of people who followed him and his career well before this, but he’s not looking for a job.

In a CBC interview, Bray notes how there was a time not too long ago when the tech sector was hero-worshipped – looked to as the potential panacea for our everyday pains. How far it has fallen is the point he makes.

And he doesn’t consider it an Amazon problem or a Jeff Bezos problem. Actually, Bezos did give $100M to Feeding America and Amazon has purchased 100,000 electric delivery vans. Amazon has also devised a plan and made a pledge to run on 100% renewable energy by 2030 and net-zero carbon by 2040, and has spent an estimated $1B to improve safety and conditions for warehouse employees. These are direct requests made in the open letter sent to Jeff Bezos and the Board of Directors of Amazon in 2019 by over 8,700 Amazon employees.

We need to draw a clear line for corporate conduct. That doesn’t mean deciding for once and for all what is “good” and “bad”, because we will never agree on that. Right now, it can seem like the line between right and wrong – and even true and false – is gone! It’s not even grey.

How much money does one man need, anyway?

Bezos needs quite a fortune to realize his next vision – people working and living in space. Has he already given up on this planet? Perhaps. Does he know something we don’t, or is he actually reading the writing on the wall more clearly?

I’m going to do something foolish and assume that the people who can live in Jeff Bezos’ space future will not be the frontline workers of Amazon or Whole Foods.

So let’s give companies, especially large powerful ones, a clear benchmark – a blueprint. Let’s move the needle toward neutral to balance profit/power and people/planet. We can restore balance – just as nature does. If we hurt nature, we hurt ourselves. Do you know what else we hurt? People who could be our customers and employees in the future. And for what?

“Our whole economy is focused on growth and efficiency, and the stress and strain on the people at the bottom of the pyramid just doesn’t bear enough weight in that equation.” ~ Tim Bray

There are numerous pivotal topics surrounding Bray’s recent high-profile departure:

  • Economic inequity
  • The problem of making things more efficient while putting undue strain on front-line workers
  • Automation vs. preserving jobs
  • Worker protection laws in the US versus the rest of the world (the latter of which is apparently holding Amazon to higher standards)
  • A company’s responsibility to commit to reducing their carbon footprint
  • The people who take the most risk are the ones who ensure profit, so protect them

All of these are highly relevant topics I’d like to dig into with some depth in the future. For right now, I want to focus on this:

Bray’s resignation was not really about Amazon’s efforts (or lack thereof) to keep workers safe or protect the planet. It was about the firing of the whistleblowers. It was about the message that it sent to employees at Amazon and, really, everywhere, that your job is not safe if you speak up, particularly if you speak out against your company.

These are all things I would really like to know:

  • Could the activists have done a better job of recognizing the efforts already made? Could they have used better channels? Could they have still been successful if they’d have kept their efforts internal, and in turn, could that have saved their jobs?
  • Could Amazon have done a better job of communicating their intentions and efforts, which, like all companies, had to keep up with shifting and evolving guidelines?
  • Could Tim Bray, who used the “proper channels” to make known his complaints and concerns about the firing of whistleblowers have done something differently to influence another outcome?
  • Could the company have been clearer with the activists? Could they have created even more defined guidelines on how to raise and elevate shared concerns about environmental corporate policy?

I think it’s important for ALL of us to know the answers to these questions so that we can do better. Tim Bray – I know you are drowning in your inbox right now, but I’d really like to help you make your sacrifice be the ripple that creates waves of conscious change!

The last thing I want to do is put leaders’ jobs in jeopardy, especially in this economy, if they don’t know how to successfully influence positive change. At the same time, in any negotiation, you have to be willing to walk away, or you hold zero power.

I know there are not many people who would leave $1M on the table to protest wrongdoings. There aren’t many people who would leave $1M on the table to be able to look themselves in the mirror, but I’m looking for these people RIGHT NOW.

I’m looking for the highly employable leaders, who trust that if they can’t effectuate change using proven protocols for doing so, they will be able to find (or start) another company where they can thrive, spread their conscious leadership wings, succeed, earn a comfortable executive salary, and look themselves in the mirror each day. They will be able to look their kids and grandkids in the eyes and say with conviction that they are doing all they can!

