Archives for growth

Conscious Leadership vs. Servant Leadership: Why Do We Need Another Leadership “Flavor of the Month”?

Related to the disenchantment with corporate life that is driving people to leave, which I covered a couple of weeks ago, people are growing skeptical, if not cynical, that companies are actually capable of delivering on their promises of positive change in any meaningful way.

Words can be manipulative, cause division where they’re meant to cause unification, and seem pretty empty and meaningless when that’s the case. People are sick of initiatives with catchphrases that amount to nothing actually changing for the better. Change initiatives face enormous resistance, and if an organization uses an inauthentic tactic to execute change, it strengthens that resistance into an even larger obstacle. There’s no sense trying to get buy-in from people who have been duped before.

Some companies are legitimately trying, and their leaders have good intentions. They lack, however, the blueprint, consistency, trust, and/or tools to spread change to every level of their organization and turn that into its new identity. Not all of them can see their blind spots or identify vulnerabilities.

Other companies steamroll change, disregarding casualties and intimidating the survivors into submission…or else.

When starting my new Facebook and LinkedIn groups, I reached out to you for your input on potential names for the groups. The responses that I received demonstrated that people don’t want a new “flavor of the month” when it comes to leadership. It seems people are becoming resigned to anything really transforming systemically. Even if a company can achieve an internal transformation, it sometimes has to operate under a larger system of archaic values and profit models used by its vendors, regulators, shareholders, etc.

About 5 years ago, I was explaining to a client that the way he was describing his philosophy on leadership seemed to align with “servant leadership.” He talked about how he didn’t see himself as the authority. He considered his team members the subject matter experts and he viewed his job as making sure that they had what they needed to perform their best and deliver for the organization. Sometimes that looked like lobbying for new technology, sometimes it looked like fighting for extra bonuses or vacation time, and sometimes it looked like taking all of the blame and accountability for something that went wrong. In his past, it also looked like whistle-blowing against his employer and providing his leadership with a healthy dose of truth when it came to negotiating project scopes and timelines.

At the time, I saw servant leadership as the noblest kind of leadership to emerge. I loved the idea of an upside-down organizational chart where value is shifted to the frontline.

Servant leadership goes back to 1971 although it wasn’t necessarily in every corporate leader’s lexicon until Southwest Airlines brought it en vogue as a model. It then took several other pioneers to demonstrate that this style of leadership is responsible for dramatic performance and engagement improvements.

While Southwest continues to lead in culture and servant leadership, they may not qualify as a consciously led corporation. I read recently that their on-air water quality was among the poorest and contains high levels of E. coli bacteria (that’s the poop bacteria.) This might just be an overlooked facet of their procurement, but it could also be a symptom of leadership that is not fully considering the wellness of people and our planet at all levels of the organization. I’m not saying that they are absolutely not a conscious company, but I am distinguising between servant leadership and conscious leadership.

There is so much I would not refute about the value of servant leadership, but it’s not an end-all, be-all leadership model for 2020 and beyond. Like many “flavor of the month” terms that came before it, once a way of leading earns the spotlight, unconscious companies will come along and “borrow” it. They will make it their new manifesto and try to sprinkle it around to get people excited and re-engaged. They will do this, however, without a real concrete blueprint or training to imbue it into all leadership decisions and relationships at every level of the organization. So, transformation falls flat, the results it was intended to garner don’t last, and the community becomes skeptical of new initiatives. Future change becomes that much harder to execute and accept.

A few weeks ago, I wrote an article on why NOW is the critical time for conscious leadership to earn the spotlight and get adopted in corporate America.

While conscious leadership certainly shares values with servant leadership, such as authenticity, transparency, and empathy, there are a few key distinctions that augment servant leadership so that results are sustainable and profits don’t come at a cost to people or the planet.

One key difference is accountability. There is a risk in servant leadership that employees, whether engaged or not, will come to expect that a leader is there to create perfect conditions for performance. This nurtures entitlement. Perfect conditions are not always possible. While in conscious leadership, there is the acknowledgement that people perform better when they are supported, they are not supported at the cost of the customer, the growth that will lead to sustainable success, nor the environment. Instead, they lay out the short and long-term potential impacts of change to all potential populations with the input of subject matter experts. Then, they involve the most engaged people on their teams to devise a plan to do the most amount of good while causing the least amount of harm.

“But wait,” you say, “That’s not inclusive of disengaged employees, and how do you decide fairly who is engaged and who isn’t?”

