‘In any case, we will go into recession but what we are trying to do is to make sure that it is shallow so that we will quickly come out of it come 2021.’
Hundreds of civilians, including three aid workers, were killed in a series of tribal clashes in villages in South Sudan’s vast Jonglei State, the
Via Greg Hunter’s USAWatchdog.com ,
With every new revelation about what President Trump calls “Obamagate,” you see the curtain being torn down and revealing the corrupt players who were running America and attacking our Republic.
Former CIA Officer and counter-terrorism expert Kevin Shipp, who wrote a book about the Deep State called “From the Company of Shadows,” says any hint that POTUS is a tool of the Deep State is preposterous.
Shipp explains, “That is absolutely ridiculous…”
“Donald Trump has confronted the Shadow Government and Deep State more than any other president in history, and that includes JFK. JFK did, of course, confront the Deep State and we saw what happened there.
There has been no other president that has had the guts to expose the Shadow Government and Deep State like Donald Trump has. What has the Deep State done? They have gone after him with a vengeance. Why would…
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As a lawyer preparing lawsuits against vaccine companies for damages from their products, his research led him to the realization that the industry is criminally corrupt. In this interview by Patrick Bet-David, Kennedy describes what lies have been forced on the public to cover up the corruption and he shows that the truth is the opposite of what we have been told. For example, Kennedy says his research shows: (1) You are more apt to contract a disease from a vaccinated person than one who is not vaccinated! (2) Vaccines kill more people than the diseases do! (3) Vaccines are insanely profitable to the companies that make them, but that is peanuts compared to the profits from selling drugs and devices to treat illnesses the vaccines create! The business model of the pharmaceutical industry is, not to make people well, but to treat their symptoms…
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When it comes to managing setbacks, the typical approach focuses on discovering what went wrong to prevent a similar issue from arising. But what we often overlook is the emotional context of managing setbacks, something I explore through a personal example in this latest edition of Leadership Espresso Shot on my leadership podcast, “Leadership Biz Cafe”.
Now there’s no question many of us are grappling with how to manage and lead in this unprecedented time of uncertainty. It’s certainly unprecedented in how practically every industry and type of work is grappling with some form of setback and conditions that make it difficult to make concrete plans for how to get back on track.
It’s not surprising then why there’s growing concern and wary, not just over when the COVID-19 pandemic will end, but how the idea of us all merely being on pause is more wishful thinking than a realistic understanding of the long-term impact and fallout from this global health crisis, but economically and socially.
That’s why as leaders, it’s important that we not only manage expectations – and provide clarity on what people can and should expect – but that we’re also paying attention to the emotional context we’re creating around those expectations.
In this latest edition of my ongoing Leadership Espresso Shot series, I share a personal story of something that happened to my wife and I many years ago and what it reveals about the nature of how we perceive people and events and the role our emotional state plays in shaping those understandings and expectations.
In light of the numerous setbacks many of us are grappling with right now, I think this story and its message is quite timely and will leave you with much food for thought.
The Power of Positive Thanking While life is not always fun, it is always a gift. When we accept that truth, we can live in gratitude that good thing by good thing and disaster by disaster, we are becoming better people. “Gratitude has a cleansing effect on the soul,” according to spiritual leader and author, Marianne Williamson, “healing us from the inside out.” The very act of saying “thank you” makes us humbler, gentler and more loving people. “When something good happens and we give thanks for it,” she goes on, “then its positive effect expands within us.” What about expressing thanks for gifts we would rather not have received? What a powerful practice a word of appreciation becomes when even in the face of a serious diagnosis, a child in trouble, or unexpected financial reversals we can say “Thank you…
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In this time of uncertainty brought forth by the COVID-19 pandemic, it’s a curious outcome that the one certainty we do have is that we’re living in an age of collective disruption, where the reality of how things were always done around here is fast being replaced with questions of how do we operate differently going forward.
Perhaps the most tangible example of this wave of collective disruption has been the meteoric rise in the number of people working remotely.
Of course, with so many of us now conducting our meetings and conversations online, there’s another unforeseen change leaders are now having to address – a symptom that’s often referred to as “Zoom fatigue”, which many experts cite is due in part to the fact that video calls require us to focus more than we do during in person meetings.
But there’s another reason why so many of us are feeling exhausted from these virtual conference calls and it stems from the emotional disconnect we feel as we rely more and more on these digital channels to communicate. As Insead associate professor Gianpiero Petriglieri puts it, “the video call is our reminder of the people we have lost temporarily. It is the distress that every time you see someone online, such as your colleagues, that reminds you we should really be in the workplace together.”
It’s an issue Karin Hurt asked me about for her LinkedIn video series, “Asking For A Friend”, where I shared some tips on how we can stay emotionally connected with our team members while working remotely. As such, I’d like to share 5 simple steps you can take that will help you improve your ability to communicate and connect emotionally with your employees through these virtual communication channels.
1. Make time to connect about things not on the agenda
As I shared in my conversation with Karin, typically when we have a group meeting, there is time spent both before and after the actual meeting where we’re just connecting with others in our team as people make their way into the meeting room. Before the restrictions brought on by COVID-19, many of us probably didn’t give much thought to these interactions. But now that we’re having to communicate remotely, it’s important that we recognize the value of these non-work related interactions.
