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Overturning Roe vs. Wade

6/27/2022

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As I struggle to put together my blog for this month, I wonder what happens when a blogger faces a blank page and is unable to find the words. The past two days were extraordinary and tough for those of us who want abortion to remain safe and legal. I am at a loss for words, but here I go.
 
On Friday, we had one of the most unprecedented decisions in our lifetime. This has left many of us wondering where we go from here. Today is Pride Day, the biggest day of celebration for the LGBTQ community and those that support them. What do the two have in common?
 
For the past several years, more and more single folks, couples and families are expressing interest in adoption. This includes same sex couples, couples who cannot have children and couples with children who want to adopt. It is getting harder to adopt an American baby and many are going through the long and costly process of international adoption. Others are not interested in adopting oversees. The fight over choice and rights of the unborn has been going on for 50 years with neither side winning by much. As soon as Roe was decided, the fight began to overturn the decision by chipping away at the statue. If the decision to overturn Roe is reversed, it will likely eventually be reversed again with a back and forth for years to come.
 
As I researched the issue of adoption with the rights of women to make their decision, I learned that few women choose adoption. The majority either terminate their pregnancy or keep the baby and raise it on their own. A small group of women chose to surrender their child. If a woman carries a child to term, she usually has bonded with her baby and cannot fathom having her child out in the world with a family that she doesn’t know. She will always question if she made the right decision. The process of placing a child for adoption can be very traumatic for women and their partners, thus abortion is often the preferred decision. Historically, adoption has been done with much secrecy and is referred to as a “closed adoption” which just adds to the complicated nature of the issue.
 
Is the work to keep fighting the issue back and forth or would it be better to destigmatize unwanted pregnancy and support women in carrying the child to term in a community based model versus the medical model? What if communities identified families that wanted to adopt and made this known to women should they have an unwanted pregnancy? They can see what type of family their child would be raised in. Women would consider if they want their child in a small or large family, city, suburban or rural, a family like theirs or a family that is different from theirs, a same sex couple or a traditional family, and what type of faith the family observes so that women can be more comfortable in considering adoption.
 
What are other creative solutions that can move us away from the choice and life binary?
 
I have been a staunch supporter of choice but are the years of time and energy on the issue getting us anywhere? How do we keep this issue out of the hands of politicians and judges? Can we? I presented one idea.
 
 
Resources:
 
Why So Many Women Choose Abortion over Adoption by Olga Khazan The Atlantic May 20, 2019
 
The Girls Who Went Away: The Hidden History of Women who Surrendered Children for Adoption in the Decades Before Roe v Wade. By Ann Fessler. (2006)
  
Gay Pride and Adoption Prejudice by Kay Gimmestad July 15, 2019

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness. 
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Partnering with Unions in Clinical Work

5/2/2022

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My job and private consulting practice involves working with many covered employees who are referred by their union. Over the years, I have seen the relationship improve with unions and clinicians. We have figured out the best way to work with each other in the service of our employees. It has been common to think of management on one side and the union on the other with the clinician somewhere in the middle.
 
When I worked in a corporation on a union centered company with very high production, management discouraged me from interfacing with union leaders as they felt that the union wants to work at cross purposes; do what the member wants vs what I feel the member needs. Another issue of concern for the company was that the case may go to a hearing and the clinician would be sitting on the company side and the union would be on the “opposing side.”
 
In my first several years working in companies with large amounts of union employees, I had no contact with the union. Rather, a manager in the company was designated to provide communication to the union. This way the clinician could make the determination about the best course of treatment without union input. Sometimes union leaders would give the union member the name of a therapist that they felt the member should go to. Then, the member would come into my office and hand me the piece of paper and say, “my union wants you to send me to this person.” I was always taken aback as the person hadn’t been evaluated yet. Certain treatment centers or private therapists may be known as “union psychologists” or “advocates” for the member and know the union leadership.
 
Managers can do the same thing. They have meetings with employees and start to get into discussions about the employees’ problems versus referring the employee to the EAP so that they can evaluate them and make clinical recommendations. Sometimes I have to tell managers to be clear about their role and that if they are concerned about their employees and want to support them, there are services and professionals who are trained to help them.
 
