Dr. M. Charlotte Oliver

My Work. My Life. My Stories

Work Utopias! Life’s Too!

 

By: M. Charlotte Oliver

Are you often curious about your leadings in life? Asking yourself what’s next for me? Wearing yourself out to try to compete with peers or people in communal settings? And what if there’s no going back to everything before March 2020, when the world was struck with an impossible pandemic? The same pandemic that continues to cripple healthcare systems, global financial stability, and everyday mental capacity?

Questions like these force us to go within and to then imagine a world where feelings of being on the hamster wheel are not necessary. Viewing the competition with the world and colleagues as utter silliness and understanding that despite the health disturbances faced today, there is a peaceful place caring to find us, unite us, and hold us safe.

September is known as Addiction Awareness Month. This topic is necessary to briefly discuss based on the concept that science and research have shown increased addiction tendencies in the last 18 months. With many people still working remotely, areas of desire and substance use have amplified. Countless individuals have dubbed what we’ve been through since the pandemic began as “hell on earth,” as the worse lived experience, as the loss of identity and self—expressive thoughts from a perception built on what occurs with fewer community engagements. 

Jaimie Mudd wrote, “Feeling for one another, compassionate witnessing of others’ suffering, enables us to belong to one another and commit to alleviating suffering. When we examine the truth of our own lives, we can bring understanding, love, and compassion to the world.” People who suffer from addictive behaviors are among us. They are our colleagues, friends, neighbors, and family members. Yet, addiction, as a disease, dis-eases hearts when this form of behaviors must be approached. Approached even with the most delicate of intentions.

As we slowly move into the post-COVID-19 world, we must handle each other like the finest porcelain pottery placed on ships of time gone by. Like those traveling to the greatest of homes in England to display and use at teatime. This care must be deliberate, without bubble wrap, which pops at the most inopportune moments. It’s a care of patience, of love, one which instills peace. A wave of peace not only in ourselves but also in those who suffer from addiction, alongside the many members of our societal influences, who suffer too.

On the other side of this crazy pandemic, finding ranges to listen and explore work leadings should be dedicated initiatives. There in the inner space of us is where we see what’s next for all of us. Resulting, as picking up where we stopped, perhaps moving into another learning potential of how we work, and then again, starting something new altogether. This pandemic has provided a great deal of wrong. However, on the flip side, it too has offered us opportunities for different outlooks as we find within that concern for others residing there. Slowing down a bit, blasted our souls into many unique pieces, which like my morning glories flowering in this month of September, stretches out to hug the plants around them while holding on to their roots.

We’ve slowed our thinking down. Right here is where our souls unite with peace, our bodies remain calm, and our hearts reach out to others. In this place, we find joy in the competition we only have with ourselves, to beat the kindness of yesterday, and fulfill the one of today and tomorrow.

What now? How can we belong to each other to care for each other? What positive changes can we make of the pre-COVID person? What lessons have we learned about the delicateness of life? How have we adapted to this new way of COVID to post-COVID living? How do we derail from the unimportant noise amongst us? These questions beg us to seek out a direction to wholeness. A form of wholeness that can be found in our homes, work environments, and in our communities. One that serves those who suffer. And one that prepares us and allows us to be ourselves. The self that God has intended for all of us. Some of us may choose to work loudly, while others work quietly, softly, and meekly (Matthew 5:5), keeping a framing silence of outwardly expressed words. Wholeness, as God proposes, offers joy. It provides peace as we grow into the gifts. The ones we already own.

“For we know that the whole creation has been groaning together in the pains of childbirth until now. 23 And not only the creation, but we ourselves, who have the firstfruits of the Spirit, groan inwardly as we wait eagerly for adoption as sons, the redemption of our bodies.” (Romans 8:22-23, ESV)

Redemption of our bodies. Redemption of our souls!

Indeed! Right? Indeed!

Reference Source:

Mudd, J. (2021). Knowing that we belong. Living in our COVID-19 World. Friends Journal-Friends Publishing Corporation.

Copyright © 2021 Dr. M. Charlotte Oliver | Powered by Dr. M. Charlotte Oliver

How to Deal With Difficult People (P2)

By: M. Charlotte Oliver 

A couple of weeks ago, focus on the primary characteristics of difficult people were accessed. This week the discussion concludes by simply sharing some genuinely expressed tactics proven by science to be helpful when there are moments in life when dealing with difficult people is inevitable.