You’re right! That’s why engagement framework comes along with the conscious leadership blueprint. It borrows from traditional engagement surveys, but it is determined by more than just an individual’s perception of his/her own engagement, which can be misrepresented. It includes, but is not exclusively determined by, how well employees meet KPIs. It also incorporates how well this person has aligned with the company’s mission, vision, and values as exhibited by their actions and multi-dimensional feedback. People are not penalized for being on a static track versus a growth track. People can still be engaged in their jobs while they allocate extra focus to other areas of their lives besides work. At times, it’s necessary.

In conscious leadership, leaders invest time in understanding, communicating, and learning how to circumnavigate or achieve their own areas of development. This brings the leader to a human, relatable level with his or her team(s) and demonstrates that being imperfect is okay. It encourages self-reflection as well as openness and honesty. How much of a servant can a leader be, after all, if they remain blind to the real challenges of team members?

Servant leaders are still susceptible to situational greed. It works like this: A leader does good and as a byproduct receives recognition, accolades, and compliments. This releases a flood of feel-good hormones and the brain says, “I want more!” So, with positive reinforcement, the leader continues to do good and continues to be praised. Also, keep in mind that with attention, accolades, praise, and prestige often come lucrative opportunities and chances to integrate with movers and shakers, which makes doing good even more intoxicating.

Now, the leader falls prey to someone promoting a high-prestige program as good that will get the leader even more accolades than before! At some point, the brain switches the motivation to do good from doing good to receiving accolades. This leader is essentially duped by an ill-intentioned leader preying upon this leader’s desire to do good. It turns out that the program was not good or mostly good. In fact, it hurt people. The leader failed to examine all facets of the program and perform conscious due diligence because he or she wanted the praise more than the reality that this program had major flaws and should not have happened.

This leader was a servant leader throughout this scenario – encouraging and supporting the team, giving others credit, doing everything possible to create conducive conditions to top performance. Yet, this leader was not a conscious leader.

A conscious leader would have used a conscious decision protocol to explore all of the known potential short-term and long-term impacts and, even at the risk of making an unpopular decision, would have led a team in deciding that the risk was not worth the reward. Personal gain would have been eliminated from the equation through a self-check that helps leaders recognize when they are operating from ego and switch to the higher self.

A conscious leader also recognizes value systems, belief systems, and methods without discrediting or disregarding other perceptions. That is not to say that a conscious leader has to make all parties happy or even be agreeable to other perspectives. It just means that the impacts on people as they report them are considered valid and are considered – even if in the end, the plan decided on does not accommodate them.

Like all leaders, in a pure definition of a leader as beings someone who creates and develops more leaders, conscious leaders see the development and growth of the team to be the best way to serve the most people and achieve the most good.

If you are interested in learning more about the Conscious Leader Blueprint for Leaders or the Consciousness Ripple Formula for Aspiring Leaders, join my new Raising Corporate Consciousness Facebook group. If you are a conscious leader looking to spread awareness of conscious corporate practices and discuss the challenges of widespread adoption, I invite you to join my new LinkedIn group, the Conscious Leadership Connection.

Stevie Wonder – Higher Ground

1973 – Innervisions Many thanks to ClosedCaptionIt for the captions! If you’re interested in captioning your own videos or someone else’s check out http://ww…

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. 

When Keeping It Real at Work Goes Wrong

Authenticity is quickly emerging as a top desired quality of conscious leaders in 2020 and beyond. In particular, a leader who can be vulnerable, honest about flaws, accountable for mistakes, and commit to positive change with believable conviction is highly prone to inspiring today’s and tomorrow’s workforce to follow him or her.

Any strength, however, can also be a liability if it’s not balanced by consciousness. An unconscious leader is not self-aware enough to distinguish truth (data, facts) from story (opinion, perception, bias.)

When decisions are made from this place, the ego fights to maintain control, and will staunchly produce confirmation bias. Science has proven that we are all prone to confirmation bias. Self-awareness is like a muscle that can be developed and strengthened over time with practice. Just like any other skill, we can form better habits around self-awareness. It can become something we do automatically as we become unconsciously competent.

Over 15 years ago, Dave Chappell demonstrated the drawbacks to “keeping it real,” and how people sometimes justify outrage, verbal assaults, or even physical assault. In the end, they lose.