So, who has guts like Tim Bray?

The Corporate Consciousness Ripple Blueprint is a yearlong personal and professional development program that focuses on expanding your power of intention and influence over self, team, and organization.

We promise – if you can’t create conscious change where you are after 18 weeks, we will help you land a new, better position where you can!

Is this you? Reach out today!

Big Balls

Provided to YouTube by Sony Music Entertainment Big Balls · AC/DC Dirty Deeds Done Dirt Cheap ℗ 1976 J. Albert & Son Pty Ltd Released on: 1976-12-17 Guitar, …

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days, 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. 

CYA Culture is Killing Competitiveness, Progress, and Engagement in Corporate America

Have you ever wondered how you could create ripples of change in the current corporate paradigm?

Facts:

  • People are sick of corporate initiatives with catchphrases that amount to nothing actually changing for the better.
  • There is a fundamental lack of trust in corporate leadership.
  • The resistance to change stifles progress and much-needed evolution. Some people have their invincibility cloak on, deflecting all change that might make their “baby” obsolete.
  • As more and more ideas get shut down, creativity is discouraged and stops.
  • High performance in many companies is a perception based on who earns the most praise, works on the most visible projects, receives the most pats on the back, and seems to be doing better than the next person, which suppresses willingness to bring awareness to the issues that need to be resolved.
  • In some companies, the default behavior is to insist everything is great, or else other departments will use your weakness to their advantage and make you the scapegoat for performance failures. This creates/reinforces silos! It breeds the attitude: “Let’s deal with this problem among ourselves vs. let’s get the best knowledge in the company working on this bottleneck” and stifles growth and productivity.
  • Even in a company that is fantastic about professional development and helping people get to the next level, the lack of space to be real about breakdowns prevents breakthroughs.

Then you have highly promoted leaders who have not adequately worked through their stuff to become more self-aware and emotionally intelligent. These leaders are motivated to make decisions that protect their status over doing the right thing.

This motivation is dangerous for everyone – it’s especially dangerous for the company! It opens up huge risk factors in terms of compliance while also damaging engagement, morale, and retention of true high performers who value making a real contribution toward progress and solutions.

In cases like this, true high performers may then be conditioned to believe that they’re so lucky to be part of a big picture where there is a lot of incentive to grow professionally. Meanwhile, unconscious leaders decide not to be authentic about issues (including personal issues that impact productivity) and look for scapegoats to deflect any potential negative attention.

A leader can only be as empathetic as they are aware.

Few people have had the experience of being able to be honest with their boss about why they lose motivation – if they are even aware of why themselves. Often, people suffer silently with these issues. They may recover and it may seem as though it was just a temporary slump, but the reasons for that slump don’t go away. Those reasons can manifest in other ways, influence decisions to act or not act, and keep people in a loop that they never escape in order to grow to the next level consciously, even if they still grow professionally.

It seems for the sake of job security and professional growth, as well as financial growth, whole workforces are willing to accept these conditions as business [politics] as usual.

And you know what…

There’s no sense trying to get buy-in from people who have been duped before.

Corporate America needs a complete overhaul, and it won’t happen overnight.

  1. Integrity has to be restored in a meaningful, authentic way.
  2. Individuals need enhanced self-awareness to know from what emotion and mental state they are making decisions.
  3. We need leaders who are willing to show their imperfections, build trust and rapport, and create the space that allows others to show their imperfections as well, promoting progress over perfection.

Companies who perpetuate the CYA culture are not as stable as they appear; they are covering up cracks all over the infrastructure that they are afraid to reveal. They are not providing anyone with genuine job security.

Have you overheard or even had these conversations?

“Why didn’t they listen to me?! We wouldn’t be in this mess if they had.”

Or…

“The executives are so out of touch with our customers’/front lines’ reality. They keep making decisions in a vacuum, and we all suffer because of it.”

Or…

“Everyone’s so busy covering their a**, I don’t know if or how anything is actually getting done.”

Do you want to know what usually happens next? These employees contact someone like me to help them find and nurture greener pastures… and they find them, though there simply are not enough of them for everyone.

