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Empowered Goals – Answer The Call To Conscious Leadership

Last week we had another groundbreaking Answer the Call to Conscious Leadership event with Kenston Henderson, Sr. and Jennifer Wildgust as panelists to talk about Empowered Goals.

I, actually, didn’t develop goals, and you might have seen me mention what I did instead last week. By watching the replay of last week’s event, you will learn how you can apply the same neuroscience hack to re-engage with your goals.

You’ll also get the answers to these questions:

  • What is the distinction between empowered goals and plain goals, or other kinds of goals?
  • How can empowered goals be used in leadership to manage at an individual and team level?
  • Where do you start when helping your team develop empowered goals?
  • How does the first week of the year help you set up a successful year?
  • What are the questions that need answers before you set empowered goals?
  • What is a critical component to staying motivated?
  • What are the reasons people fail to reach their goals, and how can the C3 group fill that void?
  • What are ingredients leaders can ensure their teams have to enjoy repeated success?
  • Where can a leader learn how to achieve huge goals?
  • What are the steps that need to be taken to maximize goal achievement?
  • What is the trick to developing empowered goals with your strong-willed “rebel” team members?
  • What is the trick to keeping your rebels accountable for their empowered goals?
  • How does the control-influence model come into play?
  • What are good questions to ask when reflecting on the previous year’s goals, especially after a year like 2020?
  • How can you use the unmet goals as fuel?
  • How do you allow yourself grace while not letting yourself off the hook?
  • How can you use your imagination to achieve your goals?
  • How can you mentally prepare yourself for possible hardships that can derail you?
  • What if your team members are not in a conducive emotional state when goal setting?
  • How can you help your team members process their emotions so that they can get into a conducive emotional and mental state to set empowered goals?
  • How can leaders guide their teams through building the habits that will support goal attainment?
  • How can you reinforce your team in achieving their empowered goals?
  • Why do we have to reframe failure?
  • No matter what happened, what do you have to do to continue crafting better goals?
  • What is the best metric for assessing goals?
  • What is the one thing that you think people need to know to feel empowered about moving forward?

When you watch the replay inside of C3, be sure to expand the screen so that you can see the insightful comments shared by the people viewing the event, too!

Our panelist, Jennifer, said, “I’ve learned so much in just this little bit of time!”

That’s what these events are all about! It’s so powerful to spend this hour on the first Thursday of every month leveling each other up.

I’m so grateful for the members of this community and look forward to offering them a spotlight to contribute to this cooperative movement toward conscious leadership.

***********************************

P.S. If you missed the LIVE information session on the Conscious Leadership Movement, I invite you and encourage you to watch the replay —  especially if you can’t help but take action to make the world a better place after recent events!

Is now the time for you to join this movement? Find out and find out how NOW, because I am ready to get started as soon as the pilot group is complete.  The world can’t wait!

I am offering a special DOUBLE certification PLUS LIFETIME ongoing conscious leadership education deal for THIS PILOT GROUP ONLY!  This offer expires on January 21st – or as soon as we have 5 pilot participants commit and invest!

Watch the reply until the end to find out all about it!

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

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

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

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

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

Leading Through Change – Answer The Call To Conscious Leadership

We all couldn’t believe that last week’s Answer The Call to Conscious Leadership event was the last of the year. I think we can all also agree that 2020 has felt like the longest year ever.

I’m calling 2020 “The Year of Perfect Hindsight”, and I truly believe that through the C3 community, with these events and other co-creation between members, we are doing the important work of discussing the common issues that are impacting innovation, productivity, and progress the most. Additionally, we are exploring how to level up our leadership skills so that we can resolve the most urgent issues and collectively move toward a better 2021 and beyond.

In this last event of the year, Tiffany Frasier, President-Elect for ACMP (Atlanta Change Management Professionals), joined us as a panelist to offer her expert insights into how to lead through change. The topic of this training was voted on by our very own C3 community.

