How Ordinary People Become High Performers: 10 Key Habits

"I used to think high performers were just 'lucky' — until I spent a month shadowing a CEO, a pro athlete, and a bestselling author. Turns out, their secret wasn't talent. It was these 10 habits."

1. The 5–4–3–2–1 Morning Hack

(How to beat procrastination before your brain wakes up)

My first morning with the CEO:

• 5 AM: She was already dressed (no “just 5 more minutes”)
• Trick? "If it takes less than 2 minutes, do it immediately"
• Make bed → Triggers productivity
• Chug water → Wakes up brain
• Open blinds → Signals "day has started"
• "You don’t need motivation when you have momentum."

2. The Focused 90

(Why 90-minute work blocks beat 8-hour marathons)

The athlete's training secret:

• Work in 90-minute sprints
• Then 30 minutes of total rest (no screens!)
• Based on ultradian rhythms — your brain’s natural focus cycle

My test: Finished a client project in 3 focused blocks that previously took 2 frazzled days.

3. The "Stop Doing" List

(High performers subtract before they add)

The author showed me his "Not Allowed" list:

• ✗ Checking email before noon
• ✗ Meetings without agendas
• ✗ Saying "yes" to things that don't excite him

Your turn: Write 3 things you’ll stop this week.

4. The 2-Minute Rule

(How to prevent small tasks from becoming mental monsters)

Overheard from the CEO’s assistant:

"If a task takes <2 minutes, do it NOW."

• Reply to that short email
• Hang up your coat
• Wash your coffee cup

Result: 80% fewer "I'll do it later" ghosts haunting your brain.

5. The Power of "Hell Yes or No"

(How high performers avoid mediocre commitments)

The athlete's filter for opportunities:

• If not "Hell yes!" → It's "No"
• Saved 11 hours/week by declining "maybe" events

Try it: Next invitation, ask "Would I do this if it was tomorrow?"

6. The Weekly Review

(Why Friday afternoons make or break high performers)

The author's ritual:

1. Celebrate 3 wins (train your brain to recognize progress)
2. Identify 1 friction point (then eliminate it next week)
3. Plan 3 priorities for Monday (so you start strong)

My version: 15 minutes every Friday = no Sunday scaries.

7. The Body-Energy Audit

(High performers don’t ignore their biology)

The athlete’s 3 PM checklist:

• Have I moved in the last hour?
• Am I hydrated?
• Do I need protein or rest?

Shocking impact: Fixed my 3 PM energy crashes instantly.

8. The Input/Output Ratio

(Why high performers consume strategically)

The author’s media diet rules:

• For every 1 hour of scrolling → 30 minutes of reading books
• For every binge session → 1 skill-building video

My hack: Follow "no empty scrolling" — always have a learning goal.

9. The 10–10–10 Rule

(How to make decisions like a high performer)

The CEO's question for every choice:

• How will I feel about this in 10 minutes?
• 10 months?
• 10 years?

Used it to: Quit a toxic client, start exercising, call my mom more.

10. The Shutdown Ritual

(Why high performers don’t take work to bed)

All three did some version of:

1. Write tomorrow's top 3 tasks
2. Close all tabs/apps (physical closure = mental closure)
3. Say "done" out loud (signals brain to rest)

My result: Fell asleep faster, woke up clearer.

Your Turn (Start Small)

Pick 1 habit to try this week. I started with #7 — now I keep almonds at my desk and take walking meetings.

"But I'm not a CEO/athlete/author!" Neither was I. But after 6 months of these habits? I:

• Tripled my freelance income
• Recovered 12+ hours/week
• Finally felt in control of my time

Clap 👏 if you've ever felt "too ordinary" to be high-performing. You're closer than you think.

Follow for more mindset shifts and productivity tips!

Source: NidoDesigns

https://medium.com/@nidodesigns/how-ordinary-people-become-high-performers-10-key-habits-60daa1b5a564

良14、殲16與特8：教宗的中文名

 

圖、教廷選出新教宗。圖片來源：有線新聞

新任的教宗是美國人，據說受到美國MAGA保守派的遊說而選出，令特朗普如虎添翼，他在一個星期之前戲言，下一位教宗就是自己，他自己很喜歡做教宗，但當然不能做，他說他沒有偏好，但紐約有位主教很好的，那就是預告美國主教會成為教宗。

六十九歲的樞機主教普瑞弗斯特（Robert Prevost）五月八日當選新任教宗，名號「良十四世」（Pope Leo XIV）。

我遲些評論新教宗的政治主張，但他的官方中文譯名，卻是別出心裁，是「良十四世」。天主教有它一套中文譯名，教士也有精通中文的，不過用單字來翻譯Leo，在當今有某些聯想。例如解放軍的戰鬥機編號，就有殲-16、運-20之類的，鐵路列車編號的T-6、L-19之類，中文也讀特-6、臨-19等。

Leo，漢譯做尼奧就可以。尼是親近的意思，也是安的意思、和的意思，奧是深、秘之意；尼奧就是親近上帝、安於上帝、與上帝和好的意思。以前明朝來華的教士好學不倦，現在教廷還有懂得古文的教士嗎？

尼，從後近之也。——《說文》

尼，近也。——《小爾雅》。

按，近暱之意，字亦作暱。

尼，安也。——《爾雅》

尼，和也。——《廣雅》

Source: 陳雲

https://www.patreon.com/posts/liang-14-jian-te-128508566

Time off

Your title doesn't make you a leader.

How you choose to treat your team does.

Your actions will determine a supportive culture

where time off is a source of strength.

What to avoid as a leader:

❌ Praising work while sick:

↳ "Thank you for working even though you don't feel well" 

↳ This sends the wrong message about your company's values

❌ Neglecting feedback: 

↳ Ignoring employee feedback about workload and stress

❌ Discouraging time off:

↳ Making employees feel guilty for taking breaks

↳ Time off is a right, not a reward

❌ Setting unrealistic goals: 

↳ Targets that require overwork are unsustainable

❌ Promoting an "Always On" culture: 

↳ Expecting 24/7 availability, even on weekends or vacations

What to do as a leader:

✅ Be a role model for taking time off:

↳ Take time off - and talk about it. Normalize rest

✅ Recognize efforts: 

↳ Acknowledge achievements that promote well-being rather than appreciating health sacrifices

✅ Encourage flexibility: 

↳ Trust your team to deliver in ways that work for them

✅ Prevent post-vacation overload: 

↳ Plan ahead to make returning from time off manageable

✅ Conduct meaningful check-ins: 

↳ Make 1:1s safe spaces to talk about well-being and workload

Be the leader you wish you had. 