When in the company of difficult people, personal kindness and limits to the amount of exposure are essential. What is also imperative is that though sometimes tough to do, the idea of being kind and gentle to ourselves must include an approach to be kind, gentle, and understanding toward others.

Resilience as a research topic lends concentration on the prevention of hardship and how to maneuver through hardships, both mentally and physically, should they occur. Difficult people can be taxing to the mind and body. And may even be in the space where applying crises intervention methods are applicable. Although crisis intervention methods are usually used in short-term counseling or offer other psychological support after a traumatic event, it is likewise a critical concept to apply when dealing with difficult people during trying situations.  

When crises interventions are in use while exposed to a difficult person, it is suggested that we:

  • Identify the problem. Problems are identified through careful listening, empathy, compassion, genuine kindness, and acceptance. Listening does not mean pressuring.
  • Ensure that everyone involved is safe. To be safe means that we assess our own psychological strength and the psychological ability of the difficult person. It is equally as crucial to have physical space.
  • We provide support by not judging the individual/individuals. We do not laugh or smile. These behaviors could appear condescending. We confirm statements by gently repeating what the individual is saying. For instance, statements such as “Am I understanding that you _____________. Is this correct?
  • Speak on influential alternatives to the situation. Always use the words “Let’s or Let us.” These words show understanding of the individual’s pain. Be sure that you are not being manipulated in the situation. Become familiar with narcissistic behavioral patterns, gas lighting, and core manipulation. Having a witness during moments of mediation is also suggested.
  • For leaders, offer a follow-up plan to help reduce the pain the problematic person has expressed. In this plan, be sure to apologize if there are cracks in your managerial approaches. Be sure to do this with a member of Human Resources/People Operations present. For everyday concerns, having a witness is likewise a necessity.
  • After these methods are applied, be sure to follow up if needed. In office environments, secure a commitment from the difficult individual that with future problems, a meeting is given with you with and a witness present. Commit also to change personal approaches and communication styles. Communication consists of both verbal and behavioral methods.

One description of conflict aptitude is “the ability to develop and use cognitive, emotional, and behavioral skills that enhance productive outcomes of conflict while reducing the likelihood of escalation or harm.” (1)

Simply put, dealing with difficult people includes helping to create a sense of calm, understanding general needs, offering reasonable care, making practical suggestions, provide information on available resources if needed, and a commitment to change should this be necessary.

Researched Source:

  1. Runde, C., & Flanagan, T. (2010). Developing your conflict competence: A Hands-on guide for leaders, managers, facilitators, and teams. Jossey-Bass.
Copyright © 2021 Dr. M. Charlotte Oliver | Powered by Dr. M. Charlotte Oliver

How to Deal with Difficult People P1

By: M. Charlotte Oliver

People are generally receptive to kindness: the types, both loud and boisterous and those exemplifying a more subtle and quiet stance. Yet, when dealing with difficult people, and depending on the extremity of such behavioral patterns, it is a challenge to decipher the form of kindness that work. The one that sticks. The pursuit of consistent kindness can waver the idea that in difficult times while dealing with difficult people, genuine expressions of this beautiful wonder at times, just do not work.

Difficult people provoke in different ways. Some may be angry people, while some are passive-aggressive people. Then some question every step a leader makes. Some do not take accountability and disperse frustrations to members of their team. There are those in this group who even gaslight and may sometimes succeed at this. Some may even take every suggestion as criticism. Then some swing high and low like a Viking ship at an amusement park carrying moods. Up and down, up and down. Though not an exhaustive list, these characteristics represent an amalgamated group consisting of factual people.

When difficult people are observed, it is clear that one person’s behavior may not bother some people. While for others, these individuals can become a challenge to interact within many situations. Therefore, in review, challenging people in the workplace may be likable to some. However, if people who are complex cause problems for others, these are abstract models that should always be addressed in the workplace and beyond.  

Why are people difficult?

There are varying reasons people are difficult. One reason could stem from the root system in family units. The other could also be the work environments; some people are forced to endure. When an organization is autocratic, filled with nepotism, bureaucratic, focused on the bottom line and not the well-being of employees, and highly competitive, these unhealthy approaches can wreak havoc on employees’ overall consistent positive mental health. In some instances, the most difficult person in the workplace is kind and loving in her or his personal life. A problematic person produces specific behaviors often caused by precise circumstances.

