Tuesday, February 2, 2010
Is it possible
Is it possible to persuade mankind to live without war? War is an ancient institution which has existed for at least six thousand years. It was always wicked and usually foolish, but in the past the human race managed to live with it. Modern ingenuity has changed this. Either Man will abolish war, or war will abolish Man. For the present, it is nuclear weapons that cause the , but bacteriological or chemical weapons may, before long, offer an even greater threat. If we succeed in abolishing nuclear weapons, our work will not be done. It will never be done until we have succeeded in abolishing war. To do this, we need to persuade mankind to look upon international questions in a new way not as contests of force, in which the victory goes to the side which is most skillful in killing, but by arbitration in accordance with agreed principles of law. It is not easy to change age old mental habits, but this is what must be attempted.There are those who say that the adoption of this or that ideology would prevent war. I believe this to be a profound error. All ideologies are based upon dogmatic assertions which are, at best, doubtful, and at worst, totally false. Their supporters believe in them so fanatically that they are willing to go to war in support of them.The movement of world opinion during the past two years has been very largely such as we can welcome. It has become a commonplace that nuclear war must be avoided. Of course very difficult problems remain in the international sphere, but the spirit in which they are being approached is a better one than it was some years ago. It has begun to be thought, even by the powerful men who decide whether we shall live or die, that negotiations should reach agreements even if both sides do not find these agreements wholly satisfactory. It has begun to be understood that the important conflict nowadays East and West, but between Man and the H-bomb.
Hong Kong Hutchison Whampoa-Vanda Group
Hong Kong Hutchison Whampoa-Vanda Group
Industry:IT Service/System Integration Company Type:Foreign Company / Rep. Office Company Size:500 - 999 Company Profile:Top 500 in the world, under Chinese entrepreneur Li Jiacheng, famous multinational system integration and software development company on banking and finance.
2005-8 - Now General Manager of PRC（Operation）
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:31employees monthly salary:45000RMB
Job Category:Management
Career Level:Executive (President, CEO, SVP, EVP, VP)
Responsibilities and Achievements:
General management on departments ofMarketing, HR, Finance, Legal, Market, IT, Purchase, Administration.
Oversee operation of branch offices located in 7 cities include Beijing, Shanghai, Guangzhou, Shenzhen, Changchun, Chengdu, Wuhan.
Management on company strategy, senior staff recruitment, capital operation, C&B, performance appraisal, workflow redesign, training, company culture and so on.
Responsible for IPO, investment and financing, Business Negotiation.
Recruiting and co-coordinating management and technology teams in China and overseas.
Supervise the HR team in Beijing, Shanghai, Guangzhou, Shenzhen, Chengdu Wuhan, to manage the implementation of Human Resources policies and administration.
American CSOFT Co., Ltd
Industry: Company Type:Foreign Company / Rep. Office Company Size:100 - 499 Company Profile:famous multinational software company on localization, development and testing
2003-6 - 2005-7 Chief Operation Officer
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:22employees :
Job Category:
Career Level:
Responsibilities and Achievements:
In charge of group culture, work flow redesigning, salary system, performance appraisal and management policy making and implement;
Responsible for senior manager’s recruiting, staffing, career developing appraising and awarding.
Responsible for group top management staff recruitment, select, interview, negotiate etc.
Responsible for the management on oversea teams staff including, appraisal, rewards and punishments etc.
Responsible for establishing group's good corporate image, humanized business administration;
Make training course of management of human resources and carry on the training independently.
American MOBILECOM technology Co., Ltd
Industry: Company Type:Foreign Company / Rep. Office Company Size: Company Profile:Investment by American Bright Point of company, top agent of telecommunication product in Great China district
1999-12 - 2003-6 HR &Admin Director
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:13employees :
Job Category:
Career Level:
Responsibilities and Achievements:
Responsible for HR and Admin management in Beijing, Xian, Shenyang and branch companies in 11 cities in the northern area of Great China.
The branch company sets up, recruitment, salary authorizing, appraisal, training, welfare management, expenses budget;
Coordinate and direct the unified human resources management in the branch company of Shanghai and Guangzhou.
Canadian Oasis high nutrition food Co., Ltd.