Here’s what we discussed:

  • What does it mean to walk in your superpower?
  • What are we aiming toward?
  • What is change aiming to accomplish?
  • What is Gen Z contributing to the workforce now?
  • What is Gen Z contributing to the future of the workforce?
  • What does it mean to bring your whole self to work and when is that really going to be okay?
  • How do we reconcile the dichotomous agendas of change?
    • i.e. How can we allow for creative input to disrupt systems that aren’t working, while at the same time, making sure that creativity fits into the working systems that exist so that creativity makes a real difference?
  • How is political correctness working and how do we reconcile learning to treat people as they want to be treated while still feeling free to express ourselves so that we can bubble up conflicting belief systems to the surface?
  • How is compartmentalizing our various roles going and what is needed to be more sustainable?
  • What does it look like to be able to talk about anything with your team?
  • What do leaders need to embrace in order to level up in the ways that today and tomorrow demand?
  • What do leaders have to unlearn?
  • Do you even know who your whole/true self is? How do you find out?
  • Which leadership skill gap is sure to cause a mass exodus?
  • What do we need to learn about fear (ours and others) in order to optimize the good that can come from change?
  • What do you do when evolving means sacrificing relationships?
  • What is the 2021 motto to replace “model the way,” and why is that no longer valid?
  • What does it look like for leaders to really support each other through these volatile times?
  • Before you offer leadership programming, what do you have to allow and decide?
  • What is the distinction between functioning and moving forward and how do you move from one to the other?
  • How have we been measuring success that has been more harmful than helpful and how do we correct it?
  • What is the starting point of making change? (Hint: Tiffany says this is the best advice she has ever received.)
  • What do you do when you are juggling a lot of balls and some are sure to drop?
  • What happens when companies don’t invest in developing their leaders, and where does a company start developing its leaders?
  • What do you have to know before you can make decisions the right way?
  • How should we be thinking about selflessness and self-care in 2021?
  • What is the value of professional organizations?

I am also now referring to the C3 community as the public radio/television of LinkedIn Groups, because our content is directly community-driven. Perhaps the BEST thing about the group is that the content is also community-contributed!

So many of our members have been creating ripples in their own organizations and beyond. If you want to rock the boat, you need a big wave. If you want to flip the boat over, you need a huge wave. This is what we are working together toward.

If you are not yet in the C3 community and you are committed to co-creating a better world through conscious corporate transformation in 2021 and beyond, what are you waiting for?  Trust me – you’ll want to be around for the growth we are going to create as a community!

If you haven’t invited the other conscious leaders you admire to this community, what else can we offer to you in 2021 to support you in furthering the conscious leadership movement that would inspire you to invite ALL the leaders you admire?

We have a 2020 goal of 100 members, and we are SOOOOOO close. We only need 12 more members in the next 20 days to reach this goal. I challenge everyone to be that value creator for your leadership colleagues and invite them to this community.

Changes (2015 Remaster)

Provided to YouTube by Parlophone UKChanges (2015 Remaster) · David BowieChangesOneBowie℗ 1971, 2015 Jones/Tintoretto Entertainment Co, LLC under exclusive l…

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

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

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

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

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

Assessments – Answer The Call To Conscious Leadership

It seemed strange at first to carry on with this topic with all that is top of mind to people, but actually, our expert panelist, Al Sullivan, managed to touch upon some advice that every leader needs TODAY to better lead people in these volatile times, and then some!

Go to (or join if you haven’t yet!) the C3 community on LinkedIn to watch the full replay and find out:

  • If you are supposed to answer assessments based on how you currently are or based on future aspirations
  • What it means to be a victim of assessments
  • The best way to leverage assessments as a leader to get the best performance from talent
  • How assessments can help leaders resource people for projects
  • How to decide which assessment to implement
  • If there is an improper application for assessments
  • The most common pitfalls job seekers fall into when using assessments to career plan
  • The significance of impression management
  • Where did these assessments come from and why are they important
  • How assessments work with the 7 steps of organizational development
  • What energy leadership is, and how it’s used to help leaders show up as their best selves, especially now in these volatile times
  • How assessments can be used in hiring
  • How feedforward works and why words matter when looking for opportunities to improve
  • How you can create a space where no topic is off-limit
  • How assessments can redeem their reputation and gain receptivity again

Remember, if you know a conscious leader or aspiring conscious leader who is committed to co-creating with other conscious leaders to turn ripples of positive change into waves of positive change, invite them to the C3 community.

