Archives for racial injustice

Smart Civics, Higher Citizenship – Answer The Call To Conscious Leadership

Observations across diverse populations indicate that while we need to be getting better at having hard conversations about change, we are, unfortunately, getting worse. As a result, change initiatives are stalling and issues are festering, causing turnover and instability that threatens productivity and profits. Even worse, those who feel unheard can end up resorting to more extreme measures.

That is why our discussion during last week’s event on Smart Civics, Higher Citizenship was so important. The two panelists who joined us have both developed programs that move communities and organizations past the barriers that have been stifling progress, innovation, and social and racial justice, among other societal threats.

Doc Cunningham is Founder of See America In Color, Social Commentator, and Civic Advisor. He facilitates civic discussions in communities and brings new vibrancy and dimension to inequities so that the gaps become more obvious, encouraging more people to become a part of the solution.

Michael Taylor is Principal and Co-Founder of SchellingPoint, who brings research and a tech-driven approach to aligning people with a common purpose to take action and move in the desired direction.

Join the C3 community now to access the replay!

Here is just some of what we covered:

  • What are the gaps in conventional change management that produce lackluster progress?
  • What is the central frame of change that has led to a more sustainable impact?
  • In order to create coordination action, what do we first have to determine to inform that action?
  • What must you do before you associate a root cause of issues originating with an executive leader?
  • How do you get a group of thought leaders and experts to yield their ego, agree on a plan, and follow through?
  • How do fundamental disconnects on core beliefs sabotage collaborative change efforts and what can be done about it?
  • What are the three triggers of executive action?
  • How can you shift division about whether change is necessary or not? Furthermore, how can you engage or re-engage leadership in decisions around that change that lead to some degree of change?
  • How and why do we want to turn pain into possibility?
  • What are the breakthroughs in behavioral science that have helped to develop the alignment cycle?
  • What are the 5 things a group needs to commit to or reject before they are aligned in action?
  • How can we reconcile the diverse ways analysis can be interpreted?
  • How can you alleviate some resistance to change?

Chances are if you are reading this, there is some change you would like to see. If you are accountable and the progress, or probable progress, discourages you, I highly recommend reaching out to SchellingPoint. Also, contact Doc about his civics programs that “help society lessen the impact of partisan hang-ups and social flare-ups.”

Remember to tune in to our second Answer The Call to Conscious Leadership event this month on Unconscious Bias hosted by TaJuanna Taylor and Carl Shawn Watkins. As always, details on how to attend the live discussion will be shared with you inside of C3.

Last but not least, registration to ConCon 2021 is open. ConCon 2021 will take place virtually on November 5th and 6th. Get your early bird discount today before it expires!

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

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

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

She was an Adjunct Professor in Cabrini University’s Communications Department and an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business. 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 is board secretary for the Upper Merion Community Center and just finished serving as Vice President of the Gulph Elementary PTC, for which she received recognition as a Public Education Partner and Promoter from the Upper Merion Area Education Association. She lives in King of Prussia with her husband, two daughters, and many pets, furry, feathered, and scaly.

Own Your Words, Own Your World

How many times have you made a judgment call about a person based on a comment they made?

Did that comment really define them and was your judgment accurate? How do you know? Does it matter?

Here’s why it’s been mattering lately.

  • Co-creation – Pharma companies worked together to expedite clinical trials and get out a critically needed vaccine to the world. We have other crises that need solutions.
  • Opportunity – Because of the above, the in-demand skills of today and tomorrow are people-related. Though some are trying, this is a functional area that isn’t expected to be ethically automated with any kind of efficacy.
  • Racial Justice – Silenced and discouraged voices are piping up much louder while they face continued resistance and suppression. We’re not going back to how it was before George Floyd. There’s too much work to do!
  • Division – Politics and personal freedom have literally divided families during one of the loneliest times imaginable for people of this time.
  • We have just had 7 mass shootings in 7 days. Clearly unresolved issues are a public threat.

Some unexpected aspects of accountability in leadership came up yesterday while Lawrence Henderson and I were on Clubhouse (which we are every other Tuesday, so please follow us and join us on the app @BossLLab and @ripplemaker).

The consensus seems to be that the art of civil discourse is lost. The perception of recent conflict seems to be that it has been counter-productive. Lawrence and I are huge fans of Cy Wakeman’s No Drama approach. What’s the difference between drama and conflict?

It’s drama when:

  • You have an issue with someone and, instead of addressing the source, you involve other people.
  • You address the source, but are combative and/or accusatory.
  • You allow your conflict with someone to prohibit your performance and fall short of expectations.
  • The source of the issue is a perception, not a truth, and that perception drives decisions.

