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[it’s KPOP LIVE 잇츠라이브] [4K] #이현# ( #LeeHyun# ) - “내꺼중에 최고” Band LIVE Concert (Lee Hyun - “You are the best of my life”) 오랜만에 듣는 방시혁 프로듀서와 이현의 명곡💖 👉

방구석도 노래방 떼창 분위기로 만들어 줄 이현의 히트곡 '내꺼중에 최고' 라이브 무대 👍 지금 보러오시죠! 🎤 🎵 #이현# #LeeHyun# #내꺼중에_최고# #You_are_the_best_of_my_life#

12years with GOT7💚 us GOT7 & IGOT7 are really growing up together i saw alot of IGOT7 now getting married build a family , had kids some been with us from young age and now became a full adult some even had our music as a childhood through these time we've been sharing each other almost every steps in our life like me myself show you every single steps from 17 till now that i'm 29 i hope we all can continue sharing alot of moments & memories and always be there for each others like we always were till the last day we can sing & dance for you guys till the day we all build a family not just as a artist but as a human being i hope i can share with you all till the last day having IGOT7 for almost half of my life are truly a blessing and also having a 6 brothers for life are the best thing ever happened to me i'm truly thankful for everything that we built together God bless you all💚

Father of the Year: GASTON edition!🤣 “Hmmm! Who does she think she is? She’s doing a nose boop on the wrong man! No one can say NO to Gaston!”😤 ⠀ @CCXPoficial day 1 highlights! I always have the best time of my life thanks to YOU and kids are so genuinely precious!😭💙#CCXP19#

The past 7 years have been the best years of my life. Nothing is coming to an end, just the beginning. The seven of us are going to continue to bring you guys the best version of us till the end. #GOT7FOREVER#

If you’re not making many mistakes, you must not be learning much. Mistakes and failures are ultimately more valuable to you than successes because they provide the best learning. I detailed some of my biggest mistakes—and what I learned from them—as part of the new MasterClass Executive program. At this stage in my life, I believe the most important thing I can do is to pass along everything I’ve learned to others, hoping that they find value in it and can avoid making the same mistakes I’ve made. If you’re interested in the program, you can apply for one of the limited spots here:

