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Obama/Biden: Anything but the Lawful and Smooth Transition of Power

Out of the shadows, Obama is now pulling the strings that control his puppet, the demented Joe Biden

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While ‘mainstream’ reporters kept questioning whether or not President Trump would leave office willingly, he did so with grace. Did the media question Obama’s behavior upon leaving office? Did Obama offer a smooth transition for Trump to assume the presidency? A rising wave of evidence shows that he did not.

In fact, Obama continually thwarted his successor unlike every previous president in U.S. history.

I’ll Stay Awhile

Besides the shooting off his mouth during the campaign, praying that Biden could sneak into the White House, and thus bury all of Obama’s crimes, Obama’s post presidency has been unique among presidents. He never moved from Washington D.C.

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Upon leaving office, Obama immediately set up headquarters within a short drive of the White House. His compound includes his family residence, an apartment for Valerie Jarrett, his former senior advisor, and offices for Jarrett and various staff people.

Obama’s umbrella organization, Organizing for Action, has been focused on steering public discourse, members of Congress, and national events though the mobilization of thousands of volunteers. To what end? Obama’s quasi-government relentlessly sought to undermine Donald Trump.

Veteran political writer Scott Powell notes, “Unbeknownst to most Americans, Barack Obama is the first ex-president in 228 years of U.S. history to structure and lead a political organization, a shadow government, for the explicit purpose of sabotaging his successor — duly elected President Donald Trump.”

Sabotage For Sure

Now, out of the shadows, Obama is pulling the strings that control his puppet, the demented Joe Biden. Thus, Obama’s operations continue to be insidious.

Always of questionable origin, when Obama ran for state senator in 1995, his campaign kickoff was held at the home of William Ayers and his wife, Bernadine Dohrn. These two are self-avowed and unrepentant domestic terrorists. Mayhem is their track record. Freed on a technicality, Ayers wishes he had done more harm to America.

When Obama ran for the U.S. senate in 2004, months before the election, he trailed considerably. Aided by his fixer, David Axelrod, Obama was able to unseal court documents about his opponent’s nasty divorce, years earlier. Once this highly private information went public via the Chicago Tribune, Obama’s opponent was doomed. And unsealing court records became a standard ploy for Obama.

Obama never let down his guard and was all about public image. At the Trinity United Church of Christ on Chicago’s south side, he spent 20 years in the congregation of separatist-racist, the Reverend Jeremiah Wright. Then, as revelations about Wright were illuminated, characteristically speaking out of both sides of his mouth, Obama roundly disavowed him.

Totally Treasonous

Obama’s treasonous subterfuge began before Trump’s inauguration. Obama unmasked names of Trump staff and associates, diffused top intelligence among numerous federal agencies, and coordinated timed intelligence leaks to the press. Each ploy was designed to thwart the legitimacy and effectiveness of Trump’s presidency.

Obama acted with lightning speed once his designated replacement, Hillary Clinton, lost the presidential election. He was desperate to cover his eight-plus years of impeachable acts.

His first target was three-star general Mike Flynn, the incoming National Security Advisor to President Trump. Flynn possessed the political knowledge to quickly unravel Obama’s massive scheme to contort our representative democracy.

The End of “Safe and Effective”

All earlier presidents believed that the safe and effective transfer of power was vital to the new president, to govern unfettered. After their respective terms in office, Presidents John Adams, Thomas Jefferson, James Madison, and James Monroe each departed the Capital for their homes along the eastern seaboard, some of which were financially underwater.

In a break with tradition, John Quincy Adams eventually returned to Washington, as a congressional representative, not as a mastermind to thwart his successor Andrew Jackson. President Jackson, and his successor, Martin Van Buren also departed the Capital after their respective terms in office.

Only Woodrow Wilson, of all previous presidents remained in town. Wilson was an invalid, however, and had zero capacity to govern or conspire at the end of his presidency and for his remaining 18 months of life.

Obstruction Central

President Carter, who launched the Carter Center, and President Clinton, who initiated the Clinton Global Initiative and the financially-suspect Clinton Foundation, did not seek to undermine their successors.

Ever the “community organizer,” Obama’s home and adjoining offices was regarded as the ‘nerve center’ of Trump administration resistance. From his command post, Obama and his staff organized groups and rallies, developed media programming, wrote articles and speeches, and continually disseminated information created to thwart the Trump presidency.