Source: Dora Vanourek

https://www.linkedin.com/feed/update/activity:7323697958615425024/

美國與烏克蘭簽署重建與礦產協議，俄羅斯至今不發一言

圖、美國時間四月三十日，美國財政部長貝森特（左）與烏克蘭第一副總理思維里登科（右）簽署美烏礦產協議。製圖：信報

香港時間昨日，烏克蘭正式與美國簽訂礦產開發協議。烏克蘭總統澤倫斯基同日發布短片，指與美方簽署這項協議是真正公平的協議，內容經大幅修訂後不再提及烏克蘭需要償還美國的軍援，該筆償還比起德國在一次世界大戰戰敗的賠款還要高。澤倫斯基在今年二月堅持不支付，美國只好就範。新的協議內容令美國在十年內無法提走烏克蘭的礦產開發一分錢，利潤全部撥充善舉——放入烏克蘭的開發基金。

礦業專家指出，烏克蘭有逾六成稀土礦藏位處被俄羅斯佔領區域；至於鈦、鋰等物質的大型礦藏則仍然由烏克蘭控制，惟礦藏靠近俄佔地區。共同開發烏克蘭礦產的建議，是澤倫斯基去年九月在特朗普大樓拜訪特朗普的時候提議的。一旦美國資本投入烏克蘭近東部省份甚至東部俄羅斯佔據的省份，烏克蘭的安全就有了保障。

至於在本年三月一日在白宮期間與特朗普及副總統萬斯吵鬧，說烏克蘭需要安全保障，根本是一場戲！烏克蘭脫離蘇聯之後，放棄核武器，歐盟、甚至中共都曾簽署雙邊安全協定，但毫無作用。有特朗普帶領美國公司投資就是安全保證。該協議也規定曾經與烏克蘭敵對的國家——暗指援助俄羅斯的中共——不能參與烏克蘭的重建工作。美國財長宣稱，美烏雙方將實施零關稅政策，令烏克蘭成為全球首個被美方全面關稅豁免的國家。協議內容同時允諾美國將協助烏克蘭加入更多國際經濟組織，並提供長期經濟發展保證，雖非軍事安全承諾，但被外界視為特朗普政府對烏克蘭最具經濟實效的政治承諾。

筆者昨晚至今尋找新聞的要緊之處：俄羅斯的態度。直至今日，俄羅斯都保持沉默！俄羅斯不同意也不反對。預計烏克蘭靠近俄國佔領或俄國佔領的礦產區，將採取漸進的自治模式，我估計就是比起香港那種一國兩制的城邦更為自治的模式。漸進過程如下：

一、俄國答應停火。美國礦產公司在美國政府要員啟動共同開發模式之後，進入靠近烏東三省的地方勘探，歐盟的維和部隊象徵式出現。

二、俄國佔領的地區逐步撤軍，留下象徵佔領主權的部隊。

三、礦產公司進入烏東三省，各省改選政府，形成自治，不全歸屬於烏克蘭也不歸屬於俄羅斯，俄烏雙方都聲稱擁有主權，但自治政府接受烏克蘭的監護。

四、礦產公司在俄羅斯邀請之下，進入俄羅斯勘探，美國逐步撤銷俄國的貿易管制和金融制裁。

避開主權問題，用合約政治和漸進主義增強地方自治，並且引入國際商業力量。咦，這不是筆者二〇一〇年的《香港城邦論》的內容嗎？點解美國變成咁識得做現實政治？點解澤倫斯基的身段如此靈活？

附錄：新聞詳情

https://tw.news.yahoo.com/%E7%B5%82%E6%96%BC%E7%B0%BD%E4%BA%86-%E7%BE%8E%E5%9C%8B%E8%88%87%E7%83%8F%E5%85%8B%E8%98%AD%E7%B0%BD%E7%BD%B2%E7%A4%A6%E7%94%A2%E5%8D%94%E8%AD%B0-%E5%B0%87%E5%84%AA%E5%85%88%E9%96%8B%E7%99%BC%E7%A4%A6%E7%94%A2%E4%B8%A6%E6%8F%90%E4%BE%9B%E9%87%8D%E5%BB%BA%E8%B3%87%E9%87%91-234426249.html

烏克蘭與美國週三（4/30）簽署美國總統川普大力推動的礦產協議，未來美國將優先取得烏克蘭礦產交易，並為烏克蘭重建提供資金。在中美貿易戰的背景下，美國、英國及歐洲均著力尋找中國以外的稀土供應。

目前全球約90%的稀土儲量都來自中國，供應美國79%及歐盟98％的稀土輸入需求。

烏克蘭總理什米哈爾（Denys Shmyhal）表示，這份協議「平等且有益」，美烏將「合作投資烏克蘭的發展與重建」，且烏克蘭可「完全控制基礎設施與天然資源」。

美聯社、路透社報導，美國財政部週三在X平台發布財長貝森特（Scott Bessent）與烏克蘭第一副總理思維里登科（Yulia Svyrydenko）共同簽署協議的照片，並在貼文中說，協議「明確顯示川普政府致力於維護自由、擁有主權且繁榮的烏克蘭」。

斯維里登科在也在X發文，表示該協議規定美國將為重建基金出資，「除了直接的財政投入外，也可能提供新的援助——例如為烏克蘭提供防空系統」。

Thanks to the leadership and agreements between President Volodymyr Zelenskyy and President Donald Trump, Secretary of the Treasury Scott Bessant and I signed the agreement between Ukraine and the United States to establish the United States–Ukraine-Ukraine Reconstruction… pic.twitter.com/SOoeLv3HJw&mdash; Yulia Svyrydenko (@Svyrydenko_Y) April 30, 2025

貝森特則表示：「這項夥伴關係將讓美國與烏克蘭共同投資，釋放烏克蘭的成長潛力，動員美國的人才、資本與治理標準，改善烏克蘭的投資環境，並加速經濟復甦。」

自2022年俄羅斯全面入侵烏克蘭以來，美國一直是烏克蘭最大的軍事援助來源。根據德國基爾研究所（Kiel Institute）的數據，美方援助總額已超過640億歐元（約合台幣2.3兆元）。

川普（Donald Trump）週三在協議簽署前再次表示，美國對基輔的援助應該得到回報，因此要努力爭取達成協議，參與開發烏克蘭豐富的稀土礦產。

川普數月來施壓烏克蘭，要求烏方補償美國數十億美元的軍事與經濟援助。烏克蘭總統澤倫斯基（Volodymyr Zelenskyy）與川普原訂二月底簽署協議，但因雙方不歡而散而暫時擱置。直到週三協議簽署前最後一刻，能否拍板仍充滿不確定性。