Nowadays, with social media even more commonplace, “keyboard warriors” and “trolls” have emerged. We also have the term “snowflakes” to describe those who express an emotional response, take things personally, or voice an opposing opinion with passion.

We have more venues for communication than ever before, and different preferences around communication. Consequently, there’s more than one way people want to be shown respect.

It’s confusing to have so many people trying to influence if, when, and/or how it’s acceptable to express emotions. On top of that, people have an opinion about whether your emotional response is right or wrong. Civil discourse has disintegrated into name-calling and divisiveness that appears to be beyond bridging.

A new generation is entering the workforce with the highest rates of mental illness of any generation. Is this what is causing this?

Way back in Interpersonal Communications, a course I had as a communications major, we learned a very simple method to have effective conversations with people. It started with active listening – listening for comprehension, not reply.

And then, to ensure comprehension, because so much can be subjectively translated based on one’s personal experiences and perceptions, to repeat back to the person your understanding/translation of what they just said. Then asking for clarification, reflecting, and thoughtfully responding.

It seemed then like just a helpful guide for having clear communications, which is VERY easy to NOT do and results in unnecessary stress, conflict, divisiveness, and unharmonious collaboration that stifles progress and wellness.

After years of studying other disciplines that also impact communication, such as neuroscience, the reflection part of this is where there is a development gap, and thankfully mindfulness is coming along to fill that gap.

It’s a busier world now. Unless leaders are consciously making time for conscious reflection. They are prone to making decisions from bias, perception, and opinion. There’s also a need to make sure that future leaders are supported in developing these habits by being able to take regular brain fatigue breaks throughout the day and work reasonable hours. Time off is also important so that people have the ability to travel, to see things from a different perspective, and to turn off the problems and stress of work for periods of time.

Another communication gap is words, or at least, it would seem that it’s words that directly cause a response. Actually, it’s the mindset from which the words originate.

I read a short, but highly impactful book many years ago called Change Your Words; Change Your World by Andrea Gardner. It advised bathing words in your mouth with love before they leave your lips.

Your ego is always trying to convince you that you’re right and others are wrong. Your higher self will favor understanding over judgment.

No one likes feeling judged or being judged. Any hint of judgment in your words can backfire in harmful ways, the least of which is resistance – the opposite outcome you desire.

Make sure you are not insinuating someone is wrong when that is really just your opinion.

Ask yourself if your words are kind, honest, and necessary.

If so, consult with your highest self. “Taste” the words you intend to use. Do they drip with love?

Your ego is real but does not always see the truth. Your highest self is real and sees profound truth. If you’re going to keep it real at work, stay in alignment with your highest self, not your ego. The more you do this, the more automatic it will become. The more automatic it becomes, the more influential and authentic you will grow as a leader.

Fugees – Killing Me Softly With His Song (Official Video)

Fugees’ official music video for ‘Killing Me Softly With His Song’. Click to listen to the Fugees on Spotify: http://smarturl.it/TFSpot?IQid=FKMS As featured…

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. 

Is There a Mass Exodus from Corporate America?

Since announcing Epic Careering’s 2020 initiative to raise corporate consciousness, I’ve gotten some interesting, but not very surprising, feedback.

My new effort is being met with a lot of skepticism, which I totally get!

A couple of people cringed at the word “corporate.” How does that word hit you? What comes to mind when you think of “corporate” entities? Are they good things or bad things?

Mostly, what I perceive is resignation. Essentially, all companies these days need to be able to adapt to change quickly. Keeping up with technology, competition, global trends, and customer experience is more important than ever. However, when it comes to truly transformational change, in which the leaders are transparent, communicate proactively, and show genuine concern about their people and the planet, many people feel like it’s all a bunch of lip service intended to pacify the disgruntled, manufacture motivation, and trick new talent into joining the ranks.

I’ve learned, from my own clients over the past 13 years, as well as from candid candidates back when I was working as a recruiter, that many, many people are disillusioned with their jobs and corporate leaders in general. Fortunately, these people are not giving up – yet.

My clients discovered that there were better opportunities available, and there didn’t necessarily need to be a large quantity of them; they just had to improve at qualifying companies and proactively pursuing positions that truly present the potential to thrive. That leads to the serious concern I’m experiencing right now – if I continue helping people land the great jobs, what will be left for the rest?

You may be starting to see that unless transformation comes soon, everyone loses.