I am reaching out to the @X community for advice with the likely risk of sharing TMI. I have been sufficiently upset about the whole matter that I have lost sleep thinking about it and I am hoping that this post will enable me to get this matter off my chest. By way of background, I started a family office called TABLE about 15 years ago and hired a friend who had previously managed a family office, and years earlier, had been my personal accountant. She is someone that I trusted implicitly and consider to be a good person. The office started small, but over the last decade, the number of personnel and the cost of the office grew massively. The growth was entirely on the operational side as the investment team has remained tiny. While my investment portfolio grew substantially, the investments I had made were almost entirely passive and TABLE simply needed to account for them and meet capital calls as they came in. While TABLE purchased additional software and other systems that were supposed to improve productivity, the team kept increasing in size at a rapid rate, and the expenses continued to grow even faster. While I would periodically question the growing expenses and high staff turnover, I stayed uninvolved with the office other than a once-a-year meeting when I briefly reviewed the operations and the financials and determined bonus compensation for the President and the CFO. I spent no time with any of the other employees or the operations. The whole idea behind TABLE was that it would handle everything other than my day job so that I would have more time for my job and my family. Over the last six years, expenses ballooned even further, employee turnover accelerated, and I became concerned that all was not well at TABLE. It was time for me to take a look at what was going on. Nearly four years ago, I recruited my nephew who had recently graduated from Harvard and put him to work at Bremont, a British watchmaker, one of my only active personal investments to figure out the issues at the company and ultimately assist in executing a turnaround. He did a superb job. When he returned from the UK late last year after a few years at Bremont, I asked him to help me figure out what was going on with TABLE. When I explained to TABLE’s president what he would be doing, she became incredibly defensive, which naturally made me more concerned. My nephew went to work by first meeting with each employee to understand their roles at the company and to learn from them what ideas they had on how things could be improved. He got an earful. Our first step in helping to turn around TABLE was a reduction in force including the president and about a third of the team, retaining excellent talent that had been desperate for new leadership. Now here is where I need your advice. All but one of the employees who were terminated acted professionally and were gracious on the way out (excluding the president who had a notice period in her contract, is currently still being paid, and with whom I have not yet had a discussion). The highest compensated terminated employee other than the president, an in-house lawyer (let’s call her Ronda), told us that three months of severance was not enough and demanded two years’ severance despite having worked at the company for only two and one half years. When I learned of Ronda's request for severance, I offered to speak with her to understand what she was thinking, but she refused to do so. A few days ago, we received a threatening letter from a Silicon Valley law firm. In the letter, Ronda’s counsel suggests that her termination is part of longstanding issues of ‘harassment and gender discrimination’ – an interesting claim in light of the fact that Ronda was in charge of workplace compliance – and that her termination was due to: “unlawful, retaliatory, and harmful conduct directed towards her. Both [Ronda] and I [Ronda’s lawyer] have spoken with you about [Ronda’s] view of what a reasonable resolution would include given the circumstances. Thus far, TABLE has refused to provide any substantive response. This letter provides the last opportunity to reach a satisfactory agreement. If we cannot do so, [Ronda] will seek all appropriate relief in a court of competent jurisdiction.” The letter goes on to explain the basis for the “unsafe work environment” claim at TABLE: “In early 2026, Pershing Square’s founder Bill Ackman installed his nephew in an unidentified role at TABLE, Ackman’s family office. [His nephew]—whose only work experience had been for TABLE where he was seconded abroad for the last four years to a UK watch company held by Ackman—began appearing at TABLE’s offices and conducting interviews of employees without a clear explanation of his role or the purposes of these interviews. During this period, he made a series of inappropriate and genderbased [sic] comments to multiple employees that created an unsafe work environment. Among other things, [his nephew] made remarks about female employees’ ages (“Tell me you are nowhere near 40”), physical appearance (“Your body does not look like you have kids”), as well as intrusive questions about family planning and sexual orientation (“Who carried your son? Who will carry your next child?”). These incidents were reported to senior leadership at TABLE and Pershing Square. Rather than being addressed appropriately, the response from senior management reflected, at best, willful blindness to the inappropriateness of [his nephew]’s remarks and, at worst, tacit endorsement.” The above allegations about my nephew had previously been brought to my attention by TABLE’s president when they occurred. When I learned of them, I told the president that I would speak to him directly and encouraged her to arrange for him to get workplace sensitivity training. The president assured me that she would do so. When I spoke to my nephew, he explained what he actually had said and how his actual remarks had been received, not at all as alleged in the legal letter from Ronda’s counsel. I have also spoken to others at the lunch table who confirmed his description of the facts. In any case, he meant no harm, was simply trying to build rapport with other employees, and no one, as far as I understand, was offended. Ironically, Ronda claims in her legal letter that TABLE didn’t take HR compliance seriously, yet Ronda was in charge of HR compliance at TABLE and the person who gave my nephew his workplace sensitivity training after the alleged incidents. In any case, Ronda, as head of compliance, should have kept a record or raised an alarm if indeed there was pervasive harassment or other such problems at the company, and there is no evidence whatsoever that this is true. So why does Ronda believe she can get me to pay her nearly $2 million, i.e., two years of severance, nearly one year of severance for each of her years at the company? Well, here is where some more background would be helpful. Over the last two months, I have been consumed with a major family medical issue – one of my older daughters had a massive brain hemorrhage on February 5th and has since been making progress on her recovery – and I am in the midst of a major transaction for my company which I am executing from a hospital room office next to her . While the latter business matter is publicly known, the details of my daughter’s situation are only known to Ronda because of her role at our family office. Now, let’s get back to the subject at hand. Unfortunately, while New York and many other states have employment-at-will, there has emerged an industry of lawyers who make a living from bringing fake gender, race, LGBTQ and other discrimination employment claims in order to extract larger severance payments for terminated employees, and it needs to stop. The fake claim system succeeds because it costs little to have a lawyer send a threatening letter and nearly all of the lawyers in this field work on contingency so there is no or minimal cash cost to bring a claim. And inevitably, nearly 100% of these claims are settled because the public relations and legal costs of defending them exceed the dollar cost of the settlement. The claims are nearly always settled with a confidentiality agreement where the employee who asserts the fake claims remains anonymous and as a result, there is no reputational cost to bringing false claims. The consequences of this sleazy system (let’s call it ‘the System’) are the increased costs of doing business which is a tax on the economy and society. There are other more serious problems due to the System. Unfortunately, the existence of an industry of plaintiff firms and terminated employees willing to make these claims makes it riskier for companies to hire employees from a protected class, i.e., LGBTQ, seniors, women, people of color etc. because it is that much more reputationally damaging and expensive to be accused of racism, sexism, and/or intolerance for sexual diversity than for firing a white male as juries generally have less sympathy for white males. The System therefore increases the risk of discrimination rather than reducing it, and the people bringing these fake claims are thereby causing enormous harm to the other members of these protected classes. So what happened here? Ronda was vastly overpaid and overqualified for the job that she did at TABLE. She was paid $1.05 million plus benefits last year for her work which was largely comprised of filling out subscription agreements and overseeing an outside law firm on closing passive investments in funds and in private and venture stage companies, some compliance work, and managing the office move from one office to another. She had a very good gig as she was highly paid, only had to go into the office three days a week, and could work from anywhere during the summer. Once my nephew showed up and started to investigate what was going on, she likely concluded that there was a reasonable possibility she would be terminated, as her job was in the too-easy-and-to-good-to-be-true category. The problem was that she was not in a protected class due to her race, age or sexual identity so she had to construct the basis for a claim. While she is female and could in theory bring a gender-based discrimination claim, she reported to the president who is female and to whom she is very close, which makes it difficult for her to bring a harassment claim against her former boss. When my nephew complimented a TABLE employee at lunch about how young she looked – in response to saying she was going to her 40-year-old sister’s birthday party, he said ‘she must be your older sister’ – Ronda immediately reported it to our external HR lawyer. She thereby began building her case. The other problem for Ronda bringing a claim is that she was terminated alongside 30% of other TABLE employees as part of a restructuring so it is very difficult for her to say that she was targeted in her termination or was retaliated against. TABLE is now hiring an external fractional general counsel as that is all the company needs to process the relatively limited amount of legal work we do internally. In short, Ronda was eminently qualified and capable and did her job. She was just too much horsepower for what is largely an administrative legal role so she had to come up with something else to bring a claim. Now Ronda knew I was a good target and it was a good time to bring a claim against me. She also knew that I was under a lot of pressure because on March 4th when Ronda was terminated, my daughter had not yet emerged from consciousness, she was not yet breathing on her own, and my daughter and we were fighting for her life. I was and remain deeply engaged in her recovery while at the same time I was working on finishing the closing for the private placement round for my upcoming IPO. Ronda also knew that publicity about supposed gender discrimination and a “hostile and unsafe work environment” are not things that a CEO of a company about to go public wants to have released into the media. And she may have thought that the nearly $2 million she was asking for would be considered small in the context of the reputational damage a lawsuit could cause, regardless of the fact that two years of severance was an absurd amount for an employee who had only worked at TABLE for 30 months. She also likely considered that I wouldn’t want to embarrass my nephew by dragging him into the klieg lights when her claims emerged publicly. So, in summary, game theory would say that I would certainly settle this case, for why would I risk negative publicity at a time when I was preparing our company to go public and also risk embarrassing my nephew. Notably, she hired a Silicon Valley law firm, rather than a typical NY employment firm. This struck me as interesting as her husband works for one of the most prominent Silicon Valley venture firms whose CEO, I am sure, has no tolerance for these kinds of fake claims that sadly many venture-backed companies also have to deal with. I mention this as I suspect her husband likely has been working with her on the strategy for squeezing me as, in addition to being a computer scientist, he is a game theorist. My only advice for him is to understand more about your opponent before you launch your first move. All of the above said, gender, race, LGBTQ and other such discrimination is a real thing. Many people have been harmed and deserve compensation for this discrimination, and these companies and individuals should be punished for engaging in such behavior. Which brings me to the advice I am seeking from the X community. I am not planning to follow the typical path and settle this ‘claim.’ Rather, I am going to fight this nonsense to the end of the earth in the hope that it inspires other CEOs to do the same so we shut down this despicable behavior that is a large tax on society, employment, and the economy and contributes to workplace discrimination rather than reducing it. Do you agree or disagree that this is the right approach?

