Archives for corporate leaders

Career Optimization – Answer the Call to Conscious Leadership

After spending 2020 in complete limbo with little certainty of what was to come and how to plan and prepare, 2021 proved to be a period of reinvention for people and businesses alike that continues through today with little signs of stopping, even as some see their companies attempting to return to “normal.”

For many, what became clear was that “normal” doesn’t work for many people. A period of stifled goals and dreams left many to dream anew. Finally, with time for reflection and reprioritization and perhaps a new sense of finite earth-bound mortality, the trend to seize the day has inspired many, including our C3 community, to grab this moment in time and ride it as far as it will take them.

Our topic for May 2022’s Answer the Call to Conscious Leadership event as chosen by the C3 community was Career Optimization.

Ed Samuel, Career Coach and CEO of SamNova, Inc, who has been one of my mentors, was joined by Melanie Mitchell-Wexler of Find Succeed Achieve to talk about why and how anyone who had a desire to make a change can start now.

Join C3 to get access to the replay and join a community of fellow corporate consciousness co-creators and find out what we said about:

  • Where to start and why
  • How often someone should assess their career for maximum optimization
  • What the process looks like
  • What the #1 assessment tool is for career optimization
  • The struggle most people have in achieving career optimization
  • What the steps after that are
  • How does someone know if their goals are realistic
  • How to find out what opportunities exist in this quickly-evolving job market
  • The worst way to job search is that most people default to
  • If calling recruiters actually works
  • The way that works best and the tools that help the most
  • How salary comes into play when optimizing your career
  • Other things to negotiate to optimize your career
  • How to know when you need a career coach
  • How much time the process can take and when is the best time to engage a career coach
  • The state of mind that often prevents people from optimizing their careers
  • Each coach’s ideal client

Since career optimization is the point of passion for each of us, we could have spent all day and then some talking about this topic.

If you want to provide input into future topics for these events, especially if we talked about any other topics you want us to further expand upon, and you are committed to co-creating a more conscious corporate landscape, then join C3 now and get access to the replay.

P!nk – Just Like Fire (From”Alice Through The Looking Glass” – Official Video)

P!nk’s “Just Like Fire” from the Walt Disney Studios film Alice Through The Looking Glass out now! iTunes: http://smarturl.it/JustLikeFire?IQid=yt Stream on …

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

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

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

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

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

What Is Stopping the C-Suite From Leading Consciously?

What is stopping the C-suite from championing conscious leadership tenets, like vulnerability…and how do we get them to start?

The title of CEO used to conjure up images of stoic, no-nonsense, confident, decisive leadership. These qualities were, in fact, sought after in C-level leadership. Some may feel that these qualities are still the most desirable. However, as employers adapt to attract younger generations who find much different qualities attractive, the leadership at the very top, where change most effectively starts, are proving to the be the last to evolve.

But why?

The message is being sent loud and clear by the workforce. The fallout of not changing is costing businesses all over the P&L report, in critical performance metrics and KPIs, as well as other areas where it’s not as evident or widely measured.

So why is it that leaders who appear to have the most power and influence are failing to lead more consciously?

Change is hard. It’s confronting. It requires admitting that some of the skill sets executives spent years developing are now becoming obsolete. While it seems obvious from an objective perspective, our natural human inclinations are to survive and preserve our place by portraying confidence.

Confidence has taken on a negative connotation for me. As a coach, I know that most highly successful conscious leaders actually have self-doubts and limiting beliefs that they need help recognizing and overcoming. The key with this, as with so many other things, is balance.

Balance is hard. It takes a fair amount of trial and error and a continual feedback loop. Balance can fluctuate – it’s frequently not sustained by developing a formula. It can’t be automated, although there are habits that leaders can develop to improve their consistency with finding balance, even amidst volatile, chaotic times.

Fear is human, and has been heightened over the past couple years. The number of threats seems to have risen exponentially. Leadership in general has been challenged like few in this era have ever seen. Threats are not only coming from multiple directions, but we know better than ever how they can come from unpredictable places. And yet, there are threats we know we are not fully prepared for that you would think we would be by now, such as nuclear threats and threats to our power grid.

