The Hypothetical Feather Party: The Purge

Let us continue exploring the idea of a Hypothetical Feather Party—a loosely affiliated bloc of independents who increase their influence within the political system. Let us say we are discussing what a two party system with a little more grease between parties might look like? What might happen if 15% or more of all elected positions were held by free-minded independents with no concrete political affiliations?

Before you get started. There is no right or wrong answer. There is just a discussion on "what ifs" and how that changes systems, markets, and patterns.

Think of this as a type of “purge,” not in a destructive sense, but as a public young adult (and others) effort to promote as many independents and unaffiliated candidates as possible into key positions. Would crossing the 15% threshold make a noticeable impact (We haven't actually debated the 15% amount but that is more or less a number that seems influential)?

Potential Advantages:

• Fresh perspectives and new ways of thinking

• Reduced partisanship and greater cultural flexibility

• Increased debate and deliberation

• Diminished power of straight-ticket voting

• A shift toward more bottom-up ideas and solutions

• May (assumption) improve long term decision making

• Reduction of foreign influence 

• Anything you can think of.

Potential Disadvantages:

• Uncertainty in voting patterns and decision-making

• Risk inherent in untested approaches

• Difficulty in advancing new concepts without broad coalitions

• Possible short-term disruption in some policy execution

• Unknown adjustments to the economy. 

• Anything you can think of.

While these ideas are hypothetical, one can imagine how they might play out in different contexts. Change often brings both benefits and drawbacks. The outcomes are uncertain, but the mere introduction of change can alter the environment—sometimes for better, sometimes for worse. Instead of all "yes" or "no" in discussion a few more "maybes" could potentially help open up possibilities.

The real purpose of this exercise is not to predict exact outcomes, but to encourage reflection. How might such a shift impact governance, decision-making, culture, social networks, and even overall economic health? Better, worse, the same? More importantly, what does this thought experiment reveal about our own beliefs in the face of a changing political landscape? 

“It is true that we are called a democracy, for the administration is in the hands of the many and not of the few.” – Pericles, Funeral Oration (431 BCE)

*Take with a grain of salt as this is a philosophical discussion. One can agree or disagree as needed or even propose whole new ideas...or none at all. All ok. The point is that you reflected....and that makes the difference.

Q2 2025 US GDP Rises More than Expected 3.3%

Gross Domestic Product (GDP) rose 3.3%, surpassing expectations. Several factors contributed to this growth:

• Consumer spending increased more than anticipated.

• Real final sales to private domestic purchasers rose.

• Imports dropped significantly.

• Exports declined slightly.

Reviewing GDP reports provides valuable insight into the overall market.You can learn about GDP at What is GDP?

3.3% Gross Domestic Product, 2nd Quarter 2025 (Second Estimate) and Corporate Profits (Preliminary)

Management by The Numbers

Employee performance metrics

Effective management requires the ability to guide groups of employees toward higher levels of performance. While executive and mid-level managers operate at different levels, both are responsible for managing people. One useful approach is tracking employee metrics to gain insight into performance.

What are employee metrics?

Employee performance metrics are data points that measure how well employees are performing in relation to activities critical to organizational success. Any objectively measurable data can serve as a metric, but it must be relevant to the role and valid in assessing actual job performance.

The type of metrics used has a direct influence on employee behavior. Some metrics may encourage genuine performance improvements, while others may simply be "gamed" to meet targets without driving real value. In this way, metrics shape organizational culture by signaling what is considered important.

Metrics can be both formal—those officially built into the job description or performance reviews—and informal, which emerge from social interactions and day-to-day observations. Maintaining formal objectivity in how metrics are applied not only builds employee trust but also helps organizations avoid legal risks and increase engagement. Trust is the central tenant of employee engagement.

Also keep in mind that numbers are numbers and often don't tell a complete story. Thus, one may need to use the metrics to guide and help decision making but not supplant the natural mechanics of personal understanding, insight, and perspective. 

Below is a list of various employee metrics you can explore to strengthen your understanding.

26 Key Employee Performance Metrics You Should Track in 2025

Calendar of Women's Veteran's Events (Mostly Virtual)

A Calendar of Women's Events

Women service members have sacrificed time with their families and personal lives to help protect our country. Many face unique challenges and benefit from opportunities to connect and socialize with others who share similar experiences. Creating spaces for women veterans to engage with one another is an important part of building community and support.