I’ve been collecting articles about companies doing wrong and companies doing right for about four years now. I’ve been told countless tales of leaders failing to give talent what it needs to thrive and prosper, such as growth opportunities, training, sponsorship, resources, and ample time for self-care.

Here are some quick stats that I’ve found very interesting:

  • 12% of people who start businesses (2019) did so because they were dissatisfied with corporate America.
  • The workforce participation rate has been declining, and that trend is expected to continue, accounting for a projected 9% decrease from 1998 to 2028.
  • A Korn Ferry study predicts that by 2030, there will be a global talent shortage of 85 million people, at an estimated cost of $8.5 trillion. In the US, the tech industry alone “could lose out on $162 billion worth of revenues annually unless it finds more high-tech workers”, in addition to losing out on $500 billion due to anticipated disengagement in all markets.

A staggering 79% of independent contractors prefer working for themselves as opposed to working as a full-time employee. Unfortunately, the success rate for 1st-time entrepreneurs sits at about 18%, which works in corporate America’s favor because it means that some of the talent leaving may eventually return, or be more favorable to acting as a consultant. So, what happens when a company needs more ongoing, stable presence and leadership? And if those returning to corporate America from nontraditional roles are the answer, how many companies may disqualify this talent simply for not having been in the corporate game recently?

The generation entering the workforce actually values stability. I predict that it won’t be long before this generation is forced to realize that company job security is an enigma; only by learning how to generate opportunity do they actually stand to gain true security. They’ve witnessed it when their parents, who did everything right, still found themselves financially strapped and perhaps even unemployed. They’re being forced into the gig economy because of the number of jobs being outsourced to freelancers or firms.

Corporate America has little time to keep this new generation from becoming just as disillusioned. This doesn’t mean delaying or resisting automation, but completely revamping and figuring out how to offer opportunities to do more meaningful work under more enjoyable conditions.

So, while the data doesn’t reflect a mass exodus of talent from corporate America just yet, the problems that already exist are predicted to get much worse. Raising corporate consciousness is the solution.

Do you want to be part of the solution? Join the LinkedIn group.

Want to keep up with who is moving toward, or away from, corporate consciousness? Join the Facebook group.

Bob Marley – Exodus [HQ Sound]

Bob Marley in Exodus. Enjoy!

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. 

Why NOW Is The Time To Raise Corporate Consciousness

Until recently, I didn’t even know there was such a thing as a doomsday clock! Apparently, it has been ticking down by various increments since 2012, with this last move signaling the closest to midnight, aka doomsday, it’s ever been.

This time, reasons include “nuclear threats, climate change, bioterrorism, and artificial intelligence.”

These are seemingly scary times for the planet and all the people on it. Logically, we know that change is inevitable, but does that mean we should resign and accept doom as our fate? Or, does it mean that at any given moment, we can correct the course? The clock has been moved back several times since its inception, so I’d say there’s hope.

There’s more than one reason to act now.

Last weekend, a legend died at age 41. He perished along with his 13-year-old daughter, Gigi, and sadly 7 other souls with plenty of life to live. Kobe got to enjoy a career that eclipsed so many others in a competitive, high profile field. His daughter, however, was just beginning to rise. Kobe left a legacy, but Gigi hadn’t yet gotten her chance, though it seems she was well on her way. It’s hard to ignore the impact Kobe had on so many people – from professional sports to entertainment, to presidents. But a legacy doesn’t have to be as epic as Kobe’s. Just by impacting a few leaders who go on to impact other leaders, you, too, can have a living legacy that lasts as long as the human race. More importantly, your legacy and impact on leaders can be what keeps us here longer.

How is that?

Money, fame, attention, special favors, accolades, luxury, power…it’s all addictive.

You get a taste, your brain recognizes that it feels good, and it sends you cravings for more. If this goes unchecked, it makes decisions for you automatically. If anyone (or anything) tries to threaten this craving, it will lead you to do whatever it takes to end the threat and get your fix.

A more hurried pace of life these days makes it harder to reflect, so it goes unchecked far more often. Pretty soon, you have epidemic-proportions of material/behavioral addictions.

According to Healthline: “An addiction is a chronic dysfunction of the brain system that involves reward, motivation, and memory. It’s about the way your body craves a substance or behavior, especially if it causes a compulsive or obsessive pursuit of “reward” and lack of concern over consequences.

Someone experiencing an addiction will:

  • be unable to stay away from the substance or stop the addictive behavior
  • display a lack of self-control
  • have an increased desire for the substance or behavior
  • dismiss how their behavior may be causing problems
  • lack an emotional response”

I have written before about situational greed.

