Archives for company goals

Celebrify Your Client-Facing Superstars with LinkedIn

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

A Recap of the Branding Masterclass for Conscious Leaders

Thank you so much to the folks who spent some time with me earlier this week in the Branding Masterclass for Conscious Leaders.

In just one hour, we covered the following:

  • What personal branding is and is not
  • How a powerful personal brand can make achieving professional goals easier and faster
  • Where to start and how to determine your outcome goals
  • How you can leverage your network to gain momentum even before your branding is complete
  • Where and how to promote your brand in ways that inspire others to act on your behalf
  • The often missing critical step of personal branding that limits results and wastes time
  • What branding points are, what they look like, and how they are used in my proprietary branding process as the foundation of all of your messaging and content

The replay is up in the C3 Community on LinkedIn. Please join us there if you aren’t already a member.

If there is someone you feel would benefit from this masterclass, please invite them to the C3 community to view the replay.

Please leave a comment if you watch the replay. I’d love your feedback.

Here are some ways you can follow up with me to take the next steps to use your brand to achieve your goals:

  • Schedule a call to see if the Conscious Leadership Certification and Conscious Leadership Trainer Certification available through the Corporate Conscious Ripple Blueprint is a fit for you: https://bit.ly/CLCCall
  • Schedule a call to learn more about Epic Careering one-on-one personalized career branding services: http://bit.ly/Freebrandcall
  • Schedule a call to explore how personal branding can help you align your team(s) with company culture, fortify teams, and enhance collaboration: http://bit.ly/EpicTalentBrand
  • Schedule a call to learn more about corporate/start-up branding to attract talent and target customers: http://bit.ly/EpicCoBrand

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

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

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

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

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

Growing a Company/Team Is Similar to Raising a Human

Parenting – the hardest, most expensive job you’ll ever love. I see Spanx founder (and billionaire) Sarah Blakely advocating to women, “Be the CEO your parents always wanted you to marry!” I love to see women looking within themselves for the financial support that they seek. Because, really, there is no one person or entity who can offer you true financial security. However, asking anyone to be a CEO is a lot like asking people to be a parent – it’s no small feat. In fact, there are a lot of similar challenges.

For both jobs, there are basic level requirements and there are excellence standards. A parent’s basic requirement is to keep the child alive until he or she is 18. Parents provide the basic needs of food, water, clothing, safety, and shelter. However, to do a little bit better than “alive,” and to reach a level of “well,” one would provide nutritious food, clean water and shelter, doctor and dentist exams, medicine when needed, along with love and acceptance. We’ve all learned Maslow’s hierarchy of needs, so you can take this on up to self-actualized. A company also can offer the basic provisions – an income, a workspace, and expectations of what is to be produced by the employee. Even at the basic level, both are very expensive endeavors.

At least with a child you are the primary influence for the first few years. Due to imprinting, you have a bit of control over what the child is exposed to. When you bring full-grown adults into companies, they come in with a variety of experiences, beliefs, agendas, and values. The hiring process may help you identify some that are helpful and some that are harmful, but, as of yet, this only scratches the surface of what can be known. In both situations, you have little control over outside influences they are exposed to when you’re not in charge of their time. You just have to hope that you have guided them well in the time you had. You have to have faith that they’ll make good decisions that represent both them and you well. When they don’t make good decisions, it can be hard to know if mistakes are a one-off due to lack of experience or knowledge, or due to an ingrained belief system. It’s also difficult to know whether there are potential serious impacts to others.

While it seems that it should be easier to teach an adult, I’m sure you’ve heard that little kids are like sponges. Getting anyone to a point where what they learn becomes automatic and applied with little push requires exhaustive repetition, visual prompts, and utilizing new, fun ways to teach the material. In fact, it can be argued that adults are even harder to teach than kids, as the saying goes, “You can’t teach an old dog new tricks.” You’ll also find with both that they will mimic what they see over what they hear, including managing one’s emotions.

I’ve heard that the problems get more complex with teenagers. The same is true of companies that have grown. The problems have deeper impact and greater implications. There might be a bit of rebellion with a larger amount of freedom.

Kids and teenagers will make mistakes. It’s hard to know if you did an overall good job until kids are grown and managing their own lives (or businesses). Does this mean that companies that spawn entrepreneurs have done a great job? I guess it could be argued that if the company was so great the talent would stay, but we don’t expect that if we do a good job parenting our kids will stay. In fact, some may conclude that a full-grown adult child living at home who is not a caretaker has failed to learn how to live independently. They are still alive, though so at least baseline success has been achieved.

When a child grows into a self-actualized adult, they understand that they are loved and valued. With both kids and employees, in order to help them be contributors they have to be held accountable for their own actions. They have to be trusted at some point to make their own decisions. They have to be taught that there are highly desirable long-term gains and benefits to doing what is necessary over what is just pleasurable.

The more I look at this list, the more I’m convinced that women who rise to the challenge of parenting may also rise to the challenge of growing a company, and perhaps vice versa. Though, there are certainly enough differences as well, so I’m not going to conclude that’s true in all cases. Whether someone can be excellent at doing both simultaneously is certainly a different debate for a different day, but I’d certainly say there are enough examples to say it’s true. Time will tell, however.

What other similarities do you see between growing a company and raising a human?

Mister Rogers sings…You’re Growing

Watch Mister Rogers sings…You’re Growing – video dailymotion – Gordon Raisley on dailymotion

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. 

My 2017 Plan of Attack

The Eye of the Tiger by Stuck With My Camera of Flickr

 

Attack may seem like a militaristic word, but after much consideration, it fits my current mindset. Like the eye of the tiger, I have my vision in sight and I am feeling poised and ready to take on 2017.

