THIS SHORT BLOG is titled ‘We Reap What We Sow! 2’ because it follows the first offering, which was published last month – ‘We Reap What We Sow!’
AS A BRIEF RECAP, on 24 May 2024 I spoke at Our Lady of Lourdes Catholic Primary School & Nursery in London as part of its Careers Week. I brought my court attire of wig and gown (robe) with me, which some of the children tried on and they (the children) asked, and were encouraged to ask, me many questions, which, of course, they did. I was questioned about my journey to becoming a barrister and a writer. There were no prohibitions in asking me any question(s). It was an absolute joy to meet these inquiring minds.
The school made sure that these young, keen acorns knew that they could achieve/acquire any profession, trade, skill (and much more) if they so wished and desired to do so. I agree!
At the end of the day, I left the school and returned to work because I was due a reserved judgment later that afternoon. As I drove South I reflected on an enjoyable morning.
SOME TIME LATER, I had cause to visit the school for an unrelated matter. On the desk in front of me was a large white envelope, which bore my name. I was not expecting anything and, therefore, had absolutely no idea what the envelope contained. I opened it cautiously and was met with an amazing set of handmade cards from some of the children thanking me for attending and participating in their Careers Week. What an honour!
ALL CARDS WERE AND ARE EQUALLY SPECIAL and ALL are my FAVOURITES! However, when I read, “Dear Ryan. Thank you so much for coming to speak to us about your wonderful career. You have inspired me to follow my dreams,” it made my horrific journey back, being stuck in my car in traffic jams on the A406 (North Circular), M40 and M25 so much worth it, which I would not hesitate to do all over again.
NOT EVERYONE buys into diversity and inclusion, and not everyone is sold on it either. Some say it does not work. Many believes it does. Some say the benefits, if any, are impossible to measure. Some say the benefits are obvious because there is a wider and diverse pool of talent from which to choose rather than the narrow same old, same old.
AS PART OF A SERIES of podcasts and videos on the working lives of those in various professions, I asked my guests whether they believed diversity and inclusion play or ought to play a role in their professions. The following is what two of them said.
Human Resource Manager, Ruby: I asked Ruby, how was diversity and inclusion part of her practice, if at all? “It is something we are very keen on. I think it is definitely something every employee needs to do. We do training. We have mandatory training. We have classroom training every year, so everybody has to undertake at least one online course. And we do one face to face course for everybody’s ‘mandatory.’”
Detective Constable Shaun: I asked Shaun, as a serving police officer, in his view, what role did diversity and inclusion play or should play in the police force? “It plays a very very important role. For me, we need different perspectives. We need people from different walks of life because it is no point looking at things one-dimensionally because then it will only impact on a small portion of the community. So, we need diverse voices. We need representation because I hate the feeling of anyone feeling left out. It is the worst feeling in the world when you are alone. There is no one speaking for you, and you are not being heard. So, in order to deliver a service that represents everyone fairly, understands individuals and their needs, we need to have an open mindset. And we need representation from the top all the way down. If I was a leader and I had a team around me, I would want a team that challenges me, challenges that forces me to look into myself and challenge my own biases, my own decision making, and not people that just nod and agree with me all the time. That’s no good to me!”
IT MAY NOT BE EVERYONE’S CUP OF TEA but many organisations and businesses we work for function within a diverse community. Such organisations and businesses should reflect the community and environment in which they function. I firmly believe that it is a competitive advantage for a business or an organisation to be as diverse as their customers and clients etc. Speaking for myself, where there is competition, all things being equal in the quality of service provided and cost, I am and would be more attracted to the more diverse of the businesses or organisations. For me, it’s a no brainer! It may not be everyone’s cup of tea, but it may be time to wake up and smell the coffee!
DISGRACEFUL! I am not referring to England football team’s defeat against Iceland at Wembley on 7 June 2024 as part of its preparation for Euro 2024. I am referring to the media coverage, following the defeat. Unfortunately, I missed the game but I assume that England were allowed to use more than one player and at any one time had eleven players on the field. Therefore, collectively, England/We lost their/our home game. That said, it is DISGRACEFUL that I see images in the press (and this may well be replicated in the wider media) focusing on one player. DO YOU SEE WHAT I SEE?
FOR CRYING OUT LOUD! This is neither subtle nor subliminal, it’s BLATANT! This has to STOP! In July 2021, following the late Euro 2020, I had cause to write an article, which I recite in full below. I would love to have thought what I wrote would have been redundant by now and surplus to requirements. Sadly, that does not appear to be the case.
