In a society that thrives on noise, constant activity, and multitasking, the concept of silence often seems counterintuitive to success. However, in Radical Intuition, Kim Chestney argues that silence is a powerful tool for unlocking our deepest intuitive wisdom. In a world overwhelmed with distractions, learning to quiet the mind could be the key to accessing your true potential.

Chestney suggests that we live in a culture that values constant doing—whether it’s answering emails, making decisions, or running from one task to another. But in our relentless pursuit of productivity, we often miss the subtle, powerful messages that come from within. Our intuition, she claims, requires space to emerge. Just like a radio signal, it needs a quiet frequency to be heard clearly.

When we create moments of silence—whether through meditation, nature walks, or simply pausing throughout the day—we allow our inner wisdom to surface. This silence doesn’t just offer peace; it opens a channel to deeper knowing, creativity, and clarity. In those quiet moments, we may discover solutions to problems, gain insights into our personal lives, or receive guidance that we hadn’t considered before.

What if the key to your next big breakthrough isn’t more effort, but more stillness? Chestney encourages us to rethink how we approach growth and success. Instead of constantly pushing forward, we should create space for our intuitive voices to rise from the depths of our being. Embracing silence, she argues, could be the most powerful way to unlock the untapped potential within us all.

An alternative to the traditional corporate patriarchal model, which typically prioritizes hierarchical, profit-centered decision-making, would be the cooperative model or worker-owned cooperative. This model emphasizes shared ownership, egalitarian decision-making, and community-based values rather than centralized authority and top-down governance.

Key aspects of the cooperative model include:

1. Collective Ownership: Employees, rather than outside shareholders or investors, own the company, and profits are distributed among them. This shifts focus from external profit maximization to employee welfare and collective success.
2. Democratic Decision-Making: Cooperatives operate on democratic principles, with each member (employee) having an equal vote in major company decisions. This contrasts with traditional models where decisions are often made by a board of directors or upper management.
3. Social and Environmental Responsibility: Many cooperatives are mission-driven, integrating social and environmental goals alongside financial objectives. This fosters a more holistic approach, often aligned with long-term sustainability and community engagement.
4. Flat Hierarchies: With reduced hierarchical layers, cooperatives encourage transparency and open communication, often fostering a more collaborative and respectful work environment where employees have greater input and agency.

Examples of Companies Using Alternative Structures

• Mondragon Corporation: Based in Spain, Mondragon is one of the largest and most successful cooperatives in the world, with a diverse portfolio of businesses. Employees are both the owners and managers, allowing for collective profit-sharing and community-focused initiatives.
• Patagonia’s Benefit Corporation Status: While not a cooperative, Patagonia operates as a benefit corporation (or B Corp), meaning it is legally obligated to consider the impact of its decisions on workers, customers, suppliers, community, and the environment. This legal framework allows the company to prioritize social and environmental impact over short-term shareholder profits.
• REI (Recreational Equipment, Inc.): A consumer cooperative in the U.S., REI operates by sharing profits with its members, who are also its customers. This model enhances customer loyalty and aligns the business goals with its members’ interests rather than solely shareholder returns.

These alternative models demonstrate how businesses can thrive by aligning more closely with humanistic and egalitarian principles, building community loyalty, and enhancing sustainability while fostering a less hierarchical, more participatory culture.

n a world where many of us are conditioned to seek simple solutions and direct answers, Linda Seger’s Web Thinking offers a bold critique: linear, cause-and-effect thinking might be holding us back. Traditionally, we’re trained to see problems through a sequence of steps, each action leading to a predictable reaction. While this approach can work for straightforward tasks, it often fails when we face complex, multifaceted issues like climate change, global health, or even personal growth.

Linear thinking, rooted in the idea that we can isolate a problem, apply a solution, and control the outcome, can be limiting when it comes to complex challenges. Such issues aren’t isolated; they’re shaped by a web of interconnected factors, all influencing each other in ways that are difficult to predict. Climate change, for example, isn’t just about emissions—it’s tied to economic policy, cultural attitudes, industry practices, and even individual lifestyle choices. Trying to address it through single-variable solutions, like regulations or technology, without understanding the broader web can lead to unintended consequences or partial solutions that don’t create lasting change.

