Work/Life

New Meanings to “Never Forget” 9/11 for Younger Generations…and Me

9-11 WTC Memorial

9/11 impacted me more this year than last, thanks to my students.

You might think that 18 years later the impact of an event like 9/11 would fade. Actually, I realized in reflection this year that the trajectory of my life shifted significantly because of that day.

As I was planning this semester’s coursework and assignments, I saw that I had class on 9/11, and I didn’t think much about it. Even the weekend before when I saw that 9/11 was Wednesday, I made what seemed like an insignificant mental note and refocused on my to-do list.

On most days my to-do list feels like a bunch of obligations I feel compelled to take care of, and the sense of responsibility outweighs pride and joy I might otherwise take in my to-dos.

Class starts with 10-15 minutes of a mindfulness and/or self-awareness journaling exercise. When I lined up each exercise with each class during the summer, I was mostly thinking of progression and pairing with class topics.

On my way to class that morning the DJs on the radio were recalling where they were when they heard the news. The female DJ shared that her mom woke her up that morning and told her to turn on the news. She was annoyed. But once she realized the severity of the situation, she felt awful for being annoyed by her mom calling.

She was in college at the time and went to class, because she didn’t know what else to do. She tried carrying on as though things were normal, but they were not. The professor told her to go home, call her mom. Then another student showed up and she told that student to do the same thing. “No one knows what to do right now.”

I had thought that I would let the day slide by without mentioning it, until I was on my way to class listening to the DJs recall their thoughts and emotions, forcing me to recall mine.

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No one knew what this meant, if we would ever feel safe again, or if we were just watching the beginning of the end of life as we know it. We knew that civilians and first responders were dying in scary and awful ways.

Many of us thought about people we knew living or working in New York City, or those we knew were supposed to fly somewhere that day. My brother was flying to the west coast that day. I was frantic until I heard from him that his flight was grounded in Pittsburgh. I was at work.

I was a young professional, finally having found my path in recruiting, eager to get to the next level and interface with client and candidates. It was taking too long. I was starting to get bored. I was wishing for change, and asking for change, but I wasn’t doing much more about it, like looking for a different job.

I loved my boss and the other women in my office. I was sure I would eventually learn new skills from them if I stuck it out, but I was more excited by my lunch break run than by the work I was doing.

Then one seemingly average, beautiful day, a call came in. It was the managing director’s parents. I heard her voice sounding shocked. My first thought was that something terrible had happened to one of her parents, but then she came in shaking with tears in her eyes and told us that a plane just crashed into the World Trade Center, and they think it was on purpose.

I can hardly remember what happened next. I know that we had dropped everything to search for news online. I might have found a live stream. The managing director went out to buy a TV to bring it into the office.

I had been working on a call list of management consultants in the DC area at that moment. There was no chance I would be reaching anyone now.

I know I called my brother. I called my mom, dad, and boyfriend.

Another plane hit. We knew for certain now it was a terroristic attack. Fear and shock left us bewildered.

What do we do? What can we do?

By 11 AM we were told that we could go home if we wanted. I didn’t want to be alone. I didn’t want to take my run in a national park. Who knew what kind of targets they had. Eventually, I went home and tried to process what was going on.

Returning to work felt strange. I had called candidates who were working on the exact floors where one plane hit. How could work ever seem important again for me or them?

There was a universal sentiment – what we thought was important may not be that important.Everyone thought twice about what they were doing with their time. Everyone assessed what was really most important in their lives.

Armed Forces enrollment spiked, as did people quitting their jobs, even in the midst of impending economical impacts of which we could not yet predict the severity.

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By the time I got to campus, I was in tears struggling to compose myself. I thought for sure that I should make mention to my students of such a significant day in our country’s history, but also wondered how I could keep from ugly crying, which I felt like doing at the time.

As class begun, I assessed my composure and decided I would introduce that day’s journal exercise by talking about 9-11, and it wasn’t until I spoke that the synchronicity of the events, to me being there with them in that moment, and what I was dedicating my career to doing, and the journal entry clicked. And the tears came, but I didn’t fight them.

This particular day I challenged the students to think about Brules that they were following – BS rules made up by someone else about how to be successful and happy that aren’t authentic or in alignment with what would really make them successful and happy.

I told them how a good percentage of my clients come to me after or in the middle of successful careers because something is missing – some joy, some impact, some contribution that hasn’t made the time that they spent building their career as meaningful as they thought it was at one time. I urged them to make sure they were defining their own happiness and success. What they were learning would help them make sure that at any point in the future they can reinvent themselves and their definition of success.

These students were just kids when 9/11 happened. Some of them may have no memory of it because they were too small, and the older ones probably weren’t old enough to be told the truth of what had happened. Surely, at some point as they got older, they learned about these events from a 3rd party observational perspective.