THINKING ALOUD!
Every now and then I would come across an article, which I read at speed of which I get the gist and move on. After all, I practically read for a living. Then it takes a word or phrase to prick the consciousness to the point of, to ignore it would be unhealthy because of the level of examination it demands, commands and or requires. Until now, I have kept out of the public debate about the “blacklash” against the English footballers who missed their penalties in the final of the Euros against Italy. I hadn’t contributed because there were already excellent contributions that either reflected what I thought and would say or were more eloquent than I could have expressed myself and with which, again, I agreed. Firstly, it surprised me how many people shared my immediate instinct that the reaction to those three players not scoring their respective penalties were going to have far wider implications than the game, the penalties themselves or the result. It seemed inevitable based on perception. Secondly, and this is what struck a chord that led me to write this short piece, was an article I read recently that said that black people are accepted as long as they are winning. Like I said, I read many things at speed and move on and, true to form, did so on this occasion. However, untrue to form, I came back with two questions. First, accepted by whom? Second, is winning the same as having won? I tackled these in order.
Saka, Rashford and Sancho
On the first question, I sincerely and genuinely had, and have, no idea. Whom do I approach to thrash it out? Exchange ideas? Understand where that person is coming from? Debate the issues or our differences? In other words, to whom do I make my case for acceptance? I drew a blank on everything. Watching the Euros as I did, I could not help but notice the multiracial composition of the England fans, which, rightly, ought to be the case because supporting a country or ‘your’ country is not based on ‘race.’ Of course, if I am correct then this raises another obvious question, how did ‘race’ come into this? What gives someone the belief that they have the authority or the position to abuse these England and English players based on their socially constructed ‘race’? Part of the answer is in the question, I believe. In my view, Perceived authority and Position are key.
There is a perceived licence to behave this way without fear of any significant repercussions that would move society to a place of respect and dignity for all. For example, it would be inconceivable that supporters of England and English supporters would have racially abused three white players had they missed their penalties. It is so implausible a thought that, thinking of the question alone is laughable if it were not on a serious point. And, let’s face it, we have the samples to test my point. Remember, we have had it drummed into us that we are not good at penalties on the international stage. Yet, I challenge anyone to find evidence of racial abuse aimed towards those ‘heroes’ of the past who adorned the England shirt and stepped up bravely to take a penalty for their country and missed. You will struggle. So, back to the point under examination. I can only conclude that if I cannot go to a single person and ask for acceptance, we must be dealing with an invisible force with its unwritten code that leads one to ‘believe’ that they have the power, authority or licence to act the way in which they do. In other words, one can embark on such a campaign, knowing that the recipient, even if minded to “retaliate” could and would never have the same mass impact or effect let alone power, authority or licence. I accept that I cannot drop in the word ‘licence’ without seeking to define what I mean by that. The licence I am referring to is that granted by some various institutions in which one would feel confident to express themselves in such a way and with the knowledge that it would either have a desired effect or that the victim cannot respond to such a degree that makes the attacker feel as the victim does. If I am wrong then I invite Dr Sewell and friends to put me right with specific reference to what we have witnessed recently.
Now to my second issue. I form the view that winning is not the same as having won. To me, “winning” is fluid. You may have been winning but you lost. After all, England was winning against Italy after only 2 minutes, which would have meant that the players in question (whether they were all on the pitch at the material time or not) were accepted but England lost after 120 minutes, so that acceptance was taken away (as opposed to withdrawn). My point is, even if we – yes, “we” I was born in Chiswick and schooled in Fulham – had won the Euros on penalties with all the said three scoring but, say, lose the World Cup with all three missing, the reaction would be precisely the same. The ‘acceptance’ at the Euros would be taken away at a subsequent defeat. This is somewhat disturbing on many levels. Firstly, if you excuse the pun on a very serious note, there is always a moving goal post. Secondly, which touches partly on the first, who is it that decides the rules? If you can know if you are winning then surely you ought to know when you have won. But the reality is, there appears to be unwritten but changeable rules that those who are potentially most adversely affected by the changes appear not to have a say in that constitution. In that case, the cards are continually stacked against them. They can never win in the eyes of some.
I had planned to leave the above there. Say my piece and leave but I feel compelled to say more. It seems to me, as I cannot go to an individual and reason with that person to any meaningful degree, it would be wise to participate constructively in the institutions that allow this negativity to flourish and to have a seat at the table for a fairer, just and respectable society.