It always bothered me to know that as I help these brilliant corporate climbers escape their situations, they were leaving casualties behind. Some of these companies are supposedly out to do big, important things in this world, and you’d think their standards of leadership would be higher.

While it may seem logical that the mass exodus from corporate America may be halted due to COVID-19, what we’ve seen in the previous national crisis of 9/11 is that people quit their jobs in record numbers because they realize what really matters – health, family, and being able to look at yourself in the mirror for the rest of your life.

Leaders right now are scared about their own job security. They’re also concerned about the productivity of their teams and losing talent.

What can you do about it?

Most people think there’s nothing they can do.

There is a dominant atmosphere of resignation that corporate politics and bureaucracy just goes along with being a corporate drone.

This feeling of resignation is dangerous. Right now, it is more evident than any other time in our human history that resignation enables the powers that stifle progress. Ego, self-preservation, and idle busyness keep us from working toward what CAN be achieved and what few have achieved.

“Let those who love peace be as organized as those who love war.”  – MLK, Jr.

What we need are pioneers willing to learn, apply, and teach a better way to lead – a corporate conscious leadership blueprint, if you will. We’ve got it! Our corporate leadership program has been 3 years in the making.

We need people who are starting to see clearly that correcting the course serves their kids more than complying with it for the sake of job security.

Where are you, my good leaders? Who is willing to work from the inside up and out to create ripples of change in the current corporate paradigm?

For those concerned about your job and your financial security – this is a valid concern.

That’s why there is a safety net built into this program.

You will likely find that your attempts to create ripples of consciousness at your job is met by resistance. In our program, you will be taught how to gracefully disarm this resistance. It will absolutely work magically in many situations, but not all.

You are up against some formidable, powerful systems that will feel threatened by any attempts of change. We will teach you how to implement a support team well before you take on these systems, and you will have a community of people in this program who will have your back!

Still, this is a long-game. If you find that where you are is just not the best place to spread your new conscious leadership wings, we’ll put you on a transition track. At any time, you can switch tracks so that we can professionally brand you and set up an efficient, highly effective career campaign that will put you not only on more stable ground financially in a company that is willing to invest in real solutions vs. Band-Aids, but you will also be blazing a much better trail for our youth to follow and replicate. Maybe, by the time they reach the corporate ladder, they’ll find that the heights of the top rungs are a less precarious place to be with a view worth climbing toward.

Message me at karen@epiccareering.com, or tag someone below in the comments section who has the courage to be a beacon of change and is an example for others to follow.

Miley Cyrus – The Climb (Official Music Video) (HQ)

The Climb is the brand new hit single from Miley Cyrus available on Hannah Montana: The Movie Soundtrack in stores March 24! Hannah Montana: The Movie only i…

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. 

The Dangers of the “Average of 5” Rule

I have learned profound wisdom from Jim Rohn, but one thing he taught, which many other coaches echo, is that we are the average of the five people with whom we spend the most time. The advice around this is to surround yourself with people who already have aspects of the life that you want for yourself to elevate your station in life.

One study confirmed that it’s not only the five people closest to you, but also the people who are close to them, and so on. The reason, they identified, was norms. “Your perception of what is… acceptable … and your behavior changes” according to what you see more regularly.

A few dangers could arise from following the “average of 5” rule too strictly. Let’s explore some of them.

On one hand, if you aspire to be a visionary entrepreneur, by all means, seek out opportunities to spend time among visionary entrepreneurs. Spending time with people who have achieved what you aspire to achieve is one great way to keep you motivated, and it serves as a pull rather than a push. It will also most likely shorten your path from current reality to achieving your desired reality if you can learn from them how to overcome challenges, navigate most successfully, and expand your sphere of influence to include people in theirs.

On the other hand, people use this “average of 5” rule to justify cutting poor or unambitious people out of your life. I do agree that, while very hard, it’s important for self-preservation to put distance between you and toxic people in your life – those who seem to intentionally make you feel bad, whether conscious or subconscious. However, we know it happens – some people make it big and forget where they came from. They lose touch with the struggles of everyday people. It’s why self-aware executives participate in the show Undercover Boss. Even if you don’t intend to, you can forget the reality of not having money, status, luxury items and vacations, etc.