The divisiveness of today’s social and political climate is proving that we, as a society, have become less effective at civil discourse. Not only are there more opportunities for conflict, but the way conflict is handled is increasingly violent. The threat of violence for speaking one’s mind is more than enough to discourage anyone from vocalizing strong support for anything that could rock the boat or go against the grain. Of course, it’s a very small minority of people who would resort to such measures to silence opposition. Certainly, there are more people who would like to see changes that benefit more people, but if they stay silent, this empowers those who stand to benefit from things staying the same to intimidate those willing to speak up. No one wants to be the next one cancelled, labeled, and vilified unjustly, which happens with tremendous speed and volume with social media at our fingertips.

A few other reasons that are preventing more leaders from leading consciously include:

Bias toward authority

Kids who are taught never to challenge authority become adults who don’t even think to question the judgment of leaders above them. Then, when they grow into leaders of greater authority, they resent being challenged.

Lack of faith in the ability of self, others, organizations, and systems to change.

I am always astonished at leaders who claim people don’t change. Coaches know people can and do change! All of the above change. Not everyone or everything will change, but to say that nothing and no one ever changes is to deny reality.

What there is to lose

As many leader evolve in their careers, they often define how they believe they will be at the helm, and underestimate the pressures. You may think along the way, when I’m in charge, it will be different. Then, you get in charge by playing along with the status quo and you realize that you’ve gotten yourself to a point where you now have everything to lose. To stand up to the board or investors for change, especially change that impacts them, means potentially having to make lifestyle sacrifices and losing influence. It can be very easy to justify maintaining your position of authority, where you tell yourself you can still, at least, make a difference. “Better me than someone else.” “Why should my family, generational wealth, or legacy suffer?” Cognitive dissonance leads our minds to manufacture all kinds of justifications to stay silent.

Standing up to people who abuse power is not for the faint of heart. The Dropout, a Hulu original, tells the story of the rise and fall of Theranos and its former CEO, Elizabeth Holmes. Whistleblower, Erika Cheung, took a stand and reported lab testing problems at the company to federal agents. It was a professional risk, maybe even a physical risk, considering the level of harassment, but it was also going to potentially compromise her professional integrity as a chemist if she stayed silent. Cheung would have also faced harsh consequences if the situation was uncovered and she didn’t report it.

In Theranos’ case, what brought them down was a complaint from an individual contributor that triggered an investigation and a lot of red tape.

That’s one way to do it, but one person speaking out to take down a large organization with many resources and a lot of influence puts the burden and the risk on one person’s shoulders. In the case of Theranos, only a few other employees ended up joining Erika to validate her story.

It isn’t fair for the rest of us to sit back and let a few people shoulder the burden of making the world a more conscious place, but I also understand the hesitancy to join what appears to be the fray. However, if those supporting conscious change join forces and voices now, it will be much clearer who the fray really is. The silent majority (everyone thinks they are this) must become the vocal majority, even if the powerful minority tries suppressing them.

The C3 community’s purpose is to gather these voices. It’s to share the burden of creating a better world. It’s to draw courage from one another. It’s to feel like part of a collective of people. It’s to prove that there really are more of us who stand to benefit from conscious change than from the status quo, and we won’t accept it anymore. Power to the people.

If you are someone who is bold enough to not only champion conscious change but co-create a more conscious corporate landscape, the C3 community is where you belong. If you know other conscious leaders (or conscious leaders in the making), download the below QR code to your image library, Dropbox, or Google Drive account so that the next time you have a conversation with someone about how badly change is needed, you can transition right from words into action. Tell them about C3 and our mission. Tell them this is their chance to make a real, much needed difference.

The Beatles – We Can Work it Out

The Beatles 1 Video Collection is Out Now. Get your copy here: http://thebeatles1.lnk.to/DeluxeBluRay”In We Can Work It Out, Paul did the first half, I did t…

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

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

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

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

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

Detaching from Outcomes – Answer the Call to Conscious Leadership

This month’s Answer the Call to Conscious Leadership event topic focused on Detaching from Outcomes. The more I thought about this topic, chosen by the C3 community as usual, the more questions arose.

In my quest to secure a panelist to join Doc Cunningham, I spoke with many people with diverse perspectives on this topic, founded on their personal experience. I represented their perspectives by proxy, though I knew Doc was going to provide his own, and in doing so, would open up a whole slew of new ways to see it. He certainly delivered!

If you’re a conscious leader looking for a community that shares your values, hop in the C3 community today! Once you’re a member, you can watch the full replay of last week’s event.

We discussed:

✷ What does outcome detachment mean?

✷ Who or what is impacted if we do or don’t detach?

✷ How does this show up in our work and relationship?

