Archives for Corporate Consciousness Ripple Blueprint

Highlights of My 15 Years in Business

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

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

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

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

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

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

I have been mentored by:

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

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

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

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

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

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

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

Grateful Dead – Touch Of Grey (Official Music Video)

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

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a 13-year-old leadership and career development firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

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

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

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

A Realistic Expectation for a More Conscious Career Path

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

These are the people who tend to be my clients.

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

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

What are the costs of staying the course?

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

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

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

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

What is your next move?

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

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

If you go with number two…

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

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

If you go with number three…

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

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

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

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

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

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

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

If you go with number four…

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

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

If you go with number five…

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

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

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

Eric Clapton – Change The World

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

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

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

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

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

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

Where Might We Go as a Society if We Can Rapidly Scale Conscious Leadership?

Where might we go as a society if we can rapidly scale conscious leadership?

The admirable leaders of today that I know are committed to self-discovery, expansion, and accelerating sustainable innovation.

None of these leaders lack skill, education, knowledge of best practices, or commitment. They don’t lack mentorship. They don’t lack empathy.

What they lack is:

  • Time
  • Proper boundaries
  • Habits and external accountability that support consistent enforcement of boundaries and time allocation
  • An easy-to-follow, step-by-step system to continually and gradually guide their expansion into conscious leadership
  • Environmental controls that support the continuation of all of the above, even during times of disruption

The Corporate Consciousness Ripple Blueprint is:

  • A composite of the best, proven breakthroughs in conscious leadership in a year-long curriculum
  • A supported system of learning that optimizes retention and application based on current neuroscience
  • A double certification program that will have you putting 90k more conscious leaders into positions of influence in 3 years’ time!
  • A plan to tilt the scale of corporate leadership from profit-focus to sustainable, distributable profit and solution-focus that will help the world reverse the harm that leadership practices of the past have done to our planet and people

Where could we be right now if the world had an abundance rather than a lack of conscious leaders?

Where could we be in 3 years?

Where could YOU be in 3 years having accomplished that much?

The only commitment I ask you to make right now is to register for an online information + Q&A session on Wednesday, January 13th from 2:00 – 3:30 p.m. You won’t want to miss this training, especially if your New Years’ goals include:

  • Leveling up your influence and leadership contributions
  • Expanding your marketable leadership skills
  • Ensuring that your time and talent is used to make a lasting, positive difference in the world

2021 needs you. Years and generations beyond tomorrow need you! Register now!

See you there!

(To further help you set up 2021 as a much better year than 2020, join us in the C3 community and get access to our next Answer the Call to Conscious Leadership event on Thursday, January 7th at 1:00 p.m. as we dive into Empowered Goals!)

Bobby Womack – Where Do We Go From Here (Official Lyric Video)

Follow Bobby Womack:https://www.facebook.com/OfficialBobbyWomack/https://www.instagram.com/officialbobbywomack/https://www.twitter.com/realbobbywomackhttps:/…

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.

Making Executive Decisions – Intuition vs Data

It seems there are forces drawing me to address a quandary – one that is directly critical to conscious leaders.

I was asked by Susy Jackson, LinkedIn editor, to share my thoughts on whether decisions should be based on numbers or intuition after journalist, Reeves Wiederman, used WeWork as a potential example of when intuition can steer a company down a drain.

Ever since I ran the Conscious Decision Challenge for Conscious Leaders in August, I have had this exact topic in my queue for blogs, so why not take this invitation as a sign that it’s time to address the elephant in the room.

In the past, I have included intuition as a required strength for conscious leaders, while my challenge solely addressed data and external input-driven conscious decision protocols. So, am I promoting the following processes that use data as the primary driver of decisions, or am I more in support of leaders developing intuition as a critical tool for decision making?

The answer: Conscious leaders learn, apply, and teach data and input-driven conscious decision protocols AND hone highly attuned abilities to use intuition to identify outlier situations that threaten desired outcomes.