However, conflict is necessary for innovation. And, it’s necessary for conscious leadership. We may have learned that confronting someone makes things worse. The thing is, few are trained to effectively address conflicts, so what we see is conflict making things worse, now more than ever.

Social media has enabled keyboard warriors to develop habits and expectations that real-world consequences for words put out into the world don’t exist. Is this what has bled into the workplace, or was it something else?

  • Was it the fear that a confrontation can erupt into violence?
  • Was it the idea that we should leave emotions at the door?
  • Was it the constant threat of litigation?
  • Was it punitive Human Resources practices for causing workplace drama/toxicity?
  • Was it ill-advised codes of conduct and compliance training?

Too many trainings right now use subjective language, like “good values,” “professional conduct,” and “respect and dignity”. Another speaker in the Clubhouse room, Tamiko Drummond says that Human Resources needs to own properly training each and every manager on facilitating conflict From the top, leaders need to encourage going deeper into conflict rather than side-stepping it.

Ms. Drummond advises people to ask for clarification when they hear something about which they are passing judgment. “Unpack that statement for me” is a phrase she recommends. I’ve shared before how my former boss’s catchphrase was “help me understand.” At the women’s event I wrote about last week, one leader shared this list of responses to micro-aggressions.

Lawrence shared a story about one of the first private sector leaders he had who shocked him by asking him how he’d like to be approached when he was having a bad day. Wow! What an amazing question! She went on to teach and demonstrate that conflict is inevitable, and when it’s dealt with appropriately, it can make a working relationship that much stronger.

In our last Clubhouse room two weeks ago, one of the most poignant phrases shared by a speaker in the room was “Silence is dangerous.” Just because you aren’t actively hearing about a problem, doesn’t mean it doesn’t exist and won’t sabotage progress. Ignorance is only bliss temporarily. Furthermore, ignorance is becoming increasingly unacceptable to those who have been marginalized. Silence is the antithesis of progress, so don’t expect your comments to go without response anymore.

We talked yesterday about how anonymous 360s can be as destructive to morale and team cohesion as social media posts from keyboard warriors. Anonymous feedback is so widely used to identify performance issues, and has led to such mistrust and discouragement. It breeds a lack of accountability for what is said. When there is a void of accountability, there tends to be a perception spin machine. It wastes a lot of energy and resources.

Next, we talked about how to determine if the feedback is even accurate. Another speaker in the Clubhouse Room, Ray Abram, author of Connect Like a Boss, recommended a tool called the Johari Window. This can help leaders determine if there’s a perception issue or an opportunity for growth and development.

I shared another story about my boss, who had been informed that I was not pulling my weight, and that’s why my team was underperforming. I refuted those claims and he gave me the biggest gift. I had suspected for months that two women in the office who had become suspiciously silent toward me were gossiping about me. One I addressed directly; I thought we were friends. She coldly told me there was no problem. The other was on my team and had accused me of underperforming, which I supposed our other teammates agreed with. Thankfully, I had been working with a mentor and all activities were tracked in a database, so the resolution my bosses proposed was to get everyone in the room and put everyone’s cards on the table. The issue was diagnosed as a “perception problem.” I left the firm not long after to start Epic Careering, with my reputation and relationships intact thanks to that meeting.

When people are accountable, they want to know (and need to know) if there is an issue. There are many different ways people communicate. Some are more effective than others, but thankfully communication is a skill everyone can develop – if they’re willing.

So, for the sake of innovation and progress, what opportunities do you have in front of you to question a perception you have about someone?

Come Talk to Me

Provided to YouTube by YouTube CSV2DDEXCome Talk to Me · Peter GabrielUs (Remastered)℗ 2009 Peter Gabriel LtdReleased on: 1992-09-29Auto-generated by YouTube.

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

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

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

She was an Adjunct Professor in Cabrini University’s Communications Department and an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business. 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 is board secretary for the Upper Merion Community Center and just finished serving as Vice President of the Gulph Elementary PTC, for which she received recognition as a Public Education Partner and Promoter from the Upper Merion Area Education Association. She lives in King of Prussia with her husband, two daughters, and many pets, furry, feathered, and scaly.

Conscious Leadership Tools – Answer The Call To Conscious Leadership

During June 10th’s Answer The Call to Conscious Leadership event, Lawrence Henderson and I invited Curtis Smith, Intelligent Leadership™ Master Certified Executive Coach, and Christopher Waters, Social Impact consultant, professor, and fellow, to talk about tools that companies can use to make conscious decisions.