Having a close alliance with the shop stewards and business agents has become more critical in recent years. Whenever the union senses that something has changed with an employee, the union will speak to them and get them on the phone with me or one of my colleagues so that there is an immediate intervention. Their hope is that work performance stays at the level that is expected and to lessen the chance of a manager getting involved. If the union smells alcohol or thinks a member has been using drugs, they do the same thing by stressing the need to speak with a trained counselor. Another thing that is done is to have the member go out sick so that they are not tested or it doesn’t escalate in the workforce before counseling staff can intervene and start the treatment process.
 
If someone is mandated to our drug and alcohol program and is not attending the groups and drug testing, the union has offered to speak to the member to show that we are on the same page or to get on a call with me and speak to the member with me to stress the importance of following the treatment protocol.
 
When I first started working with companies, I assumed that the union would not be an asset or may interfere with the treatment process. However, in recent years, I have learned that unions want members to address their problems to be able to do their work and become even better employees. The union has proved to be a key asset in helping to make this happen.

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness. 
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War Has Begun: More Trauma and Uncertainty

3/7/2022

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In 2020, I wrote my last blog of the year which was titled, “The Year of Stress and Uncertainty.” It had been a long year since the pandemic broke out in March 2020. We were fatigued and ready to begin 2021 with hope of a vaccine and a cure. We survived the next year as well as increased political divisions and a recession in some sectors of the economy.
 
Now, as Covid will hit the two-year mark next month and restrictions are starting to lift, there has been a collective sigh of relief. However, we are beset by another global catastrophe, Russia’s invasion of Ukraine.
 
Coverage of the war can be especially difficult, given that so many American citizens fled war-torn countries to live safely in the United States. Many will be re-traumatized as they watch the citizens of Ukraine abruptly leave their country to seek solace in other parts of the world.
 
Given the slow-down of the last two years, people were forced to rethink their lives, create more work-life balance and set new goals. Now that we are finally coming out of the woods with respect to the pandemic, we have to cope with another major event. We worry knowing that it is easier to start and sustain a war after a period of destabilization, as historians have noted. For instance, WW2 started right after the Depression.
 
Even though the crisis is on the other side of the world, there are many immigrants from Russia and Ukraine in our cities, thus making us feel closer to that part of the world. The recent invasion has shaken our sense of security as we were just starting to feel secure again.
 
Where do we go from here and what do we do now?
 
Some ideas are as follows:

  • We can start by focusing on gathering information from credible news sources.
  • We may want to set some boundaries such as, keeping the TV off, and closing news briefs and apps on our phone.
  • It can be helpful to spend time with friends and family and focus on other matters such as your activities, work and plans this summer. You may want to make an agreement with friends and family that you will limit your discussion of the war.
  • Focus on a consistent routine as this may help you to feel that you have control over your life vs. worrying about the matters that you don’t have control of. Once you return to reading about the pandemic or the war, you may feel calmer and more able to manage.
  • It’s important to ensure that you are getting 3 meals a day, some snacks, plenty of water, rest, and exercise if that feels helpful for you.
  • Try to avoid maladaptive coping strategies like drugs, alcohol, overeating, and over spending.
  • Postpone any big decisions until you feel you are in the right “frame of mind” to make them.
  • If you feel sad or angry, try to speak to a trusted friend or professional. It is better to allow yourself to feel any emotions that come up. If you don’t have a counselor, Talkspace is a good place to start.
  • If you have children or are in a caregiving role to children, make sure they know that you are available and open to answer any questions that they may have.
 
One of the most healing things that you can do is to reach out to organizations that are assisting people in Ukraine or refugees who are seeking asylum elsewhere. If you want to help out closer to home, many people within our own community have needs and can use support during these challenging times.
 
Here are some organizations that you can support:
 
Ukraine Humanitarian Fund  
Ukrainian Red Cross
Save the Children                                  
Unicef
Ukraine Crisis Appeal
 
These are tough times and I hope my tips provide some help as we all navigate what’s to come in the future.
 