Yet another problem is that sometimes people do get left behind, and you can’t make and keep any guarantees.

Sometimes naturally, just as a byproduct of growing and changing your lifestyle, things you once had in common with people shift. You can become people that no longer have the same struggles that originally bonded you. The bonds can weaken and you could become unrelatable to each other. Sometimes ego is in the way of someone else wanting more for you (e.g. why should you get what they don’t have). Other times, people will “punch holes” in your plans because they fear losing you. They fear you changing or they fear being left behind. In another possible scenario, they could genuinely believe that you’re more likely to fail than succeed, which is really a reflection of their norms, and they are trying to “save you” from getting hurt or disappointed.

When people get left behind, the divide can widen. Feelings of hurt can manifest as anger and resentment. One person can turn the rest of your old crew against you.

Now, on the bright side, people can just as easily become more likely to succeed because you do – the same way you are more likely to smoke or gain weight along with those closest to you. So it stands to reason that if you intend to follow this advice, and cut out or intentionally distance yourself from these people who are below your measure of achievement, then their chances of being positively impacted by your success is much less.

Another danger is falling into a new crowd that may elevate your pay or status, but denigrate your core values. If you are not mindful of keeping your norms aligned with your values, you may start to lose touch with your values and act in ways that start to seem acceptable, because more of your close contacts act in those ways, even if they are in direct conflict to what you had decided individually were your values. Think about the celebrity college scandal. Even in that illegal situation, one person allegedly involved couldn’t see what was wrong with it – everyone was doing it.

Still more dangerous is this “go get yours,” “rugged individualism,” “drop the baggage holding you down” mentality.  While we are fighting as a nation about how to deal with mass shootings, seeing how we put controls on guns without taking away freedoms, and knowing that mental illnesses are on the rise and also contribute. What to do about this seems to escape us, except to try to strip away the stigma so that we can get that conversation going. Leaving people behind can also be dangerous.

There is another way to look at this. As per my last blog about raising corporate consciousness, just as people can elevate so much further in income and status and become removed from their poorer or less ambitious connections, people can also evolve too far in consciousness and lose touch.

Not all of us will be monks or spiritual gurus and live a life detached from material things altogether. It seems so far fetched. Most of us will not risk our 9-5 jobs, healthcare, etc. to chase butterflies, so to speak. However, some people have found ways to live in which their lifestyles are provided for as a result of imparting their wisdom to a following or tribe. Though the average everyday person* can certainly glean wisdom from these teachers, there is too much dissonance from the current reality of a guru to the current reality of an everyday person for a guru to serve as a true model.

* Let’s define the everyday person as someone who works for someone else to generate their income, carries some debt, follows a budget out of necessity, and would need a loan for very large purchases. This person may have religious beliefs but is not necessarily living according to them at all moments. Life is challenging, and sometimes also very time-consuming. So much so that self-care, self-reflection, and spiritual practices are sacrificed.

We need people at various levels in the middle to serve as ladders, to stay relatable and somewhat in resonance with the lower levels to inspire them to elevate.

So, if you’ve heard this advice and it felt wrong to assess your friends and family’s worthiness of being close to you, honor those feelings. Do bring new people into your sphere of influence to help you elevate, but keep your hand outreached to those below. Not everyone will be willing to take your hand, especially if your rise has been less than gracious. However, work with the willing, and, based on the science backing up the “average of 5” rule, gradually more and more will elevate at their own pace.

Pearl Jam – You Are

Pearl Jam – “You Are” (Riot Act Album) unoficial video clip

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. 

Are You Getting the Optimal ROI on Your Wellness Plan? Checklist For You (Part 1)

This is part 1 of a 2-part article on Wellness Program ROI. Read Part 2.

85% of companies with 1000+ employees have wellness programs, mostly driven by an effort to contain healthcare costs and costs associated with lost productivity, absenteeism, and disengagement. However, a noted shortcoming, even of the most successful wellness programs, is adoption and consistent, long-term participation.

