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Software integration is essential when organizations use hundreds of apps in day-to-day work, and nowhere is that more true than with Asana. This popular project management app has fantastic built-in automation tools and a strong reporting suite, but it’s rarely the only place where work happens. Whether collaborating with developers in Jira or reporting on trends with tools like Google Sheets, an Asana integration allows all teams to have the same context no matter where they work. Here’s a guide to integrating Asana with the rest of your stack. What is Asana? Asana is one of the most popular project management platforms on the market. It’s robust enough to handle even the most complex projects, while being accessible enough for complete beginners. Asana’s built-in reporting features also allow for real-time insights on essential projects, initiatives, and portfolios. What is Asana integration? Asana integration is the process of bridging the gap between Asana and other apps, allowing data to flow between them. Integrations allow teams to continue using the tools their workflows depend on, while contributing context from their work to Asana projects automatically. Managers and leaders can also use integrations to get a more holistic reporting view of work happening both in Asana and other tools. Asana is frequently integrated with tools like: Software development platforms like Jira, GitHub, and Bitbucket. CRM tools like HubSpot and Salesforce. Customer support apps like ServiceNow and Freshservice. Other project management platforms like ClickUp, monday.com, and Smartsheet. Why does Asana integration matter? Integrating Asana with other tools creates massive benefits for organizations, such as: Maintaining alignment between teams: Few organizations use Asana exclusively. By integrating it with other tools, teams can stay aligned on objectives no matter which tool they work in. Keeping projects on time and on budget: Many Asana projects rely on work happening in other tools. Integrations can keep essential deliverables and context moving from source tools to Asana smoothly. Increased productivity: Without integrations, teams lose time manually transferring data back and forth between Asana and other tools. Integrations give them that time back. Better reporting: Asana’s reporting capabilities are strong, but they’re limited to Asana projects. By integrating Asana with other tools, you can use Asana’s reports with data from these tools. 4 types of Asana integration Not all Asana integrations are created equal. Some are built specifically to transfer specific types of data from Asana to other tools, while others sync data back and forth. Some integrations are accessible to all organizations, even those with the smallest budgets, while others are more suited to enterprise organizations. Built-in Asana integrations: Asana has built-in integrations for tools like Jira and Salesforce, with actual functionality varying depending on the tool. But this allows Asana users to integrate their tools without any third-party platforms. Automation platforms: Platforms like Zapier use trigger-action automations to push data across thousands of apps. These tools can be used to automatically dispatch work from Asana to other tools, update a single field in an Asana task, and more. Two-way sync: A platform like Unito syncs data back and forth between Asana and other tools. That includes automatically creating Asana tasks to match work items in other tools, and vice-versa. Additionally, fields are kept up to date automatically in both tools as you work. Robotic process automation: Robotic process automation (RPA) allows Asana users to build software “bots” that can replicate any action a human can take. That means they can “click” on buttons in Asana and other tools, making it easier to work across tools. How to integrate Asana with Unito Here’s a look at how an integration between Asana and other tools work with Unito. Step-by-step integration guide Connect tool accounts to Unito: After signing up for Unito, click +Create Flow and connect Asana and the tool you’re integrating it with to Unito. Choose flow direction: Flow direction tells your Unito flow where you need new work items created. Most Unito flows are two-way, meaning they automatically create work items in both connected tools. Set rules: Unito rules use trigger-action logic to filter out work items you don’t want synced or automate certain actions. To build a rule, set the trigger Unito should look for and the action you want it to take. Map fields: In most flows, Unito can automatically map fields in Asana with fields in other tools. From there, you can customize field mappings to match statuses across tools, send data from some fields to fields specific to your workflow, and more. Launch your flow: Once you map your fields, your flow is ready to launch. After an initial sync, Unito will check for changes in real-time. Curious to see this in practice? Check out these video tutorials to syncing Asana with other popular tools: Syncing Asana with Azure DevOps Connecting Asana with Jira Integrating Asana with ServiceNow Connecting Asana with Trello Syncing Asana with Salesforce Integrating Asana with NetSuite Challenges to watch out for when integrating Asana No matter which integration method you pick for Asana, you’ll have to account for the following challenges. Integration depth Not all integration platforms have the same level of depth, meaning they might not support as many fields as you need or transform data the way you need them to. Automation platforms, for example, might only support simple transformations or even no transformations at all, while RPA tools can be more limited in their actual integration capabilities. When researching an integration solution, pay careful attention to its documentation. Not all workflows require deep integrations, but knowing what you need and what platforms can actually support those needs is crucial. Real-time integration and event-handling Not all integration platforms that support Asana actually support real-time integrations. They may check your projects for changes on a pre-scheduled interval or even require manual triggering to actually take effect. If your workflows are time-sensitive, or they impact metrics where timeliness is essential, then evaluate this capability in potential integrations. Data quality and consistency With some traditional integration solutions, significant data cleaning is required before work items can be effectively transferred between tools. This might have to be done manually or add a significant load to the integration solution you use. While you can institute manual processes that keep data relatively clean before it’s synced over by an integration, you’ll usually want to pick a platform that can do most of this for you without sacrificing functionality. Performance and scalability Automation platforms and similar solutions use relatively simple technology to support a wide variety of integrations. This allows support for a variety of workflows, but doesn’t scale effectively as your organization’s needs grow. These platforms often require significant maintenance to run correctly, often hitting a ceiling in scalability. When picking integration platforms, don’t evaluate them based exclusively on your existing needs; consider how the platform might scale in the future. How to keep Asana integrations secure Since integrations inherently require data transfer, data privacy and security are especially important. Here’s how you can keep your Asana integrations secure. Compliance Because integration platforms transfer data between tools, they need to comply with data privacy and security regulations in your jurisdiction. If you have customers in or are based in California, for example, any integration platforms you use need to comply with the California Consumer Privacy Act (CCPA). Most platforms comply with these regulations, but more specific examples, like HIPAA in healthcare, are less common. Access control How rigid are you about giving access to an integration platform? Since a platform can potentially leak sensitive data out to tools or projects that don’t have the same tightly-controlled access as the source system, access to integrations is often limited to specific teams or roles. Data privacy In most integration solutions, data is encrypted as it moves between tools, keeping it protected if it should be intercepted. Other measures, like field-level security and data masking, can enhance data security and prevent potential security issues. Security certifications In addition to your own internal processes, you need to ensure the integration solution you use has the right security certifications for your needs. A certification like SOC 2 Type 2 shows a commitment to data security that’s suitable for most organizations, but in some industries, you’ll need to look for providers that have other specific certifications for your industry. Best practices when integrating Asana When rolling out an integration solution to Asana for the first time, remember these best practices: Start any integration with a small pilot project so you can troubleshoot any potential issues without affecting essential data. Evaluate the results of a pilot project before implementing integrations at scale. Consider if you need an integration solution that’s widely available within your organization or if access should be restricted Review the integration vendor you rely on at least yearly to check their solution against what’s offered on the market. Use Asana’s built-in automations where possible to enhance any third-party integration solution you use. Ready to integrate Asana? Meet with Unito product experts and see what a two-way integration can do. Talk with sales View the full article