Five primary characteristics of difficult people:

  • In the world of a difficult person, it is usually all about them. They can be the lead actor in their dramatic performances. Performances so intense that they often come with an encore to assess how these performances affect others. So, to speak, they want to produce a reaction from and in the receiver. There are some levels of egocentric and narcissistic behaviors usually present in these performances.
  • Asking difficult people for a minor favor may often turn into a soap opera. Usually, there is no compassion in these forms of interactions. Reminders of what they did for you are constant and never go away. Most people are held hostage in this frame of thought  delivered from the mouth of a difficult person.
  • Difficult people are usually victims in their minds. They pull from the past to validate the reason for current life problems to make others feel empathy for them. This behavior is generally precise while not providing any empathy toward others for their behavior. Again, it is usually all about them.
  • They live in their world with no idea of the hurt and pain they cause the people in their lives. They are pretty different in the context of not speaking words into action. Some may call this flaky! Whatever descriptive arise, the behavior is disturbing.
  • They blame others, cry about spilled milk, and gossip. Everyone gets accused when accountability is in question. Nothing offers quiet pleasantries, but instead, there is always a problem with everything on the face of the earth. They embellish responsible responses and will sometimes not tell the truth.

In a recent article dated May 31, 2021, the Toronto Star Newspaper stated this:

“Difficult people can cause so much anxiety that they make us want to avoid social gatherings or quit our jobs. Although this escapist mentality is tempting, it won’t resolve the issue. We can’t keep switching jobs every time someone at work annoys us, and we certainly can’t just snap our fingers and change our biological relations.”

In addition, Sheen (2018) shared:

“Rather than simply be frustrated by human behavior and disappointed in people’s conduct, remember that you have the power of choice. Choose your response wisely. Paul, the author of much of the New Testament of the Bible, describes the ideal way to respond to difficult people: [“When we are cursed, we bless; when we are persecuted, we endure it; when we are slandered, we answer kindly” (1 Corinthians 4:12, 13).”]

Regardless of the area of complexity, there are usually two or more people in the mix for difficult behaviors to be recognized. In part two of this post, more production of ideas on how to deal with difficult people will be discussed. The discussion will also gear toward how to use several concepts of kindness to manage this behavior, not only for ourselves but also for those affected.

Unfortunately, difficult people continue to exist. Learning to handle this behavior is paramount when any attempt is made to create the compassionate and caring  environments we seek.

Sources:

Sheen, J. (2018, September-October). Dealing with difficult people: How to bring out the best in people at their worst.” Vibrant Life, 34, (5). Gale Academic OneFile, 

Toronto Star (2021). Tarot for dealing with difficult people; We can let a measured and thoughtful approach guide our interactions. p. B9. Gale In Context: Global Issues.

Copyright © 2021 Dr. M. Charlotte Oliver | Powered by Dr. M. Charlotte Oliver

The Harmful Nature of Triangulation in the Workplace

By: M. Charlotte Oliver

Leaders must make essential decisions for the health of the organizations they run. Leaders in any leadership position must also know how to maneuver untruths or false perceptions of the people they lead. One challenge a leader faces is that of triangulation in work environments.

What is workplace triangulation (WT)?

Workplace triangulation includes a three-point gossip-infused type of relationship in the workplace. It consists of persons A, B, and C. For WT to be actionable, Person A complains to Person C about Person B without going to person B directly. Person A toward Person B starts a circle of influence from a psychological footprint, often resulting in significant damage in the workplace, which intentionally builds a false perception of workplace culture.

In most cases, triangulation is not intentional. It happens when some individuals are at a loss on how to proceed relating to specific employee-to-employee issues. Even so, it does not create a cohesive work environment.

Triangulation may not always be gossip. It may start with a bad attitude, constant complaining, ignoring other employees when addressed, venting, and in some cases, I have experienced defensive attitudes and even circumstances of gaslighting. It is delivered in a more astute way when it is deliberate, which allows the receiver to start thinking less positively, say toward Person B. It is a zealous form of bullying in the workplace stamped with expressive body and verbal expressions. The leader who can recognize this behavior must halt it immediately and possibly follow up with some of these suggestions:

  1. A leader must always be in the mindset that there is more to what is being said.
  2. Schedule a meeting with you—the leader, and the persons involved. If no solution, then
  3. Include Human Resources (HR) to help to mediate the situation.
  4. Understand and study the personality of person A. Take note always to cover yourself and conversations with person A. Do this to ensure that this behavior does not eventually come to you. Keep everything in writing, and never speak with this individual alone. Always have a witness in the room.
  5. Lastly, uphold your leadership skills by remaining calm and follow company guidelines relating to matters such as these.