Today, though, I wanted them to tune into that universal sentiment – If it all, life as we know it, our financial model, our sense of safety and responsibility, changed today, what would really be important for you to do with your time? What beliefs that you adopted from others could you let go of now and replace with what serves you and your own definitions of success and happiness?

My mission of making work a worthwhile way to spend time away from what’s really important was solidified by 9/11 the day and the aftermath – the recession, my layoff, my struggle to land meaningful work again, my realization that I no longer wanted to reject candidates, I wanted to help them.

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Fast-forward four years…

I was only 27 when I started Epic Careering. Credibility was something I had to fight to establish, but I knew that I didn’t want to waste another year making a handful of placements while hundreds to thousands of candidates stayed stuck and disempowered.

I knew that, like my parents, there were working parents everywhere coming home exhausted, overworked, and stressed out, wanting to have the energy to engage at home, but needing to disengage just to recover.

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Even the best work is going to present challenges. Innovation and progress can’t happen without those challenges. However, if people are going to spend their time away from their families and loved ones, at least that time can be meaningful, fulfilling, and well compensated.

If 9/11 hadn’t happened, I would probably not have been laid off, and I may not have had the personal experience of long-term unemployment that made me understand and help people through the emotions of that experience. In fact, I may continued to go through the motions of a job I was growing bored of, waiting for a chance to learn and do something more.

And if it hadn’t happened:

  • Would I still feel called to this mission?
  • Would I have gained such insights about what great talent craves if I had not gotten to know them as clients, only candidates?
  • Would I be consulting to companies on how to be better employers for sustainable, conscious growth?
  • Would I be teaching emerging students how to navigate the job market and become conscious leaders?
  • Would I volunteer my time to nurturing young entrepreneurs in an effort to spark future economic growth and innovation?

Likely not.

My to-do lists are mostly things that I GET to do in support of my mission. I am seeing that now more clearly, and I am grateful that my time, my energy, and my efforts are making a difference that is meaningful to me and others.

Coincidentally, my students were awesome at sharing their realizations. They went deep. They brought their emotions to the surface, and learned that this was okay.

I hope for them now 9/11, a day when too many tragically died, has birthed new vision of how they can apply what they are learning in college to craft careers that make the world a better place and work a better way to spend their time.

This blog is dedicated to my students, Cabrini COM Cavaliers, social justice warriors!

 

Van Halen – Right Now HD.flv

one of the best videos eveR……..wud remain true for any decade i guess

 

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. 

Networking 101 for the Network-Disabled: 9 Places to Find Networking Events for Beginners

Last week I shared that I was painfully friend-disabled in grade school and explained how I expanded my horizons and developed greater self-awareness and self-confidence.  These were lessons I carried with me to college, where I continued to be involved in various kinds of on and off-campus communities.

However, upon graduating I moved to the Jersey shore for a guy and my social circle was essentially his social circle.  I was working as a temp full-time, which created challenges in deepening my relationships with co-workers, and then also worked part-time several nights a week and weekends at a radio station. Time to expand my horizons into new communities was limited and I fell out of the habit. When the relationship started to deteriorate I tried living more independently. I moved into an apartment with a few strangers who were in very different stages of life than me when I was 21 years old. The woman who sublet to me, Denise, was 35-years old, one of my roommates, Frank, was 38-years old, and another, Jimmy, was 47 years old.  I imagine most readers would relate more to my roommates than me. Imagine living with the millennial at work. Now imagine that millennial was in an high-drama relationship.  The more my roommates tried to impart wisdom, the more I resisted. In the end, making new friends like the ones I had, failed. After a year in New Jersey, I made zero long-term friends. When the 6-month temp assignment ended I decided it was time to move back home, change careers, and end the relationship.

When I got back home I landed a job where they provided excellent sales and management training, but required you to work long days and cut people out of your life who were “neggin you out,” or being negative about the prospects of success in that job, which was commission-only. It was cultish. I reconnected with my old friend groups and fell out of the habit, and even awareness, of expanding my horizons and integrating with new groups…until years later when I was a junior IT recruiter and was advised to start networking.

It was like I forgot how to do this. I started by asking my co-workers where to network. They pointed me to some professional tech groups. One focused on individuals in tech and the other was a corporate membership base.   At the first meeting, I was asked to stand and give a 30-second commercial.  I spent the first half-hour terrified, trying to think of the perfect thing to say only to stumble and shake through it. People were friendly and forgiving though. I realized after a few events that people who go to these events WANT to meet other people, for the most part, and will either approach you or be approachable.

It’s okay to not jump in headfirst, instead dip your toes in the water and gradually expand your comfort zone. You’ll be less likely to procrastinate or put off networking if you do this.