And, if you haven’t yet, join us and introduce us to your expertise so that we can include it in our next topic survey.  Co-create with us and share the wealth of your knowledge, experience, and wisdom while you also benefit from the amazing leaders already in the group.

Leaders need each other right now! What support do you need? Ask me or the C3 community today.

Neil Young – Heart Of Gold

Live from 1971. Neil digs around in his pockets trying to find the right harp and then plays a new song…Heart of Gold.

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

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

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

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

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

Making Executive Decisions – Intuition vs Data

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Have you mistaken intuition in the past?

Jewel – Intuition (Official Music Video)

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

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

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

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

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

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

When Confidence Becomes a Liability for Leaders

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

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

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

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

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

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

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

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

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

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

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

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

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

The answer is self-love.

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

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

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

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

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

What do I mean by self-love?

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

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

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

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

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

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

Demi Lovato – Confident (Official Video)

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

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

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

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

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

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

Renewing Your Team Bond With Personal Branding and MT/EQ Training

It may seem pretty simple to state this, but the thing that brings people together more than any trust fall is understanding.

As a client’s team member said yesterday during her personal branding consultation, everyone is a product of their experiences and everyone who has an opinion has it for a reason.

What if we gave up the idea that one person’s opinion is more valid than another’s? It’s true that some opinions are more educated than others, but if we stayed open to the idea that even educated opinions are still opinions, not facts, society might make leaps and bounds in innovation. Science is not static and few cause-effect relationships are linear, especially when it comes to people.

For employers who are committed to protecting the health of employees and who are sensitive to their concerns about COVID, team building during a pandemic has to evolve from in-person venues to virtual venues. This may feel like a challenge. The good news is there are equally, if not more, effective virtual options that can not only renew team bonds, but also create greater harmony, increase productivity, elevate engagement, and even help leaders discover new ways to leverage the talents, experiences, and passions of their team members.

Companies already understand the value of corporate branding, even if they don’t invest in it or implement it. For many companies, providing personal branding services may seem like a way to make talent prime for the picking by competition. However, engaging a personal branding expert to help employees, especially executives and front-line, customer-facing employees, hone powerful personal brands has a quadruple bottom line that can solve issues many managers are most pained with right now, such as low engagement, loss of identity, disjointed teams, and risks of or realized turnover.

When a company invests in personal branding, included is an assessment of alignment with the corporate brand. Any deviation from alignment causes exactly the pains described above.

When you combine personal branding with Mindfulness and Emotional Intelligence mini-practices, training, and coaching, employees gain clarity on who they are, why they are there, how they relate to each other, and the greater vision of their future with the company. They learn how to integrate the mini-practices into full-capacity (in terms of time/energy or both) schedules.

In fact, while strong time management is usually given credit for people’s effectiveness to deliver on time, especially during now with the world’s volatile state, energy management is the skill employers want to enhance if they are finding that their employees are not able to work at full capacity, whether at home or in the office, especially if the suggestion or mandate that they will be doing additional training or team building feels more like a burden than a benefit. In fact, energy management training is what most employers can do to alleviate immediate pain and create capacity for additional training.

Ethics training has proven ineffective. However, thanks to breakthroughs in neuroscience, we know exactly what part of the brain is responsible for emotional intelligence, that the brain is “plastic,” meaning that you can develop parts of the brain like a muscle, AND various techniques to accelerate the development of emotional intelligence. Every day I hear people in my HR and recruiting circles talk about the growing importance of hiring for soft skills and developing hard skills, but there are just are some experiences that can’t be replaced. In fact, I can’t tell you how many times I’ve heard, including a story a client told me two days ago, that someone was tolerated by a company because the benefits of their experience outweighed the risks of their behavior. Hiring for soft skills may work for entry-level and junior positions for which you expect to train the employee anyway, but it’s just another hiring fantasy to think that it would be at all cost-effective or beneficial to the company in the short or long-term to hire a senior person who has the right people skills and turn them into subject matter experts. It’s generally accepted that a professional will make an investment of ten years (K. Anders Ericsson) or 10,000 hours (Malcolm Gladwell) to become an expert.