 
Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.
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Happy New Year as Covid Turns 2

1/10/2022

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​I started my December 2020 blog with, “At last, 2020 has come to an end.” The world was ready to kiss 2020 goodbye and everyone was excited for a new year, a vaccine and an end to Covid-19. I said that we would reminisce and talk about it for years to come, but that isn’t what ended up happening in 2021. Unfortunately, 2021 brought more uncertainty, frustration and two new variants; Delta and Omicron.
 
Despite this, schools and workplaces began to open, people started to venture out on vacation and attend entertainment venues. The vaccine became a contentious political issue with some insisting that they had a right to make decisions regarding their health regardless of the information provided by healthcare experts.
 
Despite the slow and steady progress everyone is ready to return to our normal lives. However, Covid has brought big changes to our lives, abruptly and without warning.
 
These adjustments brought a range of feelings and experiences. Many did not know how to navigate multiple issues while sheltered at home. Some thought to themselves, ‘how do I work from home, provide schooling for my children and be a good spouse or partner?’ The stress of being unable to go out and take time apart from family for one’s daily routine was one of the biggest challenges for many. The opening and closing of schools, added frustrations to an already stressful situation. It became impossible to have a regular routine which made daily life challenging for some families.
 
Some things to keep in mind:
 
  • Our world remains uncertain. Hopefully this year we can think about who, what and how we want to live our lives.
 
  • Make decisions based on the present and what is in your control. Do not try to plan for variables that do not exist or are unknown.
 
  • Limit how much time spent reading, listening or discussing the pandemic. Try to find lighter topics to focus on that are fun and bring you joy.
 
  • Be gentle with yourself and others regarding handling the pandemic. If someone cancels plans or a trip with you, try to be understanding and see it from their point of view.
 
  • If you are attending a gathering and guests are not vaccinated, feel free to ask those that are attending to get a Covid test. If you get push-back, decide if you prefer to stay home or schedule an activity that feels safe and poses less risk.
 
I know many people who have restructured and redesigned their lives in the past two years and have embraced new ways to live in a post-Covid world.
 
We want to live our lives with purpose and meaning whatever life brings.
 
Have a safe and prosperous New Year!

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.
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Preparing for Difficult Conversations

11/15/2021

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Several years ago, I heard the term ‘courageous conversations.’ To me, it sounded like a new coaching practice used in organizations and companies. I was thinking about this concept recently when I had two conversations within a few weeks of each other. One went very well and the other did not.
 
Prior to the first conversation, I prepared my points, took a few minutes to clear my mind of other tasks, centered myself and closed my office door. The conversation started smoothy and seemed to go well with both parties satisfied of the outcome.
 
A week later, I was getting ready to call a manager after I had notified him that his employee should not be on the job due to ongoing mental health and substance use issues. It was a very hectic morning and the phones were ringing off the hook.
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I had to call the manager quickly as I had less time that day for calls. I knew I hadn’t prepared as I had the week before. In my mind, I believed that the call may not go well.
 
The conversation started calmly, but due to both parties feeling stressed and having completely different ways of proceeding with this employee, the conversation went poorly and no issues were resolved. The other party said he would take the matter up with upper management and their company attorney.
 
I thought about both of these conversations and how I had prepared or failed to prepare and how that had impacted the outcome. It made me think of what is needed to have a successful conversation on a difficult issue.
 
Here are some tips for navigating difficult conversations:

  • Approach the conversation with the goal of listening to the other person’s concerns vs thinking about what you will say. 
-Frame it as a chance to have a positive outcome instead of thinking, “this will be a difficult conversation.”

  • Speak as soon as possible.
 
- Putting off or refusing to speak with managers about work issues can cause resentments and create a toxic work environment. This can cause poor concentration and may decrease one’s work performance. Some studies say that employees spend just under 3 hours a week dealing with office conflicts. This is a lot of time and energy that can be costly for an employer.

  • Have the courage to be honest and direct.
 