There are several different events that you can participate in, including industry events, role-based events, geographically-based events, mission-oriented events, special interest events, culture-specific events, gender-specific events, and general events.

Source 1: Brainstorm

Have you ever used a brainstorming map? There are multiple tools available that will help you do this (we included one used to identify networking communities with our Dream Job Breakthrough System.)

Remember the song: Who are the people in your neighborhood? The people that you meet each day? With a piece of paper or the computer in front of you (using one of the many brainstorming tools available as an option) record the various communities of which you are a member.

Some of these people could include, your family, a group of friends, people you know through school, jobs, activities/hobbies, friends of other friends, your neighborhood, your town, civic groups, your kids’ or parents’ connections, etc. Highlight groups that have their own events, then highlight in a different color communities that don’t have organized gatherings, but that you would attend events if there were events.

Then make another list of interests, hobbies, causes, and topics close to your heart, whether you actively engage in them currently or not. Highlight the items in this list as you did before. You may need to do some research to determine if they do, indeed, have events. Future steps will help you with that.

Level-up tip:

Keep networking options open to include activities and topics that you enjoy. Statistics show most leads come from networking with contacts who are not necessarily in the same industry or profession, but rather who are people you connect with on a personal level. The key is knowing how to leverage the opportunity to share your professional goals and values. This is a naturally evolving subject once rapport is established. Future blogs will go into more detail.

 Source 2: Ask your co-workers, former co-workers, and friends in your industry/profession where they network

If you attend an event with someone, don’t stay attached to them, instead, work in partnership. Tell each other who you are there to meet and work as a partnership to find each other referrals. In fact, asking questions is not just easier than talking about yourself when you’re new to networking, but it’s a superior way to add value to your network.

Level-up tip:

Ask everyone you meet who they are there to meet, and proactively try to make connections for those you meet as well. After you spend a short amount of time learning from each other what you’re up to professionally, telling them you will send people their way if you find someone is a great, polite way to punctuate a networking conversation – I have found that to be the most awkward networking moment.

Source 3: Google it

This seems so obvious, but clients and students have been unclear with what keywords to use to find events. There are different types of events you can choose to attend, but it’s good to start with the one that feels less intimidating.

This is where the brainstorming map and the lists of events can be of assistance. The first criteria is location, meaning where you want to generate opportunities. If you plan on relocating, you’ll want to compile a list of events and discover when the best ones overlap in a time span so that you can plan your travel.  Traveling close to home is preferred for most people, but if your mission is to expand your horizons and you live in a small town, you may need to expand your geographic search to your county or several surrounding counties. Then add keywords related to your current or desired industry, profession/role, hobbies, causes, interests, topics, etc.

Level-up tip:

Boolean searches can help you search by multiple zip codes, but you may just find it easier to look for sites that aggregate events. EventUpon is such a site. EventUpon aggregates from other event posting sites, such as MeetUp and EventBrite, and from organizations, which I’ll talk about next.

 Source 4: EventUpon

If you have a free day and are looking to fill up your calendar space with an event, EventUpon is a great tool. You can also integrate with various calendar and scheduling apps you may already use.  If you have a favorite event venue, you may also be able to set up an alert for their events. I have found a few bugs with the geographic filters on Safari, which don’t appear right now to let you set a certain mile radius around a zip code, though it looks as though this feature was intended.

Level-up tip:

Like a job board, you can set up agents that will alert you to ongoing networking opportunities fitting your criteria.

Source 5: MeetUp

MeetUp has become a very popular site for many professional organizations with various chapters and subgroups that meet in-person, though it does support virtual events, such as webinars, as well. It’s also great for people with eclectic interests and hobbies. You might think you have alternative tastes until you search for groups related to them and find other people are organizing around the same topic.

Again, this is not just for professional interests. I am in groups related to mindset, books, animals, adventure, sports, side hustles, health, etc.  You usually have to join a group to see their event calendar, and many groups ask you to fill out some bio information, however, this is based on group admin preferences. Joining a group doesn’t necessarily obligate you to attend a meeting, but I have found some group admins are strict about their members attending or engaging and they may drop you if you fail to attend an event or if you RSVP to events with attendee limits and do not show up, for obvious reasons.

Some events are free, but the groups are not free to run and neither are events, so some will have paid events or promote donating to subsidize costs.

Level-up tip:

If you search for something and find that there is no actively running group right now, but it may tell you how many other people in your area have searched for the same thing. If you feel strongly about the subject, you might decide to set up a group yourself. LinkedIn’s group feature is a good option for this, however, there is a fee to running a LinkedIn group, which is currently $15/month. If you can afford this, try organizing your own group. You would have to think about where to meet, what kind of people you want to attract and the content that would attract those people, and the format of your meetings. You’ll also have to think about how to manage and maintain quality engagement in your community and how to deal with people who violate the safety and respect of your community.