Now, when a company combines on-the-job training with personal branding and MT/EQ training, it has all it needs to realize its vision and mission.

The last quarter of the year is here, and slots are filling up. Schedule a consultation today.

Together or apart – Lissie

Enjoy the videos and music you love, upload original content, and share it all with friends, family, and the world on 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  She is an Instructor for the Young Entrepreneurs Academy (YEA) where some of her students won the 2018 national YEA competition, were named Ernst & Young’s America’s Next Top Young Entrepreneurs, and won the 2019 People’s Choice Award. 

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

Conversational Intelligence – Answer The Call To Conscious Leadership

As usual, our topic for this month’s Answer the Call to Conscious Leadership event was voted on by our C3 community as something people wanted to know more about. One of our members, Phil Williams, actually mentioned it in his comments in last month’s event, and through that engagement, he was asked to be a panelist this month, which is really an ideal path we would like all of our members to take advantage of. I, then, used my sourcing skills to secure another expert, and I have to say I hit the jackpot in finding Gabriela Herrero, C-IQ Certified Conversational Alchemist.

This month, we shifted our platform to make it possible for people outside the C3 community to attend live and access the replay, though unless you were connected to Lawrence Henderson, you would find it hard to find that replay. We encourage you to invite other conscious leaders and aspiring leaders to request membership in the C3 community to watch the full event, which this month lasted about 40 minutes.

In that time, we covered:

  • The 3 levels of building trusting relationships
  • The 3 stages of elevating trust in conversations
  • The #1 step to enhancing conversational intelligence
  • Why conversational intelligence is a vital skill for conscious leaders
  • Why some leaders fail to communicate and how to overcome that challenge
  • What ho’oponopono is and how it relates to emotional and conversational intelligence
  • How to accelerate the path from self-awareness to being consistently conscious
  • The role of neuroscience in building conversational intelligence
  • Some of the hidden syndromes from which leaders often suffer subconsciously
  • How to ensure that you are being thoughtful in your conversations
  • What is needed for leaders to gain self-awareness
  • What conscious leadership is really about
  • Why a having a coach is the key to continual growth in conversational intelligence
  • How various cultures use language, build trust, and perceive feedback
  • What feed forward is and why it is a more palatable alternative to feedback
  • How co-creation becomes a source of renewal for leaders in a time when energy and time are extremely limited resources
  • What resilience is all about and why leaders need it
  • The importance of resilience and flexibility, and which comes first

This is not even an exhaustive list! As you can see, this hour that we co-create together provides tremendous value, and our C3 community continues to grow and increase in engagement.

We want to promote your intellectual value! We want your conscious leadership solutions to reach the people who need them!

If you haven’t already, please share your expertise with the community and suggest topics for which you could be a panelist. Answer the Call to Conscious Leadership topics are decided on by our community according to what are the most relevant and intriguing topics, which means that YOU could be our next panelist.

You can also be a host, so if you want to try your hand at that role, we want to offer you the chance to facilitate these amazing co-created conversations.

Check in with the community today!

Peter Gabriel – Come Talk To Me

The opening track off the DVD film based on his Secret World Live video. Pretty much the greatest thing I’ve ever seen.

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

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

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

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

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

Organizational Leadership – Answer The Call To Conscious Leadership

This past Tuesday’s Answer the Call to Conscious Leadership event featured insightful takeaways about organizational leadership.

Along with the added expertise of our guest panelist, Geralyn Smith, HR and Leadership Development Consultant, we discussed:

  • The steps to take to start building relationships with organizational leaders
  • How the human resources discipline has evolved, why, and where is it going
  • Where human resources professionals tend to want to grow midway through their career
  • Why organizational leadership has become such a niche focus
  • How to get human resources a seat at the table
  • How to explain the strategic role human resources can play vs. the tactical role many leaders perceive HR to be
  • The top tools and methods to use to demonstrate the value that HR has to offer
  • The best ways to reconcile the company expertise of HR with the functional/technical expertise of hiring managers
  • Why corporate leaders circumvent human resources and the resulting costs to the organization, as well as how can HR prevent this
  • What job seekers can do to engage HR as a facilitator rather than a gatekeeper
  • What an HR Business Partner is and why companies need one

You don’t want to miss this replay! Join our amazing LinkedIn Group, C3, for instant access. Geralyn is also a member of the group, so you can tag her and ask any follow-up questions you may have!