Azure DevOps is a Microsoft platform used by software development teams to plan, build, test and deliver applications. It brings together work tracking, source control and CI/CD in one environment. This article examines the Azure DevOps Roadmap, focusing on its strengths and limitations for software development teams executing multiple projects. What Is the Azure DevOps Roadmap? The Azure DevOps Roadmap is a visual planning view that helps software development teams map epics and features over time. It shows how work is scheduled across iterations and teams, making it easier to communicate delivery plans, coordinate development efforts and provide stakeholders with a high-level view of upcoming work. It’s popular among software development teams because it integrates directly with existing backlogs and Agile workflows, allowing teams to plan and track delivery without leaving the Azure DevOps ecosystem. However, a common frustration among users is that Azure DevOps does not include a roadmap as an obvious, built-in feature. Instead, roadmap functionality is delivered through Delivery Plans, which many perceive as an extra configuration step. Community feedback often describes this as unnecessary friction, especially for teams expecting an immediately available roadmap view. For some users, needing to enable or discover Delivery Plans makes roadmap planning feel less intuitive and less polished than tools where roadmaps are available by default. /wp-content/uploads/2026/03/Azure-devops-roadmap-through-Delivery-Plans-1600x747.jpg Azure DevOps Roadmap Key Features The Azure DevOps Roadmap is built on core Azure Boards features that help teams structure, schedule and visualize software development work over time. User Stories: Represent end-user requirements that roll up into features and epics, allowing roadmap timelines to reflect customer-focused delivery plans. Epics: High-level initiatives that group related features and appear on the roadmap to communicate long-term development objectives. Work Items: The foundational elements of Azure DevOps that power the roadmap, including tasks, stories and features scheduled across iterations. Bugs and Issues: Track defects and problems as work items, enabling teams to factor quality-related work into roadmap planning. Product Backlog: Centralized, prioritized list of work items that feeds roadmap views and ensures timelines reflect current development priorities. Kanban Boards: Visual boards used to manage workflow states, complementing roadmap timelines with real-time execution visibility. Sprints and Iterations: Time-boxed cycles that define when roadmap items are planned, helping teams align delivery with Agile cadence. Swimlane Boards: Board lanes that separate work by priority, type or class of service, improving clarity when planning roadmap items. ProjectManager is the perfect complement for the Azure DevOps roadmap because it helps software development teams manage all of their projects and initiatives in one place thanks to its award-winning project portfolio management features. ProjectManager integrates bi-directionally with Azure DevOps and offers robust resource management, cost tracking, and project budgeting tools such as project portfolio roadmaps, workload charts, timesheets and real-time dashboards to better allocate resources across projects, monitor their utilization and establish baselines to identify cost and schedule slippage. /wp-content/uploads/2026/01/image-5.pngLearn more What Is Azure DevOps Roadmap Used For? Now that we’ve established how Azure DevOps supports software development teams, let’s look at the most common ways teams use the Azure DevOps Roadmap to plan, coordinate and communicate their work. Planning software feature delivery timelines by mapping epics and features across iterations to align development work with release goals. Coordinating work across multiple Agile teams by visualizing how features are scheduled and progress through shared iteration cycles. Communicating delivery expectations to stakeholders by presenting a high-level timeline of upcoming features without exposing task-level complexity. Aligning sprint planning with long-term product goals by showing how short-term iterations contribute to broader development objectives. Tracking progress of epics and features over time to identify schedule variances or delivery risks early. Visualizing dependencies between related work items across teams to improve coordination and reduce delivery bottlenecks. Supporting release planning discussions by providing a shared roadmap view that reflects current backlog priorities and iteration assignments. Azure DevOps Roadmap Pricing In this section, we’ll review Azure DevOps pricing as it relates to roadmap usage, including the base access level required and the most commonly used Microsoft-supported add-ons and integrations that teams rely on to extend roadmap and planning capabilities. Azure DevOps Basic plan ($6 per user per month): Required to use Azure DevOps Roadmaps and Delivery Plans. Includes access to Azure Boards, backlogs, iterations and roadmap views. The first five users are free; additional users cost $6 per user per month. Delivery Plans extension (no additional cost): As stated above, this is the Microsoft-supported Azure DevOps extension that needs to be added to Azure DevOps in order to use the roadmap tool to visualize work across teams and iterations. Available through the Azure DevOps Marketplace. Azure DevOps Basic + Test Plans ($52 per user per month): A higher-tier plan that adds advanced test management features such as test case management and exploratory testing. It does not enhance roadmap functionality directly. Azure Boards (Included with the Azure DevOps Basic plan): Core Azure DevOps service that provides epics, features, user stories, backlogs and iteration planning, all of which feed roadmap and Delivery Plan views. Azure Test Plans ($52 per user per month): Microsoft test management service used alongside roadmaps to track validation and testing progress across features and releases. Included with the Azure DevOps Basic + Test Plans license. Azure Pipelines integration: Allows roadmap items and work items to be linked to CI/CD pipelines for build and release visibility. Included with Azure DevOps user licenses; pipeline usage beyond free tiers may incur additional usage-based costs. Power BI integration: Official Microsoft integration used to create portfolio and delivery dashboards based on Azure DevOps data. Requires a separate Power BI license for Power BI Pro. Pros of Azure DevOps Roadmap for Software Development Projects In a nutshell, Azure DevOps Roadmaps are a solid option for planning and scheduling software development projects because they build directly on familiar Agile artifacts such as epics, features, user stories and iterations. Software development teams can visualize delivery timelines, coordinate sprint-based work, track dependencies between work items in a tool that feels tailored to their needs and share a clear delivery plan with stakeholders while staying closely aligned with their development backlogs easily. Cons of Azure DevOps Roadmap for Software Development Projects Azure DevOps Roadmaps work best when teams are managing a single software development project or product backlog. They provide useful delivery visibility for epics, features and iterations within that context. However, their main limitation emerges when teams run multiple projects in parallel. Azure DevOps Roadmaps aren’t designed to function as a portfolio view, making it difficult for software development teams to understand how all ongoing projects, initiatives and priorities relate to one another at scale today. No Project Portfolio Roadmaps One major drawback of the Azure DevOps roadmap is that it cannot display multiple independent projects in a single roadmap view. Roadmaps are built around one product backlog or closely related backlogs, not separate initiatives. As a result, software development teams lack a single roadmap to visualize all active projects in a portfolio, releases and long-term initiatives together at the same time visually. No Project Dependencies Because Azure DevOps lacks true project portfolio roadmaps, teams also cannot visualize dependencies between separate projects. This makes it difficult to understand sequencing, coordination and timing across initiatives. Software development teams may not see that one project must finish before another can start, or that two projects should run concurrently to optimize the use of shared organizational resources. No Resource Allocation Features Azure DevOps roadmaps do not provide resource allocation capabilities. Teams cannot assign work to named individuals from the roadmap, view personal workloads, track hourly rates or assess availability. As a result, managers cannot use the roadmap to balance capacity, identify overallocations or make informed staffing decisions across projects and initiatives in dynamic, multi-project software development environments today or growing organizations. No Gantt Charts Azure DevOps’ roadmap can visually resemble a Gantt chart because it displays work items along a timeline. However, this similarity is largely superficial. Unlike a true Gantt chart in robust project management software such as ProjectManager, Azure DevOps’ roadmap lacks a structured data grid that shows detailed task-level information alongside the timeline. There are no columns for planned versus actual start and end dates, planned versus actual duration or planned versus actual costs. The roadmap doesn’t support cost tracking columns, resource allocation from the Gantt view, work breakdown structure (WBS) levels, four types of task dependencies or automated critical path analysis. It also lacks custom columns and a task assignee column. All of these capabilities are available in ProjectManager’s Gantt chart. No Critical Path Analysis Azure DevOps’ roadmap does not provide critical path analysis. While work items can be linked, the roadmap doesn’t calculate or highlight the sequence of tasks that directly determine a project’s finish date. This makes it harder to manage tight delivery deadlines or assess schedule risk, especially when coordinating multiple projects or planning work at a portfolio level. No Cost Estimating or Project Budgeting Azure DevOps’ roadmap does not allow teams to enter tasks, estimate their costs and build a project budget. There is no way to establish a cost baseline and track actual project costs against it over time. The roadmap also doesn’t support defining employee pay rates. In contrast, ProjectManager’s Gantt chart allows teams to create a software development roadmap, enter tasks, assign resources, define hourly rates and automatically track labor costs, as well as estimate and monitor non-labor resource costs. No Milestone Charts Azure DevOps’ roadmap does not include a dedicated feature for defining or managing project milestones. As a result, teams cannot create a milestone chart to highlight key delivery points or phase completions. This limits its usefulness for executive and stakeholder communication, where high-level milestone roadmaps are often needed to show how a software development project is expected to progress over time. Why Software Development Teams Love ProjectManager’s Integration with the Azure DevOps Roadmap The integration between Azure DevOps and ProjectManager is ideal for software development teams that manage multiple projects or products simultaneously. While Azure DevOps excels at tracking delivery within individual teams and backlogs, ProjectManager fills the portfolio-level gaps by providing a centralized view of all projects in one place. Teams gain visibility into resource utilization across projects, making it easy to see how each person’s time is allocated and quickly identify over- or underutilization using workload balancing charts. ProjectManager’s Gantt chart acts as a true project and portfolio roadmap, allowing teams to allocate resources to tasks, compare planned versus actual dates and costs, and track progress in real time. Its dashboards provide instant insight into budgets, costs to date, remaining budgets and overall project health using real-time charts with visual project status indicators. Combined with detailed project portfolio management reports, this integration gives software development teams the delivery focus of Azure DevOps and the portfolio control needed to scale effectively. Related Azure Devops Content ProjectManager + Azure DevOps Azure DevOps for Project Management: Pros and Cons The post Azure DevOps Roadmap: Pros & Cons appeared first on ProjectManager. View the full article