WHEN I WAS GROWING UP, many of my friends wanted to be a footballer, doctor or lawyer. In our minds, the first was a possibility whilst the second and third were merely distant dreams rather than true or real tangible aspirations. They had a ring to them, in that order; doctor or lawyer not vice versa, and highly unlikely.
WHAT I NEVER HEARD was someone say that they would want to be a police officer. I cannot say why that was the case, it just was. I cannot even blame it on my or my family not knowing anyone, personally, from the Force because neither my family nor I knew a doctor, other than the family GP, of course, or a lawyer, either, so it cannot be my or our lack of connection or ties.
Detective Constable Shaun Pascal
SO IT WAS, THEREFORE, A PLEASURE to interview Detective Constable Shaun Pascal recently who gave us an insight into the life of a serving police officer. He began by telling us what led him to join the Met Police, saying, “I joined the Met because I wanted a challenge.” There can be no question that policing the capital can be amongst the most challenging of jobs. However, DC Pascal was very positive on this point. I asked him what was his biggest challenge to which he replied that his biggest, initially, was, “overcoming that fear that had been instilled in me. But, to be honest, there was actually no need for me to worry at all. It was the exact opposite.” He was, “embraced, supported and nurtured.” He stated that, “people are people. As long as you treat them with respect regardless of the race, religion, background. Show empathy. You try and understand their traumas and why they may react to you in the first instance, and you actually take the time to listen and show them that you are listening.” Concluding that, “the public do come around.”
I ASKED DC PASCAL whether, in his opinion, diversity and inclusion plays or should play a role in the police force. He said, “It plays a very important role,” and went on to say, “We need different perspectives. We need people from different walks of life because it is no point looking at things one-dimensionally because then it will only impact on a small portion of the community. So we need diverse voices.” I could not agree more.
FINALLY I asked DC Pascal, in the next 10 years, “What Shaun would I see? What would have happened over those 10 years or what would Shaun like to see?” He replied, amongst other things, “I’d like to say that we’ve made progress, tangible progress, and that we’re in a better place. We are not having the same conversation.” Hear, Hear! I cannot add to that! 👏🏾👏🏾👏🏾
IN THIS BLOG I discuss Protected Disclosures aka ‘whistleblowing’ within the context of employment, which is what a whistleblower has to make in order to be protected from suffering a detriment or be dismissed because they ‘whistleblew.’
A PROTECTED DISCLOSURE is a qualifying disclosure that is made by a worker to, for example, their employer or a body that has legal responsibility for the employer or a person, working for the employer. Such as, for example, for schools, doctors and social workers, it would be Ofsted, the General Medical Council and Social Work England.
“Whistleblowing” in Employment by Ryan Clement
So, if you make a qualifying disclosure to someone outside of those bodies, as interesting as the disclosure might be to the recipient, it will not amount to a protected disclosure. Beware!
So, what is a qualifying disclosure? It is any disclosure of information which, in the reasonable belief of the worker making the disclosure, is made in the public interest and tends to show one or more of the following—
(a) that a criminal offence has been committed, is being committed or is likely to be committed,
(b) that a person has failed, is failing or is likely to fail to comply with any legal obligation to which they are subject,
(c) that a miscarriage of justice has occurred, is occurring or is likely to occur,
(d) that the health or safety of any individual has been, is being or is likely to be endangered,
(e) that the environment has been, is being or is likely to be damaged, or
(f) that information tending to show any matter falling within any one of those I have mentioned has been, is being or is likely to be deliberately concealed.
NOTABLY, it is immaterial whether the relevant failure occurred. So, it is no defence to say that the alleged wrongdoing did not occur so the whistleblower was fairly dismissed. No, one would still be liable if the disclosure, which would have been in the public interest, was made in the reasonable belief of the worker making it. HOWEVER, a disclosure of information is not a qualifying disclosure if the person making the disclosure commits an offence by making it.
TO SUM UP, Firstly, there must be a disclosure of information. Secondly, the disclosure must be a qualifying one. Thirdly, in order to be protected it must be made to the appropriate authority, such as, for example, one’s employer.
UNLIKE within some jurisdictions (where some jurors become celebrities in their own right if chosen for high-profile cases), we in the UK are not privy to the deliberations of a jury. If you haven’t yet watched or heard Channel 4’s experiment in, ‘The Jury; Murder Trial,’ and are in a place where it can be aired, I urge you strongly to invest 200 minutes, spread over four parts, of your time to watch or listen to it. Personally, and professionally, I found it interesting, intriguing and disturbing in many ways.