根據路透社週三稍早看到的一份協議草案，烏克蘭成功爭取到將償還美國先前軍援的條款刪除。烏方始終堅決反對這項條件。

不過這份協議草案中並未具體提及美國對烏克蘭的安全保證，這原本是基輔的主要訴求之一。

在此之前，烏克蘭已和歐洲盟國討論，若烏俄達成和平協議，是否能建立一支國際部隊，確保烏克蘭安全。

美國財政部長貝森特（左）與烏克蘭第一副總理思維里登科，4月30日在美國華府簽署美烏礦產協議。路透社

https://tw.news.yahoo.com/%E6%96%87%E7%9C%8B%E6%87%82-%E7%BE%8E%E7%83%8F%E7%B0%BD%E9%87%8D%E5%BB%BA%E5%8F%8A%E7%A4%A6%E7%94%A2%E5%8D%94%E8%AD%B0-%E6%8B%86%E8%A7%A3%E5%85%B6%E4%B8%AD7%E9%A0%85%E9%87%8D%E9%BB%9E-132218497.html

歷經波折，烏克蘭與美國週三（4/30）簽署美國總統川普大力推動的礦產協議，未來美國將優先取得烏克蘭礦產交易，並為烏克蘭重建提供資金。

英國廣播公司（BBC）檢視一份協議草案，但非最終文本，依據草案內容整理出協議的7個要點。

1、烏克蘭毋須償還任何美援

川普多次要求烏克蘭「還錢」，支付俄烏戰爭3年多來，美國對烏克蘭超過3500億美元（約11兆2242億元台幣）的援助。

協議顯示美國在這一點作出讓步。烏克蘭總理什米哈爾（Denys Shmyhal）表示，協議中並沒有強制要求烏克蘭償還任何所謂的「債務」條文。

2、美國對普丁說話要變大聲了

美國政府宣布與烏克蘭簽署協議時，對於俄國的用字遣詞，明顯比川普政府之前的語氣強硬。

美國財政部發布的聲明，提到「俄國的全面入侵」，並補充「任何為俄羅斯戰爭機器提供資金或供應的國家或個人，都不得從烏克蘭的重建中獲益」。

3、除了礦產 石油天然氣也列入

儘管全球焦點集中於烏克蘭的稀土，協議中也納入石油與天然氣的新計畫，以及相關的基礎建設。

根據協議，在所有情況下，資源仍歸烏克蘭所有，但美國將獲得共同使用權。這一點在之前曝光的協議草案並未出現，顯示烏克蘭對此作出讓步。

4、不阻礙烏克蘭加入歐盟的野心

烏克蘭一直想加入歐盟，並在去年6月開始正式談判。

基輔方面有人擔心，如果協議給予美國投資者優惠待遇，可能會阻礙烏克蘭加入歐盟的能力，因為基輔和布魯塞爾已經在原材料方面建立戰略夥伴關係。

不過協議中提到，美國承認烏克蘭加入歐盟的意向，並認為該協議與烏克蘭欲加入歐盟一事並不衝突。協議中還提到，若烏克蘭為了加入歐盟的「額外義務」，而需要重新審視協議條款，美國也同意「基於善意」地進行談判。

此外，基輔表示，美國將支持向烏克蘭進一步轉移投資和技術，包括來自歐盟和其他地方。

5、美國軍事承諾重回談判桌

美國認為，如果烏克蘭想繼續獲得美方軍援，那麼這項協議是必須簽署的。代表烏克蘭與美國簽署協議的第一副總理思維里登科表示，烏方假設美國未來會提供新的援助，例如防空系統。

這也是川普政府的一項策略轉變，因為他先前曾下令暫停對烏軍援。

而一個懸而未決的重要問題是，這項協議對戰爭狀態的最終意味為何。俄國克里姆林宮尚未對美烏協議作出回應。

6、美國還是可能隨時撒手不管

協議並未規範美國的具體安全承諾，而這是歐盟和烏克蘭一直催促美方的一點，但川普對此意願不高，始終不願作出與前任總統拜登相同的對烏安全承諾。

相反的，由於協議的經濟承諾，川普對於「美國繼續支持烏克蘭」的興趣益發曖昧不明。這意味著烏克蘭最重要盟友的承諾依舊脆弱。

7、收益會在烏克蘭再投資嗎？

根據烏克蘭政府，協議中的一點頗耐人尋味：重建投資基金的頭10年，利潤將「全部再投資於烏克蘭經濟」，無論是新的或是重建計畫。在頭10年後，收益將分配給美烏雙方。

如果美國在頭10年得不到任何經濟上的好處，那麼這一點的潛在影響可能非常重要。

Source: 陳雲

https://www.patreon.com/posts/mei-guo-yu-wu-ke-127978724

習主席刺激內需、打好持久戰，華爾街大鱷說時間不在中國那邊

 

圖一：習主席想拖死特朗普，華爾街說時間不在中共那邊（圖片來源：yahoo，香港01）

四月初特朗普佛宣布新關稅政策後，我立即錄製會員短片，分析這次特朗普的矩陣戰術是針對中國的戰爭行為；兵貴神速，而美國比中國有更多時間，時間在美國那邊，美國可以嘆唱板。我不會公開講，免得說破了，事情不靈。就等大家罵特朗普，愈罵他癲狂，他愈快得手。

昨日，美國財長貝森特出來說，中美元首並無通電話談關稅，與特朗普說的不同。無他，辯論有無通電話，略施雕蟲小技，特朗普已經浪費了中共三個月時間！

特朗普的對等關稅令全球嘩然，外界幾乎一而倒評論那是「七傷拳」，最終美國將會失敗，而且經濟受到重創云云；我的看法是特朗普兵行險着，而他不打沒把握的仗，此外中國國內危機比美國更加嚴重。特朗普的目的很簡單，他不是要美國贏，而是要中共輸。將中共拖入時間的深淵，中共就會沒頂而溺死。習主席的戰術當然是準確地錯，他堅信「東升西降」，要打大範圍的持久戰。

特朗普這個策略，除了我之外，終於有人公開說破！念念不忘必有迴響。對沖基金Pershing Square Capital創辦人兼億萬富豪阿克曼（Bill Ackman）在社交平台發長文，力排眾議，直言中國無法打贏這場戰爭。「如果中國出於驕傲或其他情緒執意拒絕談判，將承受更嚴重且長久的經濟後果。在這場談判中，時間是美國的朋友、中國的敵人。」他認為中國必須及早與美達成貿易協議，否則企業對於中國作為採購或生產基地失去信心，轉移所有在華的供應鏈至印度、越南、墨西哥等，甚至美國，中國經濟終將受到嚴重傷害。

中共高層開會提「四穩」，以內需對沖三頭馬車缺口

無獨有偶，中共中央政治局四月廿五日開會，首次提出穩就業、穩企業、穩市場、穩預期的「四穩」方針，強調提高中低收入群體收入、大力發展服務消費等目標。

之前的中央會議多次提出穩增長、穩就業、穩預期「三穩」，今次多了穩市場一項，簡單來說就是要穩定內需。原因是自從特朗普回朝，中國經濟形勢愈加嚴峻，房地產泡沫爆破，拖累本地金融與投資，加上過勁產能被各國圍堵、外資紛紛撤走、「三頭馬車」當中，政府唯一有機會破局的，就是內需消費。故此有輿論認為，隨着局勢變化，習主席自二〇一五年提出「供給側改革」之國策，現在要轉為「需求側改革」。「需求側改革」，是在需求那邊做改革。隨便改換政策詞彙，這是共產黨的遺忘術或創新術，在江澤民、胡錦濤時期，叫「刺激內需」。