Why does uncertainty make us less rational with money? And who should we trust for financial advice online? Vivian Tu, financial educator and CEO of Your Rich BFF, breaks down today’s personal finance risks and opportunities, from “lifestyle inflation” and the most common money mistakes smart people make to how Gen Z is navigating 2026 volatility and a shifting job market. This is an abridged transcript of an interview from Rapid Response, hosted by the former editor-in-chief of Fast Company Bob Safian. From the team behind the Masters of Scale podcast, Rapid Response features candid conversations with today’s top business leaders navigating real-time challenges. Subscribe to Rapid Response wherever you get your podcasts to ensure you never miss an episode. Today there’s so much uncertainty—in prices, jobs, politics. Do you see that shaping how people behave with their money? Are they less rational in financial decision-making? It’s like, well, if you don’t think you’re going to be able to afford a home or you don’t think you’re going to be able to go on that actual vacation you want, it becomes like the Estée Lauder lipstick index of, “Oh, well, I can’t afford a new TV, so I’m going to go to the drugstore and get myself a little lipstick.” Or, “I’m in a dollar dribble for a little coffee, I’m going to do this.” You’re spending on things that you will not ultimately derive true happiness out of, true pleasure, true joy, just to get a dopamine hit. When you are in a position of uncertainty, it is more important than ever to have a plan, because if you just leave it up to hope, it’s not going to get you there. Lots of folks are using AI tools these days for financial decisions, budgeting, investing, even taxes. But a lot of surveys say that for a lot of these folks, it’s led them to some bad decisions sometimes. Where do you think AI can genuinely help with money? Where should we be more wary? Well, I want to be very clear that none of the AI LLMs, like the ChatGPTs of the world, none of them are financially licensed. Not to be so self-serving, but that is in part why I built out my venture called Ask Dolly. Askdolly.com, check it out. We are actually an SEC-registered RIA, and if you ask Ask Dolly too complex of a question that is not knowledge-based, but rather personal-based, we transfer you to one of our CFPs. I just want to say RIA is “registered investment advisor.” CFP is “certified financial planner,” right? Oh, sorry, guys. Yeah. We saw that AI is the next iteration of financial exploration and it really does help people on their financial journeys. They get to ask the embarrassing questions that they’re too ashamed to ask. But I don’t think that AI can operate independently of a little bit of human touch, and frankly, someone who is licensed to provide you financial advice, because it is so personal and there are so many factors to take into account. There are a lot of people online, creators like yourself who offer financial advice. Not all of them are licensed. Reputable. Or registered. How do you know if something you come across on a social platform or online, that it’s reputable, that it’s worthwhile? We get this with health advice, we get with money advice. What I say is, even with my content, if you see something and you’re like, “I wonder if this is true,” you need to be doing your own research. Watch my video and then go online and check, “Can I find three reputable sources that back up what she’s saying?” You’ll always be able to because I actually research my topics. But go look at articles from The Wall Street Journal, from the Financial Times, from Barron’s, from law firms or banks. Compare them. We have unfettered access now, so there is no excuse for falling for a trap. You actually have to do your own research. And you have to understand how the people who you’re engaging with, how they make their money, right? Exactly. Exactly. Are there things you’ve learned as a creator yourself that you think people don’t really understand about how creators make money? Yeah, 100%. You wonder why all of those lifestyle influencers were pushing Stanley Cups and all of the little charms that then go on the Stanley Cup and then all of the—they make an affiliate commission on the backend. She doesn’t love her Stanley Cup, she wants you to buy one so she gets money. I always am very, very honest. When I do brand partnerships, I’m like, “These keep my content free. This is why you don’t have to pay a subscription fee for this. This is why I can do all of this editorial work unpaid: Because I make money.” But at the end of the day, whether or not you get the high-yield savings account I recommend, you should just get one anyway. Are you saying that Matt Damon and Ben Affleck don’t love Dunkin’ Donuts? Is that what you’re saying? I’m saying that I have tasted Dunkin’ Donuts coffee. It’s good, but it’s not the only coffee out there. I’d love to ask you a few rapid fire questions if I can, get your advice on things. Let’s do it. All right. So what’s the biggest money mistake that smart people make? I think it’s just lifestyle inflation, especially for people who start to make more money. You make a little bit more money, you spend a little bit more money, you make a little bit more money, you spend a little bit more money, and at the end of the year you’re like, “How come I don’t have any additional money saved?” All of us fall victim to the comparison trap where we compare our lives with everybody we see on social media, and suddenly you think that if you don’t have X, Y, and Z, you have a bad life. You don’t need to be spending on stuff just to impress other people. All right. Next question. If I could focus on just one thing financially this year, what should it be? Trying to increase your income, because my mentor told me this one line and it’s stuck in my brain forever, she said, “You can only save as much as you earn, but you can always earn more money.” We talk so much like, “Cut out the avocado toast, don’t buy the latte, don’t get the little treat.” Imagine how many little joys in your life you would have to cut out to save $5,000. Now imagine how easy it is to ask for a $5,000 raise. Frankly, people get much larger raises than that. It is so much easier for you to make more money than to try and cut every little thing out. Home ownership. Rent or buy in 2026? How do we decide? This is an insane question because real estate is so geographically focused. I cannot sit here and be like, “You should rent or buy.” I don’t know where you live. And in some cases, the answer is different based on where you live. What I do know is that it is currently cheaper to rent than buy in 70% of all major metros. And frankly, we should all be looking at our own lifestyles and asking ourselves a couple questions. One, do we plan on being here for longer than five to seven years at a minimum? If not, you’re not buying. Are you in a position in your career to potentially have the opportunity to make massive leaps and bounds for a little bit of flexibility? So is there a chance you might be transferred to the Tokyo office? You being able to be flexible might be the reason why you get that position versus somebody else, and having that flex might help you. So renters win. But there is something to be said about building equity. Ask yourself this question. Do you want to build that equity in your primary residence or would it be smarter to maybe just buy an investment property somewhere that is a little cheaper and then continuing to rent your primary residence? If you are planning on building out a family and you really want to paint the walls and you want to have the nursery and you want to do all of these things, maybe renting is not the right move. Maybe you want to buy. Again, we go back to that five to seven years at a minimum, because the fixed costs of buying a home are very expensive. You have mortgage origination fees and you’ve got to pay some broker fees. You’ve got to pay fee-fi-fo-fum. If you’re going to pay all that, you’ve got to be staying there for at least a little bit. View the full article

Kristin Cabot, the HR exec at the center of last year’s Coldplay kiss cam scandal, is headlining a crisis communications conference happening later this year. Cabot will be seated on the panel “Taking back the narrative” at the PRWeek Crisis Comms Conference in Washington, D.C., on April 16, where individual tickets start at $875 per person. “While attending a Coldplay concert in July and unwittingly appearing on the kiss-cam for a few seconds, Kristin Cabot’s life blew up in an instant,” the description of the keynote presentation reads. “From the outside, it was an amusing, if unflattering meme; but for her, everything changed that day. It continues: “Cabot experienced firsthand the extremity of public shaming that women have long experienced when in the negative spotlight of the media, one their male counterparts often seem to avoid.” In July last year, Cabot told The New York Times that following the scandal the meme had left her “unemployable.” She described being called every sexist trope—a homewrecker, a slut—by keyboard warriors, having her number doxxed and flooded 500 times a day, and her physical appearance scrutinized and torn apart by strangers online. While the other party in the scandal was also dragged online, much of the worst criticism has fallen on Cabot. Cabot will be joined on the 35-minute panel by journalist and communications professional Dini von Mueffling, who Cabot employed as her PR representative in the aftermath of the scandal alongside PRWeek Senior Reporter Jess Ruderman. The panel will unpack “the strategy – both immediate and long-term – that has helped Cabot take control of her narrative and rewrite her story.” Thrust into the national spotlight last summer (for those who spent those months living under a rock), Cabot is the former head of human relations at the tech company Astronomer. While attending a Coldplay concert in Foxborough, Massachusetts last in July, Cabot was caught in a 16‑second viral clip embracing the company’s CEO Andy Byron. “Either they’re having an affair, or they’re just very shy,” Coldplay frontman Chris Martin said as the jumbotron panned on to the pair. At the time Byron was married, while Cabot was separated. Before those details were able to come to light, however, Cabot and Byron had made headlines worldwide, inspiring countless memes and mocked even by their own company. Both Cabot and Byron resigned from Astronomer not long after. Cabot said in the Times interview: “I want my kids to know that you can make mistakes, and you can really screw up. But you don’t have to be threatened to be killed for them.” View the full article

The U.S. Department of Education (DOE) recently announced a delay in resuming wage garnishment for borrowers with defaulted federal student loans. This offers temporary breathing room if you are a freelancer with such a loan. The following summarizes this new development and how freelancers can use this delay student loan garnishment to get ahead of potential financial strain and avoid the negative implications of garnishment. As you may be aware, when garnishment hits your radar it has strong potential to disrupt cash flow, jeopardize your tax planning and create other financial challenges. What’s Behind the DelayThe Department of Education has been working to transition borrowers into the new repayment landscape following the end of the pandemic-era payment pause. This includes: Implementing the new SAVE income-driven repayment planUpdating service systemsAddressing widespread servicing errors and borrower confusion, andEnsuring borrowers receive required notices before garnishment resumes.As a result, the DOE has postponed the restart of wage garnishment and other involuntary collection actions for borrowers in default. What the DOE Wage Garnishment Delay Does Not DoIt’s important to recognize that this delay does not erase your loan default. It also does not stop interest from accruing, and it does not guarantee long-term protection from garnishment. Think of it as a grace period, not a solution. It is important to note that the US Department of Education (DOE) Garnishment is done through an “Administrative Wage Garnishment (AWG)” action – where the DOE can garnish up to 15% of disposable pay for defaulted federal student loans without a court order. The delay in implementing involuntary collections, also includes the AWG action. Here are some key ways to take advantage of the delay: Explore the IRS Fresh Start Program The Department of Education’s Fresh Start initiative allows defaulted borrowers to restore their loans to good standing without making a lump-sum payment. Benefits include: Removal of default from your credit reportStops collectionsAllows access to flexible repayment options like income-driven repayment (IDR) pansRestoration of eligibility for federal aid and repayment plansProtection from future garnishment once you enroll in a repayment planThe Fresh Start Program continues to be one of the most important tools available for taxpayers who have fallen behind on their tax obligations. Originally launched in 2011 and expanded several times since, the program is designed to make it easier for individuals and small businesses to resolve tax debt, avoid liens, and regain compliance. Eligible for the Fresh Start Program are the following defaulted loans: Defaulted borrowers with William D Ford Federal Direct Loan Program loans, Federal Family Education Loan (FFEL) Program loans, or Defaulted HEAL loans.The program is not a single application or form—it is a suite of relief options that the IRS has made more accessible. These include: 1. Extended Installment Agreements Allows taxpayers to pay their tax debt over time—often up to 72 months.Requires fewer financial disclosures for debts under certain thresholds.2. Offer in Compromise (OIC) Allows qualifying taxpayers to settle their tax debt for less than the full amount owed.Eligibility is based on financial hardship and IRS ability-to-pay formulas.3. Penalty Relief / Penalty Abatement This tool may reduce or eliminate penalties for taxpayers who have reasonable cause or who qualify for first-time abatement.Particularly helpful for those who fell behind due to temporary financial hardship.4. Higher Tax Lien Threshold The IRS generally will not file a tax lien unless you owe more than $10,000, up from the previous $5,000 threshold.Eligibility for the Fresh Start Program varies by relief option, but typical requirements include: Owing less than $50,000 in tax debt (exceptions may apply).Having all required tax returns filed.Not being active in bankruptcy.Having the ability to make monthly payments or demonstrate financial hardship.Willingness to enter into a payment plan or submit an OIC.Taxpayers with balances above $50,000 may still qualify by providing additional financial documentation or making a down payment. For taxpayers who have fallen behind, whether due to unexpected expenses, business challenges, or missed filings, the Fresh Start Program can provide a structured, realistic path to resolving tax debt. 5. Enroll in an Income-Driven Repayment Plan Once you exit student loan default, Income-Drive Repayment plans—especially the new SAVE plan—can reduce your monthly payment based on your income. For freelancers with fluctuating earnings, this can provide stability and predictability. 6. Review Your Tax Situation Wage garnishment can complicate quarterly estimated taxes and cash-flow planning. Use this delay to: Reassess your quarterly tax strategyAdjust your estimated paymentsEvaluate whether you need to set aside more (or less) for taxes7. Build a Cash Cushion If you anticipate future garnishment, building even a small reserve can help soften the impact. Freelancers often operate with thin margins, so even a modest buffer can make a meaningful difference. 8. Communicate With Your Loan Servicer Servicers are required to notify borrowers before garnishment resumes. Make sure your contact information is up to date and that you’re opening every email or letter you receive. What Will Happen When DOW Wage Garnishment Eventually Resumes? When DOE restarts involuntary collections, they can garnish: Up to 15% of disposable pay for federal loansFederal tax refundsCertain federal benefitsFor freelancers who pay themselves through payroll (e.g., S-corps), wage garnishment can directly reduce take-home pay. For sole proprietors, the impact may show up through Treasury offsets rather than paycheck deductions. Starting from July 1, 2026 new annual Borrowing limits will be set: Professional Students: Up to $50,000 per year Graduate Students: Up to $20,500 per year Parent Borrowers: Up to $20,000 per year Repayment Structure: Loans will follow a standard 10-25 year term, depending on the debt size. Take Advantage of the Temporary DOE Wage Garnishment Pause The Department of Education’s delay in wage garnishment is a temporary reprieve, not a permanent fix. If this delay impacts you, use this time to get ahead of potential financial disruption by exploring the Fresh Start program, enrolling in an income-driven repayment plan, and taking some of the relevant measures above to strengthen your financial foundation. As always, proactive planning is your best defense. If you’re unsure how these changes affect your tax situation or business structure, consulting with a tax professional who understands the freelance landscape can help you make informed decisions. View the full article