Situational greed is when you are never satisfied. There’s no amount you can have and be happy; there’s no peace – there’s just an insatiable need to obtain more and more.

It’s a trap. It’s running the show, but it won’t let you see it for what it is, because then you are a threat to it!

What if all we had to do was get the people inside the trap who have amassed tremendous power (such as those in corporations who position profit and power over people and our planet) to see the trap for what it is?

How do we do that?

Nothing is guaranteed. Especially not tomorrow.

More and more, however, science proves that deep, lasting transformation is possible and there are simple, yet significant ways to lower resistance and lubricate change, all right inside of us.

We might not be able to relieve the worst cases of situational greed. However, if we have enough people in positions of leadership that are conscious, power can be redistributed to where it will do the highest good.

So, how can you make sure that as you grow in success, compensation, accolades, status, and decision-making power that you keep situational greed at bay?

You might not consider yourself susceptible, but if you are human, you are.

Napoleon Hill in the Laws of Success recommends having your own personal circle of advisors, a mastermind. Granted, if you surround yourself with people who lean toward power and greed, which is what your addiction would want (constant reinforcement), then this doesn’t work. The mastermind has to agree on a set of standards by which you can compare and measure plans. They can also act as your emergency advice team. The members of this group, as Hill proposes, should be individuals close to you who you know will be frank and honest, while maintaining confidentiality. You may even consider formalizing an agreement.

We have created a framework and platform through which conscious leaders can connect to other conscious leaders.

If you’d like to join a Consciousness Mastermind, we welcome you to fill out our online application and allow us to match you with compatible conscious leaders who follow our framework. This will allow you to test ideas and share triumphs and trials for an accelerated conscious evolution needed at this critical time in our history.

Starting a meditation, yoga, journaling or mindfulness practice will enhance your self-awareness. Reflective thinking switches our brain from our ego. Making this a habit is a challenge for a busy leader. But think about how much time you’ll have when you’re not putting out fires from decisions that backfire and poor planning.

If you recognize situational greed or an all-out material/behavioral addiction to any of the above, you can set off an interesting chain of events just by asking really great questions. This can put you in the crosshairs, however. And, of course, everyone has a threshold of tolerance to these kinds of conditions. While you are still enduring it, it can threaten to bring you and your reputation, perhaps even your livelihood, down with it. Be prepared to jump ship if the addiction grips in like a demon holding on for dear life.

On the other hand, if you would rather stay clear of the crossfire, you can either nominate them for conscious training anonymously or recommend to bring in a Corporate Consciousness Consultancy like Epic Careering. They don’t have to know that the purpose is to detox them. I’m certain, actually, that they are experiencing pain from this addiction and they want relief. This pain could be turnover, poor health, stakeholder scuffles, regulatory fees, bad press, lower stock values, class action suits or other litigation, etc.

Symptoms like those are our in – our way of approaching your lower-conscious leaders to open the door. Then, we can use science-based business cases to demonstrate how our formula can ease their pain.

Will this work for all greed-afflicted leaders?

No. Just like with any addiction, there’s no guarantee of recovery. We will have at least provided value to the willing. What will most likely also be proved is that if the leader stays in power, the company’s success will not be sustainable and a change in employment venue is inevitable whether by choice now or by force later.

If you would like to learn more about consciousness initiatives and/or collaborate with other conscious leaders, or if you’re not sure if NOW is the time to join a mastermind, I invite you to join our new LinkedIn and Facebook groups:

Hope to see you there.

Pearl Jam – Do the Evolution (Official Video)

Check out the official music video for “Do the Evolution” by Pearl Jam Best of Pearl Jam: https://goo.gl/BkNEZB Subscribe here: https://goo.gl/RfhrD2 Music video by Pearl Jam performing Do The Evolution. (C) 1998 SONY BMG MUSIC ENTERTAINMENT #PearlJam #DoTheEvolution #Vevo

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. 

Cheers to More Connection, Growth, and Sharing in 2020

I’m ready, 2020.

I started my New Year’s resolutions a bit early this year by doing a deep dive in self-assessment. As I’ve been shifting my professional goals toward more contributions to conscious leadership, I’ve really had to examine where I’ve failed to apply all that I’ve learned over the past 20 years. It’s humbling, and frequently embarrassing, but necessary.