關稅戰三個走向，茅頭全都指向中國

圖二：BBC分析這次中美貿易戰共有三個走向，共通點是對美國有利，對中國不利。（圖片來源：Forbes）

先不論中國能否用增內需來對沖出口與投資的缺口，BBC引述專家與學者分析，這次中美貿易戰共有三個走向：高關稅持續數年、短期內關稅大減、關稅在暫緩和加碼之間反復。經濟學人智庫（EIU）首席中國經濟學家蘇月認為，如果美國對華徵收高關稅，同時對他國亦徵稅並禁止繞道轉運，即是對華實施禁運，將導致中國製造業產業鏈由上游開始收縮；若只有中國面臨高關稅，且繞道轉運受阻，最終大部分中企在第三國建設廠。

荷蘭ING集團大中華區首席經濟學家宋林（Lynn Song）認為，若美國率先示弱，中國在後續談判中將佔更有利地位，對華而言這種態勢至關重要，否則可能陷入被動。但蘇月指出，美國大幅調低對華關稅，美企即減少購買其他國家的貨品，最終美企受益，卻令中國與其他國家的經濟關係更緊張。

如果中美雙方持續就貿易問題博弈，關稅時加時減，出口商就最難受。生成式AI網絡營銷公司GenPark創辦人兼CEO龐國強（Chris Pang）指出，屆時整個供應鏈和定價規劃搖擺不定，無論是客戶抑或服務提供者都疲於應對。宋林認為全球業界必須經常調整轉口與物流路徑，盡可能降低風險，必須避免過度依賴美國市場。

各國嚴打「洗產地」，中國貨更難繞道出口美國

圖三：特朗普佛與其他國家談判時，都會要求他們出口貨物到美國，必須保證貨品的真實原產地來源，未來華府或將會嚴打「洗產地」的中國貨。（圖片來源：信報，RFA）

BBC提出的三個發展方向，共通點是對美國有利，對中國不利。當然啦，對等關稅是由特朗普佛提出的，他是美國總統，他的國策當然對本國最為有利。由於他與其他國家進行談判時，都會要求他們出口貨物到美國，必須保證貨品的真實原產地與來源，看來華府或將會嚴打「洗產地」（transshipment）的中國貨；更換標籤、或以大量中國製部件組裝的貨品，將成為重點打擊對象。

至於文首提到的阿克曼先生，雖然無從得知他有否看過我月初的短片，但我倆對於這次貿易戰的看法，確實相當接近。有意思的是，彭博社的報道隱隱暗示，阿克曼的觀點之所以與主流媒體與輿論相反，很可能是因為他是特朗普佛的支持者。或說我與他的見解相同是微妙巧合，但其實阿克曼是白手興家的金融大鱷來的，這種人務實、直接，不花言巧語，說話雖有理據但總是難聽，因為不是每個人都願意接受現實。

附錄：習主席的供給側與需求側

供給側（supply side）改革，是包括消化落後及過剩產能，同時培育先進產能。例如「房住不炒」、管控網企、打擊教培，限制「三高一低」（高投入、高能耗、高污染、低效益）產業，還有發展高科技、新能源、半導體等「新質生產力」。至於「需求側」（demand side）改革，主要由消費、投資和出口構成，亦即是所謂「三頭馬車」。

四月廿五日的中央政治局會議上，提出了多項與需求側改革相關的措施，包括提高中低收入群體收入，大力發展服務消費，增強消費對經濟增長的拉動作用」；設立服務消費與養老再貸款；着力保民生，對訴受關稅影響較大的企業，提高失業保險基金穩崗返還比例；不斷完善穩就業穩經濟的政策工具箱……加強超常規逆周期調節，全力鞏固經濟發展和社會穩定的基本面。

Source: 陳雲

https://www.patreon.com/posts/xi-zhu-xi-ci-ji-127705125

Soft Skills

Technical skills get you hired.

Soft skills help you thrive.

89% of careers don't fail because of technical gaps.

They fail because of poor soft skills.

Your career grows as fast as your human skills do.

9 powerful skills most people never truly learn:

1️⃣ The SHR Method

→ Makes people feel truly valued

→ Creates instant connections

→ Builds lasting relationships

2️⃣ Body Language Mastery

→ Only 7% is what you say

→ 38% is your tone

→ 55% is how you move

3️⃣ The 4-Bullet Update

→ Clear communication

→ No confusion

→ Maximum impact

4️⃣ Speaking Excellence

→ Record yourself

→ Review your patterns

→ Refine your delivery

5️⃣ Strategic Questions

→ Build deeper connections

→ Create genuine interest

→ Foster real relationships

6️⃣ Friday Highlights

→ Build team trust

→ Increase visibility

→ Drive accountability

7️⃣ Emotional Intelligence

→ Stay above drama

→ Build respect

→ Maintain professionalism

8️⃣ Name Mastery

→ Show genuine care

→ Create lasting impressions

→ Deepen connections

9️⃣ Continuous Learning

→ 30 minutes daily

→ Compound your knowledge

→ Accelerate your growth

You deserve to thrive, not just survive.

Build the soft skills that get you there.

Source: Dora Vanourek

https://www.linkedin.com/feed/update/activity:7321886019266510848/

Leaders, you have two choices

 Leaders, you have two choices:

Protect your team,

From unfair blame. ❌

From toxic cultures. ❌

From micromanagement. ❌

...Or step aside.

Here's what 15 years of leadership taught me:

Leadership isn't about titles.

It's about protection. ✅ 

It's about defense. ✅ 

It's about trust. ✅ 

Real leaders shield their teams from:

↳ Gaslighting and disrespect

↳ Mandatory meetings

↳ Unnecessary drama

↳ Micromanagement

↳ False urgency

↳ Toxic politics

↳ Unfair blame

↳ Unfair pay

↳ Burnout

Because leadership isn't optional.

But neither is protecting your team.

The best leader I ever worked under taught me:

↳ "When we fail, that's on me"

↳ "When we succeed, that's on them"

That's your job as a leader.

To support their decisions,

fight for them in rooms they're not in,

recommend them for roles and promotions,

and elevate the team's success and impact together.

Once I realized this.

I put my ego aside.

I put my team's success before mine.

And what happened?

Team performance skyrocketed.

People gave their absolute best.

Trust became unshakeable.

Because they knew they were safe.

Valued. Protected. Appreciated.

Your team is watching.