Triangulation in the workplace is harmful and prevents any organization from upholding its innate culture. Be vigilant and always practice emotional intelligence in every circumstance.

Copyright © 2021 Dr. M. Charlotte Oliver | Powered by Dr. M. Charlotte Oliver

The Right to Use?

There has been a lot said about plagiarism in the church lately. The leader of a major Christian denomination has been under fire for this, as this individual should most definitely be. According to Dictionary.com, plagiarism is the practice of taking someone else’s work or ideas and passing them off as one’s own. It happens in every sector. Yet, it is a popular concept in some Christian denominations. So prevalent that some leaders continue to use the work of others without giving credit to the persons or groups who have painstakingly worked to produce their original materials.

Plagiarism does not represent integrity in any aspect of God’s teachings. It is just the opposite. On integrity, the Bible says this:

“He that walketh uprightly walketh surely: but he that perverteth his ways shall be known.” – Proverbs 10:9

God’s words are sacred. And the deliverance of His words must be likewise as holy. Holy in the sense that they are exposited in the right context through the original but correct perceptions of their deliverers. God’s words must always be handled responsively. Instead, the idea that some leaders would take from someone else to shorten their biblical study and preparation is dangerous. Honestly, it is frightening! The study of God’s words should never be rushed. Using appropriate methods and time to preach the gospel should benefit the pastor. It makes the delivery a place to build on what is already known, not only for the pastor but also for the congregation. Studying God’s words is a tremendous honor!

If you believe there are people in your world who seem to reproduce your suggestions, ideas, or words, please be aware that in no way are these approaches complementary. For instead, these behaviors should be areas of significant concern. And, if you have voiced uneasiness with no changes in sight, here are a few suggestions:

  • Remove yourself from being in the company of those who are unwilling to admit their wrongs or who do apologize but continue along with the same behavioral patterns.
  • Consider finding a church led by pastors who are original in their approach and exposition of God’s words. Watch for citations in their verbal and written communications. These considerations are crucial! Albert Einstein worked to produce everything he accomplished. It would be unfair not to give him credit.
  • Always be aware that you give credit where it is due. Remember, even the ideas or thoughts of a personal conversation should have been given permission for use when used in speech or writing.

Plagiarism is everywhere. Let’s walk upright in our approaches when it comes to the representation of the work of others. Conversely, always protect yourself when you believe your work is consistently being pilfered.

God prefers integrity. Not laziness! (Proverbs 13:4)

Copyright © 2021 Dr. M. Charlotte Oliver | Powered by Dr. M. Charlotte Oliver

WORK HUSTLE: IS IT GOOD OR IS IT BAD? P2

The pandemic has changed how we work. Many office employees became remote workers. Now that many are receiving the COVID prevention vaccine, life begins to return to normal. However, many employees would rather continue to work from their home offices instead of resuming a commute to the office. Some employers are offering this opportunity to their employees, while others are against it. Organizations opting for employees to return are losing some staff members. However, those who adhere to “the hustle” to get ahead, are eager to move forward with this concept of returning to their workspaces, as soon as is deemed possible. 

According to a recent article on the topic of hustle, the author noted:

“Hustle culture is defined as a craze where people place professional aspirations at the forefront of everything else. Hustle culture has always been a part of our lives — the more you work, the more you make, and supposedly, the happier you will be. For some, the COVID-19 pandemic has provided a glimpse of what life would be like without the usual rush. For others, the pandemic has intensified hustle culture — either out of necessity or because of increased free time.”

Work-life balance is easier for some cultures in mainstream society. While in others, hustling is a must to maintain basic everyday survival. The pandemic did not take away this need for day-to-day survival in specific cultures; it has enhanced it. Hustling in Black and Brown communities is espoused by the need to do what it takes to feed their families. This ‘do’ is often honest work for meager pay. It is likewise exposed in the inequality of new Black and Brown college graduates forced to earn less than other graduates.

Specific communities are often forced to hustle from the point of zero. While other communities almost always have a starting point based on who they are and the opportunities that came before them. When someone can say that success came from the sweat off their backs and not from the effort of others before them, this view provides hope.  However, even with success stories as this one, the point is, to maintain success even at this caliber, some hustle may ensue to remain above water.