✷ How can outcome detachment be done concurrently to KPIs and metrics related to corporate goals, or does it, by nature, require the absence of those things?

✷ What are the two primary qualities that seem inherent in detachment, and what is the opposite?

✷ How can we balance detaching from outcomes while creating alignment along our journey?

✷ Without measuring outcomes, how can we measure success?

✷ How can outcome detachment and accountability co-exist?

✷ Is it a journey or a destination?

✷ How can one maintain focus without becoming attached to outcomes?

✷ How can we engage our three human assets (calling, purpose, and passion) to promote growth?

You’ll also learn Doc’s amazing analogy to GPS navigation as it relates to outcome detachment.

I would have loved to have continued this conversation for at least another 30 minutes to talk about the scientific method, and the necessity and standard in the scientific community, where publications are peer-reviewed, to detach from the outcome in proving a hypothesis. How much could we really trust science if we did? How could it be nuanced to suit various cultures?

This certainly proved to be a thought-provoking exploration of outcome detachment. I’d love to keep the conversation going by hearing what you think about it.

Joe Cocker – Have A Little Faith In Me

Taken from the album ‘Have A Little Faith’You can buy the album from JB HiFi here: http://bit.ly/1qJ40CI or download it from iTunes: http://bit.ly/16HkXQV

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

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

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

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

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

Equal Pay Day 2022

Today is Equal Pay Day. You may say, but, Karen, the Equal Pay Act was passed in 1963. Yes, I know.

Like many other movements of the 60s, we haven’t made great strides since then.

(Personally, I think we could use a modern folk movement to catalyze greater change. Music is a powerful force underutilized today.)

Besides the fact that women still earn 82 cents to a man’s dollar, there are many other inequities that have become even more evident through the pandemic, in part causing 1.8 million women to abandon the workforce who have yet to return today.

Take a look at the top leadership of companies. How many are dominated by women? Usually, it is those started by women. Now take a look at the lower levels of the same company. How do they compare? Statistically, women dominate lower-wage jobs.

This morning on the Philadelphia-based Preston & Steve Show, members of the cast and callers shared anecdotes about people (mostly women) who turned down opportunities because they required sacrifices of family time and overall wellness.

How are companies still expecting people (men and women) to put work before the most important job of all – preparing our kids to be stewards of the planet and each other?

Why does any corporate job really require someone to sacrifice a healthy lifestyle in these times of automation and remote technology? The answer is… it’s not required. And there are enough case studies today to prove that companies can prosper because they take care of their people and the planet.

Maybe I’m wrong, but it seems to me that the increase in mental illness witnessed and measured globally has something to do with cultures that demand performance over personal priorities. And we wonder why school shootings and other mass public shootings in the US weren’t “a thing” back in the day yet are scarily too prevalent now. Of course, there are many other factors, but no matter where you stand on gun control, mental illness is an undeniable influence on these events.

Let me say this for the people in the back – PROFITS are not more important than PEOPLE!

In fact, one might argue that if you let the population go to hell in a handbasket, you are not only going to burn out your talent, who may sabotage your progress consciously or unconsciously, but you will also eliminate future consumers who drive your profits.

I know we’re all sick of beating on the Great Recession drum, but someone didn’t get the memo that people and our society can’t sustain the workplace demands of the past 20 years. Want to help them get the message? TAKE A STAND. You don’t have to work for companies that aren’t adapting to the changing needs of the workforce. Some of you actually are positioned to be a change agent in your company and have the potential to change things for the better for everyone there.

Seriously. That is what I am here for, and there are plenty of other career and leadership coaches poised and ready to help you give your talent, time, and energy to a company and/or a cause that gives you back what you give to it, and then some.

Take the next step now. Schedule a consultation.

And if you’re a woman in Delaware, attend one of the compensation negotiation trainings I will be doing in April for the Office of Women’s Advancement and Advocacy.

Close the gaps. There is more than one.

  • We need family-friendly policies that support both mom and dad’s ability to be there for their kids, who are the future of our planet and your company.
  • We need women to be given opportunities in top levels of leadership that enable them to be a whole person. Other countries do this much better than the US!
  • We obviously need women to get the same pay for the same work!

Come on, now. It’s 2022! My oldest daughter is in the class of 2028. The days of her entering the workforce are coming quickly, and we’ve got a lot of work to do!