The reasons for using data and input-driven decisions is multi-pronged. The protocols I teach as part of the Corporate Consciousness Ripple Blueprint account for the volatile, unpredictable, ever-evolving world that we live in. These protocols engage stakeholders in the decision-making process, as well as the solutioning and execution, and create transparency that is integral to building trust in leadership that is sorely lacking right now. This lack of trust in leadership is causing confusion, dissension, division, and resistance – all of which kill innovation and progress.

However, intuition is necessary for innovation. Past data will keep us looking solely at the past to predict the future, which will just perpetuate more of the past.

This explains why there are odds and a spread when betting. Past data is not a 100% prediction of the future. Winning big is more associated with identifying the outlier result.

Intuition creates greater ease, time, and money. When you have several options that need to be tested, intuition can guide you as to which options to test first, saving on the usual cost of trial and error. Intuition offers wisdom as to which actions will be the most meaningful, impactful, and productive. Effectively applying intuition also looks like seeing all of the data and sensing that there is a need to delve deeper.

There are some intuition landmines leaders need to be aware of, such as the one that led to the ultimate demise of WeWork. Wishful thinking – wanting something to be true – is a hazard many entrepreneurs fall victim to. Entrepreneurs are often extreme optimists. Optimism, just like any other quality, can be a strength and a liability if it’s not balanced.

On the other end of the spectrum, fear is also often mistaken for intuition, as is bias. Being able to distinguish the differences between bias, fear, and optimism for intuition takes acute self-awareness and objectivity few are able to achieve.

Intuition doesn’t always align with the truth you want. Being able to accept intuition when it’s in direct opposition to what you want means you have to literally override your natural neuro-tendencies, which are naturally resistant to discomfort, pain, dissonance, and change.

I’ll be honest, in these times of chaos and volatility, every leader alive will need to be vigilant in their habits to achieve and maintain the clarity and mindfulness necessary to consistently make these distinctions. This is why in the Corporate Consciousness Ripple Blueprint, not only do we teach mini-practices that even the busiest of leaders can integrate into a full schedule, but also teach habit hacks to help leaders accelerate the reinforcement of neural pathways to make these distinctions more automatic.

What if intuition and data are in complete conflict with each other?

It takes guts to use your gut as a leader. If you have absolutely eliminated the possibility that your intuition is actually bias, fear, or optimism, I fully support using intuition. It will always be a gamble, however, and you should expect to have to answer to stakeholders who are vehemently in disagreement with your decision.

What decisions have you made using intuition that have paid off?

Have you mistaken intuition in the past?

Jewel – Intuition (Official Music Video)

“Intuition” from the album ‘0304’ – stream/download: https://Jewel.lnk.to/0304 Subscribe to Jewel’s channel: http://bit.ly/jewelyoutube FOLLOW JEWEL https://…

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

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

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

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

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

When Confidence Becomes a Liability for Leaders

We all feel best when we’re confident, but that good feeling can become a critical obstacle to being a conscious leader.

Our brain’s basic survival instinct makes us hard-wired to seek out pleasure and avoid pain. Both our learning and conditioning depend upon receiving love, and the hormonal releases associated with that feeling that tell our brain we want more.

We all want love. We crave love, and we don’t thrive without it. Thriving is not the same as succeeding or prospering. When I refer to thriving, I don’t mean as individuals. If you are alone and wealthy, you are not considered thriving. Thriving means excelling and achieving balance in multiple, 12 in fact, realms of your life. Those areas are Love Relationship(s), Parenting, Family, Social, Intellectual, Health, Career, Financial, Spiritual, Emotional, Quality of Life, and Life Vision.

Many of these realms rely upon how an individual relates to others, both interpersonally and communally.

The measure of leadership is shifting from successfully getting people to complete tasks to creating self-sustaining leaders who help companies achieve sustainable success, as in not merely financial success, but profit that does not come at a cost to people or the planet. This new definition of leadership is based on major shifts in our society over the last 100 years and various movements from industry to family dynamics to social justice.