Obviously, in a virtual team meeting, it’s hard to replicate these impromptu conversations as it’d lead to a cacophony of voices talking over each other. But what you can do is set time aside either at the start or at the end of the meeting to just check in with your employees to ask how they are doing.
The goal behind this effort is to better understand and relate to your employees’ current circumstances working from home, as well as finding those commonalities that allow you to foster a sense of connection and relatedness.
2. Pay attention to who’s connecting in real time and who’s not
Just as with in person meetings, in these virtual meetings it’s only natural that some of your team members will be more comfortable communicating and sharing, while others spend most of the time watching instead of engaging. In some cases, this might be due to their lack of familiarity with the virtual communication platform. In other cases, it can be a reflection of their discomfort and sense of disconnect with others attending this virtual conference call.
For these employees, ask them questions that you know they’d be comfortable answering because it’s in their field of expertise. This will reduce their apprehension and make them more willing to engage in the conversation.
You may need to do this over a couple of meetings to ease them in, but doing so will help them feel less like they’re an observer and more an active participant, which is what you need them to be. After all, everyone who’s at that meeting is there because they have something of value to offer. So if they’re not actively participating, it’s your job to create conditions that will facilitate them to.
3. Ask clarifying questions to offset the loss of non-verbal cues
As psychologists and communication experts have pointed out, one of the challenges we face with virtual communications is our difficulty in being able to pick up the non-verbal cues that provide an emotional context for what others are trying to tell us.
To help offset this loss of those non-verbal cues, be sure to ask more questions, particularly ones that help to provide clarity for everyone on the team. You can start these questions off by saying things like “to make sure I understood you correctly, are you saying …”.
Remember, we’re no longer in our office spaces where we can have these random check-ins with our employees to see how things are progressing. So it’s important that you avoid any ambiguities over what your employees are telling you, as well as what you’re telling them.
4. Offer words of recognition and praise to reinforce what matters
Even if we weren’t all personally dealing with feelings of uncertainty and stress over the long term impacts of the current health pandemic, working remotely can be challenging for your employees in terms of getting that much needed feedback that lets them know they’re not only doing a good job, but that someone’s paying attention to their efforts and appreciates how they’re helping the organization move forward despite all the restrictions we currently have to navigate.
To that end, it’s important that you make time during these virtual gatherings to make a point of recognizing the various contributions and efforts being made by your employees. This will help your employees understand the benefits others derive from their efforts and how it’s helping the team move forward. It will also reduce feelings of isolation because it will foster those emotional connections of community and belonging.
5. Schedule an ‘after hours’ virtual gathering
Another measure that will help improve your team’s ability to truly connect and engage with one another is to schedule an ‘after hours’ virtual gathering. Use these gatherings to encourage more personal conversations with your employees by going around the virtual table and encouraging your employees to share something about what they’ve been doing at home with their family and kids. You could even have them introduce the team to their dog or cat or their kids to help foster and reinforce those emotional connections that are otherwise missing in these virtual gatherings.
One point to note here, though, is that you don’t have to schedule these ‘after hours’ gatherings based on what your office schedule was before COVID-19. Rather, you should embrace the disruptive nature of this global pandemic and schedule it at a time you wouldn’t normally have such a gathering, like the middle of the afternoon on a Wednesday, for example.
This will send the message to your employees that you do recognize that these are unprecedented and uncertain times, but that doesn’t mean you can’t collectively adapt and change in response to it.
The fact remains that whether we like it or not, things will not return to the way it was before the COVID-19 pandemic. In fact, more and more surveys are being released that show a majority of employees would prefer to continue working remotely after the COVID-19 pandemic is finally past us.
As such, it’s important for leaders to understand that you need to employ these measures not just over the short term, but that you be prepared to develop and strengthen these skills once this health crisis is over and your employees look to you to help them pivot from simply adapting to survive to adapting to thrive in that new reality.
Tyrannical Michigan Governor Gretchen Whitmer signed an executive order that banned regular Michiganders from traveling between residences in the state. Whitmer banned travel to summer homes. Whitmer extended the ban on traveling to summer homes thru April 30th. The ban was lifted but Governor Whitmer begged Michiganders not to travel up north. Joe Biden is…
Many of us find ourselves in situations in which loving until it hurts becomes obligatory such as when a loved one becomes ill or is dying. It is much more difficult to seek out pain in order to love, and yet, that is what Christ calls each one of us to do in forgiveness. It isn’t easy. It requires grace and fortitude. Love always comes with the possibility of pain because it is freely given to our fellow fallen men and women who are capable of hurting us. We also live in a world where death and loss are daily realities.
Compiling a list of individuals or groups who have misappropriated the mantle of Christianity is a monumental task. Many of the vast numbers that have pillaged, cheated, abused and defiled in the name of Christ are among the legends of western civilization. The task is further burdened by the many more that have, with pureness of hearts and the highest standards of contemporary morality, proselytized in the name of such “Christian” causes as the “white man’s burden” and “manifest destiny.”
Add to the list, those groups that validate their particular brand of Christianity by distinguishing their beliefs and practices from even the slightest variance in the beliefs and practices of all others. A Christian is not someone who is “saved” through the rubrics of membership or the mere ascription to beliefs.
Being a Christian is not about exclusion. Being a Christian is not about separation or discrimination. Being a Christian is not about deciding who may be right or wrong. Being a Christian is not about securing what is rightfully yours or imposing justice on or even for others.