The average ROI for these programs is 6:1

3.27 ROI for medical costs and 2.73 on reduced absenteeism.

Doesn’t even take into account productivity and engagement that can be a tertiary benefit of wellness, nor further impacts on workplace safety, talent acquisition and retention, morale and community, also known as value on investment (VOI).

This is increasing all the time with better data and additional breakthroughs in

Below are components of successful wellness programs. Check how many you have:

  • Strong awareness and education, which usually requires heavily utilized internal communication channels
  • Cultures, policies, and environments that are consistent with wellness behaviors
  • Baseline evaluations tracking system, and regular progress assessments
  • Amenities on site, not just for fitness, but also meditation and hygiene
  • Group accountability and support without social pressure to engage
  • Reward-based vs. punitive incentivization, possibly even gamification
  • They have a dedicated administrator
  • Offer a variety of fitness and nutrition management options
  • Bottom line benefits are a byproduct, not the intention; the wellbeing of its people is the intention
  • It addresses the true keys to behavior change (habits and beliefs) and addresses the real reasons why people fall out, which can be a multitude of things, like life events, shame, and lack of desired or expected results
  • Holistic and integrative wellness that addresses all facets of wellbeing (Get our report, How Mindfulness Training Quickly Transforms Organizations here.)
    • Social
    • Emotional
    • Physical
    • Financial
    • Mental

Common reasons why wellness plans fall short of projected and/or optimal ROI include:

Lack of Awareness

On average, only 60% of employees are aware that their company has a wellness program.  It takes a concentrated and dedicated campaign to ensure that all employees are aware. It means that employees have to be reminded ongoingly. Managers also need to be trained and, often, policies adjusted.

This also aligns with the point that wellness programs need a dedicated leader and team, depending on the size of the organization, which adds expenses yet improves ROI, like any good investment. Many companies have appointed someone to lead wellness programs who still have to deliver on their primary role duties that are not wellness-related, like a Benefits Manager.

The effort has to be rolled out in collaboration with legal, marketing, human resources, finance, training and development, and potentially (ideally) vendors, coaches, and consultants. A wellness program leader needs ample time to communicate thoughtfully, as well as to assess status and progress thoroughly.  This leader also needs to be trusted and influential to coordinate all of the cultural, logistical and policy-based adjustments that may have to be made, as you’ll read below.

Also, if your employees have to report progress to someone who is a stakeholder in their performance, they may not feel safe being candid when a personal issue is interfering with wellness goals (and work.)

Low Participation

On average, 24% of employees participate and the ones most likely to participate already have active, healthy lifestyles. As organizations often find, inspiring people to voluntarily make hard changes is quite the challenge. Humans have a built-in survival-based resistance to change. Also, there’s no one silver bullet way to get a large population of people to want to change because we all have different drivers.

Few wellness programs include personalized coaching equipped not just to educate participants on the pragmatic steps of becoming healthier, but also to help each individual prospective participant identify what will inspire them to make and sustain changes in their behavior and lifestyle. Take into account all of the different REAL reasons why people veer off of wellness journeys and the real things that have been proven to augment physical health efforts.

Many learning and fitness programs have incorporated community due to the observation and a 2007 Harvard study that found that obesity is “contagious.” There is a belief, which seems to be supported by science, that people tend to be a product of the people with whom they surround themselves.

However, there are a lot of complex social intricacies that happen when one person tries to effectuate change in his or her own life. It can cause emotional, sometimes subconscious, negative reactions among a person’s social circle, including the social circle at work. Even when an individual makes a completely independent decision to change there can be social repercussions. Even when encouragement and peer pressure are absent, there can be adverse emotions. Encouragement is often perceived as pressure or shaming, even when the intention is pure, and cause even worse social backlash.

While participants can be coached in how to navigate these relationship complexities, the non-participants often remain unaware of their own resistance to change that can be spurred by someone close to them changing.  If there was a minimal coaching option, these employees could have someone there to help them recognize their resistance and emotion and make a more conscious decision versus letting resistance and emotion make the decisions for them.