-Talking honestly and presenting your viewpoint with clarity creates mutually respectful relationships. If you or the other party feels on the defensive, clarity versus an overly direct style is best.

  • Stay centered.
 
-As we get caught up in the heat of the moment, it becomes hard to speak with clarity. Practice breathing and write down some key points, which will allow for flexibility. Making a structured script may be too rigid and could lead to a problematic outcome. Try to remain calm and tell yourself that a good outcome is possible for both parties.
 
The Bottom Line
 
Rethinking difficult conversations can be so important and useful both professionally and personally. In these moments; prepare, stay calm and be confident that you are communicating in the most effective way possible. This will lead to the best results for you and the other person.

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.
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Coping Tips for Dealing with Family Estrangement

9/20/2021

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As the COVID restrictions have lifted and families are no longer spending all of their time quarantined together, I am starting to hear more about the issue of families and estrangement.
 
*Pam, a patient of mine, came into our counseling session feeling jilted. She had just run into her brother after years of estrangement following the death of their father. She talked about their relationship and how they had never been that close throughout their childhood. She mentioned that her parents were unsure of how to help the two of them have a relationship.
 
She said that when she ran into him, they had a very brief conversation. Then, he said he had to get going and quickly walked away. She found the experience painful. A close friend happened to be with her and her friend was shocked at the tone and abruptness of the conversation given that the two were raised in the same household for 18 years. There were no other children in the family.
 
Researchers in the field of family and sibling relationships say that estrangement among siblings is rare about 7-8%, however it’s likely that this issue is underreported.
 
Pam said that she has had minimal contact with her brother in recent years, but there would be occasional emails or texts. In the last 6 months, her attempts to reach out to her brother were unsuccessful. Pam has wondered if it is healthy to continue trying to have a relationship with him at all.
 
Ideas to consider when coping with sibling estrangement:
 
You can reach out 1-2 times a year with low expectations regarding the response you will receive.
 
You might also reach out to your sibling to inquire if they would like to have contact and if they decline, ask if you can reach out again in 6 months or a year.
 
Consider having a family member or professional meet with you and your sibling to ease back into each other’s lives and assist with communication.
 
Evaluate the reason for the estrangement and your role in it. What can you offer to do differently and what support do you need to make this relationship healthier?
 
See a therapist or join a support group that specializes in siblings and estrangement.
 
Consider if reconciliation is the best course of action or if estrangement is a healthier solution?
 
Speak to a trusted friend that can listen without judgement.
 
If you decide not to reconnect, you will need to take time to grieve this loss and what could have been, especially if it is your only sibling. Pam thought she had moved on from her brother, but this encounter brought up unresolved feelings and she found it took time to process the experience.
 
Remember, reconnecting with a sibling may not be possible for many reasons. Pam and others in this situation have taken time to grieve this loss and have tried to focus on the other relationships in their lives whether it be relatives, friends and their intimate partners as a way to have a full life without their sibling.

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.
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A POSITIVE PERSPECTIVE & MENTAL HEALTH

7/26/2021

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Do you lean towards positive thinking? Does your life feel balanced? Do you care for your mental health?
 
As I was researching topics for my July blog, I wanted to write about a professional topic, but focus on the “lighter” side. As I googled, I found many references to positivity, balance and mental health. Great idea, I thought.
 
Today, when I was swimming laps at the local pool, I was grumbling a bit. I had liked it when the pool adjusted the lanes sideways to allow for more swimmers in the pool under Covid restrictions. It was also a shorter distance and I liked getting to the wall quicker and taking that brief rest.
 
When I noticed myself thinking negatively about the change with the pool setup, I challenged myself to find something to be grateful for. “At least the pool is open,” I thought to myself.
 
“Research shows that a positive outlook on life helps your physical and mental health.” Let’s face it, your attitude about life can have a big impact. When I have had feedback that I am a positive person, I tell people that it has been a process and practice to learn and exercise my positivity muscles.
 