Whitney Houston – Greatest Love Of All (Official Video)

“Greatest Love Of All” by Whitney HoustonListen to Whitney Houston: https://WhitneyHouston.lnk.to/listenYDWatch more Whitney Houston videos: https://WhitneyH…

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.

Reconnecting to Your Authentic Self – Answer the Call to Conscious Leadership

Amy Blakeslee is now a Business Energy Coach who helps conscious leaders quickly increase their impact while loving what they do. She is also the best-selling author of Awakening Through Anxiety: A Journey to Finding One’s True Self. Before that, she had a very envious corporate career working in IT leadership for one of the most admired companies in the world. Over time, however, she found that it was not in alignment with who she really is, at the soul level.

Amy joined us as a guest panelist for our most recent Answer the Call to Conscious Leadership event where we explored how to reconnect with your authentic self.

I open up saying, “Nothing should stay a secret, especially if it’s working.” I imagine that the approach Amy takes, and helps her clients take, seems a bit outlandish in a corporate setting to some.

As corporate leaders, it’s imperative to not only keep an open mind, but also to validate the experiences of others, and accept, and furthermore, embrace, diversity in gender, race, thought, and belief.

Not everyone believes in a divine purpose. Not everyone believes in divinity. As a leader, you don’t have to embrace this for yourself, but if you are resisting it, evaluate why – at a minimum. So, if you didn’t get to attend this month’s event live, join C3 today and give the replay a watch. You will gain a better understanding of a different belief system that has yet to be embraced and normalized.

  • How does our energy impact others?
  • What is the dominant emotion in corporate America and how can we shift it?
  • What is a good Spirituality 101 book?
  • Where can one turn to look for some scientific evidence?
  • What is the difference between energy work and shadow work (as promoted as essential for all leaders by Conscious Leadership author and Whole Foods founder John Mackey)?
  • Where do you start when you want to reconnect to your authentic self?
  • How do you become ready for your purpose?
  • What are the benefits of balancing the masculine and feminine in ourselves and in corporate culture?
  • How can we expose more C-suite leaders to the practice of energy work?
  • What role does trauma have in reconnecting to your authentic self?
  • Is it always safe to be your authentic self?
  • What are the challenges leaders experience that might signal a need to reconnect to self?
  • What are the outcomes of better understanding and utilizing our energy as we go about elevating corporate consciousness?

Another key quality of a conscious leader is to meet people where they are at. Although some of you may not be open to Amy’s approach for yourself, I am just as sure that many of you are already delving into energy work, though you may be keeping it your secret.

It’s time we pulled this secret practice out into the light.

Who among us is playing in the quantum? (I am!) What are your thoughts about it? Do you find that you are resisting it? Do you feel differently about this belief system than you do about other belief systems that co-exist with your own? Is there another angle of reconnecting to your authentic self that you want to explore? Join C3 where we give you the content that conscious leaders need today.

Gavin DeGraw – I Don’t Want To Be

Gavin DeGraw’s official music video for ‘I Don’t Want To Be’. Click to listen to Gavin DeGraw on Spotify: http://smarturl.it/GDGSpot?IQid=GDGDWBAs featured o…

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.

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.

Reinventing Human Resources from Native American Wisdom

If you want to know how to make your company retreat transformative, I recommend you get some advice from Jennifer J. Riley, who invited me to join her team this week to teach them how to authentically brand themselves on LinkedIn so that they attract “their” people and help their people find them – clients, employees, vendors, partners, etc.

Branding helps you find “your” people, meaning the kinds of people you enjoy working with and for. It helps you engage with people who need what you offer, know people who need what you offer AND appreciate the approach you take. Successful branding results in building connections that are most likely to achieve tremendous outcomes from working together.

Jennifer’s business is family law, and she is a curator of people. I am one of those people.

Jennifer does not just provide legal services. She has a very inspiring vision of reinventing family law to provide the support that people need to rebuild after legal matters, such as divorce, devastate their lives and their shared resources.

The theme of the company retreat I presented at was New Horizons. All of the retreat’s programming was intentionally designed to stabilize her staff after tremendous growth during one of the most challenging times on the planet to be alive, so that the team can lay a strong foundation from which to build these programs and services.

Jennifer was very fortunate to have grown up around Native American elders who would frequent her parent’s store. She is in the process of setting up a third office location and home in Tucson, AZ, where she hosted her retreat at the ridiculously gorgeous Hilton El Conquistador Resort.