Source 6: LinkedIn

Unlike Facebook, which has an event feature (and is another way to look for events), finding events on LinkedIn is trickier. You have to first search for organizations and event organizers, follow them, and stay on top of your home feed and notifications. You can crowdsource information there by using your status update to ask your network for advice on worthwhile events to attend.

Groups are one of the most powerful LinkedIn features, but not all groups enjoy high engagement and value. Look at profiles of people who have achieved what you aspire to achieve and see what groups they are in. Do this by scrolling all the way to the bottom where it shows interests and click “See All.” Links to groups will be found in a tab at the top of the window.

Level-up tip:

Help them help you by letting them know what you hope to get out of these events – the kinds of opportunities you want to generate, the kinds of people you want to meet, and the kinds of things you want to learn. It’s more haphazard, but doing this will also help you stay top of your connections and may generate additional engagement, leading to greater rapport and synergy.

Source 7: FaceBook Groups and Events

If you are on Facebook, you may only think about personal connections. You may even want to keep your personal and professional circles separate. That’s a personal choice you are free to make, however, it does limit your potential to generate opportunities. Assuming you want to cross-pollenate your spheres of influence, maximize opportunities, and find events that will be more comfortable, maybe even fun, you will search three places: Groups, Pages, and Events.

Groups may be closed, private, or open. Closed means an admin has to approve you. Private means it won’t show up in a search – you have to be invited. Open means anyone can join by clicking a button. Due to the nature of social media exchanges these days, most groups I engage in are closed or private. Here you can also look for professional, geographic, or special interest topics.

You can search for events, which I recommend if you happen to have a particular open spot on your calendar and you want to see what is happening at that particular time.

It’s difficult to hear people at certain kinds of events, particularly listening-room type music or movies. Go, but don’t expect to get much networking done. Find events where there are more interactive activities, such as art shows and community fairs.

Level-up tip:

See which of your friend have either said they were going to an event or are interested in going. Touch base and let them know that you’re hoping to meet new people and generate opportunities, but would like a buddy to network with.

Source 8: EventBrite

Many organizations use EventBrite for the ease of ticketing, payment integration, and social media sharing.  It automates confirmations and has other features, but it also has good searching capabilities, as it has a full list of events by categories which you can search through. Try searching through all categories that align with your interests, not just the professional ones.

You can also search for events that are free versus paid, in case you have a low budget for networking.

Level-up tip:

Still search for paid events, even if you have a low or no budget. You can contact the organizer and offer to volunteer in lieu of the attendance fee. You may not be able to get all the content of that event as a volunteer, but you have an elevated position of visibility to the attendees and the organizers. It gives you the chance to demonstrate how you add value, rather than just telling people how you add value, which can generate better opportunity

Source 9: Business Journals

Business Journals have directories and lists of companies, organizations, etc that hold and promote events. There are a lot of great ways to get value from a subscription to your closest city’s business journal.  However, you don’t have to have a paid subscription, you can just sign up for a daily or weekly digest and get notifications about events.  Some of these events can be pricey, so you may want to find out who in your network works for a company that is investing in a table, and then see if the company has an open seat, or tell them that you’d like to go in case someone can’t go at the last minute. These events will put you right in the middle of people who are game-changers or movers and shakers in business. Unless you go and talk to no one, it would be hard to not gain value from attending.

 Level-up tip:

When Business Journals announce award winners, grants, or fundraiser winners, use LinkedIn to send the person a congratulatory message and invitation to connect. Let them know that you’d like to learn how you can help them get the most traction from the publicity and invite them to a brief call or coffee. If someone is being honored at an event, contact them ahead of time and ask them if they’d like to meet before or after. You may also check out the corporate sponsors and speakers to do the same.

Once you get the hang of navigating networking events, you may also want to look into industry conferences at your local Chambers of Commerce, Rotary Clubs, Toastmasters International chapters, or Business Networking International chapters (for business owners or sales representatives), and more.

Next week we’ll talk about how to best prepare for a networking event so that you can show up as your best self and leverage it optimally.

The Chi-lites “Have you seen her”

Donate BTC: 16HVaDadQCvXM1wchMBWrTTgbWJ6HjUjdr ETH: 0xee47136d1178D26a198D5f80425bD946aCEA99e4

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.

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.

When Is Self-Care Over-Indulgent?

 

I promote self-care a lot because I know that science supports it.  Stress in the workplace contributes to major chronic illnesses responsible for most early health-related deaths. It’s also a high cause of absenteeism. Self-care CAN be a way to manage stress.