The U.S. Department of Education (DOE) recently announced a delay in resuming wage garnishment for borrowers with defaulted federal student loans. This offers temporary breathing room if you are a freelancer with such a loan. The following summarizes this new development and how freelancers can use this delay student loan garnishment to get ahead of potential financial strain and avoid the negative implications of garnishment. As you may be aware, when garnishment hits your radar it has strong potential to disrupt cash flow, jeopardize your tax planning and create other financial challenges. What’s Behind the DelayThe Department of Education has been working to transition borrowers into the new repayment landscape following the end of the pandemic-era payment pause. This includes: Implementing the new SAVE income-driven repayment planUpdating service systemsAddressing widespread servicing errors and borrower confusion, andEnsuring borrowers receive required notices before garnishment resumes.As a result, the DOE has postponed the restart of wage garnishment and other involuntary collection actions for borrowers in default. What the DOE Wage Garnishment Delay Does Not DoIt’s important to recognize that this delay does not erase your loan default. It also does not stop interest from accruing, and it does not guarantee long-term protection from garnishment. Think of it as a grace period, not a solution. It is important to note that the US Department of Education (DOE) Garnishment is done through an “Administrative Wage Garnishment (AWG)” action – where the DOE can garnish up to 15% of disposable pay for defaulted federal student loans without a court order. The delay in implementing involuntary collections, also includes the AWG action. Here are some key ways to take advantage of the delay: Explore the IRS Fresh Start Program The Department of Education’s Fresh Start initiative allows defaulted borrowers to restore their loans to good standing without making a lump-sum payment. Benefits include: Removal of default from your credit reportStops collectionsAllows access to flexible repayment options like income-driven repayment (IDR) pansRestoration of eligibility for federal aid and repayment plansProtection from future garnishment once you enroll in a repayment planThe Fresh Start Program continues to be one of the most important tools available for taxpayers who have fallen behind on their tax obligations. Originally launched in 2011 and expanded several times since, the program is designed to make it easier for individuals and small businesses to resolve tax debt, avoid liens, and regain compliance. Eligible for the Fresh Start Program are the following defaulted loans: Defaulted borrowers with William D Ford Federal Direct Loan Program loans, Federal Family Education Loan (FFEL) Program loans, or Defaulted HEAL loans.The program is not a single application or form—it is a suite of relief options that the IRS has made more accessible. These include: 1. Extended Installment Agreements Allows taxpayers to pay their tax debt over time—often up to 72 months.Requires fewer financial disclosures for debts under certain thresholds.2. Offer in Compromise (OIC) Allows qualifying taxpayers to settle their tax debt for less than the full amount owed.Eligibility is based on financial hardship and IRS ability-to-pay formulas.3. Penalty Relief / Penalty Abatement This tool may reduce or eliminate penalties for taxpayers who have reasonable cause or who qualify for first-time abatement.Particularly helpful for those who fell behind due to temporary financial hardship.4. Higher Tax Lien Threshold The IRS generally will not file a tax lien unless you owe more than $10,000, up from the previous $5,000 threshold.Eligibility for the Fresh Start Program varies by relief option, but typical requirements include: Owing less than $50,000 in tax debt (exceptions may apply).Having all required tax returns filed.Not being active in bankruptcy.Having the ability to make monthly payments or demonstrate financial hardship.Willingness to enter into a payment plan or submit an OIC.Taxpayers with balances above $50,000 may still qualify by providing additional financial documentation or making a down payment. For taxpayers who have fallen behind, whether due to unexpected expenses, business challenges, or missed filings, the Fresh Start Program can provide a structured, realistic path to resolving tax debt. 5. Enroll in an Income-Driven Repayment Plan Once you exit student loan default, Income-Drive Repayment plans—especially the new SAVE plan—can reduce your monthly payment based on your income. For freelancers with fluctuating earnings, this can provide stability and predictability. 6. Review Your Tax Situation Wage garnishment can complicate quarterly estimated taxes and cash-flow planning. Use this delay to: Reassess your quarterly tax strategyAdjust your estimated paymentsEvaluate whether you need to set aside more (or less) for taxes7. Build a Cash Cushion If you anticipate future garnishment, building even a small reserve can help soften the impact. Freelancers often operate with thin margins, so even a modest buffer can make a meaningful difference. 8. Communicate With Your Loan Servicer Servicers are required to notify borrowers before garnishment resumes. Make sure your contact information is up to date and that you’re opening every email or letter you receive. What Will Happen When DOW Wage Garnishment Eventually Resumes? When DOE restarts involuntary collections, they can garnish: Up to 15% of disposable pay for federal loansFederal tax refundsCertain federal benefitsFor freelancers who pay themselves through payroll (e.g., S-corps), wage garnishment can directly reduce take-home pay. For sole proprietors, the impact may show up through Treasury offsets rather than paycheck deductions. Starting from July 1, 2026 new annual Borrowing limits will be set: Professional Students: Up to $50,000 per year Graduate Students: Up to $20,500 per year Parent Borrowers: Up to $20,000 per year Repayment Structure: Loans will follow a standard 10-25 year term, depending on the debt size. Take Advantage of the Temporary DOE Wage Garnishment Pause The Department of Education’s delay in wage garnishment is a temporary reprieve, not a permanent fix. If this delay impacts you, use this time to get ahead of potential financial disruption by exploring the Fresh Start program, enrolling in an income-driven repayment plan, and taking some of the relevant measures above to strengthen your financial foundation. As always, proactive planning is your best defense. If you’re unsure how these changes affect your tax situation or business structure, consulting with a tax professional who understands the freelance landscape can help you make informed decisions. View the full article

Google updated its "Get on Discover" docs, adding page experience guidance and naming clickbait and sensationalism, alongside the February Discover update. The post Google Revises Discover Guidelines Alongside Core Update appeared first on Search Engine Journal. View the full article

Artists are freelancers — among the most underpaid and structurally unsupported. What happens in the arts is a mirror of what happens across the entire freelance economy. Why Art Matters Without art, we lose what makes us human. Art generates meaning, but what is less acknowledged is that meaning is the foundation of what we choose to invest in. Without meaning, any possibility of sustainable profit collapses. Growth Requires Resources Making art demands growth. Growth requires resources. Ask a corporate worker to leave a stable 9–5 to start their own business and see how destabilizing that transition can be. Ask an author what it takes to write a book. Art requires this kind of transformation continuously. It challenges comfort, identity, and power. Questioning whether art is essential often exposes an inherited, hidden belief that growth itself is optional. A System Built for Visibility, Not Sustainability Funding structures frequently favor individual output and institutionally visible work — while projects rooted in social impact, mental health, and community transformation face steeper barriers to sustainability. Another part of the arts ecosystem is sustained through regranting and tax-deductible donations. While generosity is vital, strategy becomes secondary to dependability. Art is celebrated rhetorically, but structurally devalued, leaving collective and employment-based models under-resourced, despite their potential for long-term stability and urgent impact. How Precarity Takes Hold As a result, long-term employment weakens and prestige replaces worth. Fundraising narratives and high ticket prices — often normalized by institutional productions — become mistaken for markers of artistic legitimacy, while artist compensation is quietly displaced from structural budgets to ticket sales and fundraising. Over time, precarity becomes internalized. Artists feel pressure to fit in, to endure, to accept unpaid or underpaid work because “the mission matters.” And while it does — mission is routinely framed as sufficient compensation, as though meaning could replace wages. Free labor becomes a moral expectation rather than an ethical gap that demands systemic rethinking. The Human Cost When precarity is internalized, it affects artistic identity. Artists substitute survival for value, and this erosion creates separation and friction within communities. Trust breaks down. Collaboration gives way to resentment. Over time, chronic underpayment erodes discernment itself. Artists lose the ability to distinguish between exploitative extraction and genuine opportunities for growth or long-term investment. They pull away from one another — not because they lack generosity, but because they feel misused, exhausted, and disposable. As opportunities contract, artists redirect their attention toward maintaining relationships and staying present in the ecosystem, often at the cost of sustained creative development. Even when artists are compensated, the absence of sustained resources and infrastructure can make long-term stability impossible. A Framework Built for a Different Era Much of this damage is embedded in how arts funding is designed. The funding models we rely on were shaped for an earlier era of the arts — one centered on objects, exhibitions, and individual authorship. That work is still vital, and it continues to shape culture in meaningful ways. But those structures haven’t fully adapted to the kinds of work communities need today: work that is relational, long‑term, and rooted in collective wellbeing. This isn’t about fault; it’s about fit. When the system doesn’t evolve alongside the people it serves, gaps appear — not because one form of art is more valuable than another, but because the framework wasn’t built to recognize the full range of artistic labor happening now. Creative Entrepreneurship Is Real Work The current arts funding system often treats entrepreneurship as unprovable, favoring familiar frameworks and predictable outcomes. True entrepreneurship isn’t reckless — it’s an inherently experimental process of trial, iteration, and long-term vision. And when we talk about creative entrepreneurship, we're talking about artists who are building new models of problem solving within their communities — work that often has no precedent to point to. Because this kind of work unfolds gradually, it can be difficult for existing systems to recognize or support it. Many funding and overhead models were designed for projects with clear deliverables and short timelines, not for long‑term, relational work that grows in stages. As a result, the structures meant to support artists and small organizations often fail to reflect the realities of contemporary creative work, leaving both artists and administrators navigating unnecessary risk. The Cost of Stagnation This is how stagnation takes hold. Organizations remain locked in survival mode, repeatedly reapplying for funding rather than deepening and evolving alongside the communities they were meant to serve. Expansion becomes impossible. Sustainability is postponed indefinitely. What Must Change Institutions must treat artist pay as a primary operating cost, not a discretionary expense. Artists are not beneficiaries; they are labor. No executive salary, production budget, or institutional mission exists without artistic work at its center. Budgeting artist compensation first is not idealism — it is ethical infrastructure. At the same time, artists must begin articulating the value of their labor beyond visibility or internal processing alone. This includes getting specific about their positioning within the arts ecosystem — not just what their work does and who it serves, but how it generates growth over time. When art shows clear evidence of progressive change, it must be resourced accordingly. Presence and exploration alone don’t automatically equal impact. Intellectual property, labor, and long-term contribution are. These dynamics do not affect all artists equally. Women — particularly those leading organizations or working in care-centered, community-based art — are often expected to absorb financial instability in the name of mission, from leadership to administrative roles. A Future Artists Can Stand In Despite these challenges, artist-led models are beginning to emerge. These models integrate intellectual property, professional development, compensation, impact, and sustainability into a single framework. These models endure because they offer a future where artists are not expected to sacrifice dignity. Art evolves society. But imagination alone can’t sustain an ecosystem. If we want real growth, the value artists create must be the foundation of the structures that depend on them. The question is not whether art is necessary — it’s whether our systems are actually designed to support the growth artists make possible. View the full article