To honor the traditions of the land, the hotel welcomed Larry Redhouse, a Native American flutist, to perform a sunset fire ceremony. At the time Larry started, the evening’s banquet was just beginning and the photographer sent us down to get a group photo. So we all happened to be on the lawn in front of him. As he began, we all fell silent in full reverence of this ethereal sound while the sun blazed the mountains that loom behind the resort with brilliant colors – pink, bronze, and gold.

I am not ashamed to admit that tears fell out of my eyes from the sheer beauty of it all. I felt transported. As he ended a song he turned to us and asked if we were all together in a group, to which we proudly replied that we were the JJR Law Firm party. Then he turned to face us and imparted some Native American wisdom to us along with the rest of his captive audience, all of it deepening our connection as the colors of the mountains grew richer and richer.

A few of his words made the tears drop faster. For one, he advised us to “let it go.” Let go of the pain and anger of wrongdoings against us. Don’t let the pain distract you from the treasure all around. He also shared the philosophy of Mother Earth. Larry pointed to the mountain, which seemed to be shining from within down upon us rather than just reflecting the sun, and told us that to Native Americans, the earth is not a resource; it is a life source. Native Americans appreciate every gift the earth provides, and as we witnessed later that evening when the Yellow Bird Indian Dancers came to share even more about the Apache culture via dance, song, and storytelling, they pay tribute with dance and song for all of the gifts it provides.

Imagine for a moment if this was our normal way of being, not only at home, but at work – paying tribute with song and dance to the pen that signs the accord, or the software that computes the data, or internet that connects us all. Sometimes I do wish I could dance and sing and make technology work better, especially lately. However, the elder dancer of Yellow Bird said that the rain dance they performed was a song of gratitude after the rain, not to will the rain. These traditions are not of asking, but of gratitude. They gladly give back to Mother Earth and take care of Her needs.

I think you know by now where I am going with this.

So, now imagine if companies recognized people as their life source. It would probably look a lot like the retreat, for starters. Jennifer wasn’t just concerned with upskilling her people so that they would produce more. She recognized what they have already produced, especially under extraordinary circumstances. She provided them with training on tools that will enable them to make an impact on the planet that they find meaningful, as well as to protect their data.

She made sure I took the time to help one of her attorneys, Patrick (PJ) McGinnis, craft a LinkedIn invitation to those interested in learning how to protect equine therapy locations from compliance issues, a passion of his.

Another member of her tribe, Cara McClintock-Walsh, secured world-renowned author Colum McCann as a keynote speaker to engage their intellectual and emotional intelligence by being led through his Narrative 4 process.

Jennifer nourished not only her team’s minds, but also their bodies and spirits. She had a nurse teach them how to better care for their physical, emotional, and mental health through the pandemic and beyond.

And yes, they learned team building from a Trader Joe’s team developer.

All the while, she made sure we ate the best food and experienced the beauty of the area by immersing us in it with a fascinating guided hike at Catalina State Park followed by standing yoga.

The resort was not just gorgeous, but highly tuned in to the needs of the group. Someone merely overheard Jason Warburton, Jennifer’s husband and Facilities Manager, say that he forgot his sunglasses and dropped off three free pairs to his table!

Now imagine what this looks like every day. Imagine if company leaders really understood that their workforce is – more than a transactional exchange of output (production) to input (salary), but an ecosystem that needs balance to sustain itself. Furthermore, companies are a part of larger ecosystems, and need to consider the interconnection of their actions and decisions on the world around them.

What if the job of Human Resources or Human Capital was not to get the most out of their investment, but to put back what they harvest? What if doing no harm to their life source was a priority and a minimum standard?

Imagine if companies saw people, not money, as their life source. And what if the individuals of these companies also recognized the earth as a life source? How differently might decisions be made?

If a company really embodied these Native American philosophies, what would we call Human Resources?

Maybe if companies prioritized offering their talent something in the hiring process instead of focusing on what they can garner from candidates, the Talent Acquisition Department would instead be called the Opportunity Center.

Since many people seem interested in disrupting HR, it now makes perfect sense to me to not look to build a better model from scratch, but to borrow from the models gifted to us from wise civilizations around the world – an integrated model. It also makes sense to me to do the same for all the other models that need disruption.

Once these values are imbued into your corporate culture, please, don’t let what happened to indigenous cultures and traditions happen at your company! Find ways to make sure that the elders of your company pass on their wisdom and that the newer members keep the traditions alive!