Obama’s nefarious activities, in total, cement his reputation as the worst, most treasonous, and most despicable president that the U.S. has ever had to endure. Perhaps John Durham’s long, long, long awaited report will offer the crowning touch, but who knows when that is arriving, if ever, and how watered-down it might be?

So, will Obama ever pay for his crimes against America? The future is yet to unfold.

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Jeff Davidson is the world's only holder of the title "The Work-Life Balance Expert®" as awarded by the U.S. Patent and Trademark Office. He is the premier thought leader on work-life balance, integration, and harmony. Jeff speaks to organizations that seek to enhance their overall productivity by improving the effectiveness of their people. He is the author of Breathing Space, Simpler Living, Dial it Down, and Everyday Project Management. Visit www.BreathingSpace.com for more information on Jeff's keynote speeches and seminars, including: Managing the Pace with Grace® * Achieving Work-Life Balance™ * Managing Information and Communication Overload®



 
 
 

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Work-Life Balance in Your Life

It the ability to experience a sense of control and to stay productive and competitive at work while maintaining a happy, healthy home-life

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Work-life balance (WLB) is the ability to experience a sense of control and to stay productive and competitive at work while maintaining a happy, healthy home-life with sufficient leisure. WLB, also referred to by some as work-life harmony, work-life shift, work-life blend, work-life effectiveness, or work-life integration, requires focus and awareness despite seemingly endless tasks and activities competing for our time and attention.

Work-life balance entails having what I call “breathing space” for yourself each day, feeling a sense of accomplishment while not being consumed by work, and having an enjoyable domestic life without short-changing career obligations. WLB is rooted in whatever fulfillment means to you within the course of a day and a week, and however many years you have left in your life.

Supporting Disciplines

Several disciplines support work-life balance though, individually, none are synonymous with work-life balance:

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1) Self Management

Sufficiently managing one’s self can be challenging, particularly in getting proper sleep, exercise, and nutrition. Self-management is the recognition that effectively using the spaces in our lives is vital, and that life, time, and available resources are finite. It means becoming captain of our own ship; no one is coming to steer for us.

2) Time Management

Effective time management involves making optimal use of your day and the supporting resources that can be summoned – you can only keep pace when your resources match your challenges. Time management is enhanced through appropriate goals and discerning what is both important and urgent, versus important OR urgent. It entails understanding what you do best and when, and assembling the appropriate tools to accomplish specific tasks.

3) Stress Management

By nature, societies tend to become more complex over time. In the face of increasing complexity, stress on the individual is inevitable. More people, noise, and distractions, independent of one’s individual circumstances, require each of us to become more adept at maintaining tranquility and being able to work ourselves out of pressure-filled situations. Most forms of multi-tasking ultimately increase our stress, while focusing on one thing at a time helps decrease stress.

4) Change Management

In our fast-paced world, change is virtually the only constant. Continually adopting new methods, adapting old, and re-adapting all methods is vital to a successful career and a happy home life. Effective change management involves offering periodic and concerted efforts so that the volume and rate of change at work and at home does not overwhelm or defeat you.

5) Technology Management

Effectively managing technology requires ensuring that technology serves you, rather than abuses you. Technology has always been with us, since the first walking stick, spear, flint, and wheel. Today, the rate of technological change is accelerating, brought on by vendors seeking expanding market share. Often you have no choice but to keep up with the technological Joneses, but rule technology, don’t let it rule you.

6) Leisure Management

The most overlooked of the work-life balance supporting disciplines, leisure management acknowledges 1) the importance of rest and relaxation, 2) that “time off” is a vital component of the human experience, and 3) that one can’t indefinitely short-change leisure without repercussions. Curiously, too much of the same leisure activity, however enjoyable, can lead to monotony. Thus, effective leisure management requires varying one’s activities.

Entirely Achievable

Achieving work-life balance does not require radical changes in what you do. It is about developing fresh perspectives and sensible, actionable solutions that are appropriate for you. It is fully engaging in life with what you have, right where you are, smack dab in the ever-changing dynamics of your existence.

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Work-life Balance: The Enduring Quest

Organizations today recognize the importance of supporting employees’ well-being while maintaining productivity

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Thank goodness that organizations today increasingly recognize the importance of supporting employees’ well-being while maintaining productivity. As such, the corporate quest for work-life balance, harmony, and integration has gained great prominence.