However, since I teach generation Z and Millennials and work with Generation X through baby boomers, the chasm in understanding of the role of self-care and reasonable limits to self-care during work hours is vast and causing a lot of conflicts in today’s workplace, which has never had so many generations before.

Millennials have been accused of having a sense of entitlement. One of my current students, a millennial, even admitted that their reputation is earned.  However, the workplace also has much different expectations than when the generations before them entered the workforce. For the most part, there was a finite beginning and end to the workday. However, since internet and cell phone connectivity have enabled people to work remotely, the delineation between work hours and personal hours has been blurred. In some family-friendly companies, the employees who are parents enjoy more flexibility in their schedule, but the single employees are sometimes expected to pick up the slack.

How do we create boundaries around self-care that don’t cause drama that threatens collaboration and productivity? How does a company decide what is fair, enough, and truly restorative?

Firstly, it’s unrealistic and refuted by science to assume that people will fulfill all of their self-care needs at home. Brain fatigue starts to set in after just a few minutes of concentration. One or two 30-second breaks per hour to do something pleasurable is sufficient to restore the brain. Yawning and stretching (very slowly) are highly restorative exercises. This is a great time for mindfulness, like being present and still. The best part about mindfulness is that employees will start to become more and more self-aware and emotionally intelligent, and will naturally consider the impact of their self-care regimen on others.

Self-care does not have to consume a lot of time, in fact, less than a minute. But people misunderstand self-care and engage in activities that actually contribute to mental exhaustion, like social media, “venting,” and personal errands.

Even some fitness activities can be draining rather than restorative. It only takes 10 minutes to increase oxygen to your brain. There is some science that suggests that endurance training can make you more resistant to fatigue, but that doesn’t mean employers can allow employees to run a marathon during work hours.

If we follow a model that our country’s laws were designed around, your rights end where another’s begin.  Because emotional intelligence does not fully develop until the 3rd decade of life, usually well into a person’s career, most entry-level workers have blind spots around how their self-care impacts others, and they need to be coached here. They also have developed habits, especially social media, that can lead to greater distractibility and more frequent mental fatigue, which leads to more mistakes and less accountability.

In my career prep course, as well as in my coaching practice, I work with my students on defining who they want to be at work, what reputation they want to build, and how to brand themselves and deliver on that brand for optimal career growth. They are taught the neuroscience of mindfulness and are guided in making it a life-long habit.

My firm, Epic Careering, offers coaching to companies that achieve the same results, and as a byproduct employees spend less time in drama, less time in self-indulgent non-self-care, and more time cooperating, collaborating, and producing.

Schedule a consultation today and catalyze the growth of your employees’ potential tomorrow.

Bachman Turner Overdrive – LOOKIN’ OUT FOR NO.1

Bachman Turner Overdrive – LOOKIN’ OUT FOR NO.1

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.

If You’re Robbing Yourself of Fun and Self-Care During Your Job Search, You’re robbing Yourself of Results (Prescription Within!)

 

When I was out of work for 10 months after 9/11, I was not only in between jobs but also in between living arrangements. I wasn’t officially a roommate to my boyfriend (now husband) and his roommate since I was not paying rent, and I could not continue to live with my bachelor father, because some things you can’t unsee.

I had moved back in with my dad after leaving a cheating boyfriend at the age of 21, met my husband four months later, and was laid off six months into our relationship.

I had student loans to pay and some credit card debt that I’d accrued while searching for my first job after college. I had also finally bought a brand new car, a Saturn SL2, after being stranded one too many times on the side of the road with a broken down car, so I had a car payment as well.

After being informed that cleaning and tidying were insufficient forms of rent, and if he (the roommate) were me he wouldn’t be doing pilates at 3 PM or hiking in the middle of the day, but hitting the pavement.  I felt added pressure to spend all my time either working doing anything so as not to be home when he was home, but also not spending my time on self-care. I walked to a business within walking distance, since gas was a luxury I couldn’t always afford, and worked for minimum wage doing menial tasks while neglecting self-care. My depression worsened, and interview anxiety manifested, whereas I’d never had interview anxiety before.

As an employee, I was known to be sharp, intelligent, forward-thinking, and organized. As an unemployed sponge, I was now considered a burden, a leech, and essentially useless. Even though some friends were helping me out, giving me referrals for jobs, I was not making them look good at all. I was showing up as the unemployed sponge, not the confident, value-adding, trend-setting, technology-savvy people person.