Artists are freelancers — among the most underpaid and structurally unsupported. What happens in the arts is a mirror of what happens across the entire freelance economy. Why Art Matters Without art, we lose what makes us human. Art generates meaning, but what is less acknowledged is that meaning is the foundation of what we choose to invest in. Without meaning, any possibility of sustainable profit collapses. Growth Requires Resources Making art demands growth. Growth requires resources. Ask a corporate worker to leave a stable 9–5 to start their own business and see how destabilizing that transition can be. Ask an author what it takes to write a book. Art requires this kind of transformation continuously. It challenges comfort, identity, and power. Questioning whether art is essential often exposes an inherited, hidden belief that growth itself is optional. A System Built for Visibility, Not Sustainability Funding structures frequently favor individual output and institutionally visible work — while projects rooted in social impact, mental health, and community transformation face steeper barriers to sustainability. Another part of the arts ecosystem is sustained through regranting and tax-deductible donations. While generosity is vital, strategy becomes secondary to dependability. Art is celebrated rhetorically, but structurally devalued, leaving collective and employment-based models under-resourced, despite their potential for long-term stability and urgent impact. How Precarity Takes Hold As a result, long-term employment weakens and prestige replaces worth. Fundraising narratives and high ticket prices — often normalized by institutional productions — become mistaken for markers of artistic legitimacy, while artist compensation is quietly displaced from structural budgets to ticket sales and fundraising. Over time, precarity becomes internalized. Artists feel pressure to fit in, to endure, to accept unpaid or underpaid work because “the mission matters.” And while it does — mission is routinely framed as sufficient compensation, as though meaning could replace wages. Free labor becomes a moral expectation rather than an ethical gap that demands systemic rethinking. The Human Cost When precarity is internalized, it affects artistic identity. Artists substitute survival for value, and this erosion creates separation and friction within communities. Trust breaks down. Collaboration gives way to resentment. Over time, chronic underpayment erodes discernment itself. Artists lose the ability to distinguish between exploitative extraction and genuine opportunities for growth or long-term investment. They pull away from one another — not because they lack generosity, but because they feel misused, exhausted, and disposable. As opportunities contract, artists redirect their attention toward maintaining relationships and staying present in the ecosystem, often at the cost of sustained creative development. Even when artists are compensated, the absence of sustained resources and infrastructure can make long-term stability impossible. A Framework Built for a Different Era Much of this damage is embedded in how arts funding is designed. The funding models we rely on were shaped for an earlier era of the arts — one centered on objects, exhibitions, and individual authorship. That work is still vital, and it continues to shape culture in meaningful ways. But those structures haven’t fully adapted to the kinds of work communities need today: work that is relational, long‑term, and rooted in collective wellbeing. This isn’t about fault; it’s about fit. When the system doesn’t evolve alongside the people it serves, gaps appear — not because one form of art is more valuable than another, but because the framework wasn’t built to recognize the full range of artistic labor happening now. Creative Entrepreneurship Is Real Work The current arts funding system often treats entrepreneurship as unprovable, favoring familiar frameworks and predictable outcomes. True entrepreneurship isn’t reckless — it’s an inherently experimental process of trial, iteration, and long-term vision. And when we talk about creative entrepreneurship, we're talking about artists who are building new models of problem solving within their communities — work that often has no precedent to point to. Because this kind of work unfolds gradually, it can be difficult for existing systems to recognize or support it. Many funding and overhead models were designed for projects with clear deliverables and short timelines, not for long‑term, relational work that grows in stages. As a result, the structures meant to support artists and small organizations often fail to reflect the realities of contemporary creative work, leaving both artists and administrators navigating unnecessary risk. The Cost of Stagnation This is how stagnation takes hold. Organizations remain locked in survival mode, repeatedly reapplying for funding rather than deepening and evolving alongside the communities they were meant to serve. Expansion becomes impossible. Sustainability is postponed indefinitely. What Must Change Institutions must treat artist pay as a primary operating cost, not a discretionary expense. Artists are not beneficiaries; they are labor. No executive salary, production budget, or institutional mission exists without artistic work at its center. Budgeting artist compensation first is not idealism — it is ethical infrastructure. At the same time, artists must begin articulating the value of their labor beyond visibility or internal processing alone. This includes getting specific about their positioning within the arts ecosystem — not just what their work does and who it serves, but how it generates growth over time. When art shows clear evidence of progressive change, it must be resourced accordingly. Presence and exploration alone don’t automatically equal impact. Intellectual property, labor, and long-term contribution are. These dynamics do not affect all artists equally. Women — particularly those leading organizations or working in care-centered, community-based art — are often expected to absorb financial instability in the name of mission, from leadership to administrative roles. A Future Artists Can Stand In Despite these challenges, artist-led models are beginning to emerge. These models integrate intellectual property, professional development, compensation, impact, and sustainability into a single framework. These models endure because they offer a future where artists are not expected to sacrifice dignity. Art evolves society. But imagination alone can’t sustain an ecosystem. If we want real growth, the value artists create must be the foundation of the structures that depend on them. The question is not whether art is necessary — it’s whether our systems are actually designed to support the growth artists make possible. View the full article

As a consultancy owner, I’ve been experimenting heavily with the headline AI applications for the better part of two years now. Our teams have tested it across dozens of products and use cases. Some experiments worked immediately. Others failed at first but succeeded six months later when the models improved. Some we’re still figuring out. The results keep evolving. A lot of leaders are obsessing over AI strategies right now. Detailed roadmaps, implementation plans, and resource allocation. I get it. Leadership wants clarity, stakeholders want commitments, and everyone wants to know the plan. But here’s the issue. Technology is moving way faster than traditional planning cycles can handle. What seemed impossible in January becomes a commodity by June. GPT-4 launched in March 2023. By year-end, teams were already building multimodal AI and voice interfaces that didn’t exist when they started planning. So, we’ve developed a posture instead of just a strategy. WHAT DOES “POSTURE” MEAN? A posture is a consistent way of thinking about when, why, and how to experiment as things evolve. It’s the framework you use to make decisions in real-time when conditions keep changing. For us, that starts with a simple filter. Before we experiment with AI on any problem, we ask: Does this fit our criteria? We built a framework called SPARK to help us decide: Scale: High volume or time-intensive tasks Pattern: Repeatable structures or behaviors Ambiguity: Needs perspective or ideation Redundancy: Been done before, will be done again Knots: Bottlenecks that slow people down If a potential concept hits at least two of these markers, we move forward with an experiment. If not, we wait. Screening helps us focus on high-value opportunities instead of throwing spaghetti at the wall to see what sticks. WHY THIS COMPOUNDS OVER TIME Here’s what happens when you develop a clear posture: You get faster at recognizing valuable opportunities. You build institutional knowledge about what works in your specific context. You learn when to push forward and when to wait for technology to mature. One team we work with started experimenting with AI for customer support triage in early 2023. The initial results were mixed. AI frequently misrouted tickets and gave generic responses. Six months later, we came back to it. Better models, better prompting techniques, and a better understanding of what the AI could handle. This time it worked. They now process 60% of tier-one support interactions with AI, freeing their human team to focus on complex customer issues. The difference wasn’t a better strategy. It was having a posture that included “when to come back to something we already tested.” DEFINE YOUR OWN POSTURES You don’t need to copy our framework. Build something that fits your business context, risk tolerance, and team’s capabilities. But it may be helpful to think through these questions: What types of problems are we willing to experiment with? What results would make an experiment worth scaling? How do we balance speed with responsibility? What triggers a decision to invest more deeply or move on? How do we capture and share learnings across experiments? Having clear answers matters more than having perfect answers. THE LONG VIEW AI capabilities will only continue to evolve, and new use cases will emerge. Some of today’s cutting-edge applications will become commodities. Others will reach dead ends. I believe that the companies who will thrive will be the ones who can consistently evaluate new opportunities, learn from results, and adjust as conditions change. They’ll have trusted experts who know where to experiment and when to scale. That’s what I mean when I say our AI point of view isn’t a snapshot. It’s a posture. TL;DR The technology keeps moving. Our posture helps us move with it. George Brooks is the CEO and founder of Crema. View the full article