The connotation of confidence in leadership is changing dramatically. In the past, there there was a hierarchical power structure, where the top of the organizational pyramid possessed the most power. Now, we are shifting to more of a shared power structure, which more closely mimics what America’s founding fathers had in mind – power to the people. This power shift is causing a lot of conflict everywhere, which we are seeing and even being impacted by down to the individual level.

When the power goes from the top-down, people at the bottom need to be able to rely on the primary leader, or a small group of leaders, to make decisions. In this structure, there is value to having confidence in a leader. Without having any power in decisions, these workers did not have to operate in, or worry about, ambiguity because there was authority. They could surrender their power to someone else and they could focus on the tactile, pragmatic work.

Leadership has been challenged like never before since failures of corporate leadership impacted every individual on the planet in 2008 in varying degrees. Social media has given a powerful voice to people whose voices would otherwise barely be heard by people at the top. What used to happen behind closed doors in a boardroom is now front and center and viral on Twitter the next day.

If you look at the corporate landscape as a whole, now that more of us are clued in to just how prevalent unconscious leadership is, and just how detrimental it can be to everyone, there is little trust that when a leader projects confidence, there is actual substance backing it up. Closed boardroom doors are now an ominous signal that decisions are being made that will adversely impact the majority and benefit a few.

The world of talent, which is essentially what makes corporations run, is realizing that bias and assumption drive division and create branding liabilities that threaten short-term and long-term profit.

Leaders are being forced to question everything. So, how can a leader even have confidence in an environment like this, where we have unprecedented events that no past corporate leaders have previously navigated, let alone have successfully navigated, in order to lead to any level of confidence? Even data and science are moving targets.

Confidence is an enigma. It feels awful to be uncertain about your ability to lead, to not have certainty that decisions and actions will have positive outcomes. It feels awful to be constantly questioned and scrutinized. The reinforcement that humans need in order to learn and grow is severely lacking.

What can leaders do to inspire future leaders – the leaders we will need to solve tomorrow’s problems?

The answer is self-love.

Traditionally, we don’t associate love with professional success, but it is quickly becoming visible as the exact void that needs to be filled in order to navigate the volatility and ambiguity being forced upon leadership today.

The difference between self-love and confidence is that confidence relies upon certainty and self-love is unconditional. Corporate training has been pushing ethics as the way to combat corporate conflicts that threaten sustainable profit. However, that effort has proven ineffective and emotional intelligence is quickly taking its place. This is because neuroscience has developed.

There have been several major discoveries the led to this shift. We have discovered:

  • The parts of the brain responsible for emotional intelligence, the prefrontal cortex and the amygdala, do not fully develop until the third decade of life.
  • The brain is plastic, and parts of the brain can be developed just like muscles with the right nutrition and exercise.
  • Self-criticism, personal trauma, and stress inhibit emotional intelligence.
  • Self-love and mindfulness enhance emotional intelligence.
  • People cannot simultaneously be operating in ego while also operating with emotional intelligence – they are at odds.

Knowing this, leaders can feel certain in their ability to lead in uncertain times by making self-love and mindfulness a habit. The ego is our protection, and confidence is run by the ego while our level of emotional intelligence is directly correlated to our level of self-love. In a state of confidence, that good feeling can cause our brain to block out any new information that threatens that good feeling. This causes leaders to be resistant to feedback, input, external ideas, and change – high risks for companies today as the pace of change accelerates.

What do I mean by self-love?

I don’t mean a sexual kind of self-love, though I’m not excluding sexual self-love from self-love practices, either.

I mean the emotional self-love – the ability to fully accept yourself unconditionally, to feel worthy of love, to feel lovable, to acknowledge that you are flawed – there is room to learn, develop and grow, and that wherever you are on that journey is perfect, and to see your mistakes as ways to learn.