Seger’s Web Thinking urges us to move away from linear solutions and embrace a mindset that sees the world as an interconnected system. This approach encourages looking beyond immediate causes and understanding how relationships within a system shape outcomes. For instance, in health care, focusing solely on treating symptoms without addressing underlying social and environmental factors may yield temporary relief but rarely leads to comprehensive wellness.

Abandoning linear thinking doesn’t mean rejecting logic or analysis. Instead, it means accepting that complex problems require flexible, multi-layered strategies that adapt to changing circumstances. It’s about recognizing that each solution affects the entire system—and the system, in turn, affects the solution.

Seger’s approach advocates for a more holistic, integrative perspective, one that allows us to create strategies capable of handling complexity. By letting go of linear assumptions, we can find paths forward that are resilient, adaptive, and truly effective in addressing the intricate challenges of our time. It’s a shift that might just be essential for moving forward in a world as interconnected as ours.

The concept of leadership has long been defined by patriarchal systems that prioritize hierarchy, control, and individual authority. These systems often marginalize alternative perspectives and stifle creativity, fostering environments where power dynamics are inequitable and progress is limited. To dismantle the patriarchy, it is essential to embrace collaborative leadership—a model that values shared decision-making, inclusivity, and collective growth.

The Patriarchal Model of Leadership

Traditional leadership models have been shaped by patriarchal ideologies, emphasizing top-down control and competitiveness. These systems often reward assertiveness, dominance, and individual achievement, sidelining voices that don’t conform to these norms. While these methods may yield short-term results, they often alienate team members, stifle innovation, and perpetuate inequality.

In patriarchal systems, power is concentrated in the hands of a few, creating rigid structures that resist change. This approach not only harms marginalized groups—such as women, non-binary individuals, and people of color—but also limits the potential of the entire organization.

What Is Collaborative Leadership?

Collaborative leadership is a transformative approach that shifts focus from individual authority to collective empowerment. It prioritizes cooperation, mutual respect, and the inclusion of diverse perspectives. By fostering environments where all voices are valued, this model encourages innovation, adaptability, and a stronger sense of community.

Key principles of collaborative leadership include:

1. Shared Decision-Making: Decisions are made collectively, incorporating input from all stakeholders to ensure that outcomes are equitable and well-informed.
2. Transparent Communication: Open and honest dialogue is encouraged to build trust and facilitate understanding across teams.
3. Empathy and Emotional Intelligence: Leaders prioritize understanding and addressing the needs and feelings of team members, creating a supportive work culture.
4. Equity and Inclusion: Collaborative leadership actively seeks to elevate marginalized voices, ensuring that power dynamics are balanced.

Why Collaborative Leadership Is a Tool for Dismantling the Patriarchy

The patriarchy thrives on power imbalances, silencing dissenting voices and perpetuating inequality. Collaborative leadership directly challenges these norms by distributing power and prioritizing equity.

1. Elevating Marginalized Voices In traditional hierarchies, marginalized individuals often lack access to decision-making spaces. Collaborative leadership ensures that these voices are not only included but amplified, fostering an environment where diverse perspectives shape outcomes.
2. Challenging Toxic Masculinity The patriarchal model often reinforces toxic masculinity, which values aggression and dominance over compassion and collaboration. By prioritizing empathy and teamwork, collaborative leadership provides an alternative model that benefits everyone.
3. Fostering Innovation Diverse perspectives lead to better problem-solving and creativity. Collaborative leadership creates a culture where team members feel safe sharing ideas, resulting in more innovative solutions and a stronger organization.
4. Promoting Accountability In hierarchical systems, accountability often falls disproportionately on subordinates. Collaborative leadership distributes responsibility, ensuring that all members share ownership of successes and failures.

Implementing Collaborative Leadership

Transitioning to collaborative leadership requires a deliberate effort to challenge ingrained norms and practices. Here are steps to begin the transformation:

1. Educate Leaders: Provide training on collaborative practices, emphasizing emotional intelligence, active listening, and equity-focused decision-making.
2. Redesign Structures: Shift away from rigid hierarchies by creating flatter organizational structures that encourage participation at all levels.
3. Foster a Culture of Trust: Build an environment where team members feel safe to express themselves without fear of judgment or retribution.
4. Measure Impact: Regularly evaluate the effectiveness of collaborative leadership practices, gathering feedback to identify areas for improvement.