We may earn a commission from links on this page. Maybe this is just me being Extremely Online, but whenever I see a video of someone squatting in running shoes, a comment section goes off in my head. “Ditch the shoes!” “You’ll hurt yourself!” “You don’t want cushions under your feet when there’s a heavy bar on your back!” There’s some truth behind those knee-jerk reactions; when squatting (or deadlifting), I do not personally wear running shoes nor would I recommend them. But the importance of your choice of shoes is hugely overblown. You aren’t going to injure yourself or kill your gains by squatting in sneakers. Why people say you shouldn’t squat in sneakersWhy is this questionable advice so pervasive? I blame internet form-check culture. People who have just learned to squat themselves aren’t in a position to diagnose mobility issues, or on the flip side to reassure new lifters that they’re basically doing fine and just need more practice. But they can see that you are wearing New Balances, so that’s what they pick on first. The idea is that running shoes and other soft sneakers put a squishy layer of foam under your feet. When you’re running, that’s great; it absorbs impact and helps to return some energy to your foot as you push off. But when you’re squatting or deadlifting, you’ll benefit more from a solid footing. I can agree with the sneaker-haters that your best options for squatting are either firm shoes (with no squish at all) or going without shoes. I’d rank your options like this: Weightlifting shoes, like Nike Romaleos or Reebok Legacy Lifters, which have an elevated heel and a very firm sole. These are best if you need or prefer an elevated heel to keep good body positioning while you squat. They’re pricey though, and if you have good ankle mobility, you may not benefit much from the heel. These are great for squatting but not so much for deadlifts. Shoes with a firm, flat sole, like Converse Chuck Taylors or Vans Old Skools. These are good all-around gym shoes, and you can deadlift in them, too. No shoes at all. Most gyms frown on true barefoot training but it’s usually fine to slip off your shoes and lift in socks. I have a more detailed guide here to choosing the right shoes to lift in. If you want to buy shoes specifically for lifting, consider those options. But what if you’re new to the gym and all you have is sneakers? Weightlifting in sneakers isn’t going to kill youWhen the sneaker-haters start making scary claims, saying you’ll hurt yourself or that you can’t possibly lift heavy in squishy shoes, they really don’t have a firm sole to stand on. There aren’t any studies that attribute a higher injury rate to sneaker-wearers than to lifters who wear other footwear. Any claims that you’ll get hurt in sneakers are pretty much guaranteed to be made up. People love to scare each other about “dangerous” exercises and practices in the gym, evidence be damned. I’ll admit that when I squat in sneakers, I don’t feel as stable. But I have squatted in sneakers, and the squats go fine. Look around your local gym; you’ll see plenty of people in suboptimal footwear. Once I participated in a competition where people executed a variety of strange and heavy lifts. Toward the end, a few folks were attempting one-legged lifts, and commented that it was hard to do these in sneakers. I looked around and realized that most of the competitors had been wearing sneakers all day. And probably trained in them too. These were folks who had been putting up serious poundages! Until they took on a particularly balance-focused task, their choice of footwear hadn’t stood in their way at all. Lifting in sneakers is the same kind of “not ideal, but you’ll be fine” situation as squatting without a belt, or running on a sunny day without sunglasses. So, should you squat in sneakers? Eh, they’re not your best option. But if they’re what you have for now, you’ll be fine. View the full article

Big Tech is on a spending spree, forecast to drop a staggering $650 billion on artificial intelligence (AI) in 2026 alone—and that’s just for Alphabet, Meta, Microsoft, and Amazon. The companies are ramping up their investment in an increasingly competitive, high-stakes arms race, pouring hundreds of billions into massive data centers and semiconductors, in hopes of establishing a long-term strategic advantage in their quest to dominate the future of technology. With all four reporting earnings within the last week, Wall Street’s reaction may be an indication that investors are increasingly worried about the large spend, and relative payoffs, from the AI investments. The spending also coincides with mass layoffs across the tech industry. Those layoffs, which were originally attributed to AI being able to do the jobs of human workers, are now being seen by critics as an excuse for companies to reduce headcounts, so companies can divert spending from workers to building and powering AI data centers, among other things. Here is a look at some at the numbers as we break down Amazon, Meta, Microsoft, and Alphabet’s AI spend for 2026. Amazon 2026 AI spend Reporting fourth-quarter earnings on Thursday, Amazon said it was pouring $200 billion in capital expenditures into AI this year. News of that, plus the fact it missed first-quarter operating income due to the massive spend, sent shares of the stock down 10% in early morning trading on Friday. At the time of this writing, shares of the cloud giant (AMZN) were down over 6% in afternoon trading. “With such strong demand for our existing offerings and seminal opportunities like AI, chips, robotics, and low earth orbit satellites . . . we anticipate strong long-term return on invested capital,” Amazon CEO Andy Jassy said in the earnings release. Alphabet 2026 AI spend Alphabet, Google’s parent company, said in Wednesday’s earnings report that it estimated AI spending would hit $175 billion to $185 billion this year. Despite its recent performance and positive earnings report, Wall Street reacted with caution, sending shares of Alphabet Inc. (GOOGL, GOOG) down nearly 2% at the time of this writing on Friday afternoon. Meta 2026 AI spend By comparison, Meta‘s capital expenditure for AI lags behind, but is significantly higher and more aggressive than just one year ago. The company—which owns and operates Facebook and Instagram, as well as Threads, Messenger, and WhatsApp—said it was hiking capital investment for AI development by 73% in 2026, to between $115 billion and $135 billion. For some context, at the beginning of 2025, Meta CEO Mark Zuckerberg had said the social technology company planned to invest between $60 billion and $65 billion, showing just how quickly this AI arms race has ramped up. Shares of Meta (META) were trading down less than 2% at the time of this writing on Friday afternoon. Microsoft 2026 AI spend Finally, Microsoft (MSFT)—whose shares were up 1% Friday afternoon, bucking the trend of the three other Big Tech stocks—is on course for AI capital expenditures of $145 billion by the end of its fiscal year in July, according to Yahoo Finance. The stock is down 41% from its October high. The company recently reported second-quarter 2026 earnings, including $81.3 billion in revenue (up 17% year-over-year), and diluted earnings per share (EPS) of $4.14 (up 24% year-over-year). “We are only at the beginning phases of AI diffusion and already Microsoft has built an AI business that is larger than some of our biggest franchises,” Microsoft CEO Satya Nadella said in a statement. “We are pushing the frontier across our entire AI stack to drive new value for our customers and partners.” View the full article

On Thursday, OpenAI released GPT-5.3-Codex, a new model that extends its Codex coding agent beyond writing and reviewing code to performing a much wider range of work tasks. The release comes as competition continues to heat up among AI companies vying for market share in the AI-powered coding tools space. OpenAI says GPT-5.3 combines the coding performance of GPT-5.2-Codex with the reasoning and professional-knowledge capabilities of GPT-5.2, while running 25% faster. This allows GPT-5.3-Codex to handle long-running tasks that involve research, tool use such as web search or database calls, and complex execution and planning across both general work tasks and software development. Codex has reached over 1 million developers, OpenAI claims. And while Anthropic’s Claude Code has also seen rapid adoption, head-to-head data comparing the two tools remains scarce. SemiAnalysis reports that 4% of GitHub public commits, or new code uploaded to repositories, are currently being authored by Claude Code, and projects that figure could reach 20% or more by the end of 2026. Benchmark one-upsmanship OpenAI says GPT-5.3-Codex now has the best score of any model on SWE-Bench Pro, which evaluates real-world software engineering across four programming languages. The same is true for Terminal-Bench 2.0, which measures the terminal skills coding agents need. More significantly, the new model is capable of taking into account larger bodies of information while working on a task, as well as reasoning about those tasks for longer periods without human intervention. In testing, OpenAI says it observed GPT-5.3-Codex autonomously iterating on game development over millions of tokens using generic prompts like “fix the bug” or “improve the game.” Rival companies are making similar claims. Anthropic says its new Claude Opus 4.6 model, when powering Claude Code, can also comprehend larger code bases and make more thoughtful decisions about how to add new code. In a Thursday blog post, the company said Opus 4.6 achieved top scores on several industry benchmarks, including Humanity’s Last Exam, which measures complex multidisciplinary reasoning, GDPval-AA, which focuses on economically valuable knowledge work, and BrowseComp, which tests hard-to-find information search. Beyond coding to knowledge work OpenAI says GPT-5.3-Codex is built to support the full software lifecycle, including debugging, deploying, and monitoring code, as well as writing product requirement documents and conducting research. The same agentic capabilities can apply to tasks well outside software development, the company says, extending to work like creating slide decks and analyzing data in spreadsheets. (Anthropic has taken Claude Code in a similar direction, positioning it to support a broader pool of information workers across a wider range of business tasks.) On GDPval, an OpenAI evaluation measuring performance on well-specified knowledge-work tasks across 44 occupations, GPT-5.3-Codex matches GPT-5.2 while adding stronger coding capabilities. On OSWorld-Verified, which tests computer use in a visual desktop environment, GPT-5.3-Codex achieved 64.7% accuracy compared to 38.2% for its predecessor. GPT-5.3-Codex is the first model OpenAI classifies as “High capability” for cybersecurity-related tasks under its Preparedness Framework, and the first the company has directly trained to identify software vulnerabilities. OpenAI is committing $10 million in API credits to accelerate cyber defense, particularly for open source software and critical infrastructure systems. ChatGPT subscribers can use the GPT-5.3-Codex model as the brain for Codex while using the coding tool via the Codex app, the IDE (Integrated Development Environment) interface, or within the command line interface of their computer. View the full article

The Housing for the 21st Century Act includes provisions covering policy, manufactured homes and rural infrastructure introduced in a prior Senate proposal. View the full article