Our next Answer the Call to Conscious Leadership event will take place on Thursday, October 1st at 1:00 p.m. ET. Get into C3 now to be a part of future live events. Joining C3 also gives you the opportunity to vote on upcoming training topics, watch replay recordings, and connect with other conscious leaders.

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

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

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

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

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

Curtailing COVID Turnover – Answer The Call To Conscious Leadership

As voted by our C3 Community, this past Tuesday’s Answer the Call to Conscious Leadership event was all about curtailing COVID turnover, but we covered quite a bit about mitigating it altogether.

Our panelists, Kelly Robinson, CEO of Talent Acquisition and Recruiting Consulting firm Panna Knows, and TaJuanna Taylor, Corporate Compliance Project Consultant, had very different, but complementary perspectives on:

  • Why people resist being involved in change projects and how can you engage them
  • The definition of UNculture
  • The critical questions to ask to make sure that your company is talent-ready
  • Where in the talent cycle the turnover is highest, and if it is preventable
  • The top warning signs that your talent needs a check-in
  • Why talent is jumping ship from “secure” jobs in the middle of a pandemic
  • The recommended systems companies can implement in order to stop turnover before it starts
  • How companies can leverage assets they already have to engage and retain talent
  • The critical metric some companies are NOT measuring
  • The risks of hiring talent that is doomed to be disengaged and jump ship during this time
  • The front end measures that need to be taken to make sure that the talent you consider truly represents the talent your company can retain and who will thrive
  • How to give yourself permission for self-care as a leader
  • The long-term impacts of not taking care of your talent
  • When to make concessions in your talent requirements
  • How to get to a point of sustainability in your talent strategy
  • The qualities that leaders need to express in order to master the long-game of retention
  • The crucial difference between managers and leaders, and what’s needed right now
  • The balance leaders must strike between neglect and micro-management
  • The counter-intuitive problem of having a wide talent pool

Wisdom bombs galore, folks! You definitely want to watch this replay! Get in C3 now for access.

I don’t know about you, but I love this event and I love this group. Am I allowed to say love in a corporate setting? Yes, I am! Because this is what we are creating.

We are collaborating to create a more conscious, HUMAN corporate landscape. There are only gains to doing so. The more people who join in, the further and faster we go.

Get in this community and be on the front lines of a movement that is sure to make work better for more people…and the planet. Be one of the founding 100 members, and then when you recognize how powerful it is to connect, commiserate, and collaborate with other conscious leaders and facilitators, invite your people.

The faster we grow, the further we go.

Remember that the next free training in this group is the 3-Day Conscious Decision Challenge starting Wednesday, August 26th at noon ET. Over 3 days, you’ll discover 3 frameworks to determine the course of action that is in the highest good and that will get your people enthusiastically onboard. Register now and see you in C3!

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

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

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

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

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

Celebrating 11 Years

Thank You by Andrew Bowden of Flickr

Ten years is usually the big milestone, and it was, but 11 is my lucky number and the year that I had been most excited to reach – a second decade in business to celebrate.

Rather, what is more worthy of celebration are the people I have met, engaged, helped, supported and been supported by. Also, the challenges I have overcome and the self-limiting beliefs that I have busted are worthy of celebrating.

I was very busy with business, grading, and preparing for my first destination girls’ trip (a celebration of the year my high school friends and I turn 40) on my anniversary, that I forgot to acknowledge it on the actual day, June 1st, prior to leaving.

But I arrived before my friends in Hilton Head, SC, and as I lie in a lounge chair over looking palm trees and the warm, gentle, loving ocean, I was overwhelmed with gratitude.

  • I had hardly enough time to pack or sleep because my clients, mentors, and partners have been referring so many leads to me, and because now more clients engage me to work one-on-one with them throughout their campaign, a much larger investment, and more prospective clients are asking to speak with references.
  • I am so grateful for the myriad of former clients who are thrilled to share their story and genuinely want more people to have a happy ending/new beginning just like them.
  • I am grateful that I can spend money on a jaunt without worry that the well will run dry and I will soon regret spending that money, both because I have a full pipeline and because I have busted the belief that I am un-deserving, that the world is a place of cruel limits and lack, and that just when things are finally going well, tragedy will strike.