So many leaders are self-critical, and the outward expression of being self-critical is being critical of others. Even well-meaning, well-intended leaders are unconscious that their criticisms come through at an energetic level and a non-verbal level. Even the most well-trained leaders are trained more in manipulating tone and posture to be non-threatening, which just comes across as passive-aggressive, than in achieving an actual state of acceptance.

Leaders, if you haven’t bathed yourself in love and appreciation for yourself lately, don’t be surprised if when you try it, you feel a powerful release – like a damn breaking. You may cry, you may even feel angry for times way back in the past where you didn’t get the love that you needed. Whatever you feel – allow it! Self-love means also accepting that you are an emotional being with a range of experiences from traumatic to divine.

In the first six weeks of the Corporate Consciousness Ripple Blueprint, a year-long certification program for corporate leaders aspiring to make better decisions, expand influence, and contribute to calming the chaos in our world, participants get to learn, try and create habits around self-love using mini-practices that can be done in less than 5 minutes daily, yet have exponential rewards that transcend professional performance and success. They are completely transformative to how leaders achieve peace of mind, interact with the world around them, and shift from a paradigm of lack and volatility to abundance and benevolence.

We are currently filling our next case study to start next month. Schedule your consultation today!

Demi Lovato – Confident (Official Video)

Demi’s album CONFIDENT available now! http://smarturl.it/dls2 Amazon http://smarturl.it/dlams2 Google Play http://smarturl.it/dlgps2 Stream http://smarturl.i…

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.

What Is Conscious Leadership and Why Do We Need It NOW to Save Tomorrow?

Yesterday, Vishen Lakhiani spoke at an online “I Am The Change” event hosted by Lisa Nichols, my former coach. Vishen is responsible for birthing Epic Careering’s newest offer, the Corporate Consciousness Ripple Blueprint.

When I saw him speak in San Diego in August of 2017, he opened up the event by challenging everyone in the room to only have or work for a humanity+ business. He showed a video of Tom Chi, Google X Co-Founder, answering a futuristic question, the answer to which I don’t think most of humanity was ready to hear: if consciousness doesn’t outpace innovation, we will destroy ourselves.

We need good people at the top, making decisions and leading future leaders toward a better world – right now! I wrote about this even before COVID, even before George Floyd, even before Beirut.

More than ever, we need people RIGHT NOW to wake up, speak up, stand up, step up, and lead us all to rise up, as Lisa Nichols laid out in her 5-day virtual event.

Vishen quoted MLK yesterday, in perfect context for what is happening right now in our world:

Power without love is reckless and abusive, and love without power is sentimental and anemic. Power at its best is love implementing the demands of justice, and justice at its best is power correcting everything that stands against love.” ― Martin Luther King Jr.

The old models of leadership have failed, and are making way for new breeds of leadership. It might feel confusing, overwhelming, or trite, but don’t let it make you apathetic.

“Apathy is the enemy of democracy.” In other words, by being indifferent, you could end up giving all your power to whoever sees fit to use it.

Here’s a little cheat sheet of three of the leadership styles emerging to disrupt the oligarchy:

  • Situational Leader – Adapts leadership style to individuals
  • Servant Leader – Hires the best talent, gets out of their way, and makes sure that they have what they need to do what they do best
  • Conscious Leader – Answers the question, “What is for the highest good for all?” with acute self-awareness

All of these leadership styles require emotional intelligence, compassion, and ego-checking. They can also all be applied simultaneously; it’s not a “this or that” thing.

However, when applying situational leadership, watch out for people feeling as if you might be favoring one person over another with extra time.

With servant leadership, you have to balance taking full accountability for the performance of your team and setting strong accountability expectations so that you prepare your team members to become leaders who can step into your place.

With conscious leadership, you have to deal with your baggage. It’s hard work. You have to be committed to continually increasing your awareness of how your beliefs, insecurities, fears, and biases influence your impact and performance, how you are perceived, the decisions that you make, and the state of mind that you’re in.

“What is for the highest good?” seems like such a simple question, but when leaders are not all of the above, they may justify unconscious decisions. They may choose glory over good, or self-preservation over the preservation of company values.