After the business down the street told me their business slump meant my minimum wage job was no longer, I went back to taking care of myself. Neglecting myself wasn’t working; it was backfiring. So was doing work well below my capacity and potential. Something else I realized – my husband and his roommate didn’t know how to land a corporate job. Hitting the pavement was not producing jobs that would position me to pay my bills and rent and sending online application after online application left me powerless and dejected. I had to go back to my network, which I avoided when I was depressed and doing demeaning work. I had to show up as the person who would add value

I went back to pilates and hiking regularly. I spent my transition time finding out who my network knew (this was before LinkedIn). I shifted my criteria to target GROWTH opportunities that required a college degree, whether in recruiting or not, and challenged myself to find ways to have fun that didn’t require spending a lot of (or any) money so I could remember why people wanted to be around me.

I landed, finally, and then was laid off again three months later, but landed again five weeks later, and then was promoted three months after that. I knew that eventually, I would teach people what I learned about making a job search effective AND fun, and how essential both are.

Nearly 16 years later, here I am with 13 years of experience doing just that under my belt and when my clients express to me that their emotions and thoughts are getting the best of them, I prescribe them fun and self-care. Now, after years of studying human performance optimization and neuroscience, I have an even better understanding of exactly why fun and self-care are essential to job search success.

Do you remember learning about Pavlov’s dog?  Reinforcement is key to learning positive behaviors and making them habits. Reward yourself for engaging in job search activities that are effective, but perhaps stretch your comfort zone, like attending networking events, asking your friends and contacts for introductions, inviting hiring managers to speak or meet, and calling to follow up. The more you associate these activities with a reward, the more motivated you will feel to do them.

And, once you get results this way, the shot of endorphins will further compel you to want to repeat them.

Make sure your self-care routine incorporates exercise AND restoration. Exercise is not just healthy for your body, but also has proven clinical impacts on your mental state, helps you feel more confident, and increases oxygen to your brain to make you smarter! Restoration and recuperation is key to preventing physical fatigue and brain fatigue, both of which can negatively impact your performance and mood. Making time for stillness and reflection is essential to seeing where and how you can improve as a human being, teammate, and as a performer.

To take this all a level up, identify and engage in activities that put you in the flow. The more you can put yourself in a state of flow, the better you intuitively, swiftly solve problems and make decisions. For me, being in the woods or out on the water, coloring, making crafts with flowers and plants, swimming in the ocean, sitting in my hot tub, dancing to live music, attending development-related classes and webinars, watching sports, and yoga put me in a flow state.

Make a list of activities that make you feel like you’re in the flow, and set time aside on your calendar each week for these. Steven Kotler, NY Times best-selling author on the subject of flow, recommends at least 15% of your time be allocated for this each week.

Also, don’t avoid people because you fear their judgment. Isolation is a confidence killer and anxiety inducer.  Invite the people who know and appreciate the “real you” to spend time with you at least once a week. There are plenty of things that you can do that don’t require spending money, such as a game of catch, card and board game potlucks, picnics, and gathering to watch your favorite show or team. Keep up your team skills while in transition. You can even invite them to volunteer with you.

Having trouble justifying this to the stakeholders in your job search? Tell them it is a prescription, professor’s orders, and show them this:

 

If you want additional emotional support and guidance (not just advice, which I give freely here) on how to spend your days to optimize your performance and results, schedule a free consultation.

Put The Lime In The Coconut

AND SHAKE IT ALL UP!!!!!!!!!!!!!!!!!!!!!

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.

We Are In Big Trouble If Leaders Don’t Start Doing This

Reflections

How do we shift from a world where rampant mental illness pushes people to the limits of their humanity to a world where we take good care of one another?

Could it be as simple as breathing??

Letting go?

Healing?

Processing?

Allowing?

Surrendering?

Choosing happiness?

Self-reflection may be simple, but it’s not easy.

I cherish my time for self-reflection. Without it, I tend to stay in a stressful loop. In a moment I might start to go down a rabbit hole, thinking about an interaction that I had or have to have. Without time to process these thoughts fully, they just stay in a loop.

There is something I am supposed to get from these repeating thoughts, which is why my brain keeps showing me it. I need to reveal it’s meaning, process my emotions about it, and then put it behind me as completed. If not, my energy gets sapped. I find it hard to focus and all tasks take longer. I may even procrastinate or escape into TV or social media. Still that thought loops.

It’s like when you are running late for something and you keep going back to your house for different things you forgot and it just gets later and later. Ever do that? Be in such a rush that you forget important things and it causes you to be even later?

I notice that if tasks and obligations, including my cherished kids and clients, keep me from giving these thoughts my full attention for a while, I start to resent them. I get short tempered. I set up boundaries to protect myself. I have more freedom to do so because I am self-employed. Still, when I accept work, I make a commitment and that commitment has to be fulfilled. I don’t always see a busy time coming and I get stuck

However, companies need to adopt a self-care culture to allow their people to grow and develop not just skill wise, but in their consciousness. Our planet actually depends on it!