I have my calendar for the year broken down into micro-movements, better known as milestones, but unlike milestones, micro-movements have a bit more flexibility to shift around. I fully anticipate great opportunities arising that I cannot at this point predict, as I am expecting 2017 to be even better than I imagine.

This actually brings me to my first resources – books:

Code of the Extraordinary Mind: 10 Unconventional Laws to Redefine Your Life and Succeed On  Your Own Terms, Vishen Lakhiani

I am halfway through this book and have already evaluated 12 realms (shared earlier with you) and created inspiring visions for how I want these 12 realms to be. It was promising to find that I have already made significant progress in a couple of areas. The big thing that I just got from this book, however, is the state of mind I need to be in for exponential growth to occur. Goals are great, but not when they intimidate the JOY from the process. This reaffirms the mindset that I aim to adopt in an even more prominent way, that all of these roles that I assume in my life (mom, boss, CEO, coach, writer, adjunct professor, speaker, singer, etc.) are what I GET to do. I don’t LOVE all of the tasks associated with these roles, but if I maintain this mindset, then I can find the joy in these tasks and feel appreciative that I GET to do them. In turn, this will minimize my procrastination and increase my energy, enabling me to do more in less time.

 

The Originals: How Non-conformists Change the World, Adam Grant

I feel like I should have already read this book. It was brought to my attention by a client who helped the author with the launch. Considering he is local to me, and he seems to share a mission and a philosophy with me, I sense there is potential to join forces, but first, I want to delve deeper into his teachings. I realize that some of the things that I teach particular to interviewing and negotiation are contradictory to that which my peers promote. However, it is because of my experience and perspective as a “recovering” recruiter, my empathy for my clients, and the amazing outcomes these methods produced that I am driven to share them with as many people as possible, in spite of how some of them don’t conform to the traditional practices of my industry.

 

Tools of Titans: The Tactics, Routines, and Habits of Billionaires, Icons, and World-Class Performers, Tim Ferriss

Tim Ferriss changed how I look at meetings, how I delegate, how I invest resources and inspired me to take my hands OFF the things that someone else can do better and faster. As a result, I finally launched my book. Even more important, however, is how I teach my clients to manage their time, making sure they are not spending their time writing their résumés over and over again, but putting their focus where they can make the greatest impact with decision-makers. I have transformed my six-month coaching programs into three-month programs, and I am currently developing a six-week program. I am excited to learn and teach what Tim shares in this book that will help me support shorter and shorter searches for optimal jobs.

 

Emergence: Seven Steps for Radical Life Change, Derek Rydall

Derek demonstrates how wisdom pours through him, as though he just opens himself up and the truth of what really needs attention and love shows up. I love listening to his podcast, “Best Year of Your Life.” I see this quality, too, in Tony Robbins. It is because of who they are and how they are, not what they say or do, that they can be such powerful agents of transformation. I want to learn more about Derek’s journey to discover what I can emulate that will make me more effortlessly, yet powerfully, illuminate my clients’ true brilliance, and teach them to shine even brighter.

 

YOU Are a Badass: How to Stop Doubting Your Greatness and Start Living an Awesome Life, Jen Sincero

In my year as a Beachbody coach, this book was touted as the #1 go-to personal development resource. Most of the time, I do feel like a Badass, and I feel myself embodying this more and more. However, there are still those moments and thoughts that threaten to knock me off my path and out of pace. Again, I want to know if this is a resource I should be sharing with my clients, many of whom have self-limiting beliefs that tend to manifest as they form new habits, expand their comfort zones, and embody their brand.

 

The Brain That Changes Itself: Stories of Personal Triumph from the Frontiers of Brain Science, by Norman Doidge

This book may change, since it was published in 2007, and so much more has been discovered about the brain since then, but it is highly acclaimed by the neuroscientists that I follow today. Why do I study the brain? What I was taught in school about the brain has been nullified by what they have discovered in the past 10 years. We are much more capable of changing our brains, a phenomenon they call neuroplasticity, and our brain is ultimately responsible for more of our reality than we knew before. When I started learning about the Law of Attraction in 2008, I needed to understand if there was any science to how our thoughts impact our reality. I found answers in neuroscience and quantum physics, and what I have learned since then has helped me be a better coach. I can help my clients override the neural patterns that keep them from attaining the change they so desire.  I will read one book on the brain, and I promise to share with you what it is and what I learned.

 

My 2017 company goals include:

  • Joining the National Speakers Association
  • (Re)starting a online community that will serve as a focus group for a 30-day Law of Attraction program
  • Building a back-end for Accelerfate, my job search mobile game, and put it in the hands of users
  • Engaging and training two like-minded professionals to use the Epic approach to help me support even more job seekers in 2017
  • Wining an industry award, submitting a résumé or two for a TORI (Toast of the Résumé Industry) award. BIG on my list > this is the last year I am eligible to win the Philadelphia Business Journal’s 40 under 40 list, or any other 40 under 40 list.
  • Landing a prestigious speaking gig

 

Events I plan on attending:

AwesomenessFest, better known as A-Fest

This happens twice a year in two exotic locations. This year’s first event is May 17-20 in Ibiza, Spain. I have never been to Europe before. I would certainly want to see more of it before coming back, but would also want my family to be with me.

 

Any Tony Robbins event

This is a bucket list item that I am feeling more and more compelled to check off. The more immersed I become in communities committed to personal and professional development, and the more I find myself quoting his videos, the more I realize that I do have a date with destiny.

 

An HR Tech conference, two of which I am examining:

HR Tech October 10-13 in Las Vegas, NV

Workhuman May 30-June 1 in Phoenix, AZ

 

A Career Development conference

National Career Development Association annual conference June 28-30 in Orlando, FL

 

I look forward to reviewing this list and what I accomplished at year’s end. In the meantime, 2017, here I come!