Make sure your company is not only offering a living wage, health benefits beyond “sick care”, and ample time and conditions for rejuvenation of mind, body, and spirit, but also make sure your people are celebrated and appreciated.

Larry Redhouse – If You Only Knew

The Larry Redhouse Trio :Playing “If You Only Knew”, an original by Larry RedhouseLarry Redhouse – keyboardsKirk Kuykendall – acoustic bassGil Rodriguez – dr…

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.

LinkedIn Branding That Makes Work Better in So Many Ways

Let me clear something up about branding. It can have a negative connotation in an environment where images are manipulated to fool people. Branding is not “spin”. It is not just a catchy logo or tagline, though those are sometimes appropriate extensions of your brand.

When branding is authentic, it helps you surround yourself with people who get you. More doors of opportunity open up. When your LinkedIn network is filled with people who get you, whatever you want to accomplish is that much easier. When the people you interface with regularly are people with whom you feel a deeper connection, the work takes on a deeper meaning, too, and can even feel like fun a lot more often. These are byproducts of branding that I wish more people understood, especially now when so many people are considering a change, but feeling like they’ll only get more of the same. Branding is a game-changer for greater career fulfillment. It makes you bolder in your actions.

Essentially, your brand is everything that is conjured up and associated with you, your name, and your business, whether that’s a business you own or your profession. This includes images, memories, stories, words, and emotions. Yes, you want your brand to evoke emotions, and it will, whether you are intentional about it or not. Maya Angelou wisely said, “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

It can be very hard to be objective about what emotions are evoked in others by your brand. People, generally, will be evoked to very different degrees by very different stimuli. That is why effective branding requires you to understand and empathize with your audience. How do you acquire this level of understanding? Well, LinkedIn can really help you here, too. The empathy part, well, that can come from understanding, but ultimately depends on your emotional intelligence to fully stand in your audience’s experience.

Who is your audience? By audience I mean whomever you wish to attract. This could include customers/clients, investors, partners, experts, talent, employers, recruiters, media, etc. Narrowing down your audience is really the key to effective branding, and it’s what most people avoid due to fear of limiting opportunity. It’s really counter-intuitive, but effective branding isn’t about being as marketable to as many audiences as possible. I’m not just talking about using demographics to narrow down your audience. There are many more powerful audience qualities to consider, like what matters most to them? What entices them to act? What kind of people do they allow into their inner circle? What are they really up to in their career and life? What common interests could bond you?

Your brand, at its intentional best, is a bridge between what you offer the world and who will need, want, appreciate, and invest in it. Essentially, the action you seek from your audience is that they invest time, effort, money, relationship capital, or any combination thereof.

A branded LinkedIn profile starts with identifying your unique expression of your top qualities, skills, experiences, mindsets, approaches, and talents and the value that they tend to or can create for your target audience. This is where your understanding of your target audience becomes really important. Many people struggle to understand what to say. Let your audience’s needs drive this. If you still aren’t sure, it’s time to deepen your relationship with your audience, and LinkedIn is one of the best tools for this. You likely have members of your audience already in your network (if you’re not a beginner.) Invite them to talk for a couple of minutes, but not about you – about them. Get familiar with the words that they use to describe their experiences, emotions, and decisions. Ask them what issues they find meaningful, what outcomes they want most, and what makes them decide to take action or not.

Epic Careering has a proprietary process for developing branding points, which are the foundation upon which all of your content and copy is crafted. This process produces a powerful psychological effect on your ideal profile visitor.

  • It creates instant resonance, which serves as a strong relationship foundation and rapport accelerator.
  • It produces an incremental, sometimes subconscious build-up of excitement at the possible value you can offer.
  • It induces a sense of urgency to take action (inviting you to connect).
  • It inspires more of the right people to accept YOUR invitation

I have already written an article that goes over the areas of your profile that you need to optimize with branded content to produce these effects, and you can read it here.

As I alluded to earlier, another byproduct of branding is boldness. So many of us have been conditioned to yield attention, praise, accolades, and credit which results in us allowing opportunities to pass us by. Branding helps you embrace your strengths – to own them. In my experience, branding creates seismic shifts in what my clients see as possible. Their whole experience of careering changes from giving the power to employers to having choice and control in where they go from here. Their motivation to pursue opportunities then comes from a sense of duty to offer their massive value.

