Tuesday, April 29, 2025

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「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

Sunday, April 27, 2025

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/

Saturday, April 19, 2025

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/

Wednesday, April 16, 2025

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/

Tuesday, April 15, 2025

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/

Monday, April 14, 2025

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

Saturday, April 05, 2025

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