Real-World Examples

Collaborative leadership has been successfully implemented in various sectors. For example, tech companies like Google use cross-functional teams to foster innovation and improve decision-making. Non-profits often prioritize participatory leadership, ensuring that community members have a say in shaping programs and policies.

Conclusion

Dismantling the patriarchy requires more than addressing surface-level inequities; it demands a fundamental rethinking of how power is distributed and exercised. Collaborative leadership offers a viable alternative, one that values inclusivity, empathy, and collective growth. By adopting this model, organizations and individuals can create spaces where everyone has the opportunity to thrive, ultimately paving the way for a more equitable and just society.

In rejecting patriarchal norms, we redefine what it means to lead—transforming leadership into a shared journey rather than a solitary pursuit of power.

Will Labor’s super tax hike become Anthony Albanese‘s Bill Shorten moment?

The plan to increase taxes from 15 to 30 percent on super balances above $3m includes taxing what’s termed ‘unrealised gains’.

That means taxing the assets that make up the super fund providing annual income to retirees before the assets are even sold.

It could force properties held in super to be sold as their value rises, which is making plenty of older Australians decidedly uncomfortable.

The tax hike laws are currently held up in the Senate and might not pass, but if they do we would be the first nation on earth to ever legislate such a whacky policy.

The growing concerns among retirees reminds me of the backlash Shorten faced ahead of his ill fated attempt to win the 2019 federal election by arguing the case for changes to franking credits.

That election was thought to be in the bag for Labor. Unloseable given all the leadership turmoil within the Coalition government, and given that Labor led in every major opinion poll published over the course of two years counting down to election day.

The turnaround on the day was put down to a backlash, especially amongst older Australians, because of policies like the franking credits changes.

Self funded retirees understandably crack it when they plan for their fixed income retirement based on tax structures that get changed, eroding their fixed income when they no longer have the capacity to work to supplement it.

Which is exactly what Labor’s doubling of the super tax will do, not to mention the assets in super funds that will need to be sold because of the plan to tax unrealised gains.

Property in super portfolios is one of the most ill-liquid asset classes going around.

Fancy having to sell a property in your super fund because some assessor says it’s notional value has increased over the previous year as house prices continue to soar – when living off the rent from that property was your retirement plan.

That’s the real world impact of Albo’s super changes, which by the way, weren’t even taken to the last election.

He told us before the 2022 election that if Labor was elected to government there would be no new taxes.

So the attempt to double the super tax is another broken election promise, if it gets legislated.

One that has the potential to hurt Albo electorally the same way Shorten’s proposed tax hikes hurt him at the 2019 election.

You can see the Coalition sharpening their attack ads as it prepares to try and oust Albo from office early next year.

While the Senate might save Albo and Labor from its planned broken election promise by rejecting the proposed legislation necessary to increase super taxes, I’m not sure that prevents a backlash at the ballot box.

We know Labor wanted to double super taxes. We know that if it gets re-elected it will try and legislate the tax hike in its second term.

So the foundations for a strong campaign to chuck Albo out lest he slugs self funded retirees with higher taxes if he wins a second term have already been laid.

by PETER VAN ONSELEN

Credit scores can be full of surprises! Here are some lesser-known facts about credit scores:

1. Multiple Scores Exist

• You don’t have just one credit score. Different scoring models, like FICO and VantageScore, use distinct criteria, leading to variations in your score. Even within the same model, lenders may use tailored versions specific to their needs.

2. Soft Inquiries Don’t Impact Your Score

• Checking your own credit report or applying for pre-qualified offers are considered “soft inquiries” and won’t hurt your score. Only “hard inquiries,” triggered by formal credit applications, might lower your score.

3. Utilization Matters More Than Total Debt

• Credit utilization ratio (the percentage of available credit you’re using) heavily influences your score. Even if you have a low overall debt, maxing out a single credit card can hurt your score.

4. Closed Accounts Can Affect Your Score

• Closing old credit accounts might reduce your score because it can lower your credit history length and available credit, affecting utilization ratios.