Industry: Company Type:Foreign Company / Rep. Office Company Size:100 - 499 Company Profile:Factory of Canadian Lassonde " Rougement " fruit juice
1996-12 - 1999-12 Manager of Human Resource Department
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:3employees :
Job Category:
Career Level:
Responsibilities and Achievements:
Took action from assistant of HR director, being promoted as the manager of human resources department in 1998. In charge of staff recruit, performance appraisal, insurance, training, salary budget, welfare plans, job description designing.
Join in many aspects human resources management training; get the knowledge of ripe human resources management in theory, experienced on government policy and regulation.
Industry:IT Service/System Integration Company Type:Foreign Company / Rep. Office Company Size:500 - 999 Company Profile:Top 500 in the world, under Chinese entrepreneur Li Jiacheng, famous multinational system integration and software development company on banking and finance.
2005-8 - Now General Manager of PRC（Operation）
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:31employees monthly salary:45000RMB
Job Category:Management
Career Level:Executive (President, CEO, SVP, EVP, VP)
Responsibilities and Achievements:
General management on departments ofMarketing, HR, Finance, Legal, Market, IT, Purchase, Administration.
Oversee operation of branch offices located in 7 cities include Beijing, Shanghai, Guangzhou, Shenzhen, Changchun, Chengdu, Wuhan.
Management on company strategy, senior staff recruitment, capital operation, C&B, performance appraisal, workflow redesign, training, company culture and so on.
Responsible for IPO, investment and financing, Business Negotiation.
Recruiting and co-coordinating management and technology teams in China and overseas.
Supervise the HR team in Beijing, Shanghai, Guangzhou, Shenzhen, Chengdu Wuhan, to manage the implementation of Human Resources policies and administration.
American CSOFT Co., Ltd
Industry: Company Type:Foreign Company / Rep. Office Company Size:100 - 499 Company Profile:famous multinational software company on localization, development and testing
2003-6 - 2005-7 Chief Operation Officer
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:22employees :
Job Category:
Career Level:
Responsibilities and Achievements:
In charge of group culture, work flow redesigning, salary system, performance appraisal and management policy making and implement;
Responsible for senior manager’s recruiting, staffing, career developing appraising and awarding.
Responsible for group top management staff recruitment, select, interview, negotiate etc.
Responsible for the management on oversea teams staff including, appraisal, rewards and punishments etc.
Responsible for establishing group's good corporate image, humanized business administration;
Make training course of management of human resources and carry on the training independently.
American MOBILECOM technology Co., Ltd
Industry: Company Type:Foreign Company / Rep. Office Company Size: Company Profile:Investment by American Bright Point of company, top agent of telecommunication product in Great China district
1999-12 - 2003-6 HR &Admin Director
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:13employees :
Job Category:
Career Level:
Responsibilities and Achievements:
Responsible for HR and Admin management in Beijing, Xian, Shenyang and branch companies in 11 cities in the northern area of Great China.
The branch company sets up, recruitment, salary authorizing, appraisal, training, welfare management, expenses budget;
Coordinate and direct the unified human resources management in the branch company of Shanghai and Guangzhou.
Canadian Oasis high nutrition food Co., Ltd.
Industry: Company Type:Foreign Company / Rep. Office Company Size:100 - 499 Company Profile:Factory of Canadian Lassonde " Rougement " fruit juice
1996-12 - 1999-12 Manager of Human Resource Department
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:3employees :
Job Category:
Career Level:
Responsibilities and Achievements:
Took action from assistant of HR director, being promoted as the manager of human resources department in 1998. In charge of staff recruit, performance appraisal, insurance, training, salary budget, welfare plans, job description designing.
Join in many aspects human resources management training; get the knowledge of ripe human resources management in theory, experienced on government policy and regulation.
raise as a demand
The Shell Oil company is well known for its human resource assessment methodology, which has proven successful in ugg boots ireland the identification and selection of candidates for its global operations. Its approach and assessment criteria have been adopted by some government agencies for selecting scholars and public officials. While it is not a financial institution, the experience documented below is the first-hand real life experience of one of the authors that has applicability and relevance on interviewing with global financial institutions.
Case study-The Shell Oil Company Interview Experience
The second largest global oil giant and a Fortune 500 company, Shell is known for its stringent selection criteria when it comes to executive hiring. The interview process of this world-class company is very thorough and demands a lot out of a candidate. The whole experience is exhausting (it lasts approximately 6 hours including lunch) and one has to be very well prepared mentally to perform well.