The differences in how people come to change are frequently unacknowledged. Some people need data to buy into change. Some people need a compelling emotional outcome. Some will reject any idea that they feel is being imposed upon them. Some people will do something just because it’s the right thing to do and some tend to say yes to everyone else but themselves.  Each of these tendencies needs a different approach to encouraging new habits, and yet still people will change on their own time and terms.

Many companies institute smart policies on security that trains employees to protect corporate data, which promote this sense of distrust. Then employees are asked to share personal health, including mental health data, with a corporate or 3rd party resource.  The need to measure ROI is then communicated as more paramount than wellness. Some programs are all or nothing, and whether a person decides to commit or resist making lifestyle changes that could positively impact. Programs, therefore, need some flex to accommodate what a person is comfortable sharing and changing with the support that can help the person continue to build upon small changes.

The risk assessments and biometric screenings that employers offer can be perceived as an attempt to use fear to scare employees into change, but there are still a lot of people who would not act with that knowledge. In fact, it can make real change seem so unobtainable it can inspire resignation, denial and additional stress. They don’t have to be the only starting point. Already healthy employees are the ones more likely to participate.  Make it easy to start at 0 without having to confront an ugly starting point.

Encouraging employees to start with mindfulness and mini-meditations for stress relief, educating them with information on the scientific basis for it, can help employees start with something that requires little time and change, but lead to greater self-awareness. It is like a gateway drug for change. (Epic Careering is a specialist in Mindfulness, Mediation and Emotional Intelligence Training. Get our full report, How Mindfulness Training Quickly Transforms Organizations, here.)

More companies will find participation increase when obstacles of time and sacrifice are removed when there are flexible participation journeys offered, and when the stigma and relationship complexities of changing within social circles are alleviated from both sides with coaching.

Inherent Inhibitors

Some companies have programs that can’t be followed because actual work policies or facilities inhibit it. Whether it be the work hours, lack of showering facilities, lack of secure bike racks, or a cultural expectation that employees will work or meet during lunch. For example, employees can’t participate in walking Wednesdays if on Wednesdays their boss requires a report due after lunch. Some policies, like accrued sick time, will have more of your workforce in the office when they should be home.  It can keep them sick longer and spread the sickness to more of the workforce.

Some companies offer snacks as perks (or for cost) to employees, but they don’t necessarily qualify as healthy snacks. It may sound like a simple swap from unhealthy snacks to healthy snacks, but when you dig into how much is actually altered, it’s a bit easier to understand why such a simple change can cause resentment. Managers need the training to understand how to help employees vocalize and process even small changes, to reinforce leadership’s commitment to wellness without making employees feel dismissed.

Musculoskeletal issues are a primary reason for absenteeism and a real reason why many people veer off of physical fitness plans. Ergonomic workstations, standing desks, and FSAs (flex spending accounts) that employees can opt to allocate for proactive health efforts, such as chiropractic care, acupuncture, supplements, massage, will serve to augment efforts and reinforce the message that workforce wellness is a priority for the company’s leaders.

Don’t expect employees will be able to form work-based habits and regiments without accommodations to do so. Often companies don’t evaluate the logistical, procedural, and actual lifestyle challenges that keep so many people from making changes, whether a company sponsors and supports that change or not.  Creating lasting changes is already challenging enough; if companies really want their employees to enjoy significant improvements to their health, all policies and facilities need to be evaluated with the intention of eliminating any and all potential logistical, policy, or facility shortcomings. If the ROI of your wellness program is falling short of expectations, look here first.  When you want to level up your ROI, look here first. There is a lot that technology can do to help, and most of the capabilities that can help your company already has.

Next week I will be sharing Part 2 of the rest of this segment. Stay tuned!

The Pirates – “Mind Over Matter” (Temptations covering Nolan Strong)

Released in Sept. of 1962 This is The Pirates (aka THE TEMPTATIONS!) covering the Nolan Strong & the Diablos classic Detroit hit, “Mind Over Matter (I’m Gonna Make You Mine). Eddie Kendricks on lead vocals…

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

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

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, 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.

Job Security Now Through 2030

 

While some prospective clients come to me hoping I can help them land somewhere “stable,” another group come to me because they realize that their companies’ stability has become golden handcuffs, and has held them back from reaching their full potential.