I often train managers on dealing with evidence when conducting grievance and disciplinary hearings in the workplace, and how to seek to arrive at findings of facts on which to base their conclusions.
HOWEVER, without wanting to spoil it for those yet to watch or listen to The Jury, it soon becomes apparent that the evidence – the starting point or foundation from which one (the juror) is supposed to build and formulate within their own minds what they believed happened, as a matter of fact – gets relegated in place of and substituted for matters unconnected (and at times unrelated) to the actual evidence before them (i.e. based on issues that happened outside of the courtroom itself). We all have our biases, whether we are conscious of them or not – hence the term ‘unconscious bias,’ of course. But, sorry for the spoiler, what struck me, was the degree of influence by the louder (or loudest) and the more frequently spoken of the jurors over the perceivably quieter (or quietest) and less vocal. I can see how one can perceive the former as bullying the latter into coming round to their (the former’s) way of thinking or desired outcome.
ALSO, another thought occurred to me. If not feeling bullied, the latter could mistakenly take the frequently-talking-loudly-former as somehow possessing superior knowledge on the interpretation of the evidence heard or, worse, having special insight on the case and the law. I daresay that this pattern of behaviour is not confined solely to a jury’s room. But what was troubling, amongst many other things, is in a criminal trial, someone’s liberty is often at stake, and if not so, their reputation and or they face future adverse repercussions based on decisions that were influenced by some personal experience of a juror, the aired views of the loudest, the frequency of one’s verbal contribution etc. I would also add, the confidence or the lack of confidence of a juror could (and did, in my view, in The Jury) play a significant part on whether a defendant is deemed to be guilty or not of the offence in question.
But haven’t we forgotten something? Where does the evidence fit it? Answer? I have no idea. Why? Because unlike with civil cases – the jurisdiction within which I practice – juries do not give reasons for their verdict. They are no published facts found by them. We jump from evidence to verdict: ‘Guilty!’ or ‘Not Guilty!’ No ‘Why?’ or ‘How?’ An innocent person could be found to be guilty of an offence and, yet, have absolutely no idea as to how the evidence against them was interpreted or weighed by those 12 privileged members of the jury or why the evidence was found against them. Could you imagine such torment? Innocent and yet found guilty but have no idea how or why your peers arrived at that conclusion beyond the evidence heard – true or false – and, therefore, unable to challenge parts to prove your innocence or fight for your freedom!
You may well, therefore, ask yourself whether the current jury system is fit for purpose! 🤔
AS WE HAVE ENTERED, FOR SOME, THE FINAL MONTH OF YEAR, and for some of my readers, the beginning of the festive season, although for my American readers, the season may have started last Thursday (Happy Thanksgiving!), I thank you all for your messages and comments over the year.
IT HAS BEEN A YEAR of demanding trials (some of which were reported in the British media), a memorable trip in March to Sin City, Las Vegas, Hoover Dam and the Grand Canyon; finishing my book, Discrimination in Employment Law in 7 Days, in KOS in July (which I had fun diarising); running a 10K in September (Ok, more walk🚶🏿♀️and run! 🏃🏾♂️); and visiting the birthplace of paella, Valencia, Spain, and seeing the Holy Grail; and speaking to Law students at a British university in October.
I AM GRATEFUL to readers from all over the world from the North America to India to Indonesia to Singapore to Australia to all countries in Europe to China and beyond. My writing is eclectic, to say the least, and does not fit neatly into any one pigeon hole. As a graduate of English Literature, I would be fascinated to know what genre of writing a scholar would put me in. One day, I am writing about the law, the next about equality and human rights, the next about Education and speaking in schools, the next about the Arts – music, theatre, paintings, sculptures etc – the next about travelling, and the next about diarising about a book I am writing on a Greek island. Have fun categorising those!
On 4 October 2025 I visited #Valencia#Cathedral in #Spain 🇪🇸 #holygrail Matthew 26:27-28: “Then he took the cup, and when he had given thanks, he gave it to them, saying, ‘Drink from it, all of you, for this is my blood of the covenant…'” Various churches, most notably the Valencia Cathedral, claim to possess a chalice that is the true Holy Grail, although its historical authenticity remains debated by scholars.
ON MONDAY, 24 NOVEMBER 2025, I was driving clockwise on the M25 motorway, having had a long overdue catch-up with a dear good friend of mine and her lovely family in Sussex, England, when I received a call from Caz to say that the singer Jimmy Cliff had left us to meet his maker.