The setting is as such: The candidate, along with 5-6 other short-listed candidates, is invited to a local hotel/resort/country club for a day. The panel that will be interviewing you consists of senior managers from different divisions of the company.
One point to note for perspective: Through this thorough interview process, the company seeks to employ candidates who can eventually progress to a General Management position in one of the company’s numerous divisions. The various stages of the long process include:
Panel Interview. Candidates are first put through an interview regarding one’s personal and education background, career objectives, achievements, extra curricular activities, etc. The panel usually consists of senior management from different divisions of the company. Some of the questions asked featured in the “Frequently Asked Questions?section above.
Panel Discussion Cadidates discuss with the rest of the short listed candidates. The Human Resource personnel will normally chair this session. Topics are typically general in nature and the key here is to assess how each candidate engages in the discussion process, how nimble is their thought process and their grasp of current issues outside of the normal textbook environment. (Keeping silent and not engaging in the process would be an absolute disaster)
Lunch with the Interviewers. Though a free lunch, it comes with a purpose. This session is used to gauge the social and dinning etiquette of a candidate. How he behaves, conducts conversions over lunch, and the obvious table manners. Try not to slurp loudly and stuff yourself too full, as the afternoon sessions are even more demanding and a full stomach will only dull your thought process.
Presentation to Interviewers and rest ugg ireland of Candidates. One is asked to give a short 5 minutes speech/presentation on a topic of one’s choice, and to take some questions following that. (there will definitely be some from the interviewers). The purpose of this is to test your presentation skills and presence. In-Tray Exercise. Candidate is sited behind a desk and asked to review various memos, e-mails that are in his in-tray. Issues cut across the various functions, marketing, sales, finance, audit, control and human resource. The candidates were asked how they would act and why in every one of the highlighted issues. It is a vigorous and demanding exercise. They focus on how you react under the different circumstances, the decisions made on every issue and your thought process when arriving at the decision. They do not expect the candidates to have full understanding of the various operations, thus it is also a test of how one copes under pressure and in new/unfamiliar situations. (this exercise displays the “helicopter”qualities of the person, whether he has the maturity and qualities to make a good manager)
Cocktails. Top management would typically join the candidates and the interviewers for cocktails at the end of the day. Though it is a time to finally relax and get to know each one better, it is also an excellent opportunity to reinforce one’s strengths and qualities. This is the best opportunity to make an impression on top management, thus prepare the right questions and be ready to engage.
Given that only the most highly qualified graduates are short listed for Shell’s job interviews, the company, by carrying out the above intensive interview process, aims to select the candidates who clearly stand out amongst the group. Candidates who are further short-listed after this process will still have to go through more interviews before being hired. When asked why Sony Corporation had been so successful, Chairman Akio Morita said, “We never follow. We do what others don’t.” That’s the essence of marketing: going where others aren’t!
Most job-hunters confine themselves to traditional approaches like answering want ads and working with recruiters. That’s fine, but that’s where your competition goes too.
Anyone who tries something new and different–but not idiotic–will have a big advantage. Few job hunters write to career consultants, conference attendees, media people, and venture capitalists. You might want to try it.
Listen to radio and watch newspapers and television for for items in your interest area. The media are in the information business. They are accustomed to trading ideas, so don’t be afraid to approach them. Write to business people featured in stories. Write to editors. Contact journalists who’ve written articles.
While outrageous tactics, like dressing like a clown or printing your resume on a T-shirt, seldom work, don’t be afraid to “do what others don’t.” Before asking for a raise, notice how well your department and company is doing. Is your manager complaining about cutbacks? Right timing is essential. Don’t suggest a raise when business is down.
Prepare a statement of major accomplishments. List your results, achievements, and home runs. Give specific examples with percentages, numbers, facts, and figures. Make before-and-after comparisons. Write your goals for next quarter. Rather than explaining your need for a raise as a personal issue–for example, “My husband lost his job”– present it in a business framework. Explain how others with similar responsibilities are paid. Show industry research and show your accomplishments and goals.
Never present your request for a raise as a demand or threat. That makes you an adversary. Instead, take a questioning approach supported with written facts. You could say: “I’ve accomplished more than expected (show accomplishments), and I plan to do even more next quarter (show goals). How do you think the company would feel about paying me X-dollars per month (indicating the raise)? That’s what others in similar positions are making these days (show market research).