Even if this was the time when you could graduate, land at a large company, work with them for 30 years and retire with a great nest egg saved up, it may not be in your or the world’s best interest.

Retention does not equal engagement, and now we know what disengagement costs companies (something around $400B+ in the US alone.) The pace at which companies need to innovate and evolve is exponentially faster than it was, and that is predicted to continue accelerating exponentially throughout the 21st century. Ray Kurzweil, developer of the Law of Accelerating Returns, proposed back in 1999 that in the 21st century we would in face experience 20,000 years of progress compared to centuries past.

Companies are already finding that by the time they roll out the technology in a large enterprise, it’s already outdated, or even obsolete.

Whew. Starting to feel anxious? It’s possibly because your brain would really love to protect you from all this change, but even it is operating on a default mode that in a much different day and age would have helped you survive, though today it can mean the opposite – in life and in career.

This Saturday, I spoke at The Jump Start Your Job Search event on how to create your own job security. There were really three major efforts that I outlined:

Branding: Being intentional about how you want to be regarded and building either a campaign, for active job seekers, or a broadcast plan, for those well on-boarded and looking ahead, around that.

High Performance: Leveraging neuroscience breakthroughs in human performance optimization to continually expand and develop by creating habits of mini-practices that enhance critical thinking, creativity, intuition, emotional intelligence, resilience, and even health.

Personal and Professional Development: Rather than relying on your company to invest in your development, own it by consistently assessing your desired growth trajectory, studying the market, acquiring new skills, enhancing your self-awareness, and consuming and creating in equal proportions.

My proven hypothesis – Doing all three of these on a consistent basis, dedicating at least 10% of your budgeted time and money to them, will shift your career management from being exertive and exhausting to management and magnetic, thus leading to sustainable job security.

Caveat: I cannot promise you that the role that you want and/or have right now will be stable in the future. That’s because 85% of the jobs that will exist in 2030 don’t even exist right now.

However, by doing as advised above, you will become a master of adapting and evolving, reinventing yourself, and staying viable and valuable into the future, however it may be.

 

Fleetwood Mac – Don’t Stop (Official Music Video)

You’re watching the official music video for Fleetwood Mac – “Don’t Stop” from the 1977 album “Rumours”. The new Fleetwood Mac collection ’50 Years – Don’t Stop’ is available now. Get your copy here https://lnk.to/FM50 and check out North American tour dates below to see if the band is coming to a town near you.

 

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.

Difference Between Excuses and Obstacles

 

My oldest daughter, Daisy (8), is very bright and pretty strong for a string bean, so when she gives me excuses as to why things aren’t done, it’s really hard to except them. Usually, I push back telling her that I’m confident that she can solve the problem and get the job done, whatever the job is.  When she is forced to come up with a solution and finish the job, because it’s not getting done for her, she does find ways to solve the problem. Often she’s so proud of how she solved the problem she forgot that she didn’t want to do the job in the first place.  I really wouldn’t be doing her any favors by doing everything for her. It’s not my job; my job is to help her become a self-sufficient adult.

When she starts to complain that she can’t do something, she gets in trouble, because “can’t” is not a word I allow in my house. It’s always “I don’t know how yet.” I don’t know when she’ll learn, but if it’s the only thing I teacher, she will learn to know the difference between an excuse, an empowered choice, and an obstacle.

Excuses don’t serve anyone.

As we’re going into the third week in January, many people find that their resolve starts diminishing while others notice some desired improvements and that changes are easier this week than they were last week. It’s make or break time for your new habits, and I want to share something that will make you more self-aware of when you might sabotage yourself so that you can overcome what makes 80% of people fail at keeping new years resolutions.

This year will be different for you!

How Elrod, author of The Miracle Morning, breaks out the stages habit forming as such –

Unbearable >>  Uncomfortable >> Unstoppable

During all of those stages, however, life happens. Until a habit is an automatic, unconscious choice, we have to constantly make decisions to follow through. Our brain doesn’t like change and constantly tries to help us get out of it. We have to be aware of this if we are going to override it. Pay attention to your self-talk during these decisive moments. You may just notice a pattern that has stopped you multiple times throughout your life, which gives you the potential for tremendous breakthroughs in every area of your life. Keeping a journal is a great way to track, measure and improve how frequently this self-talk interferes with keeping long-term goals.