Once the challenge of reflecting is done, I know that making a public proclamation of my 2020 intentions is the best way to transform intentions into actions and actions into results.

(I’m not calling them resolutions, as it feels like a re-solution that didn’t work before.)

Let me just dig right in, and rip the band-aid off.

I believe I have grown a bit stingy with my time, but more so, my presence. This could be due to overextending myself. How to reconcile this is tricky. I have been making contributions to various communities, but I’ve felt as though I was never giving them enough. It’s time to really own my time, and keeping a calendar is what I know works.

In the year ahead, I commit to focusing more on specific contributions I aim to make and delegating everything else that keeps me from making a contribution that feels like enough.

This means letting some things go. In 2019, I really improved in this area. In the next year, I’ll continue to pick up steam – letting old hurts go, letting physical stuff go, letting others take on tasks I’d feel compelled to do, and forgiving myself for where I fell short of my own expectations – this is the hardest one. The better I get at this, the faster I can go from ego to highest self.

Letting go requires balance, though, as I have to know when NOT to let things go, too. I still intend to speak up for myself, to stand up to those not leading with good intentions, and to be a stand for my clients and students – to shine a light on the self-talk and outdated systems that threaten to give them less than what they really want in the long run.

I also will be more vigilant about money and will work on my confidence as a good steward of finances. I will no longer continue to pay for programs that don’t support forward progress.

I’ll be sharing a lot more in 2020. Once I’m clear how best I can communicate and share, I will do so on a regular, predictable, reliable schedule.

I want to get more connected to people’s nature. To be with people, really with them. There will be much more openness, eye contact, deep soulful conversations. I will be more mindful of how I respond and punctuate conversations. I will improve my awareness of others’ feelings. I will learn how to be a better conversationalist and how to channel my curiosity while recognizing and neutralizing judgment. I want to get better at understanding how individuals prefer to be respected and regarded.

I will put myself on a follow-up schedule so that I stay in better touch with clients. I will organize more get-togethers and create more opportunities for people in my network to connect with each other, which I know is where the magic happens.

There’s one place where I have not walked the walk, doing exactly what I recommend – sending thank you sentiments. I’ve certainly dropped a heartfelt gift or note sporadically, but I want it to be a regimen, and not just the delivery of said gratitude, but the practice of really being in gratitude. This has been a part of daily routines before, and it’s time to work it back in with new rituals that will become part of systems. I will do this for how it transforms me, but also how it transforms my relationships and nurtures my network.

Sadly, I’ve been curating a collection of wonderful things I could do to better serve my mission and better support people’s professional growth, but have not done a good job in several years bringing offers into creation and I’ve never done a great job of enrolling large quantities of leaders in them so that I make the impact that I want.

This year, that changes. I’ve hired a team of coaches to hold me accountable and to help me craft, create, promote and deliver programs that transform corporate careers for my clients and their teams. They will help me finally put together the pieces of the puzzle I’ve been staring at cross-eyed, and to systematize all of this so that I can deliver consistent quality, not let anything or anyone fall through the cracks, and be a reliable solution provider.

I have a TON of content, as well, just sitting in various files where they’re doing you no good. As I’ve scaled back outgoing marketing, I’ve also started to become a harsher critic of myself, and have been scared to be too revealing of who I am through what I create. At the risk of your judgment, but also my own, I’ll be more unabashed in my expression.

All of these proclamations scare me, but that’s only when I think of myself as the person who fell short. If I focus, however, on all I have achieved, I know I’m totally capable. I have confidence in the talent supporting me, including my coaches and my virtual assistant, Cynthia.

Now comes mapping it all out. Thank God I don’t have to do that alone!

I’m excited for a new year and a new decade. I’m ready to redeem myself where I fell short, and even to make more mistakes and gain more wisdom.

I’d like to take a moment to send you a new year’s wish that you can look back 10 years from now and know that you gave the 2020s everything that you had, and so it gave you back everything you want. And, I wish that you know you’ve got a friend in Pennsylvania.

It’s me. I’m a friend in Pennsylvania.

This time I’m sending you a special gift, a song – not my song, but sung by me. It’s my first big, bold share in accordance with my 2020 proclamations, as well as my last big share of the decade. I hope you enjoy it.

https://vimeo.com/382118169/585b1c6382

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

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

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

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

My Labor Day of Labor – I’ve Come Clean

This may still be cluttered to some, but it is zen-inspiring to me.