To the question, WORK HUSTLE: IS IT GOOD OR IS IT BAD? featured in the first blog on this subject. The answer to this question depends on who you are. Unfortunately, for some in society, hustling is a necessity to overcome inequality. It is a constant battle to be seen and heard based on valuable work and ideas, and likewise, it is a means of survival. As for others, hustling is a valorized luxury. Efforts to break the stigma of hustle must be designed to work for the higher good of both groups. For optimum whole-community effectiveness, hustling should be done together to provide great opportunities for every community member, and not just for some. 

 

Reference: 

Bell, A. G. (2021, May 12). The Quad: Hustle craze and the lasting effects of the pandemic on work life. UWIRE Text, 1.

 

Copyright © 2021 Dr. M. Charlotte Oliver | Powered by Dr. M. Charlotte Oliver

Following Work-ease Guidelines

To follow common everyday work-ease guidelines, unexpected travel this week has caused a delay on the continuation of the blog on work hustle. One may come later this week when I am settled once again in familiar surroundings or perhaps in next week.

This note does represent a reminder to you to make sure you continue to consider some of the ramifications of hustling. Backed by research, a few are:

  • Hustling can be draining, both emotionally and physically
  • Despite what some may believe, hustling really does not improve productivity
  • Hustling may only lead to short-term success
  • It could cause issues in everyday relationships
  • It creates areas of unnecessary external competition
  • If the idea of hustling is not halted, it won’t halt. It will continue to control every facet of life

Life is precious. Be sure to treat yourself well. Remember also to take time out when there’s a sense of chaos or overwhelm.

Enjoy this week!

 

Work Hustle: Is it good or is it bad?

 

By: M.Charlotte Oliver 

Last week this informational reflection focused on multi-tasking and briefly discussed why multi-tasking is not all it has been boosted to be. Although there are numerous available studies on this topic, the blog was supported by two research focused on multi-tasking’s role in slower productivity and lower intelligent quotient (IQ). Today, the perception of hustling is debated.

A recent article read, discussed that the pandemic has caused many to continue hustling. There are others who started hustling for the same purpose as those who did it before. Reasons mainly grounded in the need to make a living. However, what are the mental and physical effects of continuous hustling? Some say it is necessary to survive, while others say there must be a another equitable and just way for some in society to exist. The first part of this discussion on hustle focuses on what it is, and shares some perceptions of modern-day (2020-21) hustling.

In the year 2000 and after, the idea of hustling became an important factor in work-life balance. So many were consistently on the go to try to make ends meet, take a vacation, or live a good life. In this consultancy, when traveling, there are times when transportation from the airport is necessary. In ride-sharing discussions it is apparent that some drivers do so for a living or as a side-hustle. As of 2020, hustling was often considered chic. In fact, in some individuals it was believed that those who did not hustle, were just not ambitious enough. To be a go-getter, was the theme!

However, within the Covid-19 pandemic, it seems the once supported method of what it means to hustle and the ramifications of this were not in favor of the good life, after all. From young to old, numerous articles, research, and verbal discussions, showed that people who were supportive of consistent hustling, had second thoughts.

The Merriam-Webster Online Dictionary describes hustle as:

Hustle comes from the Dutch word husselen, meaning “to shake,” reflected in the earliest use of the word in English, as a verb, with much the same meaning. The verb soon took on extended meanings, including “to crowd or push roughly,” “to obtain by energetic activity,” and “to obtain money by fraud or deception.” The noun use of hustle followed a path similar to that of the verb, moving from “an act of jostling” to “a job” and “a swindle.”

Here, it is considered in the context of work or job.

Hustle originally meant “to shake”. Shaking anything continuously, will often produce some form of change. In some individuals, this change comes/came as burn out. 

In her book Jacinta M. Jiménez wrote heavily on burn out and the importance of checking “steady-pulse practices”. She wrote:

“It’s one this to be successful, but if your definition of success means achieving at a cost of your personal vitality, I’d challenge you to question your definition. I’m not here to say working harder and working smarter aren’t good strategies at certain times; what I’m say is that in today’s always-on-and-connected world, if you aren’t regularly working to engage in a systematic approach to fostering resilience (aka steady-pulse practices), your efforts to work harder and/or smarter will be fleeting.”