Jimmy Cliff (30 July 1944 – 24 November 2025)
When people speak of famous reggae singers, they are probably most likely to think of the great Bob Marley first. This is understandable because Mr. Marley was a wonderful poet, musician and singer.
However, JC is right up there with Mr. Marley in his own right. In my view, the sign of a great artist, of any genre, is one who transcends over many eras and remains current and relevant. On that basis, JC ticks all the boxes.
Kos 2025
In one video I am playing his version of Johnny Nash’s classic, I can see clearly now, to a Kos video and the next I am playing his, Many Rivers to Cross, to a short video on my agreeing to speak at the Ethnicity Pay Gap Summit 2026 in London.
As with Mr. Marley’s, Mr. Jimmy Cliff’s music is as relevant and current today as it/they were YesterYear.
I HAVE WRITTEN about prostate cancer awareness many times, and each time is not one time too many if it helps educate and save lives.
PROSTATE CANCER is a disease that develops within the prostate gland. It is currently the most common cancer among men in the UK. Although it is a serious condition, survival rates are high: nearly 80% of men diagnosed survive for at least 10 years. It is the second most common cancer overall, following breast cancer. Approximately 55,300 new cases per year and, sadly, there are approximately 12,200 deaths per year.
ONE OF THE CHALLENGES of prostate cancer is that it often presents no symptoms during its early stages. I have heard this from friends who have been diagnosed with prostate cancer. Sadly, I lost a friend as recently as last year to PC. However, as the condition progresses, indicators may include changes in urination: Specifically, a need to urinate more frequently, especially during the night; sexual function: The onset of erectile dysfunction.
WHILE ANY MAN can develop prostate cancer, three main factors significantly increase the likelihood.
Age: Risk rises as you get older. It is rare in men under 50, and the majority of cases are diagnosed in men aged 50 and above.
Ethnicity: Black men are more likely to get prostate cancer than other men. In the UK, about 1 in 4 Black men will get prostate cancer in their lifetime.
Family History: You are 2.5 times more likely to get prostate cancer if your father or brother has had it, particularly if they were diagnosed under the age of 60.
THERE IS CURRENTLY no national screening programme for prostate cancer in the UK. I know some disagree to it, but, in my view, there should be. One of the arguments against it is that the available tests are not always accurate and can sometimes lead to unnecessary treatment for slow-growing cancers that would not have caused problems. However, the NHS provides the following testing pathway:
PSA Test: Men over 50 can request a PSA (Prostate Specific Antigen) blood test from their GP, even without symptoms. This measures the level of a specific protein in the blood. A high level can be a sign of cancer, but it can also indicate other common conditions like a urine infection or an enlarged prostate.
Digital Rectal Examination (DRE): A doctor may physically examine the prostate gland to check for abnormalities.
MRI Scan: If a PSA test suggests a problem, an MRI scan is often used to create a detailed image of the prostate to see if there is a suspicious growth.
Biopsy: The only way to definitively diagnose cancer is a biopsy, where small samples of tissue are taken from the prostate for analysis. This is usually only done if the MRI scan shows a potential issue.
WHATEVER YOUR VIEW, please ensure that you, a family member or a loved one get checked and have regular checks, if only for peace of mind ✌🏾and longevity 🙏🏾
SCHOOL GOVERNORS play a crucial role in the management and oversight of schools in the UK. I know. I have been a governor of many maintained and non-maintained schools from London to Surrey to Berkshire. It is very rewarding but highly challenging and demanding, especially on one’s time. Plus, it’s voluntary. Yes, one does it for free! However, the return on the free time invested by a school governor is seeing that each child, irrespective of race, religion, belief and or gender etc., receive the best education the school is able to provide with the resources available to it. Here are just some of the key challenges governors face:
1. Budget Constraints
With ongoing budget cuts in education, school governors must make tough decisions about resource allocation. They need to ensure that funds are used efficiently while still supporting quality education and essential programs.
2. Accountability and Compliance
Governors are responsible for ensuring that schools adhere to national standards and regulations. This includes compliance with policies on safeguarding, equality, and special educational needs. Navigating these requirements can be complex and time-consuming.
3. Changing Educational Policies
The education landscape is constantly evolving, with frequent changes in government policies. Staying abreast of these changes and understanding their implications for the school can be a significant challenge for governors.
4. Diverse Stakeholder Interests
Governors must balance the diverse interests of stakeholders, including parents, teachers, students, and local authorities. Building consensus and addressing differing opinions can be difficult, especially when tough decisions are on the table.