If you were fortunate enough to have lived through the late 70's, 80's, & early 90's you may have seen the pinnacle of the human race. Racism was truly on the outs, immigration wasn't the problem it is today, western governments actually looked out for their citizens and sovereignty, the media did its' job, music and tv were of a wholesomequality, people actually spent their time going to work instead of spending time figuring out how to get out of work. And politicians still publicly demonstrated an America first policy. And then it all seemed to quickly change. The Clintons, 9/11, Bush/Cheney, GWOT, then Obama. I don't have all the answers nor will I pretend to. I know this was all in the works for generations. Maybe they figured that they had reached a certain point of power that they could do what they truly wanted... They being the communists, socialists, Fabian society types, etc., to actually have their revolution. Maybe they had realized that they had helped create societies that were soft and weak-minded. So soft that they were able to open borders and bring an influx of 3rd world types who would continually vote to keep them in power? Maybe to change the racial makeup of independent societies? Maybe to bring the downfall of the once strongest nations on earth, United States, Britain, and those that were part of the west? Maybe the countries of the European Union are providing the spark that is needed to reclaim our independence? I hope so. But I am not counting on it here in America. Our society, especially our younger generations, have been brain-washed by the comforts of what our forefathers built. Maybe they waited until our generations grew older, compromised to the lifestyle that we had become accustomed to? We have turned into a selfish nation. Immediate gratification. Not able to see that each man and woman plays a part in a civilized society. Working, raising sons and daughters to be intelligent, independent, strong citizens proud of their country and heritage. Immigrants who came here who were proud to earn the right to be called Americans. Immigrants who came here to add value, not to steal what others had built and sacrificed so hard for. That was the country that I grew up in. Not perfect. Where the only privilege was to be born here and afforded the opportunities that came with being a United States citizen. Maybe that was truly the best of times? I served as a United States Marine for 12 years with two combat tours, then picked up the mantel as a Deputy Sheriff. I worked every day doing my part to give back to the country that had given so much to me. My love for country will never end, nor will my commitment to make it better.