They never forget who had their back.

Have you ever had a leader like that?

Source: Dr Miro Bada

https://www.linkedin.com/feed/update/share:7319023501456130051/

Everyone thinks toxic workplaces are obvious

Everyone thinks toxic workplaces are obvious.

They're not.

We get good at explaining away the signs:

↳ "It's just a phase."

↳ "I need to step up."

↳ "Every job has problems."

Here's what no one tells you:

↳ Toxic jobs never change

↳ Hard work won't fix bad culture

↳ Your career is what pays the price

12 warning signs of a toxic workplace and how they destroy your career:

1) Unfair Promotions

↳ Less qualified people get promoted while you stay stuck

↳ Impact: You watch others rise through politics, not talent

2) Micromanagement

↳ Every tiny decision needs multiple layers of approval

↳ Impact: You stop making decisions while others lead change

3) Zero Recognition

↳ Your best work gets ignored or claimed by others

↳ Impact: Your wins become invisible in future interviews

4) Toxic Politics

↳ Being good at your job matters less than being liked

↳ Impact: Career opportunity gets ignored while politics win

5) Work-Life Invasion

↳ Personal life becomes a myth, burnout is normal

↳ Impact: Boundaries blur until work consumes everything

6) Zero Transparency

↳ Big changes happen with zero transparency

↳ Impact: Your future opportunities get decided without you

7) Fear Culture

↳ Speaking up feels risky, staying quiet feels safer

↳ Impact: You become another silent face in meetings

8) Constant Turnover

↳ Good people leave while problems stay

↳ Impact: Your network shrinks while others build theirs

9) Unrealistic Workload

↳ You're constantly overloaded while being told to manage better

↳ Impact: Quality drops while expectations keep rising

10) No Consistency

↳ Everything's urgent until suddenly nothing matters

↳ Impact: You can't show results when nothing gets finished

11) No Growth

↳ Training gets promised but never delivered

↳ Impact: Your skills stay stuck while others advance

12) Pay Games

↳ Promises keep coming while your value keeps dropping

↳ Impact: Your salary falls behind market rate each year

The real problem?

The longer you stay, the harder it becomes to leave

No position is worth sacrificing your future for.

Source: Dr Miro Bada

https://www.linkedin.com/feed/update/ugcPost:7317926284980822017/

7 Signs You're a People-Pleasing Leader

7 Signs You're a People-Pleasing Leader:

(and it's hurting your team)

True kindness builds strong teams.

People-pleasing destroys them.

1. You Never Defend Your Team's Boundaries

↳ You accept every "urgent" request, overwhelming your team

↳ Require other leaders to use proper channels, no "just this once"

2. You Play Favourites to Keep Everyone Happy

↳ Rewarding complainers while overloading reliable people

↳ Make decisions based on performance, not who might get upset

3. You Hide Bad News Because You "Care Too Much"

↳ Delaying tough updates, thinking you would hurt your team

↳ Share news promptly with empathy - they need time to plan

4. You Bury Problems Until They Explode

↳ Worrying about upsetting your boss

↳ Be transparent and share any problem within a day

5. You Do Performance Reviews at Starbucks

↳ Making serious conversations casual to avoid tension

↳ Stop sugar-coating, share specific examples of needed changes

6. You Make Inconsistent Decisions

↳ Struggling with decisions, fearing they'll upset someone

↳ Prioritize business needs, not who might get upset

7. Your Top Performers Are Becoming Toxic

↳ You watch star employees break rules, too afraid to confront them

↳ Have the hard conversation now, before good people leave

Strong leadership isn't about being liked.

It's about doing what's right for your team.

Source: Dora Vanourek

https://www.linkedin.com/feed/update/ugcPost:7317394155616288769/

Leadership

Leadership isn't about showing off.

It's about showing up - for others.

When you lead, you either lift people up,

or make them doubt themselves.

What to do as a leader:

✅ Believe in them before they believe in themselves

↳ Show them the strengths they didn’t know they had

✅ Ask powerful questions

↳ Help them think, not just follow

✅ Amplify quiet voices

↳ Make space for the ones who rarely speak

✅ Celebrate their wins

↳ Shine the spotlight - publicly and often

✅ Step back on purpose

↳ Let them lead even when you could do it faster

What to avoid as a leader:

❌ Taking the credit

↳ Don't claim ownership of your team's ideas

❌ Solving every problem

↳ Resist jumping in before others can contribute

❌ Dominating conversations

↳ Listen first. Speak last.

❌ Highlighting only your wins

↳ Make your team feel seen and valued

❌ Creating dependency

↳ Encourage independent decision-making

Empower others to see their potential.

The best leaders create new leaders.

Which of these habits do you wish more leaders had?

Source: Dora Vanourek

https://www.linkedin.com/feed/update/urn:li:activity:7316450201269874688/

Most workplaces are optimized for efficiency, not emotional truth

One piece of advice for you this week, from the Executive Director of Case Research at Harvard, Carin-Isabel Knoop: Bring your emotions to work.

In an essay about the unspoken feelings many of us carry into our jobs (and throughout our lives), Isabel-Knoop asks: Is there something you're carrying alone that you wish others understood? She encourages leaders to not just check in on the state of their businesses, but on the "emotional pulse" of their teams, because — and this feels very true to me — most workplaces are optimized for efficiency, not for emotional truth. (When was the last time you left a meeting feeling like some “emotional truth” had been revealed? I can remember a few meetings that felt like that, but they're rare—and transformative, when they do happen.)

How would you build a workplace that's emotionally true? A few of Isabel-Knoop’s thought starters...

• What if we measured how safe people feel to say "I'm not okay"?
• Do you feel proud of who you are here — not just what you do?
• How many trusted relationships do you feel that you have at work? Do you have someone here you can trust when things are hard?
• How often do you feel that someone listens to you without interrupting?

Last year, we published an issue of this newsletter on bringing your "whole self" to work — and we pushed back on the idea a bit, arguing that, sure, bringing your whole self is fine... but what you really want is to bring your best self to work. Many people equate their "best selves" with emotionless automatons, but that doesn't have to be true. As executive coach Melody Wilding writes, your emotions themselves, especially at work, are less important than your self-awareness about them. "If you take ownership of your feelings and reactions, it conveys strength and confidence that other people will respect."