Last of all, wait until your manager is uggs ireland on a personal high, and don’t expect a decision overnight. Give the boss your ideas, then give him or her time to think. Chances are, if you’ve been producing more than expected, your manager can justify a raise.
Case study-The Shell Oil Company Interview Experience
The second largest global oil giant and a Fortune 500 company, Shell is known for its stringent selection criteria when it comes to executive hiring. The interview process of this world-class company is very thorough and demands a lot out of a candidate. The whole experience is exhausting (it lasts approximately 6 hours including lunch) and one has to be very well prepared mentally to perform well.
The setting is as such: The candidate, along with 5-6 other short-listed candidates, is invited to a local hotel/resort/country club for a day. The panel that will be interviewing you consists of senior managers from different divisions of the company.
One point to note for perspective: Through this thorough interview process, the company seeks to employ candidates who can eventually progress to a General Management position in one of the company’s numerous divisions. The various stages of the long process include:
Panel Interview. Candidates are first put through an interview regarding one’s personal and education background, career objectives, achievements, extra curricular activities, etc. The panel usually consists of senior management from different divisions of the company. Some of the questions asked featured in the “Frequently Asked Questions?section above.
Panel Discussion Cadidates discuss with the rest of the short listed candidates. The Human Resource personnel will normally chair this session. Topics are typically general in nature and the key here is to assess how each candidate engages in the discussion process, how nimble is their thought process and their grasp of current issues outside of the normal textbook environment. (Keeping silent and not engaging in the process would be an absolute disaster)
Lunch with the Interviewers. Though a free lunch, it comes with a purpose. This session is used to gauge the social and dinning etiquette of a candidate. How he behaves, conducts conversions over lunch, and the obvious table manners. Try not to slurp loudly and stuff yourself too full, as the afternoon sessions are even more demanding and a full stomach will only dull your thought process.
Presentation to Interviewers and rest ugg ireland of Candidates. One is asked to give a short 5 minutes speech/presentation on a topic of one’s choice, and to take some questions following that. (there will definitely be some from the interviewers). The purpose of this is to test your presentation skills and presence. In-Tray Exercise. Candidate is sited behind a desk and asked to review various memos, e-mails that are in his in-tray. Issues cut across the various functions, marketing, sales, finance, audit, control and human resource. The candidates were asked how they would act and why in every one of the highlighted issues. It is a vigorous and demanding exercise. They focus on how you react under the different circumstances, the decisions made on every issue and your thought process when arriving at the decision. They do not expect the candidates to have full understanding of the various operations, thus it is also a test of how one copes under pressure and in new/unfamiliar situations. (this exercise displays the “helicopter”qualities of the person, whether he has the maturity and qualities to make a good manager)
Cocktails. Top management would typically join the candidates and the interviewers for cocktails at the end of the day. Though it is a time to finally relax and get to know each one better, it is also an excellent opportunity to reinforce one’s strengths and qualities. This is the best opportunity to make an impression on top management, thus prepare the right questions and be ready to engage.
Given that only the most highly qualified graduates are short listed for Shell’s job interviews, the company, by carrying out the above intensive interview process, aims to select the candidates who clearly stand out amongst the group. Candidates who are further short-listed after this process will still have to go through more interviews before being hired. When asked why Sony Corporation had been so successful, Chairman Akio Morita said, “We never follow. We do what others don’t.” That’s the essence of marketing: going where others aren’t!
Most job-hunters confine themselves to traditional approaches like answering want ads and working with recruiters. That’s fine, but that’s where your competition goes too.
Anyone who tries something new and different–but not idiotic–will have a big advantage. Few job hunters write to career consultants, conference attendees, media people, and venture capitalists. You might want to try it.
Listen to radio and watch newspapers and television for for items in your interest area. The media are in the information business. They are accustomed to trading ideas, so don’t be afraid to approach them. Write to business people featured in stories. Write to editors. Contact journalists who’ve written articles.
While outrageous tactics, like dressing like a clown or printing your resume on a T-shirt, seldom work, don’t be afraid to “do what others don’t.” Before asking for a raise, notice how well your department and company is doing. Is your manager complaining about cutbacks? Right timing is essential. Don’t suggest a raise when business is down.