This may still be cluttered to some, but it is zen-inspiring to me.

No, I didn’t have another baby. I spent my holiday fighting dust balls and licking paper cuts.

After 3 years of compiling papers and collecting nonsense in my office, I “clean sweeped” (I know it’s swept, but it doesn’t sound right in this context.) There were literally 60 lbs. of paper and other junk purged from my house. I have two big boxes of great fall clothes to sell on e-bay, donate or turn into crafts. I know where everything is in my office. What is most important is most prevalent and within easy reach.

The adjustment to working from home with my babies, who are now grown up enough to know when the house is messy, happened very slowly.  While I expanded my roles as primary caretaker and entrepreneur, some of my other priorities and values were placed aside. I justified that it was what I had to do because of the choice I made to stay home and work, but in the meantime, crap accumulated and inhibited my growth. That’s where I was; I had no more room to grow because I had no room in my home and most sacred space.  The choice I made was no longer empowering; it was an abyss. While I continued to learn more and teach clients about efficiency, time management, resource management, etc., I was ignoring fundamental best practices of success – simplicity of organization and accessibility of information.

Especially because I do so much on my computer, where it seems everything is at my fingertips, these fundamentals were easy to ignore for so long. Until, enter financial advisor and partner Brian Brogan.

He asked, “Where is the space dedicated to managing the lifeblood of my family and business?”

“Oh, here and over there and I can even work outside…”

“STOP!,” he pleaded. “What are you saying about your priorities if you have no place dedicated to managing the very thing that allows your family to function?”

While he has been here at our house, he never new we had an office because the door stayed shut when there were visitors. We even kept the vent closed so as to not heat or air condition it. It was, essentially, a junk room.

After reading some of The Seven Minute Difference: Small Steps to Big Changes, by Allyson Lewis, I had started to make a little progress on my office. I sorted unopened envelopes one day. Then another day I opened them. Then another day I took out any files older than 2009 to make room for the newer files. Then, I left the office alone for a week. I avoided it. What happened?

If my house were a factory, I think they would call it a bottleneck.

I needed to renew my car registration, but I couldn’t find the form. I had to make a return, but I couldn’t find a receipt. The CPRW (Certified Professional Résumé Writer) certification exams that I am supposed to grad within 2 weeks piled up for a month. ssential functions took 10 times longer than they should have. I was wasting time looking for things, feeling like a hot mess, and my temper and patience were getting short. Friday I had a gentleman tell me that I wasn’t able to listen to him. I didn’t even realize it, but I kept interrupting him. Instead of listening compassionately first, then advising appropriately, I was defensive and curt. This was impacting more than just tasks – my credibility with peers, my authority with my kids and my ability to effectively coach were hampered.

Enough – I had to do the work. The clutter had to be confronted, and so did my feelings about the clutter. With the exception of a break to have tea with my husband, make princess hats with my daughters, and hit up a local playground where we could all get a workout in, I pounded away – from breakfast to 2 or 3 in the morning. I finished at 4:30 Tuesday morning. The process, while tiring, was cathartic. What Brian said was reverberating in my brain and I thought very consciously about where I placed things based on how important I wanted them to be. Even choosing what size folder to attribute to a project made me process what amount of time I was committing to dedicate to that project.

Once it was done, I didn’t care anymore that I didn’t get to go the shore or the Poconos or that I didn’t see any concerts or even go out to eat. I had forgotten how much I value organization. For a while, I had been wishing I could just hire someone to find a place for everything, but I couldn’t wait for that to happen.

Now that I am in my office, and I can work in my office and find things in my office (and elsewhere,) I am able to think. I feel lighter and can breathe easier. Brian says that I have now made room for the harvest. Those books that I read, while portraying the importance of organization to taking action also echoed his sentiments: If you want something to show up, you have to make room for it. Now that I know I have room for growth and expansion, I have more confidence making strategic plans for my business. I want to spend time here. I want to show it off. Here. Have a look:

One thought leader I follow, I can’t remember which or perhaps it is all of them, says that people take action when they are sick and tired of being sick and tired. Why is that? Why did I have to let it get to that point? Even though the disorganization was certainly having an impact on my family and me, I waited until other people were being impacted by my disorganized house before I resolved to get it cleaned up for good. I resolve now to be proactive in keeping order in my house, in my office and in my mind.

 

Have you ever been sick and tired of being sick and tired? Are you waiting until to feel this way to take action?