Source: Harris Sockel

https://blog.medium.com/most-workplaces-are-optimized-for-efficiency-not-emotional-truth-809d082b7801

小孩的詩，我嘗試改一下

 

圖一、小孩的詩。圖片來源

網友給我傳來一首兒童詩，認為寫得好。撇開殘體字不論，此詩寫得不錯的。原詩是：

煩惱

爸爸在陽台抽煙

他抽一半

風抽一半

爸爸沒和風計較

也許風

也有煩惱吧

究竟風吸的煙，是抽煙還是吹煙？即是說，人在吸煙的時候，實際上是空氣灌了入去，是吹。風很大的時候，是空氣灌進煙內，也在外圍吹，令煙燃點得更快些。

在詩的想像中，不會理會這些物理機制，理會到當然更好，詩寫得更現在，不理會，沒人會責怪。

這詩的缺陷，是主體由父親轉去了風，以煩惱作結論，道出意義，煩惱也是詩的題目。風的主體不夠強，故此令詩的想像力削弱了。

要改好，是這樣：

煩惱

爸爸在陽台抽煙

他抽一半

風抽一半

爸爸沒和風計較

也許風

也有它的煩惱吧

加入「它的」，在上面用粗體字顯示。這就令風有了主體性，令詩人也關注其風來，而不是歸結到煩惱去。

不要說破，保持愚昧與天真。這是極為重要也是極為基本的詩藝。在中國詩藝，稱之為含蓄，不直露。含蓄是《詩經》奠定的中國詩藝。

當老師的，如果可以加上「它的」，然後對小孩說出上述的道路，他/她可以省回二十年的讀書時間，成為超越同儕的小神童。

Source: 陳雲

https://www.patreon.com/posts/xiao-hai-de-shi-125973884

Sorry, Not Sorry

Sorry is a powerful word.

But over-apologizing weakens your power at work.

Late by two minutes? Sorry.

Tiny typo in an email? Sorry.

Not even your fault? Still sorry.

Over-apologizing makes you look less confident.

And weakens the power of genuine apologies.

So, how do we stop?

9 Ways to Ditch "Sorry"

(And Sound More Confident):

1. Delayed response

❌ "Sorry for the delay."

✅ "Thanks for your patience."

2. Need someone's time

❌ "Sorry to bother you."

✅ "When you have a moment, could you...?"

3. Declining a request

❌ "Sorry, I can't help."

✅ "I appreciate you thinking of me, but I can't."

4. Missed a meeting

❌ "Sorry I missed it."

✅ "Thanks for understanding, I'll catch up."

5. Setting boundaries

❌ "Sorry, I can't make it."

✅ "I'm unavailable, but how about…?"

6. Following up

❌ "Sorry to follow up."

✅ "Just checking in, any updates?"

7. Made a mistake

❌ "Sorry, my bad!"

✅ "Thanks for catching that, I'll fix it."

8. Taking up space

❌ "Sorry for taking your time."

✅ "I appreciate your time today."

9. Asking a question

❌ "Sorry, this might be dumb."

✅ "Here's something I'd like clarity on…"

Stop shrinking yourself. 

It's not helping anyone.

These small changes will shift how you're perceived.

Which "sorry" are you letting go of first?

Source: Dora Vanourek

https://www.linkedin.com/posts/doravanourek_9-ways-to-stop-saying-sorry-at-work-activity-7309202444016566273-g5Fu?utm_source=social_share_send&utm_medium=member_desktop_web&rcm=ACoAAAibFXUBKjuR4skSQw8r8nr-p7IN-ZCAFYk

The 1-Minute Introduction That Makes People Remember You Forever

The Day I Bombed My Introduction (And What I Learned)

"Hi, I’m… uh… John? I like… stuff?"

That's how I introduced myself at a conference once. Spoiler: No one remembered me. Fast-forward to today — I use a 1-minute trick that turns strangers into superfans. Here's how to make your next introduction unforgettable (no "liking stuff" required).

Why Your Brain Hates Basic Intros

The “Broken Robot” Effect: “Name, job, hobby” intros are predictable → brains tune out.

The Halo Effect: People decide if you're smart/kind/interesting in seconds — first impressions stick like glue.

Science Fix: Use storytelling + curiosity to hijack their attention.

The 3-Part Formula (Steal This!)

1. The Hook: Start With a Story, Not Your Name

Bad: "Hi, I’m Sarah, a marketer from Chicago."

Better: "I once accidentally emailed 10,000 customers a cat meme. Now I teach companies how to avoid my mistakes."

Why: Stories activate the brain's "movie mode" → you’re memorable.

2. The Highlight: Add a "WTF" Detail

Bad: “I love hiking.”

Better: “I climbed a mountain in flip-flops to prove my mom wrong.”

Why: Quirky details stick 5x longer (Journal of Experimental Psychology).

3. The Handoff: Make It About Them

Bad: "Nice to meet you!"

Better: "What’s the weirdest hobby you’ve tried?"

Why: Questions force their brain to engage → they associate you with curiosity.

Real-Life Example: From "Who?" to "Wow!"

Before:

"I'm Alex. I work in data. I like reading." → Forgotten in 10 seconds.

After:

"I spent 3 years tracking how 500 people brush their teeth. Now companies pay me to fix weird habits. What’s a habit you’d love to break?"

→ Result: "Wait, you’re the Toothbrush Data Guy!"

Your 7-Day Challenge

Day 1–2: Write your "Hook" (use the formula above).

Day 3–4: Practice saying it in the mirror (no cringing!).

Day 5–6: Test it on a friend (ask for honest feedback).

Day 7: Use it in real life (coffee shop, Zoom call, anywhere!).

Why This Works (Brain Science)

Dopamine Hit: Surprise triggers dopamine → brains love you.

Mirror Neurons: Stories make people "feel" your intro → emotional connection.

Recency Bias: End with a question → you're the last thing they remember.

Source: Alessia Fransisca

https://medium.com/social-science-weekly/the-1-minute-introduction-that-makes-people-remember-you-forever-497cefcfdccc

五代同堂職場特徵

Source: e.ma.um

https://www.threads.net/@e.ma.um/post/DHVzr9Qzw4f?xmt=AQGzNF6sMLk9w-y2J_GNAhUsDzobw88zIydc5vVB2ttggQ

How “circles of trust” explain the political divide

Last month, Nichola Raihani — British psychologist and author of The Social Instinct, a book about the history of human cooperation — published a fascinating story on Medium. It made me think differently about why (in the U.S., at least) we’re so divided politically.

A Gallup poll released in January reveals that Republicans’ and Democrats’ ideologies have grown more extreme in the last 30 years. Even if you compare polls from the last 2–3 years, the number of people who label themselves “very conservative” or “very liberal” is increasing.

Raihani sees political division through a specific lens: circles of trust. We mentioned this briefly in issue #261, but essentially, political differences (in Raihani’s view) come down to how we envision our obligations to people who are not close family or friends. She cites a behavioral study which found that political conservatives “profess greater love for their family, but less love for humanity as a whole (with political liberals showing the opposite pattern).” Conservatives’ circles of trust are smaller (family + township come first); liberals’ circles of trust are larger (love for humanity writ large). By extension, conservatives trust institutions less than liberals, because institutions (e.g. banks, schools, governments) are basically manifestations of care for people beyond your core family/friend group.