When you notice this, start to reverse the self-talk in support of the long-term goal.

For instance, one thing I’ve noticed I have said in those moments:

“You deserve a treat. Don’t deprive yourself.”

But I also deserve to be happy and healthy, and if I’m not currently happy or healthy and the short-term desire doesn’t offer me long-term health or happiness, it isn’t offering me the SUCCESS I deserve.

I am not saying that I should deprive myself all the time, but the more I notice this thought and decide that I will delay gratification and treat myself in a way that will still enable me to keep on track, the less frequently I will give in to this self-talk.

Keep the long-term desire as visible as you can. Write it down or print out visual queues and post them where you are sure to see them frequently. It will be easier to keep your brain motivated toward the long-term goal versus whatever you think you want in the moment. You are 1.2 – 1.4 times more likely to achieve your goals if you do this.

Some things we have to legitimately prioritize higher than our goals and take care of, such as health emergencies. It’s not an excuse it is an empowering choice. Still, I know from my own personal experience that in the midst of goals in life challenges to achieving those goals, I probably gave up too soon on too many. That is not an empowering feeling.

A question I now ask myself and my daughter if I feel that I have to choose between an urgent priority and a long-term goal is, “Did I try everything? Is there a way to do both?”

For instance, my daughters and I came down with a chest cold last week, the second week I should have been back on my walking schedule after winter break. Usually, I walk the kids to school at least 4 out of 5 days and on 3 of those days do an extended 5K walk back home. It’s winter, but it was REALLY winter last week – windy and cold. I made an empowered choice to drive in the morning and afternoon. That could have been an excuse to not exercise at all. I even looked it up on google “Can you exercise with a chest cold?” What I found was that exercise in moderation is really good at helping to break up chest congestion. So, I did a dance class Monday and some yoga with resistance and basketball Friday.  Those days in between I just needed extra sleep. I did what I could, though.

If I had learned that exercising with a chest cold is bad, I would have made an empowering choice to rest.

Today, I’m back on my walking schedule. It actually feels harder to restart a goal than to start it in the first place, as Gretchen Rubin points out in Better Than Before.  It’s probably because you are more discouraged this time knowing how life got you off track, but if you can fight through to start again and keep up progress, you are more likely to get back on track in the future and reach your long-term goals.

In fact, if you can accept from the get-go that you will be able to roll with whatever life throws you and get back on track when challenges occur you will be less likely to see them as discouraging. And, had I not exercised in spite of not walking, my self-confidence and self-talk would make it that much harder to get back on track, because the problem would have been me – not my chest cold or the weather.

If the available data turns up no potential solutions, you are at an impasse – an obstacle. Don’t let the word fool you, though. Obstacles are almost always not permanent and new data and new solutions still may be possible. This may be when you ask for help from an expert, but you have to pick an expert who understands the nature of your particular obstacle.

For instance, if your parental responsibilities keep interfering with your ability to keep commitments to yourself around your goals, you need someone who has successfully navigated parenthood AND reached the other side. Furthermore, if you are a single parent, getting advice from a parent with a partner will not sound credible to you.

If your resolutions are career-oriented and you have any of the following challenges or obstacles, I can help you exponentially increase your chances of achieving your 2019 goals – set up a consultation:

On the job (Schedule a consultation):

  • Teams that resist change
  • Drama and lack of collaboration
  • High turnover
  • Frequent sick time
  • Lack of creative solutions
  • High disengagement/low productivity
  • Not attracting high caliber talent

In job transition (Schedule a consultation):

  • Unclear goals
  • Lack of results for time invested
  • Lack of responses
  • Always the runner up
  • Hate job seeking
  • Difficulty getting motivated
  • Not knowing what to do each day

Best wishes for an extraordinary 2019!

I get knocked down (Chumbawamba – Tubthumping)

( ͡° ͜ʖ ͡°)( ͡° ͜ʖ ͡°)( ͡° ͜ʖ ͡°)

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

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

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

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