For those who prefer flexibility, the Women’s Veteran Alliance offers virtual activities that can be joined from anywhere.

Explore upcoming gatherings and programs through the Veterans Events Calendar.

* I'm working on a little project to help our local veterans and raise awareness of veteran issues. 

The Story of the Clan: Respecting Unalienable Rights

Representing the shield of justice
for communal living. 
The importance of unalienable
rights to society.

The Story of the Clan is a hypothetical, philosophical thought experiment meant to explore how societies can strengthen their systems and prevent the erosion of higher values. It is designed for analysis and reflection, so take it with a grain of salt. In this piece, we focus on the importance of respecting unalienable rights and how that respect strengthens society socially, morally, and economically.

What are unalienable rights?

In our learning example, the technicalities of law were manipulated to shield misconduct rooted in a lack of respect for unalienable rights. In other words, certain individuals claimed entitlements that were never theirs to claim—rights that cannot be erased or overridden for the sake of friendship, clan, politics, religion, or ideology. Philosophical reflection allows us to consider what happens when these rights are disregarded and replaced by lower-order beliefs.

In the story, clan members engaged in behaviors most people would consider deeply harmful and immoral. They manipulated the sick for profit, used positions of power to sexually exploit others, mishandled money, allegedly engaged in underage sexual rape, endangered children, targeted others based on religion or race, manipulated clan-aligned courts to protect friends, and retaliated against witnesses, concerned citizens, and whistleblowers. Basically the really bad stuff.

There were no backstops, no accountability, and no meaningful correction. Even discussing issues of basic morality can come with extreme aggressions and protections thereof. Over time it became clear: victims could have been protected, lives could have been saved, and institutions (decision makers) could have fulfilled their purpose. Instead, they were misused for personal gain, allowing some to place themselves above the law while dehumanizing others in direct violation of unalienable rights.

This kind of corruption often grows when people convince themselves that “others”—representing large portions of society (out-group)—are less worthy than themselves, and when no checks and balances exist to curb intentional misuse of power. (The good news is that the vast majority of people do believe in the deeper purpose of law but if that tide turns there could be increasing incidents of defaults. The advice, promote those with good values and promote less those with lower order values. Typically if someone really really wants something, an office, position, authority, etc. see it as a red flag. These roles are duties with a heavy responsibility. The wrong type of personalities mixed with positional power should be avoided. This is also why you remove bad actors.).

While abuses can occur in any society, they are typically corrected once exposed and known. But when hate and corruption are so deeply embedded that correction seems impossible, serious philosophical questions arise:

1. Should there be both a moral and legal obligation to uphold unalienable rights, and if not upheld, to pursue system improvement?

2. What does it mean when these rights lose practical meaning, or when lower levels of moral consciousness take precedence?

3. What happens when open violations of these rights shift the root assumptions of society? Consider that in our example, confronting corruption ultimately improved social and economic cohesion. There are assumptions we all live by and those are important to foster healthy exchange.

4. Do unalienable rights apply universally—to all people, all religions, all races, all speech, all politics, and all beliefs? How far does that extend and to whom does it apply?

5. If raising concerns, filing complaints, or challenging corruption places individuals on secretive lists for retaliation, does that constitute a violation of the social contract itself? Is it even important or a concern? Have times changed so much since the founding that social contracts are seen as relative useless pieces of paper?

6. How might the promotion of leaders/officials with integrity and values help preserve institutional trust and protect society from systemic decay? Think of this as community generated value and power to positively influence outcomes through awareness and voting. In other words, think for yourself and what is most important to society.

This is an interesting read. One may or may not agree with it but it is interesting nevertheless. I have no opion on this topic as this is meant for exploratory purposes without necessarily coming to a conclusion. it is the exploration of the idea and your personal acceptance or rejection of such ideas helps define who you are. It is an exercise through a story but one may easily swap out some factors for others, different perspectives, etc...

Unalienable Rights

*The Story of the Clan is a hypothetical, philosophical learning thought experiment so take with a grain of salt. We will write in a positive ending but it is ok to disagree. The key point is that you thought about it either way.

Delta County MI Board of Commissioners Meeting (8/19/2025): Fireworks, mental health, veterans, grants, vicious animals,....