I’ve noticed that collectively, as we have emerged from solitary lives and integrated back into immersion, we have more of a tendency to be selective about with whom we spend time. In some ways, we have to be careful not to exclude diverse thinking from our networks by surrounding ourselves only with those with whom we agree and relate. Branding, at its best, is not meant to be used to this extreme. On the other hand, spending most of our time with people with whom we feel safe and can be ourselves doesn’t just enhance our experience of life, but creates a sense of safety, acceptance, and room for growth that will help us all step out of survival mode and move toward a life worth living.

Are you ready to be bold? Schedule your free consultation now!

Imagine Dragons – Natural

Listen to Mercury – Act 1: https://ImagineDragons.lnk.to/Mercury Listen to Origins, ft. Natural, Zero, Machine and Bad Liar: http://smarturl.it/OriginsID Sh…

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.

Bringing Your Whole Self to Work – Answer the Call to Conscious Leadership

Christopher Waters, Adjunct Professor and Social Impact Expert, as well as previous ATCCL panelist and ConCon speaker, joined me for February’s Answer the Call to Conscious Leadership event to discuss Bringing Your Whole Self to Work.

Interestingly enough, Dr. Adam Grant, whom Christopher assisted in the launch of his book Give and Take, posted on Facebook about this very topic during the same week as our event. However, he implied that bringing your whole self to work was unwanted and you should be bringing your best self to work. I have heard other experts I admire say the same thing. Is this realistic?

There are a lot of different ways to look at bringing your whole self to work and there are repercussions to consider, as well. This resulted in a lively discussion with our attendees, which I hope will continue, as we delve into related topics in the future.

Join C3 now to watch or listen to the replay to see what we say about it, including:

  • The three strengths that come to work with you when you bring your whole self.
  • What makes you more complete at work: purpose or passion? Plus, how that applies to career choices.
  • Is bringing your whole self to work wanted or unwanted?
  • Are we going back to the “normal” of prioritizing production and performance without prioritizing the person?
  • Are you enabling drama when you invite your team members to bring their whole selves to work?
  • What does hiring look like when you want your team to bring their whole selves to work?
  • How does bringing your whole self to work enhance innovation?
  • How can you help your team perform their best and discover their full power? Plus, what does this look like in the midst of a highly volatile time?
  • Why is psychological safety integral to providing your team with the space to bring their whole selves to work?
  • Does psychological safety imply unconditional acceptance of the whole person?
  • Can bosses detach from the team member’s performance to be effective coaches to the whole self?
  • How does modeling vulnerability create permission to bring your whole self to work?
  • What happens if showing emotions is unwelcome in the workplace?
  • What does allowing your team members to bring their whole selves to work require of leaders?
  • What are the dangers of over-compartmentalizing?
  • How you can allow your team members to bring their whole selves to work while also helping them improve their self-sufficiency at resolving the issues outside of work instead of letting those issues bleed into work?
  • Who owns whether you bring your whole self to work: the leader or the individual?
  • How do we change the norm to be more accepting of whole selves?

As usual, other topics were sprung from our multi-dimensional discussion, such as:

  • Life management benefits (such as financial literacy, mental health support, and education paid upfront)
  • Detachment from Results for Bosses and Ego-driven Performance Management
  • Alleviating Us vs. Them Thinking
  • Reconnecting to your Authentic Self

Do any of the topics above call out to you? Make sure you join the C3 community so that you can help us co-create a more conscious corporate landscape by participating in our future events and discussions.

Thank you to Chris for joining me and thank you to those who participated in the discussion, Matthew Cucchi, Doutte ‘Doc’ Cunningham, and Gerren Whitlock, as well as those who attended, Mark Babbitt, Tamiko Drummond, Terry L. Lee, and John Williams.

John Legend – All of Me (Official Video)

Official music video for “All of Me” by John Legend ​Listen to John Legend: https://found.ee/JohnLegend_Listen​Subscribe to the official John Legend YouTube …

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.

Why We Need Black History Month

Happy February 2022. When February was declared Black History Month in 1986, President Ronald Reagan said “the foremost purpose of Black History Month is to make all Americans aware of this struggle for freedom and equal opportunity.”

We still have a lot of work to do toward equity. Dropping the ball on DEI means suppressing the contributions of Black Americans. Keep going! Hold your organizations accountable for their commitments. Black History Month is a great opportunity to catalyze momentum.

Please take a moment to read the below article from World Economic Forum and consider the vast contributions of Black Americans.

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Black History Month: What is it and why do we need it?