If you missed this conversation, you missed some real talk about what can be done to disrupt corporate leadership systems that are not working now and will not work for companies moving forward. Below are the topics we covered in some detail, but please join our LinkedIn group to check out the full replay AND join our next Answer the Call to Conscious Leadership event on Tuesday, June 23rd at 1 PM ET, live if you can: http://bit.ly/LI_C3. Our topic for June 23rd will be conscious communication.

  • Companies need to follow protocols for making decisions that do not add bureaucracy and maintain agility so that they can stay competitive and adaptable to accelerating change.
  • Sometimes decisions are defaulted to the “smartest person in the room,” whether or not that person has been adequately qualified to be the primary decision-maker.
  • Leadership development gaps that prioritize technical leadership skills cause functional collaboration and communication breakdowns.
  • Diversity is accomplished only when you also include diverse ways of thinking and leading.
  • Cy Wakeman – Work with the willing. Reward engagement by giving them their voice first.
  • The quandary is that there is a distrust brewing that goes both ways from top to bottom.
  • The dynamic of respect in the military is that when you earn a rank, you automatically earn respect. There is no ability to question other leaders, and that bleeds into companies – that people assume that once someone has been elevated in position, they have done something to earn the respect commensurate with it, so there are cultural roadblocks to effectively assess the actual competencies of leaders.
  • Information flow vs. procurement. We tend to want to covet information, but the next generation of corporate leadership is starting to adopt more of a flow policy because what happens in one area of the company has an indisputable impact on others. This is contributing more to models of shared power.
  • Leaders get too busy to understand what people actually need, and focus too much on what they think they need.
  • Sometimes what is needed is what is ignored, not what is repeated.
  • SWOT analysis findings need to be validated by additional assessment to make sure that the data is objective and gaps need to be seen as opportunities for growth.
  • Regardless of tools that companies might use, including leadership assessments, there is often a lack of establishing metrics around growth goals, developing actual plans to fill gaps, and following up with leaders to see if they are growing and developing.
  • When leadership is too busy to put out fires, there’s no time for additional development and growth. The system puts band-aids on problems and that creates more fires, and nothing ever changes.
  • Prepare communities to have the conversation, and develop a shared vocabulary around issues. Set the expectation that doing this will take time and energy, inspire them with the shared vision, then gain collective accountability through a social contract that you commit to getting comfortable being uncomfortable. Lean into being curious vs. confrontational.
  • Leadership is a quality you can exude at any level of an organization. You only need one person with “bestowed” power to be willing to listen to someone vocalizing for the lower levels in an organization. Successfully soliciting sponsors and co-sponsors is included in the Corporate Consciousness Ripple Blueprint, as well as Business Case Development, VUCA/CALM models, and decision trees.

Mark your calendar for our next Answer the Call to Conscious Leadership event on Tuesday, June 23rd at 1 PM ET. We’ll be discussing conscious communication live from our LinkedIn group.

PS: This week, I was honored to be part of the #AllThingsHiring podcast to discuss corporate consciousness and self-awareness for leaders at all levels. Click here to listen to the episode!

Nine Inch Nails – Head Like A Hole (Official Video)

“Head Like A Hole” – Nine Inch Nails from Pretty Hate Machine Apple Music: https://found.ee/nin-NINEssentials-applemusic-alt Spotify: https://found.ee/nin-Th…

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. 

Will You Answer The Call To Conscious Leadership?

If you missed the inaugural Answer the Call to Conscious Leadership event, you’re invited to watch the highlight reel of June 4’s event below.

Hosted by Lawrence Henderson and co-hosted by me, we invited two panelists to yesterday’s discussion, David Guerreso, Leadership and Purpose Coach and former IT leader, and Kristin Corson, human resources veteran, former trauma counselor, and current talent acquisition specialist.

Without a real agenda, but more of a need to just get the conversation started so that we can start processing what is going on, what’s led up it, and how this needs to look going forward to create a more equitable and just future, yesterday’s conversation was rich with topics. We focused especially on the qualities that leaders need to embody.

Here are some of the important topics we covered:

  • Top-down leadership – Organizations keep trying to fix problems from the bottom up.
  • Model vulnerability to create psychological safety so that people know it’s safe to share how they feel.
  • Resilience – How do you build resilience if you haven’t naturally built it by going through tough times? Get comfortable being uncomfortable.
  • Fear of alienating employees and customer base as well as organizational culture that has modeled the military has stifled forward progress.
  • Start the conversation, then listen, then act! You don’t get across that you care until you act.
  • Invest time in understanding where your people are coming from and meet them where they are.
  • “Us vs. Them” doesn’t work.
  • Commitment to personal development – be willing to accept that you have room to grow.
  • Purpose – it doesn’t feel like you might expect.
  • “Cooperetition” – Working up to the best of your ability to raise the bar for everyone around you.

