Whenever a highly sensitive person feels the inner pain he detaches some part of the stored energy and becomes energetic and alive. He gains more inner light and it sheds on others who still live in the dark. This does not happen intentional, but just happens because earth is the school of balance. He with light learns more from each experience as whoever has shall have more. Those in the dark are either frightened or start to project, rationalize, keeping up appearances ór observe the reflection and learns from what it teaches.
There is mounting evidence coming forth at the end of these thousands of year’s vicious circle that all get the teachings needed. Those willing to learn are enabled to step out of the vicious circle. Those not willing to learn have once more to repeat this long vicious circle.
For example: In a certain job situation there is a manager who has forced himself in this position by manipulating and by brown-nosing. He has risen by lack of weight. He shows all the symptoms of the Peter’s Principle. A Peter Principle is a person who has grown beyond his maximum level of capacity like a lieutenant who still acts likes a sergeant. This Manager suppressed his employees as that was his only management style. It resulted in the fact that his employees were often ill or disagreed with him. He could not dismiss them as they were all public servants. His female General Manager (CEO) defended and backed him. She acts this way, as he is the necessary accessory to her Neuro Linguistic Programming (NLP) tricks in order to remain in command. She is in fact a Peter’s Principle as well. Now that the problems between him and his employees had risen above his head, he was in need for a person who could be his “try-your-strength machine”. This person became the patsy who had to endure the behavior of this boss and the traps were he lingers. This person founded out about the tricks that were played. One day in a group meeting with the General Manager, each individual had to speak up and express their loyalty to the manager and the CEO. The question the employees had to answer to was as follows: “Do you trust and support this manager and trust and support the goal of the organization, yes or no?” This was a tricky NLP question. If they said “no” because of part one in this question they were facing difficult times ahead that would lead to another job. Thus they felt the need to say “yes” because of part two of this question. As a result they denied and betrayed themselves because of the first part of this question. This new employee experienced what was going on and told the audience that he notices two questions in one. He asked the General Manager to rephrase. This General Manager was not willing to make two questions out of it. She insisted on the fact that it was one question and they had to answer that one question. Thus all employees present said “yes”. Only the new employee dared to answer as follows: “no to the first part and yes to the second part.” He made his point, you cannot fool me.
With this action he stepped out of this cyclical process of betrayal, the spider web, and stepped forth according his own process. His inner strength and wisdom grew extensively.
Several years later he discovered that the CEO became neglected by her boss as well as by all her peers and employees. The other boss dug his own grave and became exposed and is now jobless.
We all live in a time of balancing and that means that the truth cannot be hidden.