Otherwise, we get unconscious producers in power, focused only on producing hard results without consideration of consequences. This explains situational greed, a neuroscience concept I introduced in a previous blog in which the brain starts to rewire itself to pursue more power and/and possessions, sometimes even becoming addicted to the dopamine release of acquiring more power and/or possessions. Without being able to regularly take time, which becomes even harder as you take on more responsibility and authority, this can go unchecked and lead to a host of toxic conditions and detrimental consequences.

Without that time, I could not have written this!

A balance, however elusive, appears to be the more accurate place from which to make critical decisions that impact many.

Not work-life balance, but production and reflection balance. An employer can’t assume its employees are doing this at home.

This is a generalization, but often those at the top of the income chain employ the assistance of others to take care of admin/housekeeping, even child rearing. But do they use the time that is freed from those tasks for reflection? Or, do they use that time to produce or feed ego?

Most other people, including top producers, are going home and attacking a busy kid activity and homework schedule plus a home care task list. Then they zone out consuming media because they are mentally and emotionally exhausted – another generalization, I realize.

Still, I think it’s fair to say the general workforce is not in the habit of making time for self-reflection, and if they are, they doing it incompletely and getting stuck in the loop I described above.

The loops below are a much better model for conscious growth, whether you are a leader or a producer:

Achieving Conscious Leadership

 

  1. Consumption – Make plans based on new insights, illuminations, teachings
  2. Reflection – Consider how people and planet will be impacted directly and indirectly
  3. Production – Set goals and intentions and execute
  4. Reflection – Examine direct and indirect impacts, as well as own performance relative to higher self

The key is self-intimacy (into-me-I-see). Not just asking how was it, evaluating in terms of results, profits, etc., but asking how was I. Sometimes the answers aren’t good, and the ego doesn’t like them.

But the higher self, the one who wants to continually evolve into a better and better person, a better leader and a more positive influence on the people around them, needs them.

Coincidentally, I came across this warning signs list this morning. I thought someone might need this more than music, so I’m sharing it.

https://www.higherperspectives.com/warning-signs-nervous-breakdown-2610845741.html

Think What Happened To Elon Musk Won’t Happen to You? Think Again!

Reverse Engineering Internal Sabotage for Prevention [Part 1 of 3]

SpaceX Discovery Fire

Discovery Fire Galaxy 2016

The Tesla sabotage incident Elon Musk made the world aware of last week raises a few great questions.

  1. How does somebody who would be inclined and capable of sabotaging your company get into your company, and how can you prevent that?
  2. How can you choose the right person for promotion, but still make sure that those who didn’t receive a promotion stay engaged and working in the company‘s best interests?
  3. Once you know that your hiring process allowed a saboteur to get through the screening process, how do you make sure that the rest of your workforce is on the up and up without insulting knows of higher values and morals?

All great questions, but we’re going to focus on #1 today and tackle the other two in subsequent posts.

If you took a look at Tesla’s Glassdoor profile, you’d see that they rate highly, at 3.4 out of 5 stars, but only 57% would recommend Tesla as an employer to a friend.

Overall, people are in it for the mission of disrupting the energy and transportation industries, and 85% approve of the job Elon Musk is doing. The common complaints, however, are lack of work/life balance – long hours with minimal pay and inflexible attendance policies. The benefits are not quite making up for the lack in fair pay, either. Plus, lack of procedures are making employees feel like they can’t even be efficient in the time they spend there.

Apparently, people get fired unexpectedly and are given little to no feedback on their performance. Also, one employee reports that it’s rare to be recognized, even if you’ve achieved the “impossible;” it just becomes the standard expectation from that point forward. They are letting go 9% of their salaried workforce (outside of production) to cut costs. They also are churning through people who find it hard to stay more than a couple years.

Musk knew when he decided to step up and disrupt very wealthy and powerful industries that he would become a target. However, with the workforce complaints piling up, I wonder why he didn’t see an internal attack coming.

Perhaps he isn’t familiar with altruistic punishment – a reaction embedded in our brain that gets triggered when a person believes he/she or someone else is being treated unfairly. Why did nature install this type of reaction in our brain? To promote cooperation that supports the evolution of our species.

In answer to #1, biologically, science has proven all human beings are capable of inflicting harm on someone who has treated others unfairly. It stands to reason that people have varying thresholds.

I think of Clark Griswold when I think of altruistic punishment. It hardly matters what National Lampoons movie you choose. He always had the best of intentions to show his family a great time and make meaningful memories. When other people’s shenanigans and acts of God threatened to sabotage his plans, he felt fully justified in breaking laws and violating other people’s safety and/or property to achieve his well-intentioned mission. In the end, people admitted that they were being unfair and Clark and his family got away without punishment and with amazing memories that brought them closer together as a family. Good times. I don’t see the Tesla employee enjoying such a happy ending, but maybe.