Prepare a statement of major accomplishments. List your results, achievements, and home runs. Give specific examples with percentages, numbers, facts, and figures. Make before-and-after comparisons. Write your goals for next quarter. Rather than explaining your need for a raise as a personal issue–for example, “My husband lost his job”– present it in a business framework. Explain how others with similar responsibilities are paid. Show industry research and show your accomplishments and goals.
Never present your request for a raise as a demand or threat. That makes you an adversary. Instead, take a questioning approach supported with written facts. You could say: “I’ve accomplished more than expected (show accomplishments), and I plan to do even more next quarter (show goals). How do you think the company would feel about paying me X-dollars per month (indicating the raise)? That’s what others in similar positions are making these days (show market research).
Last of all, wait until your manager is uggs ireland on a personal high, and don’t expect a decision overnight. Give the boss your ideas, then give him or her time to think. Chances are, if you’ve been producing more than expected, your manager can justify a raise.
Beijing Rainbow Language school
Industry:Education/Training/Science/Institute Company Type:Joint Venture Company Size:1 - 49 Company Profile:
2006-2 - Now HR manager/Foreign affairs officer
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:employees :
Job Category:Department Manager
Career Level:management ( manager / director)
Responsibilities and Achievements:
Looking for Chinese and English teachers, arrange new class for school. Beijing New Bridge Foreign language school
Industry:Education/Training/Science/Institute Company Type:Joint Venture Company Size:100 - 499 Company Profile:
2004-2 - 2006-2 HR and foreign affairs manager
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:employees :
Job Category:Education/School Administrator
Career Level:management ( manager / director)
Responsibilities and Achievements:
Looking for new Chinese and foreign English teachers, arrange new classes.
Working visas for the foreign staff. Beijing Yanshi language training center
Industry:Education/Training/Science/Institute Company Type:Foreign Company / Rep. Office Company Size:1 - 49 Company Profile:
2003-2 - 2004-2 GM
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:employees :
Job Category:Education/School Administrator
Career Level:management ( manager / director)
Responsibilities and Achievements:
Daily management of the company. Beijing Huashihailong Petro&Machinery Equipment Co., Ltd
Industry:Trading/Import and Export Company Type:Private Company Company Size:1 - 49 Company Profile:
2002-3 - 2003-2 GM assistant
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:employees :
Job Category:Administrative Specialist/Assistant
Career Level:Entry Level(less than 2 years experience)
Responsibilities and Achievements:
Help the manager to contact with CNPC and other companies, comunicate with American customers. Educationtop
Dalian University of Foreign Language
1997-9 - 2001-7 English Associates Dalian
Major Category:Foreign Languages &Literature
Major Description and Courses: First of all, I would like to tell you, I am a self-study program student.
Followed my girl friend (my wife now) to bj, didn't finish my BA's program.
College Info
Out of a Total of:people Rank: Student Cadre: Position:
Scholarship: Year Obtained:
Scholarship: Year Obtained:
Other Awards:
Campus and Community Activities: Summary / Target Jobtop
Career Profile
The Year Start to Work:2002-3
Overseas Experience:No
Current Job Industry:Education/Training/Science/Institute
Current Job Category:Department Manager
Current Career level:management ( manager / director)
Current Salary: before tax RMB
Career Objective
Desired Type of Employment:Full-time
Desired Job Industry:Media/Publishing/Culture Internet/e-Commerce Entertainment/Sports/Recreation Education/Training/Science/Institute
Desired Job Category:English HR Generalist/Assistant Foreign Trade Manager/Supervisor/Specialist/Assistant Education/School Administrator
Desired City:Beijing
Desired Salary: before taxmonthly salaryRMB8000 RMB
Desired Salary:Negotiable
I can start from:Within 1 WeekLanguagetop
English:Fluent
Listening:Fluent Speaking:Fluent Reading:Fluent Writing:Fluent
Grade Exam:TEM 4 Scores:Pass
Trainingtop
2004-6 Team work
Duration:1 month City:Beijing
Training Institution: IWNC Certificate:
Description: Was sent to IWNC to study for one month
2006-2 - Now HR manager/Foreign affairs officer
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:employees :
Job Category:Department Manager
Career Level:management ( manager / director)
Responsibilities and Achievements:
Looking for Chinese and English teachers, arrange new class for school. Beijing New Bridge Foreign language school
Industry:Education/Training/Science/Institute Company Type:Joint Venture Company Size:100 - 499 Company Profile:
2004-2 - 2006-2 HR and foreign affairs manager
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:employees :
Job Category:Education/School Administrator
Career Level:management ( manager / director)
Responsibilities and Achievements:
Looking for new Chinese and foreign English teachers, arrange new classes.