These beliefs kept me from fully spreading my wings, and while my wings are still not as fully expansive as they can become, they are FAR wider than ever before.

  • I trust in God and the Universe.
  • I know that I am deserving of success, happiness and wealth, and the world is abundant in resources and possibility, as long as I am resourceful and open to possibility.

My 40s and this second decade of business are looking to be my most exciting and adventurous years yet, and I have had quite an exciting and adventurous life so far. But, again, it is not about the years, it is about the people.

  • I first have to thank my husband, without whom I could not have been able to stay in business this long, and most definitely would not have been able to be home with my daughters.
  • I want to thank my parents. Even though I probably would have started a business without their blessing, I was both surprised and relieved to gain their support from the beginning through now.
  • Thank you my former BNI referral partners with whom I still keep in touch and some who still refer clients eight years later. You helped me hone my public speaking and networking skills, and supported my business during the most critical time in a business’s life and at a time when it was critical for me to have a strong business as I ventured into motherhood.
  • Thank you to the hundreds of LinkedIn Workshop for Jobseekers attendees. It was your feedback that enabled me to develop a much stronger curriculum.
  • Thank you to the people in the dozens of organizations who engaged me to speak. I found a new passion in public speaking and, now that my kids are older, see this as a primary platform going forward.
  • Thank you to my first clients who took a chance on a young, but ambitious and knowledgeable résumé writer and career coach who probably seemed like a baby to you.
  • Thank you to the clients who gave me a shot as a work-at-home mom. I was so scared of being perceived as unreliable that I was uber stressed all the time about keeping a regular schedule with my babies. I did not have a lot of time to work one-on-one with clients as I breastfed every three hours for 45 minutes. Though I was more diligent than ever with my schedule, if ever there was a snafu (baby won’t nap, explosive diaper incidents, illness, etc.) you were more patient and understanding than I could have imagined. Your patronage was so appreciated. You kept my business going.
  • Thank you to the clients who helped me test and launch new products and services. Helping you overcome your challenges was a reason to develop solutions that would help so many more.
  • Thank you to my interns and assistants. My management and mentoring experience before I started my business was minimal, but while I created new opportunities for you to grow, you also gave me the opportunity to see what kind of contributor I could be.
  • To my virtual experimental teams, who allowed me to test out new tools and processes while we learned along side each other, we may not have had the outcome we intended, but I can say that a lot was learned, and none of us were afraid to fail. For that we should be proud and I thank you. I will try again with new insights that will help future teams achieve more success.
  • To my former mastermind community, thank you for the virtually magic synchronicity that was created. Again, we may not have created a permanent group, but the momentum gained during that time had a permanent, compounding effect on my business. Thank you.
  • Thank you to all my clients who were willing to be vulnerable and honest with me, and trusted that I had your back and would be compassionate in my stand for your optimal outcome. You should be so proud of how you expanded your comfort zones, increased your life skill level and confidence, and grew empowered to create a future that makes the life you want possible. You ROCK in a very EPIC way.
  • To all the vendors who have helped me with marketing, graphic design, editing, transcription, sales funnels, and more, thank you.
  • A HUGE thanks to my current assistant, Angela, who has been with me two years supporting the most growth the business has ever experienced. Without your efforts, I could never have focused my time and attention on what really mattered, our clients and major strategic initiatives.
  • Of course, I thank my kids. To be honest, they seemed like an impediment to business a lot of the time. This might sound awful, but I used to feel immense pressure to compete with emerging coaches who had no tethers and could attend all the cool events and who started to “take” all the great speaking engagements. It took a while to grow in my own confidence, to see that I am a uniquely gifted coach, that my audience was not being “taken” by someone else, and that I am a FORCE of nature. That last one is something I learned from my kids, from overcoming the challenges that parenthood presented while conquering product development, plus business development, plus client delivery. I can now instill in other moms that it CAN be done.