By Alem Tedeneke Media Lead, Canada, Latin America and Sustainable Development Goals, World Economic Forum

February is Black History Month. This month-long observance in the US and Canada is a chance to celebrate Black achievement and provide a fresh reminder to take stock of where systemic racism persists and give visibility to the people and organizations creating change.

Here’s what to know about Black History Month and how to celebrate it this year:

How did Black History Month begin?

Black History Month’s first iteration was Negro History Week, created in February 1926 by Carter G. Woodson, known as the “father of Black history.” This historian helped establish the field of African American studies and his organization, the Association for the Study of Negro Life and History, aimed to encourage “people of all ethnic and social backgrounds to discuss the Black experience“.

“Those who have no record of what their forebears have accomplished lose the inspiration which comes from the teaching of biography and history.”
― Carter G. Woodson

His organization was later renamed the Association for the Study of African American Life and History (ASAALH) and is currently the oldest historical society established for the promotion of African American history.

Why is Black History Month in February?

February was chosen by Woodson for the week-long observance as it coincides with the birthdates of both former US President Abraham Lincoln and social reformer Frederick Douglass. Both men played a significant role in helping to end slavery.

Woodson also understood that members of the Black community already celebrated the births of Douglass and Lincoln and sought to build on existing traditions. “He was asking the public to extend their study of Black history, not to create a new tradition”, as the Association for the Study of African American Life and History (ASAALH) explained on its website.

How did Black History Month become a national month of celebration?

By the late 1960s, thanks in part to the civil-rights movement and a growing awareness of Black identity, Negro History Week was celebrated by mayors in cities across the country. Eventually, the event evolved into Black History Month on many college campuses.

In 1976, President Gerald Ford officially recognized Black History month. In his speech, President Ford urged Americans to “seize the opportunity to honor the too-often neglected accomplishments of Black Americans in every area of endeavor throughout our history”.

Since his administration, every American president has recognized Black History Month and its mission. But it wasn’t until Congress passed “National Black History Month” into law in 1986 that many in the country began to observe it formally. The law aimed to make all Americans “aware of this struggle for freedom and equal opportunity“.

Why is Black History Month celebrated?

Initially, Black History Month was a way of teaching students and young people about Black and African-Americans’ contributions. Such stories had been largely forgotten and were a neglected part of the national narrative.

Now, it’s seen as a celebration of those who’ve impacted not just the country but the world with their activism and achievements. In the US, the month-long spotlight during February is an opportunity for people to engage with Black histories, go beyond discussions of racism and slavery, and highlight Black leaders and accomplishments.

What is this year’s Black History Month theme?

Every year, a theme is chosen by the ASAALH, the group originally founded by Woodson. This year’s theme, “Black Health and Wellness,” focuses on the importance of Black Health and Wellness by acknowledging the legacy of Black scholars but also “other ways of knowing (e.g., birthworkers, doulas, midwives, naturopaths, herbalists, etc.) throughout the African Diaspora.”

The month’s event will also examine how healthcare has often underserved the Black community.

Is Black History Month celebrated anywhere else?

In Canada, they celebrate it in February. In countries like the United Kingdom, the Netherlands, and Ireland, they celebrate it in October. In Canada, African-Canadian parliament member Jean Augustine motioned for Black History Month in 1995 to bring awareness to Black Canadians’ work.

When the UK started celebrating Black History Month in 1987, it focused on Black American history. Over time there has been more attention on Black British history. Now it is dedicated to honouring African people’s contributions to the country. Its UK mission statement is: “Dig deeper, look closer, think bigger”.

Why is Black History Month important?

For many modern Black millennials, the month-long celebration for Black History Month offers an opportunity to reimagine what possibilities lie ahead. But for many, the forces that drove Woodson nearly a century ago are more relevant than ever.

As Lonnie G. Bunch III, Director of the Smithsonian Institution said at the opening of the Washington D.C.’s National Museum of African American History and Culture in 2016: “There is no more powerful force than a people steeped in their history. And there is no higher cause than honouring our struggle and ancestors by remembering”.

All credit to: https://www.weforum.org/agenda/2022/01/black-history-month-what-is-it-and-why-do-we-need-it/

A Change Is Gonna Come

Provided to YouTube by Universal Music GroupA Change Is Gonna Come · Sam Cooke30 Greatest Hits: Portrait of a Legend 1951-1964℗ 2008 ABKCO Music & Records, I…

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.