Some of my counseling colleagues cringe when they hear about positive psychology as they feel that it can minimize people’s problems. One prominent coach said that she likes
to use the language of “productive thinking” versus “positive thinking.”
 
The following is an unofficial quiz to test your attitude:  
 
You had a great time at the party and talked to everyone, except one person that ignored you. As you leave the party, do you remember all the great conversations you had or the one person who snubbed you?
 
If you “failed” to get the promotion or the job you applied for, do you take it personally or do you tell yourself that there could be many reasons why it didn’t work out?
 
When a big event is coming up, do you think it will go well for you or do you fear the worst?
 
Are you someone who sees things in “black or white” or do you land in the middle and see the gray areas?
 
Are there areas of your life that are difficult right now? Do you think about how to make these areas better? Do you take steps to make improvements or seek support when needed?
 
During your daily breaks, do you engage in a mental check to see how you are thinking and feeling about things? Are you feeling upbeat or do you need to address any negative thoughts?
 
How is your humor? If you need a boost do you find something funny online, ask a coworker to share a joke or take a dance break?
 
How is your support system? Do you surround yourself with people who listen, understand and validate you? Do they encourage you and see good things for your life?
 
Do you start each day with affirmations?
 
Do you journal or write morning pages each day? Do you start the day by writing down everything that you are thankful for?
 
As we start the second half of the summer, which of these areas can you improve on?
 
How can you live with a more positive outlook and take care of your mental health?
 
I’m not saying that it’s easy, however it will be so worth it to begin to cultivate a more positive mindset.
 
See you in September!

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.
 

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The 'New' Workforce as We Approach the Next Phase of Covid

5/25/2021

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The move into a 'split' workforce of in-house and remote workers is the biggest challenge facing the workplace as we enter the second year of the pandemic. There will be some jobs that will be less in demand and at the same time, millions of jobs that will be more in need.
 
Many people are asking themselves, “how will these changes impact workplace culture?" “How will the split strengthen or weaken workplace culture? Will there be less cohesion among workers? Will workplace culture train younger workers as future leaders if more seasoned workers are rarely in the office? Will this impact day to day operations and workforce readiness?”
 
Others are wondering, ‘how will an organization maintain the advances that marginalized employees have made and ensure there remains a pipeline of talented workers to move up the ranks?”
 
There are also concerns regarding if employees will be as engaged and loyal as prior to the pandemic? For instance, will they want to stay at a job for 3-5 years? Many young people think nothing of leaving in 1-2 years as they have learned the job and can advance quickly in another organization. Further, job seekers are using remote work as leverage during onboarding negotiations, as less commuting time and cost has been experienced as an increase in salary.
 
Essential workers are often lacking secure benefits, ability to move up the career ladder, and better pay. Therefore, how do employers show their commitment to their needs and treat them as if they are critical to the economy?
 
Employee Assistance and Human Resource departments will need to be more equipped than ever to handle the increase in mental health and substance abuse issues that were seen during the pandemic.
 
The social justice and civil unrest over the past year has forever changed the boundary between political engagement and corporate culture. Thus, how do leaders show compassion and empathy for those struggles while maintaining a productive workforce?
 
We have to consider multiple needs such as employees, clients, the government, private sector, small businesses and the global economy in order to shift to the new normal and keep business running in the most efficient way possible.

​Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.
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Gun Violence: Myths and Realities

3/29/2021

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In March of 2018, I wrote a blog post entitled ‘March Madness: Mental Health and Gun Control.’ The focus was on controlling guns, background checks, removing certain types of guns from the marketplace and treatment of the chronically mentally ill. The post went up a month after the mass shooting at Marjorie Stoneman Douglas High school in Parkland, Florida. The prevalence of guns and easy access to obtaining them, is a pressing issue in this country.
 
Since I wrote the blog, there have been 11 mass shootings which killed 106 people. Additionally, there were two shootings in the past 14 days.
 