5. Time Commitments
Governance requires a significant time commitment for meetings, training, and school events. Many governors juggle these responsibilities with their professional and personal lives, making it challenging to dedicate adequate time and attention.
6. Recruitment and Retention
Finding and retaining skilled governors is an ongoing challenge. Many schools struggle to attract individuals with the necessary skills and commitment to serve effectively on governing bodies.
7. Crisis Management
Governors may be called upon to navigate crises, whether related to financial difficulties, staffing issues, or unforeseen events like a pandemic. Effective crisis management strategies are essential to maintaining stability in schools.
Conclusion
Despite these challenges, school governors remain integral to the success and well-being of schools in the UK. By addressing these issues proactively and collaboratively, they can continue to provide vital oversight and leadership in education.
TRAINING
We provide training courses – face to face and online – for schools and governors. One of our courses is on seeking to avoid and recognise sexual harassment. To book a course, you can make contact via our numerous platforms.
AFTER READING A FEW CHAPTERS of Kamala Harris’ “107 Days,” yesterday, I read parts of my The Observer (UK Sunday paper) before settling down to do some prep for the coming week. Then I recalled at a recent dinner party, the host mentioning ‘Celebrity Traitors.’ I am not a big TV fan – unless the Mighty Liverpool is playing or the news is on!
ANYWAY, I set aside 10 minutes of my life to watch it, thinking if it’s ok for David Olusoga to be in it then it’s ok for me to invest a fraction of my time watching it. OMG! As one who gets paid for cross-examining people, I find the degree of deviousness and deceitfulness fascinating. Let’s just say the said 10 minutes set aside turned into a lot longer!!!
I ATTENDED an interview of David in Edinburgh and have a ‘to Ryan’ signed copy of one of his books (I already owned others). So I am rooting for him, so that I can boast to have a signed copy of the winner’s book. Not so devious, more selfishness. 😂 Actually, joking aside, it’s all for charity. So good luck to all 👍🏽
ONE OF THE JOYS of doing what I do for a living is having the opportunity and or being able to help advise others on various matters concerning the legal profession. I speak in schools and love the raw, innocent, unfiltered questions raised by our young ones.
YESTERDAY, I had the pleasure of being on a panel alongside the former President of the Law Society of England and Wales, Dr. I. Stephanie Boyce FKC, FRSA, and Tim Clayton for the University of Nottingham Mooting Society.
IT WAS A PARTICULARLY SPECIAL HONOUR FOR ME because when I studied for my L.LM., I spent 2-3 days a week in Nottingham for 4 months, doing some legal work at a friend’s company before returning to London and subsequently entering chambers as a pupil at Gray’s Inn. Although I was not a student at Nottingham, the university kindly allowed me to use their law library for my reading (I came first in my year with an ‘A,’ so I have a lot to thank it for!).
WHEN I STARTED on my legal journey many moons ago, I had no legal contacts to whom I could turn for advice, let alone someone of the stature a former President of the Law Society. Today, thankfully, a more diverse cohort of students have such access.
I LOOK FORWARD to reading about these aspiring students and their journeys, whichever form they may take, in the future.
Wishing them all the very best in their good years ahead 🙏🏾
Do lazy days make you feel rested or unproductive?
UNPRODUCTIVE, without any question of doubt unless planned. I rarely have the luxury of planned lazy days, so unplanned days leave me thinking about what I could or should have done, or what I could or should be doing! 🤔😩
Oceanographic by Ryan Clement
The only consolation, which does not come anywhere close to outweighing the feeling of unproductiveness, is the small sense of some physical restfulness whilst the mind was working overtime, assessing the damage or impact of the unplanned lazy day! 😳
A FRIEND of mine asked me yesterday, how do I choose the music for my videos? After a little – not long – reflection, I told her it was instinctive. I just feel what is right for me, and simply add it.
LIKE MANY OF US, I love music.
I mentioned in a previous blog some of the many big artists and acts I have had the pleasure of seeing live; from MJ to GM to U2 and many more.
The peak of these artists is before my time but I absolutely adore them. Their songs and music fit any era and any moment.
HOWEVER, again, the choice of music depends on the tempo and venue.
FOR EXAMPLE, the choice of music for Vegas at night is and would be different from one chosen for a quiet night in Kos. For the record, I did not experience a quiet night in Vegas, but I am told it happens, especially since Covid, a story to which I shall return (Vegas at night, not Covid! 🤔).
HOWEVER, like when you write ✍🏾, you know instinctively – to use a heterograph – when it’s right!
Ryan Clement 