In order to be conscious, leaders of today need better tools for leveraging data while integrating intuition into decision-making, managing conflict with compassion, and inspiring over convincing. They need to develop personally just as much, if not more, as they develop professionally.

If you feel there is much more you can contribute through your career if only you knew how to influence change

If you are concerned enough about the future to take action

If you want to be able to tell your kids and grandkids you did all you could to preserve a better world for them…

The time is now.

Alesso – Heroes (we could be) ft. Tove Lo

FOREVER – The Debut Album Available Now http://Ales.so/forever Featuring “Sweet Escape,” “Heroes” feat. Tove Lo, “Cool” feat. Roy English and more Follow Ale…

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.

Who Has Guts Like Tim Bray?

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

*Uh-hem. Amazon.*

Ooh. Excuse me. Allergies.

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

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

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

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

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

How many people would do that?

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

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

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

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

How much money does one man need, anyway?

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

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

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

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

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

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

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

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

These are all things I would really like to know:

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

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

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

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

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

So, who has guts like Tim Bray?

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

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

Is this you? Reach out today!

Big Balls

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

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days, is founder of Epic Careering, a 13-year-old leadership and career development firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

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

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

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

The Truth Shall Set You Free

The truth shall set you free. That’s what they say, but is it true?

Some have found that saying to be very true. Though freedom wasn’t exactly what they were going for, it’s what they got – freedom to no longer work for their company.

What they learned is, the truth is not always seen as a ray of light showing everyone the way.  It is often unwelcomed, harmful to hidden agendas, and is often resisted and suppressed.

Furthermore, truth isn’t what we used to think it was. It used to be something everyone could objectively agree upon. That’s how we could decide something was the truth. What even is true these days?

The truth can be found in data but as we have been seeing throughout this crisis, people can weave very different stories and conclusions based on data.

So, how can people come to an agreement about what is really true? Additionally, how can they come to an agreement about what to do with that truth?

Many well-meaning leaders, whether in leadership positions or not, see withholding or suppressing truth as counter-productive, wasteful, and potentially harmful to progress, conscious decision-making, and engagement. Some of them are the few willing to raise their hand, risk their status, and deliver the truth.

However, to believe that spouting out the truth in a public forum is the best route of delivery for the best possible outcome is naïve and in direct opposition to how humans really operate.

The truth is, sometimes no matter how you deliver the truth, you could be risking that it won’t be received well. You’re taking a risk that you may face consequences for speaking up, even if it is the right thing to do.

The Epic Careering Corporate Consciousness Ripple Blueprint, launching this month, teaches conscious leaders who want to level up their conscious contributions to the corporate landscape. In the program, we’ll focus on more than 8 protocols related to inspiring cooperation with and collaboration on conscious change initiatives. This particular article addresses one of the biggest mistakes people make that result in change getting shot down before it even begins – telling the flat-out “truth.” It also guides you in broaching the truth in a way that doesn’t put you on the immediate chopping block.

Blurting out the truth is a mistake I’ve made. It’s probably a mistake most people have made.

So, before you go and blurt out the truth at work, consider the following. Create a sound plan to divulge the truth that accounts for human nature and determine whether sharing will produce an outcome that benefits most everyone.

Ask These Questions:

My kids were taught three conditions to determine if what they want to say should be said:

Is it kind? Is it helpful? Is it true?

It’s interesting to see them grapple with that is true. Oftentimes, they state things as true when they’re really opinions (modeled after what they see others doing), even if they’re educated, experienced opinions.

So, be sure to ask yourself if what you’re thinking is an opinion or truth. If it’s truth, how can it be proven as such?

What does the data say? Could the data also indicate something else? What are the counter-arguments? Who might know more about historical applications or misapplications of the data?

What is your reputation at work? Are you known for being credible? Will people resist what you say automatically because you are known to ruffle feathers?