For an institution to exist, its users must have a pretty wide circle of trust.

More interestingly, our circles of trust expand and contract over time. If we perceive our institutions as untrustworthy, our circles of trust shrink; if our institutions serve us well, they expand. Raihani concludes: “Our moral boundaries are, therefore, determined as much by the society that we live in as they are by our own personal values and beliefs.”

Source: Harris Sockel

https://blog.medium.com/how-circles-of-trust-explain-the-political-divide-d51a058a16ac

特朗普佛心解說，歐洲盟友歸隊，普京夜長夢多

既然特朗普佛如此大方，將礦產投資計劃暗含美國安全保障講個清楚，我也不妨將歐洲的姿態講清楚。英法帶頭籌備好烏克蘭防衛聯盟之後，北約成員國的美國就被逼被動地支援，即是整個北約都加入防衛了。

由於美國是被人捉媒人上轎，故此特朗普也容易向普京交代，說自己是被人挾持的，媒人被捉上轎，怪不得我啊。最想停戰的普京，被澤倫斯基使計，拖延之後由英國駐軍變成北約駐軍烏克蘭保護，烏克蘭並無北約成員國之名，卻有北約成員國之實。然而，普京仍可接受和平協議，畢竟他懼怕的是名，不是實。所謂不打不相識，北約國家在俄烏戰爭買了個教訓，弄得自己三年戰爭期間得不到俄國天然氣和烏克蘭礦產、農產，民生困苦，工廠荒廢，日後該不會再做北約東擴之事吧。

香港仍有希望，因為我在。世界上，有幾多人可以解釋明白給你看？這是尋常的人情世故，但屬於擺得上檯面、出得國際場合的人情世故，最緊要的是，這是基於仁心的人情世故，不是爭權奪利的權謀。香港人要學。

附錄：

哥倫比亞大學經濟學家Jeffrey Sachs 二月十九日在歐洲議會解釋為何普京會攻打烏克蘭。Jeffrey Sachs' roaring speech at EU Parliament, lambasts US Europe over Ukraine war. ET Online | 01 Mar 2025, https://economictimes.indiatimes.com/news/international/world-news/jeffrey-sachs-roaring-speech-at-eu-parliament-lambasts-us-europe-over-ukraine-war/videoshow/118652924.cms?from=mdr ; 短片：‘Putin-Trump will end Ukraine war, cut your losses’: Jeffrey Sachs to Europe in fiery EU speech https://www.youtube.com/watch?v=7sc4FiMmT-I

Source: 陳雲

https://www.patreon.com/posts/te-lang-pu-fo-ou-123532775

https://www.facebook.com/wan.chin.75/posts/pfbid02z8QgJ6pmkEjS6GBtqToMk8Ynpx2meaYkT7XfWJYJBfAADmEzki8hA7PptHktrjDFl

澤倫斯基大無畏，火中取栗翻桌子

 

圖、澤倫斯基大鬧白宮

古有孫悟空大鬧天宮，今有澤倫斯基大鬧白宮。尋常政治是妥協的藝術，高深政治是不妥協的藝術。前者有特朗普在調停俄烏戰爭的示範，後者由澤倫斯基示範。澤倫斯基一直不妥協，開戰之初，沒聽拜登說走去波蘭流亡，死守住基輔近郊，也沒聽特朗普說割讓礦產來換取和平。

特朗普說要烏克蘭交出機要礦產來換取美國介入和平協議之後，特朗普退了一步，說是共同開發，美國買貨付款的一半收益播歸烏克蘭的建設基金。之後，英國的維和部隊和法國的礦產開發參與也來了。這是特朗普第一次讓步，令澤倫斯基得到變相的馬歇爾計劃——那是美國無償援助二戰之後的德國和日本，並協助它們改革憲政民主和建立公民社會。

第一步成功之後，澤倫斯基想要第二步讓步，就是要美國保證烏克蘭的安全，保證俄羅斯不會好似二〇二二年攻打烏克蘭那樣，再次撕毀和平協議，於是澤倫斯基想要有一點美國駐軍在烏克蘭東部的礦產開發區。

談起駐軍，這不免令我回憶起一九八四年談起香港的中共駐軍問題。原本鄧小平是不想駐軍的，但也不講明白不駐軍，然而，前國防部長耿飚向香港記者說中央不駐軍，只是掛一面旗，此話令鄧小平相當懊惱，於是斥責這是胡說八道，說香港是中國領土，豈可不駐軍？後來，鄧小平對此感到後悔和遺憾，好好的曖昧藝術被多言的耿飆糟蹋了。

這令特朗普相當難堪，因為他之前講過美國不會給予烏克蘭太多的安全保障，主要由歐洲提供，目前已有英國承諾派出維和部隊，將來很可能也有法國與德國加入，然而這是特朗普的權宜之計，因為援助烏克蘭是整個北約的參與，美國只是出較大一份、給予較多的先進武器和戰略指導。現在和平停火之後，美國要抽身而出，留下北約的歐洲部分來防衛烏克蘭，這是虎頭蛇尾，也不合道義，澤倫斯基是吃準了這一點來爭取。特朗普這位大佬，想顯示的，正如我之前在會員區的戰略分析短片說的，他要最大一份，要利益最大化，而烏克蘭得到的是利益最小化——割讓價值五千億美元的烏克蘭機要礦產給美國來抵償軍援（大概兩千億美元），令美國大賺。

澤倫斯基能否善罷甘休、所謂港人那些政治傻瓜說的「見好就收」呢？可以，但也不必。既然美國讓了第一步，當然也會讓第二步。讓第二步就是包括美軍的北約整體派出維持和平部隊駐守在礦區，也就是烏克蘭東部的防線。那麼讓第三步呢？就是普京來讓：普京讓出佔領區的主權，宣稱由烏東佔領區的自治議會自行決定，而北約認為該等地區的民主公投不可靠，於是由北約託管和監督若干時日……

好了！到了談判最要緊的地方，就是看誰輸得起，誰輸不起！首先，輸不起的是俄羅斯，也是其頭目普京！在俄羅斯的國家，也在普京的個人顏面，俄羅斯輸不起，它必須要宣布勝利完成而停火。著急的是普京，不是澤倫斯基，更不是特朗普。烏克蘭是破罐子破摔，北約的軍火和援助源源不絕，俄羅斯民窮財盡，難以為繼。特朗普呢，是逞個人之強，但強澤倫斯基之所難，他想美國抽身而出，集中資源做工業重建和圍堵中共，也避過美國援助越南戰爭和援助阿富汗的泥淖，可以漂亮抽身而出，贏得美國人民的掌聲。澤倫斯基也看準特朗普的個人所圖，於是在美國和烏克蘭的幕僚商議妥當之後，在華盛頓的白宮上演一哭二鬧三上吊。