Historically we have been unable to study those that commit these acts as many are shot and killed during their rampage or commit suicide afterwards. Robert Aaron Long, age 21, killed 6 Asian Americans in Atlanta. He legally purchased the assault rifle that he used in the attack. He was reportedly “tortured by his sex addiction” and said, “Asian women were part of the addiction.” He said that he was targeting massage parlors. Despite his claims that it was not racially motivated, given that he targeted Asian women-his actions suggest otherwise. Ahmad Al Aliwi Alissa, age 21, killed 10 people in Boulder this past week. He also passed the background check. It was reported that he was bullied for being Muslim and demonstrated some paranoia, but didn’t exhibit anything else that was a red flag.
 
Next month, a book will be released that looks at the perpetrators of such acts. The book is “From a Taller Tower: The Rise of the American Mass Shooter” by Seamus McGraw.  
 
The argument for universal background checks or putting distance between people who are of concern and their access to guns seems to be a weak one given that so many shooters pass the background checks. Additionally, someone who is restricted from guns, can easily purchase one on the internet.  Most Americans feel there needs to be swift action from Congress, but many have little faith that our elected officials will do much to address the issue. Attitudes vary on the cause and ability of legislation to reduce mass shootings.
 
Myths and perceptions continue to make the issue difficult to resolve. **Here are a few:
  • Fear of mass shootings in the United States is a bigger concern than the threat of Middle East terrorism. These views cut across the political spectrum. Few feel that President Trump or other recent presidents have made the country safer from such acts of violence.
  • Most agree that inadequate mental health services are a key component to the problem. Progressives feel the types of weapons are the cause and conservatives point to family and parenting as a cause of the problem.
  • Most support regulating firearms, but few want to stop manufacturing guns or remove guns all together.
  • Most want universal background checks.
There is some concern around balancing both the ‘Right to Bear Arms’ and how to regulate this better in order to create a safer atmosphere.
 
Given the repetition of the issues discussed in this blog over the years, taking certain assault rifles off the market may be the only solution and one that few people will support.
 
It’s also important to make sure that those with mental health issues, a history of domestic violence and people who have been involved with crime are unable to purchase a gun. I hope that if I write another blog on this topic in March of 2024, things will have improved dramatically.
 
**Brookings Institute 4/22/19

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.

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Biden Blues or The Dawn of a New Era?

2/1/2021

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Photo: https://creativecommons.org/licenses/by-sa/2.0/
​The Inauguration of Joe Biden and Kamala Harris twelve days ago is the beginning of a new chapter in American politics. In years past, we transitioned back and forth between Democrat and Republican administrations with ease, however this year from some individuals there was an unprecedented effort to re-elect Trump. Whereas, others wanted to get him out and elect the democratic candidate no matter what.
 
The collective sigh of relief in some parts of the country comes with a warning to refrain from believing that the work is done. A supporter of Joe Biden warned that, “the minute he is elected, we have to hit the streets and write letters as fast and furiously as we wrote postcards to get him elected.”
 
Under this administration, the government may be less openly hostile, but we will have to be equally engaged.
 
For many voters, the new administration is hardly a sigh of relief. For some, Biden is an “outdated option” and represents the lack of progress in American politics. The whispers of his behavior around women and his legendary gaffes are a turn-off to younger voters who are looking for something new in their elected officials.
 
So here are some things that progressives are advocating for:

  • Staffing advocates that support “Medicare for All.” Biden has expressed expanding Obama Care with a public option.
  • Requesting that Biden hire staff and appoint people who support the Green Deal.
  • Building the progressive wing of the party into a voting bloc.
  • Build a social justice caucus which is the left’s answer to the right’s Freedom caucus.
  • Strategic fundraising and organizing that feels ethical and moves away from the corrupt style of Washington DC.
  • Sophistication of a well-run campaign with a grass roots approach.
  • Progressives don’t want to be a thorn in Biden’s side, but have already made it known that they will challenge him in 2024 if he doesn’t cater to the new “progressive caucus.”
 
The year is shaping up to be an interesting and exciting time. What can you do to help our Country to keep moving forward?

Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.
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    Author Kay Gimmestad is a Business Coach and Clinician with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. In this blog, she shares case studies and other observations from her decades in the field. 

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