What is your intention in sharing this truth? What is the highest good that can come from sharing it? Alternatively, what is the worst possible consequence of sharing it? Who could be harmed by it? How can you mitigate any potential harm if the good outweighs the bad? How does this serve you?

How is this truth supposed to guide decisions, strategy, and actions?

Devise a Plan:

Next, it’s time to devise a plan. If this truth does, in fact, reveal some problems within your organization, expect at least some resistance. As a golden rule, if you are going to point out a problem, you need to also present a solution. You may not be a solutioner by nature or by trade, but you need to at least come up with some options. Starting from square one with no potential path forward is not an option for any business. Pair up with a solutioner to create a Plan A, Plan B, and Plan C, as well as projections on what will happen if this truth is ignored.

Make a Pitch (or solicit someone even more credible or influential to):

It may sound a bit counter-intuitive and certainly in direct conflict with conventional corporate posturing, but when you do take the opportunity to present the truth, you must also admit your own margin of error.

Data can reveal trends, but it doesn’t always reveal when trends will be bucked by other forces. Take, for example, the upset when the team that is favored to win loses. Sports statisticians use increasingly accurate automated algorithms to make predictions and assign over/under wagers so that the person who makes the bet with the highest risk of being wrong earns the most if there’s an upset.

No one will believe that you are presenting absolute truth, or that you are infallible. When you are transparent that it may not be the BEST path forward but you are committed to demonstrating all of your plan’s strengths and weaknesses, you’re allowing an educated decision to be made by the people with the authority to do so.

This is really counter-intuitive, but start with the weaknesses! This lowers resistance, proves you are attempting to be unbiased. Believe it or not, you’ll find that, once these concerns are validated by you, some will even jump in just to point out why the weaknesses really don’t compromise the soundness of the proposed plans once you get into the strengths.

Be mindful of your state of mind when you are you presenting, especially when you are addressing questions. Be honest when you don’t have an answer, when more data is needed, or when experts in the room have yet to weigh in on certain aspects in their wheelhouse. Invite them to contribute. Ideally, you will have checked your plan with an expert in that area already.

Businesses make decisions in vacuums all the time. The ivory tower has earned a poor reputation for a reason; as professionals grow ever higher from the front lines up the corporate ladder, they assume that they can see it all much better from up there. Unfortunately, they forget what the day-to-day is like for the front lines (or they never really learned.)

Oversights can be very costly to companies. When companies start to bleed money in ways projections did not account for, without self-awareness, leaders will succumb to the human inclination to protect the ego from looking bad and the instinct to protect one’s livelihood. Many times, CYA culture is reinforced and scapegoats are assigned. Then it is modeled and passed onward.

Unfortunately, the people who have the most to lose, those who have the highest to fall, far too often make those below them take the fall instead.

Is that a fact?

All I have to prove this is anecdotal evidence, honestly – over 15 years’ worth! There are also numerous headlines and class action suits, but very few in comparison to personal accounts. Think about how many executives enjoy bonuses while mass layoffs ensue.

I absolutely admire leaders who have the guts to say it like it is. Progress would be much faster if we didn’t have to work around ego.

The fact is, however, we are human. People can get more resilient, and companies can do things to enhance the resiliency of its workforce and its leaders, but no one is getting there overnight.

Put some influence victories under your belt, and it gets much easier to inspire more change.

Everyone has to start somewhere, and everyone can level up from where they are right now.

Are you a truth-teller who wants more victories? Is the truth a legacy you feel is important to leave behind?

Perhaps The Epic Careering Corporate Consciousness Ripple Blueprint is the personal and professional development program that makes the most sense for you right now.

Let’s find out. Book a call today.

Truth Hurts (Clean Version) (Audio) – Lizzo

This is the audio for the clean version of “Truth Hurts” by Lizzo. From the single, “Truth Hurts”, and the album, “Cuz I Love You”. This song was written by:…

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days, is founder of Epic Careering, a 13-year-old leadership and career development firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

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

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

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