Key Aspects

Here are 12 key aspects of this pursuit gleaned from a variety of programs:

1. Offer Flexible Work Arrangements: Offering flexible work schedules, remote work options, and part-time opportunities allows employees to better balance their professional and personal lives.

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2. Have Clear Policies: Establishing clear policies and guidelines regarding work hours, overtime, and expectations helps employees manage their time effectively.

3. Support Mental Health: Providing access to mental health resources, counseling, and stress management programs can address employees’ emotional well-being.

4. Give Leave: Offering generous paid time off, including vacation, sick leave, and parental leave, allows employees to address personal and family needs without fear of repercussions.

5. Prevent Burnout: Encouraging employees to disconnect from work-related technology after hours helps prevent burnout and supports work-life separation.

6. Support Workload Management: Ensuring that employees have manageable workloads and realistic deadlines prevents excessive stress and long working hours.

7. Provide Wellness Programs: Implementing wellness initiatives, such as fitness facilities, nutrition programs, and health screenings, promotes a healthier work-life balance.

8. Enable Employee Assistance Programs: Such programs provide confidential counseling and support services for employees facing personal challenges.

9. Promote a Culture of Balance: Company culture plays a significant role in work-life balance. Leaders should model a balanced lifestyle, and the organization should celebrate accomplishments beyond work.

10. Maintain Continuous Communication: Engaging in open dialogues with employees about their needs and concerns regarding work-life balance fosters a supportive and responsive corporate culture.

11. Empower Workers with Training and Education: Providing training on time management, stress reduction, and resilience equips employees with the skills to better balance their lives.

12. Leverage Remote Work Policies: Crafting clear remote work policies and expectations ensures that remote employees have a structured work-life balance.

Bringing in the Hired Gun

As the world’s only holder of the title, “The Work-Life Balance Expert®,” as issued by the USPTO,  I am often summoned by organizations to enhance work-life balance for their troops. In all, I’ve delivered programs and spoken to 960 groups. Below depicts an encounter with a company who shall remain nameless for reasons of confidentiality. See if this squares up with your experience in your organization.

The following responses were derived as a result of my sending a questionnaire to the conference meeting planner where I was to be their keynote speaker. I requested the names of 10 people who would be in the audience. I called each of them to discuss their current challenges. Here are their actual replies to three of my questions:

1) If you could magically resolve a work-life balance issue, what would it be?

* Have more breathing room between high-level projects.
* Accomplish more during the workday and leave mentally free.
* Hire more staff!
* Take vacations and time off with no big pile ups when returning.

* Be allowed to take some Fridays off and catch up on much needed appointments.
* Reduce the number of pop-up requests and questions flying at me all day long so that I could ACTUALLY do what I need to do each day.
* Be approved to work from home or adjust my hours. My personal time isn’t respected.

2) What do you seek to derive from attending a session such as mine?

* Manage my time more effectively.
* Gain tools to embrace life while living it
* Develop stronger skills.
* Make work-life balance a reality in our company’s work-first culture.

* Acquire strategies, tips, or ideas to re-think my approach.
* Learn to change my focus, to be more productive, balanced, and focused.
* Be able to balance the few things that I do control during my day.
* Discover tips for keeping my staff in balance.

* Gain a realistic expectation of what we can achieve or experience.
* Develop a more positive outlook for the group.

3) Are there any observations you could offer?

* Work-life balance is a huge topic organization-wide. We are high performers who want to do a good job. We compromise our personal lives to meet work demands. We have to keep pace with the leaders and teams we support. If we don’t, we’ll be deemed unresponsive.

* A frenetic pace seems to be inherent in this company. Our team does a good job of emphasizing work-life balance; the problem lies with the surrounding divisions that thrive on working all the time, for no good reason. Yes, we are in a global space, working in different time zones, but some of these people are beyond the pale.

* What I love about this organization are the people. They are dedicated to the cause and truly want to deliver reliable, affordable, dynamic, and versatile solutions to our customers. However, our frenetic pace isn’t necessary. Not every project is the most vital. Not every problem is an emergency. Not every request has to be filled now.

* If in charge, I’d implement a more efficient, logical pace organization-wide. If we all took a breath and reevaluated how we work, in a more focused environment, we might find that we could produce better results with less stress.

Resonates Strongly

As you can see, the topic of work-life balance resonates strongly among today’s career professionals. Going forward, may more organization recognize and acknowledge the critical role that employee wellness and work-life balance has on the organization’s overall effectiveness.

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