Working visas for the foreign staff. Beijing Yanshi language training center
Industry:Education/Training/Science/Institute Company Type:Foreign Company / Rep. Office Company Size:1 - 49 Company Profile:
2003-2 - 2004-2 GM
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:employees :
Job Category:Education/School Administrator
Career Level:management ( manager / director)
Responsibilities and Achievements:
Daily management of the company. Beijing Huashihailong Petro&Machinery Equipment Co., Ltd
Industry:Trading/Import and Export Company Type:Private Company Company Size:1 - 49 Company Profile:
2002-3 - 2003-2 GM assistant
Location:Beijing Job Type:Full-time Department: Report to: Number of Subordinates:employees :
Job Category:Administrative Specialist/Assistant
Career Level:Entry Level(less than 2 years experience)
Responsibilities and Achievements:
Help the manager to contact with CNPC and other companies, comunicate with American customers. Educationtop
Dalian University of Foreign Language
1997-9 - 2001-7 English Associates Dalian
Major Category:Foreign Languages &Literature
Major Description and Courses: First of all, I would like to tell you, I am a self-study program student.
Followed my girl friend (my wife now) to bj, didn't finish my BA's program.
College Info
Out of a Total of:people Rank: Student Cadre: Position:
Scholarship: Year Obtained:
Scholarship: Year Obtained:
Other Awards:
Campus and Community Activities: Summary / Target Jobtop
Career Profile
The Year Start to Work:2002-3
Overseas Experience:No
Current Job Industry:Education/Training/Science/Institute
Current Job Category:Department Manager
Current Career level:management ( manager / director)
Current Salary: before tax RMB
Career Objective
Desired Type of Employment:Full-time
Desired Job Industry:Media/Publishing/Culture Internet/e-Commerce Entertainment/Sports/Recreation Education/Training/Science/Institute
Desired Job Category:English HR Generalist/Assistant Foreign Trade Manager/Supervisor/Specialist/Assistant Education/School Administrator
Desired City:Beijing
Desired Salary: before taxmonthly salaryRMB8000 RMB
Desired Salary:Negotiable
I can start from:Within 1 WeekLanguagetop
English:Fluent
Listening:Fluent Speaking:Fluent Reading:Fluent Writing:Fluent
Grade Exam:TEM 4 Scores:Pass
Trainingtop
2004-6 Team work
Duration:1 month City:Beijing
Training Institution: IWNC Certificate:
Description: Was sent to IWNC to study for one month
At The Glass Pane
An interesting frosted window
opens out into the world here.
From where does this reality
come that is set before us
each day? How is it created
so specifically for each of us
upon our special journeys
throughout the light and song
made from the night’s dreams?
From what is it are we made,
suppose to see as we stumble
over the stones and fall down
the stairs? Where is the next
turn within the maze leading
us on our blind journey home?
Did we take that other voice
too personally within the cave.
What does keeping our word
mean inside the darkness
that makes the tunnel so dim?
What did we assume in jungles
to mislead us now, lost within
the labyrinth unfolding inside
our dust smothered hearts?
How do we know the stars
around what we’ve never lost?
How do we become the best
we can ever be each day?
Is the truth really within us;
ourselves tied down? Mirror, oh
bright mirror that is the self
hung on this wall in the tomb;
who's the most real of them all?
opens out into the world here.
From where does this reality
come that is set before us
each day? How is it created
so specifically for each of us
upon our special journeys
throughout the light and song
made from the night’s dreams?
From what is it are we made,
suppose to see as we stumble
over the stones and fall down
the stairs? Where is the next
turn within the maze leading
us on our blind journey home?
Did we take that other voice
too personally within the cave.
What does keeping our word
mean inside the darkness
that makes the tunnel so dim?
What did we assume in jungles
to mislead us now, lost within
the labyrinth unfolding inside
our dust smothered hearts?
How do we know the stars
around what we’ve never lost?
How do we become the best
we can ever be each day?
Is the truth really within us;
ourselves tied down? Mirror, oh
bright mirror that is the self
hung on this wall in the tomb;
who's the most real of them all?
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