5. Medical Debt is Weighed Differently

• Medical debt is often treated more leniently in scoring models. Some scores disregard paid medical collections entirely, and newer FICO models prioritize other debts over unpaid medical bills.

6. Utility and Rent Payments May Count

• Traditionally, utility and rent payments didn’t factor into credit scores, but programs like Experian Boost and some VantageScore models now allow such data to improve your score.

7. Good Behavior Takes Time to Reflect

• Improvements in paying off debt or reducing utilization may not reflect on your score immediately. Credit bureaus update their information monthly or less frequently.

8. The Myth of “Joint Credit Scores”

• Credit scores are always individual. Even for joint accounts, each person has their own score, influenced by their credit behavior.

9. You Can Have a “Thin File”

• If you lack enough credit history, you might have a thin credit file, making it harder to generate a score. This often happens to young adults or those who primarily use cash.

10. Having No Debt Doesn’t Guarantee a High Score

• A good credit score requires a history of managing debt responsibly. Without any credit accounts, there’s little data for scoring models to evaluate.

11. Negative Information Fades Over Time

• Most negative marks, like late payments or collections, drop off your report after 7 years. Bankruptcies may last longer, but their impact diminishes over time.

12. Your Income Doesn’t Affect Your Score

• Credit scores are based on your credit history, not your income. However, lenders may consider income separately when evaluating creditworthiness.

13. Credit Scores May Affect More Than Loans

• Employers, landlords, and insurance companies might use your credit report (but not your score) to assess risk or responsibility.

14. Overpaying Won’t Boost Your Score

• Paying more than the minimum is great for reducing debt and avoiding interest, but it doesn’t provide extra credit score benefits beyond demonstrating on-time payments.

15. Authorized Users Can Benefit

• Being an authorized user on someone else’s account can help you build credit, provided the primary account holder manages the account responsibly.

16. Old Debts Aren’t Automatically Removed

• Paying off an old debt doesn’t remove it from your credit report—it just updates the status. Positive credit behavior takes time to overshadow past issues.

In many traditions, money is seen as a symbol of masculine energy, representing qualities like structure, assertiveness, and stability. Yet, for some women, this metaphor creates a subtle distance, leading to an estranged relationship with money and, by extension, with masculine energy itself. Shifting this dynamic requires a new understanding of money—not as something to fear, dismiss, or chase, but as an energy to embrace and harmonize within.

Masculine energy is often associated with qualities like drive, clarity, and boundaries, which can sometimes feel at odds with traditionally feminine energies of nurture and flow. For some women, navigating this relationship can feel challenging, particularly if they feel disconnected from those traits in themselves or have learned to associate money with struggle or limitation. This estrangement can impact how they view and handle finances, creating cycles of avoidance or scarcity.

The journey toward financial empowerment starts with reframing money as a supportive force rather than something imposing or elusive. By seeing money as a resource that supports dreams and ambitions, women can begin to tap into its stabilizing and grounding energies without compromising their natural strengths. Money mastery doesn’t have to mean adopting traditionally “masculine” tactics; rather, it’s about harmonizing masculine and feminine perspectives to create a balanced approach to wealth.

One way to shift this perception is to view money as a tool for freedom and creation. Instead of fearing or dismissing its presence, envision money as an enabler of values-driven goals, experiences, and impact. Approaching finances from this mindset transforms it from a stressor to a partner, facilitating empowerment rather than avoidance.

By embracing money as a supportive energy that complements feminine strengths, women can cultivate a more secure and grounded relationship with their finances. This approach allows them to appreciate both masculine and feminine qualities within themselves, fostering a holistic view of wealth and creating the foundation for financial mastery. Through this inner alignment, money becomes less a distant symbol and more a collaborative energy, paving the way for a fulfilling, empowered, and balanced approach to wealth.

In the 1960s, as women’s liberation movements gained momentum, the “Torches of Freedom” campaign by cigarette companies seized a unique cultural opportunity. Originally initiated by public relations pioneer Edward Bernays in 1929, the concept aimed to link cigarette smoking with female independence and empowerment—a bold move, as societal norms previously stigmatized women who smoked. The “Torches of Freedom” label resurfaced in the 1960s, promoting smoking as a symbol of breaking free from traditional gender roles.