I’m sure Musk has his own justifications for keeping things the way they are – in order to be profitable, the company has to produce 5,000 Model 3s each week. People have proposed that he be stripped of his Board Chairman position. The company’s shares are worth 16% now than they were last year at this time. No doubt, Musk is under a lot of pressure to control costs and boost production to survive as a company and achieve his mission. I’m sure employee belief in the mission is the thing that Musk was depending on to get him and his over-stretched workforce through these challenges. Unfortunately for Musk and his mission, it wasn’t enough, and the costs have been extremely prohibitive, though he still remains certain that he will achieve his production goals.

Yes, Musk confessed to sleeping at the factory. I’m sure he wants his workforce to see him as a model employee, to see that he’s willing to put in every drop of his effort and time for the sake of his mission. Can he really expect them to show the same level of commitment AND perform, stay, endure with few perks to their lifestyle? Once they have been hired by any of his companies, they become premier talent for the taking.

He suspects the jilted employee was collaborating with someone associated with Wall Street or the industries he’s disrupting.

Here’s the thing: if you were losing or stood to lose millions of dollars with the widespread production and purchase of solar/electric vehicles, and you knew that many employees were unhappy with the conditions under which they work, might it occur to you to convert an employee into an accomplice?

Not all companies have such enemies, but they do (or will) have competition.

Out of curiosity, I scooted over to Elon Musk’s other companies’ Glassdoor profiles to see what was said about them. I had heard that a recent graduate I know received an offer to work for SpaceX, but turned it down because it required 70 hours per week. SpaceX is very highly rated at 4.4 out of 5 stars, and Musk’s approval rating is even higher at 97%! It seems that even though lack of work/life balance is still a very common complaint, improvements have been made since 2015. So far, though, it looks like the mission and the high caliber of talent is keeping the workforce going. It’s been rated a top place to work for 2018.

I headed over to SolarCity, which has been part of Tesla since 2016 and is being led by Lyndon Rive. As you might expect, lack of work/life balance is the #1 complaint, but other common complaints are also poor training and lack of communication from executives. It also seems that background checks are quite extensive. One employee waited 12 weeks for verification. This was while the company was part of Tesla, and before the saboteur came out with his confession. I wonder if the saboteur made it through the same comprehensive and stringent background checking, yet still wound up wanting retribution.

So, should you tweak your hiring practices to include measuring the altruistic punishment threshold of potential employees, or should you address workforce complaints to the best of your ability?

It seems to me that sound, fair workforce cultures and policies are the best way to prevent internal sabotage. These are fixable problems!

If I were a shareholder, I’d be highly skeptical that the company could become profitable by cutting the workforce outside of production while doubling production.

I wonder how the costs of attrition, lack of efficiency, quality issues, and extensive internal sabotage rack up against the costs of more flexible work days, increased monetary incentives, improved feedback and communication, and career planning. Could Musk have avoided quality issues, delayed launches, sabotage and having to do a workforce reduction if he invested in solving the issues affecting his people?

As much of a visionary as I can agree Elon Musk is, it seems his eyes are on the prize and not his people. This is a strategic failure I hope doesn’t result in the combustion of his company, especially as new competitors emerge regularly.

One employee already stated that he feels everyone fears that the company is one disaster away from imploding. Could it be?

Is your company at risk of a similar fate?

If you answer yes to any of the questions below, then your company is at risk.

Please nominate your company for a workforce audit (all submissions are confidential!) by e-mailing us with your company’s name and the name(s), direct e-mail address(es) and direct phone number(s) to any and all contacts who would be the most logical point(s) of contact. C-level executives are logical points of contact, but so are majority shareholders and Vice Presidents empowered to make workforce investments.

  • Does your company put profit above people?
  • Do your executive leaders seem inaccessible and lack transparency?
  • Would you consider the working conditions to be inhumane and/or counter-productive?
  • Do they fail to acknowledge achievements?
  • Are your performance evaluations lacking in clarity on what you can improve or how you can grow?
  • Do they fail to give you feedback or deliver it harshly?
  • Is unprofessional behavior tolerated?
  • Does it seem certain kinds of people always get the promotions?
  • Are initiatives lacking in funding while executives take home healthy salaries and bonuses?
  • Does your boss play favorites?
  • Is communication one-way or non-existent
  • Are you fearful of what will happen if you make a mistake based on a history of punishment vs. development?

Beastie Boys – Sabotage

Music video by The Beastie Boys performing Sabotage. (C) 2009 Capitol Records, LLC

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 and 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 and recently instructed for the Young Entrepreneurs Academy at Cabrini College, where her students won the national competition and were named America’s Top Young Entrepreneurs.