There is never a dull moment when it comes to local life and governance. Being informed helps us better understand changes in the market and community. The area has grown significantly in recent years, both in terms of investment and sense of community. People are working toward positive outcomes, and because of that, new opportunities continue to emerge. Below are a few highlights I found interesting. There’s much more in the video, so you’ll want to watch it for yourself!

• Fireworks Ordinance – Some communities have ordinances, others don’t. A strong point was raised that if a county wants to regulate fireworks, it should do so at the county level. But if opinions are mixed, it may be best left to local communities. The goal is to let people have fun while ensuring fireworks are used responsibly—not late into the early morning hours.

• Delta County Pathways, Diversion, and Mental Health Programs – I agree that providing treatment can reduce repeat offenses. Having a centralized local mental health organization often makes more sense than breaking services apart. It reminds me of the phrase penny wise, pound foolish. While there may be counterarguments, I generally favor local control over services that must adapt to community needs. It keeps the money and the decisions in the hands of locals who have a better finger on the pulse of the community. There are times where that might not be true so everyone has to call it how they see it.

• Veterans Service Department – The county has increased support for veterans, showing its commitment to helping them succeed. In my view, veterans remain an underutilized group for recruitment, workforce development, and entrepreneurship.

• Vicious Animal Ordinance – There was discussion about animal ordinances and the responsibilities of dog owners. I was once nipped by a pack of loose, aggressive dogs, and it highlighted for me that not everyone is capable of properly caring for animals (Wasn't in this area.). Registration and accountability are important to keep communities safe. Everyone should have these type of Vicious Animals! If you feel the need, consider donating or volunteering visit Delta County Animal Shelter.

• Mini Grants – Grants of up to $3,000 are available for community projects, with a focus on opioid-related initiatives: Delta County Mini Grants. I wonder if arts-based approaches could be used—for example, music or theater to teach kids and communities about drugs, or arts activities that support recovery. The arts can strengthen community health, build social connection, boost tourism, and support business. Sometimes the best projects create complementary benefits across multiple areas.

• Attorney Issue – There is an ongoing matter related to county attorney documents that is still being addressed.

Individual Development and Training Plans for Industry Needs

Representing people learning

Human capital requires direction in order to fully develop and reach its potential. In small businesses, training may be fairly rudimentary, but in larger and more complex global organizations, the process tends to be far more intricate. At the societal level, we must continuously update our skills to keep pace with changing demands. This process becomes more intentional when we understand both the needs of the market/employers and the types of training or education available to meet them.

Training and education, while related, serve different purposes. Training is often task-oriented and focused on immediate organizational needs, while education emphasizes broader personal and professional development within the context of industries. Education provides a wide platform of knowledge, alongside key industry-specific skills. Training, on the other hand, might for example equip individuals to integrate quickly into a role or adapt to new technologies within a competitive environment.

Industry trends play an important role in shaping training and education needs. For example, in the rapidly growing field of artificial intelligence, technical expertise is essential—but so is the ability to interpret and apply information effectively. Similarly, in any industry, where the business is heading often determines the skills that will be most valued.

Organizations must also assess the skills already available within their workforce and the broader labor market. For instance, if the goal is to expand shipbuilding capacity, the organization must evaluate the availability of technical and metalworking skills locally, regionally and within the industry as a whole. there are times when gaps are found and additional development is needed.

In some cases, local talent may possess foundational skills but require further development. Organizations can respond by sponsoring education, creating robust internal/external training programs, or offering opportunities to learn directly from highly skilled workers.

At the individual level, effective development plans begin with understanding a person’s current skill set and mapping out a pathway toward growth. Such plans should consider personality, learning style, and career trajectory, aiming to enhance the individual in ways that also create collective value for the organization.

A highly skilled workforce strengthens organizational capacity and overall competitiveness. Training for specific job classifications, comprehensive skills assessments, and ongoing performance appraisals—can ensure that both individuals and organizations continue to develop together over time. The feedback loops and the opportunities are most effective when focused on organizational needs and market trends.

Coordinating between education and corporate onboard training could help create more successful academia-industry transitions as well as greater spill over between general and specific knowledge. It may also have an additional benefit of ensuring that the broad and specific complement each other to maximize human capital development. The academic-industry divide gets more narrow if knowledge and skills are transferred back and forth with relative ease.