Conflict management involves comprehending and addressing disputes in a way that satisfies everyone involved. It requires skills like active listening and emotional intelligence to navigate disagreements effectively. By using strategies such as collaborating and compromising, you can nurture a collaborative environment. This not merely promotes innovation but likewise strengthens team dynamics. As you explore the intricacies of conflict management, you’ll discover crucial techniques to handle disputes successfully and maintain positive relationships. Key Takeaways Conflict management involves addressing and resolving disputes to satisfy all parties while maintaining positive relationships. It requires key skills such as active listening, emotional intelligence, and clear communication for effective navigation. The Thomas-Kilmann Conflict Model identifies five strategies: competing, collaborating, compromising, avoiding, and accommodating, each suited for different contexts. Open dialogue and emotional intelligence foster trust, transparency, and quicker resolution of conflicts, enhancing collaboration. Effective conflict resolution minimizes disruptions, boosts productivity, and strengthens team commitment by addressing underlying issues constructively. Understanding Conflict Management Grasping conflict management is essential for maneuvering disputes effectively, especially since conflicts are a natural part of any interaction, whether personal or professional. The conflict management definition encompasses the process of addressing and resolving disputes, aiming for solutions that satisfy all parties involved as well as maintaining relationships. Comprehending conflict management meaning involves recognizing various levels of conflict, including intrapersonal, interpersonal, intergroup, and interorganizational, and their impacts on interactions and decisions. Key skills, such as active listening, emotional intelligence, clear communication, and negotiation, play significant roles in facilitating constructive discussions. The Thomas-Kilmann Conflict Model outlines five strategies for managing conflict: competing, collaborating, compromising, avoiding, and accommodating. Each strategy is applicable depending on the context of the dispute. The Importance of Conflict Resolution Conflict resolution plays a pivotal role in both personal and professional environments, as it directly influences collaboration and innovation. When conflicts are resolved effectively, they can lead to new ideas and creative solutions, thanks to the diverse perspectives involved. Nonetheless, unresolved conflicts cost American Express businesses about $359 billion annually, emphasizing the financial burden of poor conflict management. Moreover, 53% of employees avoid “toxic” conflict situations, which results in significant productivity losses and missed deadlines. By successfully maneuvering through conflicts, you cultivate stronger relationships and improve commitment among team members, ultimately contributing to a positive work culture. It’s also fundamental to understand cognitive errors, like blaming and emotional volatility, that can hinder resolution efforts. Recognizing these patterns allows you to address issues more constructively and achieve meaningful outcomes. As a result, effective conflict resolution isn’t just beneficial; it’s vital for maintaining a healthy, productive work environment. Key Skills for Effective Conflict Management To effectively manage conflict, you’ll need to sharpen key skills like active listening, emotional intelligence, and clear communication strategies. Active listening helps you understand the other person’s perspective, whereas emotional intelligence allows you to navigate your own feelings and those of others. Active Listening Techniques How can active listening transform your approach to conflict management? By fully concentrating on what the other party is saying, you improve communication clarity and effectiveness. Techniques like paraphrasing not only confirm your comprehension but additionally show that you acknowledge their concerns, nurturing a more collaborative atmosphere. Utilize nonverbal cues, such as maintaining eye contact and nodding, to demonstrate engagement and encourage the speaker to share more openly. Asking open-ended questions can lead to deeper discussions, revealing genuine interest in their perspective and promoting effective problem-solving. Furthermore, active listening reduces emotional volatility in conflicts, as it validates feelings and creates a safe space for everyone to express viewpoints without fear of dismissal. Emotional Intelligence Importance Effective handling of disputes often hinges on the ability to recognize and manage emotions. Emotional intelligence (EI) plays a pivotal role in conflict management by helping you navigate your feelings and those of others. Here are key aspects of EI that improve your conflict resolution skills: Self-awareness: Recognizing your own emotions is crucial for maintaining control during disputes. Emotional regulation: Managing your responses promotes calm, productive discussions. Empathy: Balancing comprehension with objectivity helps acknowledge frustrations without escalating tensions. Active listening: Augmenting this skill encourages collaboration and improves communication. Clear Communication Strategies Even though managing conflicts can be challenging, employing clear communication strategies greatly improves your ability to resolve disputes effectively. Start by using “I statements” to express your concerns, such as “I feel concerned when deadlines slip,” which helps focus on issues rather than assigning blame. Active listening is vital; it allows you to grasp the other person’s viewpoint and encourages a collaborative dialogue. Emotional intelligence also plays an important role, as it helps you manage your emotions and respond thoughtfully. Utilize direct yet considerate language to prevent misconceptions, ensuring clarity in your communication. Active Listening in Conflict Resolution Active listening plays a crucial role in resolving conflicts effectively, as it guarantees that you give your full attention to the speaker, which greatly improves comprehension. By practicing active listening, you can improve the dialogue and work toward a resolution. Here are key components to focus on: Reflect Back: Repeat or paraphrase what the speaker has said to show you understand their message. Ask Clarifying Questions: Inquire about points that are unclear to make sure you grasp their perspective fully. Avoid Interruptions: Let the speaker finish their thoughts without interjecting, which demonstrates respect. Validate Feelings: Acknowledge the speaker’s emotions to cultivate a supportive environment. Research shows that employing these techniques can reduce misunderstandings, promote collaboration, and lead to quicker conflict resolution. Emotional Intelligence in Dispute Navigation Emotional intelligence (EI) serves as an important tool in maneuvering disputes, allowing you to understand and manage both your emotions and those of others involved. High EI equips you with the ability to remain composed, even under stress, encouraging constructive dialogue rather than triggering reactive behaviors. When you can interpret nonverbal cues, you gain insights into underlying concerns that may not be explicitly stated, promoting more open communication during conflicts. Research shows that leaders with strong emotional intelligence create a collaborative environment, which leads to quicker conflict resolution and strengthens team cohesion. Developing skills such as active listening and empathy is vital, as they contribute greatly to building trust between parties. Trust is a fundamental element in successful dispute navigation, ensuring that all involved feel heard and valued, setting the stage for effective problem-solving and resolution. Effective Communication Strategies Effective communication strategies play a crucial role in resolving conflicts, as they help clarify misunderstandings and promote respectful dialogue among all parties involved. To improve your conflict resolution effectiveness, consider these key strategies: Use “I statements”: Express your feelings without blaming others, such as saying, “I feel concerned when deadlines slip.” Practice active listening: Concentrate fully on the speaker and respond appropriately to demonstrate comprehension. Employ clear language: Articulate your concerns and expectations directly to minimize confusion and guarantee everyone is aligned. Maintain open body language: Use eye contact and an open posture to cultivate trust and create a positive environment for discussion. The Role of Negotiation in Conflict Resolution Negotiation serves as a foundational element in conflict resolution, as it enables parties to engage in constructive dialogue aimed at reaching a mutually beneficial agreement. This voluntary process involves back-and-forth communication that often leads to win-win outcomes. Unlike litigation, negotiation is typically private, confidential, and informal, making it faster and less costly. You retain control over both the process and the final outcome. Negotiation can occur directly between the parties or through intermediaries, and if successful, agreements can become enforceable contracts, ensuring compliance. Effective negotiation hinges on strong communication skills, active listening, and a collaborative mindset, which helps cultivate positive relationships between disputing parties. Often, negotiation serves as a critical first step in conflict resolution, pursued before considering formal methods like mediation or arbitration. By prioritizing negotiation, you can effectively address disputes and find satisfactory solutions that align with everyone’s interests. The 5 Core Conflict Management Strategies Comprehending the five core conflict management strategies can greatly improve your ability to navigate disputes effectively. You’ll explore competing, which prioritizes one party’s needs, collaborating for mutually beneficial solutions, and compromising, where both sides make concessions for agreement. Each strategy has its place depending on the context, so knowing when to use them is key to resolving conflicts successfully. Competing Strategy Overview The competing strategy, often referred to as forcing, plays an important role in conflict management by emphasizing high assertiveness during demonstrating low cooperativeness. This approach focuses on one party’s interests, often resulting in a win-lose outcome. It’s particularly useful in emergency situations or when addressing perceived unfair treatment. Nevertheless, relying too heavily on this strategy can lead to resentment among colleagues and damage team dynamics. To effectively use the competing strategy, consider these points: Use it in emergencies requiring quick decisions. Be aware of potential negative impacts on relationships. Balance assertiveness with collaboration when appropriate. Know when to engage in constructive dialogue instead of forcing your viewpoint. Finding this balance is vital for maintaining a positive workplace environment. Collaborating for Solutions Collaboration serves as an essential conflict management strategy that combines assertiveness with cooperation, aiming to create win-win solutions for all parties involved. This approach involves deeply exploring issues to integrate diverse perspectives, making it particularly effective for resolving complex conflicts. Although it requires time and effort, collaboration builds trust and strengthens relationships, leading to lasting positive outcomes. By encouraging open dialogue and shared objectives among team members, effective collaboration improves conflict resolution skills in the workplace. When leaders adopt this strategy, they can turn conflicts into opportunities for growth, nurturing a culture of respect and mutual success. Embracing collaboration resolves disputes but contributes to a more engaged and productive team environment. Compromising Approaches Explained Compromise plays a crucial role in conflict management, serving as a practical strategy when both parties seek to preserve relationships as they address their needs. This approach encourages each party to make concessions, which promotes big-picture thinking and trade-offs. Here are key aspects of compromising: Moderate Importance: It’s effective when both goals and relationships matter equally. Quick Resolution: Compromising allows for swift decisions, enabling parties to move forward. Balance: It sits between competing and accommodating, balancing assertiveness with cooperativeness. Limitations: Relying too much on this strategy can hinder innovation and deeper problem-solving. Understanding these facets helps you navigate conflicts more effectively, leading to satisfactory outcomes as you maintain crucial relationships. Competing: The Forcing Strategy Competing, often referred to as the forcing strategy, stands out for its high assertiveness and low cooperativeness. In this approach, one party seeks to dominate the outcome, often at the expense of others. You might find this strategy useful in emergency situations or when immediate decisions are necessary to protect yourself or your team from unfair treatment. Nonetheless, be cautious: overusing the competing strategy can lead to feelings of resentment and dismissal among team members, potentially harming relationships. It’s vital to discern when to use this tactic since it can strengthen leadership in a crisis but might undermine collaboration in relational contexts. Competing is a win-lose approach; one party achieves their goals whereas the other does not. Consequently, balancing its use with other conflict management strategies is important for long-term effectiveness and maintaining healthy team dynamics. Collaborating: The Problem-Solving Approach When conflict arises, opting for a collaborative approach can lead to solutions that satisfy everyone involved. This strategy emphasizes cooperation and assertiveness, which are crucial for achieving win-win outcomes. Although it may require more time and effort, the benefits often outweigh the costs. Here are some key aspects of collaborating: Deep Exploration: Engaging in constructive dialogue helps uncover underlying issues and diverse perspectives. Trust Building: Cultivating trust strengthens relationships over time, making future conflicts easier to navigate. Innovative Solutions: Integrating different viewpoints can result in creative solutions that mightn’t have been considered otherwise. Positive Outcomes: Successful collaboration improves team dynamics and contributes to a healthier organizational culture. The Compromising Strategy Finding a balance between competing needs is often key to resolving conflicts, and the compromising strategy offers a practical way to achieve this. This approach involves both parties agreeing to give up some of their needs to reach a mutually acceptable solution. It’s especially effective when both goals and relationships hold moderate importance. You’ll find that compromising requires a willingness to make sacrifices and big-picture thinking, as you identify a resolution that partially satisfies each side. This strategy is commonly employed when time is limited, allowing for swift resolutions that prevent prolonged disputes from escalating. Nevertheless, keep in mind that although compromising can lead to quick outcomes, it may not fully address all underlying issues, so be prepared for potential future conflicts. Avoiding: When to Steer Clear of Conflict Sometimes, steering clear of conflict can be the right move, especially in low-stakes situations where neither goals nor relationships are at risk. This temporary relief strategy allows everyone to cool off, which can be beneficial in minor disputes. Nevertheless, relying too much on avoidance can lead to unresolved issues, resentment, and eventually create a toxic work environment. Low Stakes Situations In many situations, it makes sense to avoid conflict, especially when the stakes are low and the importance of both goals and relationships is minimal. This strategy helps sidestep unnecessary confrontations and can effectively prevent escalation. Here are four scenarios where avoiding might be suitable: When the issue is trivial and won’t greatly affect outcomes. If engaging could lead to unproductive arguments or heightened emotions. When you need more time to gather information or reflect on your position. If the relationship involved isn’t vital to your long-term goals. However, it’s important to use this approach sparingly. Over-relying on avoidance can lead to unresolved issues, decreased morale, and increased resentment among team members. Temporary Relief Strategy Although it may seem tempting to avoid conflict altogether, employing a temporary relief strategy can be beneficial in specific situations. This approach works best when both goals and relationships are of low importance. You might sidestep disputes for a short time to allow emotions to cool or to gather more information. Nevertheless, keep in mind that this strategy isn’t suitable for workplace conflicts where relationships and goals matter. Prolonged avoidance can lead to unresolved issues and increased resentment. Here’s a quick summary to help you understand when to use this strategy: Situations Advice Low-stakes disputes Consider temporary avoidance High-stakes conflicts Engage directly Emotional turmoil Allow time to cool down Monitoring avoidance tendencies is essential for maintaining open communication. Conflict Avoidance Risks Though temporary relief strategies can provide short-term benefits, relying on conflict avoidance carries significant risks that can jeopardize both team dynamics and project outcomes. Ignoring conflicts can lead to unresolved issues that escalate, increasing tension within your team. Here’s what you should consider: Unresolved Issues: Problems fester and grow, disrupting team dynamics. Missed Deadlines: Lack of communication often results in project delays. Resentment: Team members may feel animosity, harming relationships and morale. Financial Impact: Organizations can lose $359 billion annually because of unresolved disputes, averaging $7,500 per employee. While some low-stakes disagreements may warrant avoidance, consistently steering clear of significant conflicts can hinder effective communication and collaboration, in the end impacting your organization’s success. Accommodating: Prioritizing Others’ Needs When managing conflicts, accommodating serves as a strategy where you put the needs and demands of others first, often prioritizing relationships over your own goals. This approach can effectively de-escalate tensions and cultivate a collaborative atmosphere, particularly when the issue is of low importance to you. By yielding to others, you can resolve disputes quickly, which can be beneficial in maintaining harmony within a group. However, relying too heavily on accommodation may suppress your own needs and stifle creativity, leading to resentment over time. Leaders should be vigilant, monitoring how often team members accommodate one another to prevent burnout or a lack of innovation. When used wisely, accommodating can strengthen relationships and build trust among parties, proving valuable in conflict resolution. In the end, it’s crucial to recognize the need for compromise during the process of ensuring that your own needs aren’t consistently overlooked. Applying Conflict Management in the Workplace Open dialogue is essential in the workplace, as it encourages transparency and trust among team members. Managers play an important role in creating an environment where employees feel safe to express their concerns, facilitating healthier conflict resolution. Importance of Open Dialogue Effective conflict management in the workplace hinges on the importance of cultivating an environment where open dialogue is encouraged. Open dialogue allows team members to express diverse perspectives, helping to address misunderstandings and uncover underlying issues. Here are some key benefits: Quicker conflict resolution minimizes disruptions, refocusing efforts on tasks. A culture of open communication builds trust, enhancing collaboration across departments. Employees feel safer to express concerns, resulting in fewer unresolved conflicts. Nurturing open dialogue boosts team morale and job satisfaction, leading to lower turnover rates. Role of Managers Managers are pivotal in steering conflicts that arise in the workplace, as their actions can greatly influence team dynamics and overall productivity. By addressing personal conflicts and facilitating employee disputes, you maintain a harmonious environment essential for success. Effective conflict management can reduce annual losses from unresolved conflicts, which total around $359 billion in the U.S. Encouraging open dialogue and neutrality among team members nurtures a culture of collaboration and respect during disagreements. When you guide teams through conflicts with intentionality, you can transform disruptive situations into opportunities for growth and improved relationships. Balancing authority with employee support guarantees ethical treatment and fairness in conflict resolution, creating a workplace where everyone feels valued and heard. Frequently Asked Questions What Is the Meaning of Conflict Management? Conflict management is the process you use to address and resolve disputes effectively. It emphasizes communication and comprehension among all parties involved. By utilizing strategies like avoiding, competing, accommodating, compromising, and collaborating, you can navigate conflicts according to specific situations. Vital skills such as active listening and emotional intelligence play an important role in this process, helping to nurture healthier relationships and enabling collaborative problem-solving as you reduce emotional volatility and cognitive errors. What Does It Mean to Navigate Conflict? Steering through conflict means recognizing disagreements and actively working in the direction of resolution. You need to employ skills like active listening and clear communication to understand different perspectives. Allowing each party to express their views is essential, as is brainstorming solutions together. Utilizing strategies such as collaboration or compromise can lead to outcomes that satisfy everyone involved. Effective steering not just resolves disputes but additionally improves relationships, boosts morale, and promotes a positive environment within teams. What Are the Three Steps to Navigate Conflict? To navigate conflict effectively, start by acknowledging the issue openly, recognizing it’s a natural part of interactions. Next, create a safe space for discussion where everyone can express their viewpoints without interruption. Finally, collaborate on potential solutions, ensuring all parties contribute to the brainstorming process. Once you identify the best solution, agree on responsibilities for implementation to promote accountability and reduce the chances of future conflicts. What Are 5 Conflict Management Techniques? You can use five main conflict management techniques: competing, collaborating, accommodating, compromising, and avoiding. Competing is assertive and uncooperative, best for high-stakes situations. Collaborating seeks win-win solutions and promotes cooperation. Accommodating involves one party yielding to maintain relationships, whereas compromising requires mutual concessions. Avoiding allows parties to sidestep the issue altogether. Comprehending these techniques helps you choose the most effective approach based on the context, goals, and relationships involved in the conflict. Conclusion In conclusion, conflict management is crucial for steering disputes effectively. By comprehending the nature of conflicts and employing key skills like active listening and emotional intelligence, you can cultivate collaboration and preserve relationships. Strategies such as compromising and accommodating can help you address issues during consideration of the needs of all parties involved. Applying these principles in both personal and professional settings not merely leads to successful resolutions but additionally strengthens team dynamics and promotes innovation. Image via Google Gemini and ArtSmart This article, "What Is the Meaning of Conflict Management for Successful Dispute Navigation?" was first published on Small Business Trends View the full article