The campaign targeted women with images of stylish, independent women confidently smoking, often in settings previously reserved for men. Advertisements featured slogans like “You’ve Come a Long Way, Baby,” aligning with the growing feminist movement.

Cigarettes were rebranded as tools of empowerment, and lighting one up became, for some women, a public declaration of equality and liberation. Brands like Virginia Slims embraced this approach, capitalizing on the idea that women’s newfound freedom was best expressed by adopting male behaviors, like smoking.

However, the long-term impact of this campaign was far from empowering. Smoking rates among women rose significantly, as did lung cancer and other smoking-related illnesses. Decades later, health advocacy groups would fight to undo the damage caused by these targeted ads, as cigarette addiction and its deadly consequences became a major public health crisis.

The “Torches of Freedom” campaign remains a fascinating study in marketing, highlighting the power of advertising to shape social behaviors by tapping into deep-seated cultural desires. The campaign succeeded not only in boosting cigarette sales but also in altering public perceptions of smoking and independence for women. This example is a reminder of how marketing can shape history, blurring the lines between liberation and manipulation. Today, it stands as a cautionary tale of how industries can exploit social movements to drive profits, often at the expense of public health.

In today’s competitive corporate world, many women executives face the unspoken expectation to “fit in” by adopting traditionally masculine approaches to leadership. These patriarchal models often value traits like assertiveness, relentless ambition, and single-minded focus on profit, leaving little room for the qualities that women leaders can naturally bring to the table. However, this constant need to adapt comes at a hidden cost: their health.

The pressure to conform to a patriarchal model often leads executive women to suppress their authentic style and adopt an approach that feels unnatural or uncomfortable. Studies reveal that this tension between personal identity and workplace expectations can lead to increased stress levels, burnout, and even serious health conditions over time. Trying to match a rigid, hierarchical style may result in a cycle of self-doubt and emotional exhaustion, ultimately affecting physical health as well. Conditions like hypertension, chronic fatigue, and anxiety disorders are more prevalent among women in such high-pressure roles.

Moreover, patriarchal business structures frequently overlook work-life balance, expecting leaders to prioritize the company over their personal lives. This not only leads to burnout but also impacts family relationships and overall life satisfaction. Executive women often feel compelled to work harder to prove their capabilities, leading to long hours and a struggle to juggle multiple responsibilities. This lack of balance can weaken immune systems and increase susceptibility to illness, creating a cycle of mental and physical strain that’s hard to break.

There’s a growing body of research showing that business models emphasizing cooperation, empathy, and well-being create healthier environments for all employees, especially women. By shifting toward more inclusive, egalitarian structures, businesses can help foster a supportive culture that values personal well-being alongside productivity. Matrilineal-inspired values that center on long-term growth, mentorship, and resilience offer a promising alternative, creating workplaces where executive women can lead in ways that align with their strengths, rather than at the expense of their health.

For executive women, finding environments that embrace authentic, people-centered leadership is not only empowering—it’s essential for sustained health and happiness.

About the author

Dennis Roberts is a personal coach, small business mentor and founder of CoachPRO – The Coaching Professionals. His work has won critical acclaim in both the academic and business communities.

The Occupy Movement, which erupted in 2011 with Occupy Wall Street in New York City, became a global protest against economic inequality, corporate influence, and political corruption. With the rallying cry, “We are the 99%,” it called attention to the widening wealth gap and corporate control over democratic processes, marking a shift in public consciousness. Occupy wasn’t just about raising issues; it was about embodying a new vision for society—one that didn’t rely on the same power structures it opposed.

“You Can’t Solve a Problem with the Same Thinking”: Occupy and Einstein’s Wisdom

The Occupy Movement was a modern embodiment of Einstein’s principle, “You can’t solve a problem with the same understanding that created it.” Recognizing that traditional hierarchies and economic assumptions had fueled the very issues it opposed, Occupy embraced radically different methods and organization:

1. Alternative Leadership and Decision-Making
2. Rethinking Economic Values
3. Innovative Protest Tactics
4. Decentralized Media and Communication

Though Occupy’s encampments were eventually dismantled, its impact on public discourse and social movements was lasting. By rethinking how activism could work, it showed that challenging systemic problems required new methods—true to Einstein’s insight, Occupy sought to “solve the problem” by building a movement on fresh, transformative foundations.