特朗普呢，沒好氣的，說歡迎澤倫斯基想好之後再來簽署，目前或會暫停烏克蘭的援助——當然，已經付運的停止不了。美國是不能打贏這場仗，因為懼怕普京倒台引起更大混亂，也不能在中途打輸，這意味美國重演它在越南和阿富汗的窘態。在特朗普執政的第一屆，他毅然決定與塔利班有和平約定，之後撤軍阿富汗。事前當然知道塔利班會違背諾言，奪權執政，也會殘殺幫助美軍基地的阿富汗人。然而，沒法子，反正阿富汗的混亂只是害慘中共，無傷於歐美與日本。美國在烏克蘭這邊呢，不能打贏也不能打輸，只能和談，那麼俄烏美歐四方的道義和利益都要拉扯計算。

至於烏克蘭，打贏俄羅斯可以，可以復仇，打輸也沒所謂，雖敗猶榮，而且俄軍佔領烏克蘭全部之後，緊迫北約，最終北約也要開戰，到時俄羅斯不堪一擊，北約會幫烏克蘭報仇。烏克蘭繼續打也可以，反正援助源源不絕。於是，澤倫斯基就在白宮胡鬧了！

必死者，橫行於天下。說到底呀，命都不要，豁出去之後，澤倫斯基才是在牌局最自由的人。特朗普說澤倫斯基手上沒牌，是說給美國人聽罷了。

附錄：

是次鳳凰衛視的短片剪輯甚有意思，證明中共是看透此事的，但無可奈何！

一、鳳凰衛視 2025-03-01 04:53【從戰爭一開始就孤軍奮戰？澤連斯基言論惹特朗普狂嗆：那個愚蠢的總統給了你們3500億美元！】澤連斯基與特朗普在白宮爆發激烈爭執。特朗普直言烏克蘭陷入了大麻煩，因為美國才有如今絕佳的脫身機會。但澤連斯基回應稱烏克蘭從一開始就孤軍奮戰，從而惹惱了特朗普。他先是批評拜登“給了烏克蘭3500億美元”，隨後又指若非美國提供武器裝備，俄烏衝突兩周之內就結束了。

https://www.facebook.com/watch?v=9534267599927359

二、鳳凰衛視2025-03-01 12:10【“你後悔了嗎？”“是的，我覺得這樣不好”澤連斯基：爭吵對雙方都不利，但強調烏方沒做什麼壞事】澤連斯基在與特朗普發生激烈爭吵後，28日晚些時候在接受福克斯新聞採訪時稱，這種爭吵對雙方都不利，但被問到他是否覺得應該向特朗普道歉時，澤連斯基回應說沒必要，他尊重美國總統和人民，烏方沒做什麼壞事。同時，烏克蘭已經為和平做好準備，但需要盟友的支持和安全保障。

https://www.facebook.com/watch?v=484576874711776

三、鳳凰衛視2025-03-01 12:40【特朗普：澤連斯基並不想實現和平，“他還想繼續戰鬥！戰鬥！戰鬥！”】美烏總統2月28日在會談中爆發激烈衝突，特朗普當天晚些時候回應稱，澤連斯基看起來並不想要和平，並稱其“高估了自己的籌碼”。特朗普還在社交平台表示，歡迎澤連斯基準備好實現和平後再來。

https://www.facebook.com/PhoenixTVHK/videos/2128388937617587

Source: 陳雲

https://www.patreon.com/posts/123391764

中共無緣參與烏克蘭重建工程！——美、烏協議內容曝光

 

圖、美烏協定的英文版本，截圖第一段就是衝著中共而來的。

今晚我用短片解釋了特朗普在俄烏戰場的談判術——掌握俄羅斯這個主要目標之後，逐個擊破。

今日，美國與烏克蘭之間的協定公佈了，英文和中文翻譯都可以讀到。[2]最奧妙的前言，是講明「鑒於美國和烏克蘭希望確保在衝突中，對烏克蘭採取敵對行動的國家和其他國家在持久和平到來後不會從烏克蘭的重建中受益；……」（鳳凰衛視翻譯，英文原文：“Whereas the United States of America and Ukraine wish to ensure that those States and other persons that have acted adversely to Ukraine in the conflict do not benefit from the reconstruction of Ukraine；……" ）中共無法參與烏克蘭重建，甚至將來能否重返烏克蘭也難有保證。

這個協議，看出特朗普相當仁慈，這簡直是當代的馬歇爾計劃！美國用購買烏克蘭礦產的錢，投入在烏克蘭的重建工作。美國的稅金不會再去烏克蘭，但美國的投資和訂單會幫忙烏克蘭，而且帶動其他投資進入。

美國會與烏克蘭一起，在烏克蘭成立一個基金共同管理。日後烏克蘭的礦產挖出來，精鍊並找到市場賣掉後，一半的錢要入這個基金，另外一半就是烏克蘭政府拿去。基金每年至少要再投資一次烏克蘭，可以做軍事安全、經濟繁榮、烏克蘭戰後重建等。目的是確保錢不會給烏克蘭亂花掉！要有美國監督，促進烏克蘭成為一個適合全世界資本流入的環境，創造再投資循環。

Source: 陳雲

https://www.patreon.com/posts/zhong-gong-wu-yu-123231051

如果由國師陳雲處理阿伯兩元搭車的議題……

 

https://www.facebook.com/photo/?fbid=967796258824690&set=a.559251419679178

我的做法是積極一面（pro-active side），如果六十歲以上用樂悠卡搭車的人，在非繁忙時段搭車搭船，可以享有一元的進一步優惠。

做完。

兩元搭車是鼓勵老人出來遊覽、社交和跨區購物，促進健康和減低家庭開支之用，也補貼了公共交通，如果用獎勵措施令他們散開在不同時段搭車，那麼公共交通的載客量得到最優化的使用，一來是環保，二來是令沒有優惠的通勤一族消了怨氣，不再埋怨阿伯阿婆在繁忙時段來逼車。

至於cut那些六十至六十五歲那群人的兩元搭車，是毫無意義的，只是節省五億元至十億元，但在老人醫療開支增加和老人消費減小的效益抵消了有餘，得不償失。

在經濟衰退、財政赤字但又面臨消費萎縮和對政府管治的信心減低的目前情況，最重要的除了平衡預算之外，是要提振社會士氣和團結感，故此我上述的做法是切合時弊的。

Pro-active的政府措施，是我在政府總部工作期間，第一任特首董建華政府的思維，現在丟失了。那群官員，也隨著董伯下台而各散東西，當初一群政界、商界、學界精英結合的統治思想，除了我偶然提起之外，媒體和輿論也不見了。香港之落寞，由此而起。我之所以被泛民左膠戲稱為國師，是我仍記得當年一群橫跨港英殖民地與中國特區年代的精英的做事方法吧。

Source: 陳雲

https://www.patreon.com/posts/122766830?display_app_qr=1