The Reality of VF CROSSROADS: Why Old-School Veterans Are Panicking and Why My Background as a 40-Year Martial Artist and Tekken 8 God of Destruction Guarantees My Dominance After the latest footage from Evo 2026 and the official "SHOWCASE," a palpable sense of dread has spread among Virtua Fighter veterans. They are realizing that this new title will be unforgiving. Based on the development philosophy of Ryu Ga Gotoku Studio and the technical data of the new battle system, it is clear why: this game is destroying the traditional "memorization-based" fighting game model and replacing it with a system that demands real-world martial arts intuition—what I call "human performance." Here is the breakdown of why this paradigm shift makes me, a 40-year practitioner of Wing Chun and a top-tier Tekken 8 player (God of Destruction/Tekken King rank), uniquely positioned to dominate from day one. 1. Philosophy: A Return to Real-World Combat Ryu Ga Gotoku Studio’s stated goal is a "return to realistic fighting." While they claim to inherit the series' tradition of simplicity, they have prioritized "realism and strategic depth." Traditional Virtua Fighter relied heavily on frame data memorization and repetitive, muscle-memory-based trap setups. However, the new physics engine and motion-captured animations simulate real-world biomechanics—center-of-gravity shifts, shoulder rotation, and footwork—with unprecedented precision. Veterans who relied on "brain-dead" repetition of 20-year-old VF5FS data will find their knowledge obsolete. They cannot keep up with the sensory information of realistic neutral spacing, and they will be overwhelmed by a game that functions on a completely different dimension of difficulty. 2. The Wing Chun Advantage: Reading the Intent My 40 years of training in Wing Chun—specifically the Chi Sao (Sticky Hands) principle—is the core of my combat intuition. It is about sensing the direction of force and the imbalance of an opponent’s center line at the point of contact. In the VF CROSSROADS trailer, we see characters executing techniques like the "Double Palm Strike" (reminiscent of Hung Ga’s Po Pai force mechanics) without the typical telegraphing seen in older games. To a novice, these are just animations; to me, they are raw expressions of Zhan-Jin (accumulated power) and relaxation before the strike. My ability to read the "intent" of a movement—not just the frame data—allows me to counter attacks before they are even fully initiated. For me, every character is "solved" the moment I see their biomechanical cues. 3. Modern Human Performance: The Tekken 8 Synergy Some claim this game lacks depth because it isn't "combo-heavy," but that is a misunderstanding. The official data confirms that optimized combos remain a pillar of high-level play. However, these are not the 10-second juggling sequences of other games; they are based on the impact mechanics of real martial arts—using precise strikes to shatter an opponent's defense, similar to Akira’s Sotetsu (Palm Strike). Having competed at the level of the world's best Law players, I possess two critical advantages: High-Speed System Adaptation: The ability to optimize combos and manage space with surgical precision. Martial Intuition (Jie-Quan): The instinct to intercept an opponent’s attack the moment they commit. Combining the elite-level command execution of Tekken 8 with the lifetime of experience in real-world combat, I am ready to dismantle the pride of "old-guard" players who rely solely on outdated data. Conclusion "VIRTUA FIGHTER CROSSROADS" marks a turning point. Sega has shifted the genre from a "memory-based quiz" to a true test of human fighting sense. As a 53-year-old martial artist, I am not just playing a game; I am applying the laws of physics and the intuition of a lifetime of combat to a digital stage. When the game launches, I will be hosting a stream to prove these theories in practice. You can find my channel here: [Your Channel Link/Details]