Watch the highlight reel here:

06-04-20 Answer the Call to Conscious Leadership Event

No Description

Lawrence and I are going to do these events bi-weekly. Please join our LinkedIn group, C3: Corporate Consciousness Co-op, to attend live, watch recordings, and meet other leaders committed to transforming the corporate landscape.

 

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. 

Racial Injustice, Economic Injustice, Health Injustice

It’s funny how coincidences work, isn’t it?

I ordered the 2nd edition of The B Corp Handbook to see how it was augmented with new case studies of companies that profit, thrive, and grow, all while doing good in the world.

I usually force myself to read prologues, forewords, and introductions because, even though I’m anxious to dig right in, I often find there are critical context and additional resources in these sections that can exponentially increase the value that I get from a book, and this edition was no exception.

Co-author Ryan Honeyman seemed to anticipate some backlash from B Corp prospects on the diversity and inclusion focus of the new edition, justifying that you can’t really have a company that does good in the world without acknowledging how racial injustices impact economic, social, and environmental injustices; they are directly correlated.

In light of the events of the week (#GeorgeFloyd), and unfortunately too many weeks before that (#AhmaudArbery, #CentralParkKaren, just to name a couple), it seems more like a sign than coincidence that this was the focus of the introduction, but it was the way Honeyman seemed to need to justify its inclusion that bothered me.

When I was in college, I was told by someone who shall remain nameless, but who was a very influential person in my life, that I should despise affirmative action, because it meant that even if I was qualified for a job, a [person of color] would get it just to make the numbers look better.

Why were the numbers so bad, was my response. Their reply – including blatant racism, lack of empathy and understanding, and justifications – reinforced that, while this person will always be in my life and I cherish them, I cannot possibly adopt their world view, and I became a skeptic of theirs ever since. It wasn’t until years later that I became a recruiter and found myself challenging my own biases while also being exposed to others’, that I became a stronger advocate, and in a position to do so, for equality in the workplace. It was…. messy, though.

I’m excited to dig more into this edition of The B Corp Handbook, but today I wanted to share just a few of the wisdom bombs within the introduction because they directly correlate to what is happening right now before our eyes.

The other co-author, Dr. Tiffany Jana, is the representative voice of diversity in this book. I think it’s only fair to start with her wisdom:

  • “If we fail to leverage our collective economic power to address what we can clearly see our gross injustices– economic, Environmental, social, medical, educational, and more– then are we really walking the walk?”
  • “There are no perfect role models for DEI. The important thing is to acknowledge your error, apologize whenever possible, and be more present and intentional next time.”
  • “Equity… means everyone gets treated according to their individual needs or circumstances.”
  • “If you use people as tools to get work done but don’t engage their minds and hearts, that is not inclusion. If people’s opinions are not sought out, taken seriously, or at the pond, that is not inclusion. Inclusion is sharing the work, and the opportunities, the glory, the fun, and the failure.”
  • “In order to restore trust in business, the business community needs to respond to those people’s legitimate desire for jobs with dignity the business community also needs to make the case that economic justice for all isn’t inextricably tied to, and dependent on, social and environmental justice.”
  • “Companies that thrive on the exploitation of people should not thrive.”

Quotes from Mr. Ryan Honeyman:

  • “It’s should not be the burden of people of color, women, or other marginalized groups to educate folks with privilege about institutional racism, institutional sexism, and other forms of systemic bias.”
  • “If you choose to walk away from an uncomfortable conversation, you are exercising your privilege, because people of color, women, and others cannot walk away from their identity.”
  • “White supremacy is the system that perpetuates many of the problems our diversity, equity, and inclusion initiatives are attempting to solve.”
  • “I had never considered that challenging and unraveling the norms, assumptions, and culture of white supremacy is self could be part of the solution.”
  • “Only by naming it, disrupting it, and dismantling it can we successfully create an economy that works for the benefit of all life.”

I invite you to consider Mindfulness Training and Emotional Intelligence (MT/EQ) training for your company and/or team. When applied correctly, over 200 studies prove that MT/EQ helps companies control profit bleeding by contributing to improved problem solving, enhanced motivation, higher performance and productivity, and more while also helping to replace bias/discrimination, corruption, workplace drama, harassment with consciousness and kindness.

What are your thoughts on how to promote diversity and inclusion in the workplace?

Natalie Merchant – Break Your Heart

Music video directed by Sophie Muller, featuring N’Dea Davenport and filmed at The Chelsea Hotel in NYC.

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.