She continues:

“Having a steady personal pulse is not just a “nice to have” or an “afterthought” that only gets tended to when you’re feeling run down. In today’s world of work, it is an imperative practice to ensure that you can perform at your best. Not only this, personal pulse practices are what will enable you to remain engaged, gritty, and productive over the long haul—in both work and life.” (pg. Introduction).

It is important to note that hustle is not always apparent to specific cultures. For instead it is a course taken by many whose motive is often financial, fame, or merit. However, hustling in most cases is ruled by the financial needs of those who struggle.

More discussion on ‘hustle’ is represented in next week’s reflection where different human impacts to measure-up, are given. Some areas of just-equity are also discussed. As in multi-tasking, hustling can be maintained and controlled to produced successful results. However, meeting these ends, require different mindsets and work applications.

 

Copyright © 2021 Dr. M. Charlotte Oliver | Powered by Dr. M. Charlotte Oliver

Multi-tasking: Why it is not always the best method for productivity.

By: M. Charlotte Oliver 

In this first blog of May 2021, the topic of one productivity blocker is discussed. With emails, texts, social media curiosities, the news, and many other distractions, it can be difficult to stay on task. Therefore, some people in specific environments choose to multi-task instead.

A few blogs ago, the idea of mindset was considered. Simply put, the brief writing was on how to extend the mind from current thoughts, actions, and circumstances to move into zones that are more productive and constructive, to perhaps accomplish more. The concept of accomplishing more, does not necessarily mean perfectionism, having to always be recognized, to compete with others or even to become the leader of the pack. What this simply means is to get done what is needed now or within allotted timelines.

The productivity blocker discussed today is multi-tasking. The ability to multi-task continues to be a buzzword sequence in business. Yet, it is important to be cautious when this mindset is adopted. Multi-tasking may offer some completion in the end; however, the chaos that sometimes accompany the method is oftentimes not worth the sense of achievement. This turmoil can even block joy.

Recent research on multi-tasking did not support the idea that it offers productivity. Instead, one study produced evidence that people who used this process were slower in their productivity based on their inability to focus on one project at a time. It does not matter how some individuals may think about the brain, the fact is the brain was designed to focus and interpret one thought at a time. No matter how much someone may try to change this process, this is its operational course. Another study conducted at the University of London also concluded that multi-tasking destroys IQ.

For people who believe that this method works, a suggestion is made here, to try to incorporate a scheduled multi-task process as a substitute.

A scheduled multi-task day may look like this…

  • 8am-9am: Send or answer emails
  • 9am-10:30: Task 1
  • 10:30am-12pm: Task 2
  • 12pm-1pm: Eat lunch then peruse social media if this is needed as part of the day
  • 1pm-1:30pm: Respond to emails
  • 1:30-2pm: Return phone calls
  • 2pm-3pm: Task 3
  • 3pm-4pm: Task 1
  • 4pm-4:45pm: Task 2
  • 4:45pm-5pm: Respond to emails. If no email to respond to, lock computer, then remove from work to begin the evening. 

Leaders, if a different work schedule is followed, it is still important to schedule out tasks. In addition, if there are less or more tasks to do, adjust the schedule as needed to meet deadlines. Also, if work requires a report to someone, be sure to discuss this new approach with this individual. Scheduled multi-tasking is a gentler and kinder approach to controlling overwhelmed feelings and confusion, which can often block productivity. Frankly, when it is suggested that people should multi-task without clear directions on how to do this, it has been argued and studied that this approach is often a recipe for calamity. Calamity that does not only appear at work, but likewise in the psyche of people who consistently implement this process.

Although current studies are focused primarily on how the brain functions for those who multi-task, there continue to be hopes of further research on whether this method is also physically damaging. If multi-tasking is a daily approach, consider other practices to complete everyday responsibilities. Holistic productivity is not always apparent in multi-tasking. On the contrary, unscheduled multi-tasking can be damaging in all aspects of work and life balance.

 

Preparation toward Celebration

In the past week I have been preparing for one of the most important presentations of my life. Yesterday, I presented, and today I celebrate the completion of my doctoral studies. I am elated and thankful to God. Unexpectedly, was the support from my committee to now prepare to submit my research study to numerous journals for publication.

The blog today represents one part of the celebration and the other is to take this week off to rest my mind after a long journey to completion.

I remain thankful to God my father for leading me here.

I’ll return next week with something offering a bit more words.

Until then, have a great week!

-C

 

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