Conflict management involves comprehending and addressing disputes in a way that satisfies everyone involved. It requires skills like active listening and emotional intelligence to navigate disagreements effectively. By using strategies such as collaborating and compromising, you can nurture a collaborative environment. This not merely promotes innovation but likewise strengthens team dynamics. As you explore the intricacies of conflict management, you’ll discover crucial techniques to handle disputes successfully and maintain positive relationships. Key Takeaways Conflict management involves addressing and resolving disputes to satisfy all parties while maintaining positive relationships. It requires key skills such as active listening, emotional intelligence, and clear communication for effective navigation. The Thomas-Kilmann Conflict Model identifies five strategies: competing, collaborating, compromising, avoiding, and accommodating, each suited for different contexts. Open dialogue and emotional intelligence foster trust, transparency, and quicker resolution of conflicts, enhancing collaboration. Effective conflict resolution minimizes disruptions, boosts productivity, and strengthens team commitment by addressing underlying issues constructively. Understanding Conflict Management Grasping conflict management is essential for maneuvering disputes effectively, especially since conflicts are a natural part of any interaction, whether personal or professional. The conflict management definition encompasses the process of addressing and resolving disputes, aiming for solutions that satisfy all parties involved as well as maintaining relationships. Comprehending conflict management meaning involves recognizing various levels of conflict, including intrapersonal, interpersonal, intergroup, and interorganizational, and their impacts on interactions and decisions. Key skills, such as active listening, emotional intelligence, clear communication, and negotiation, play significant roles in facilitating constructive discussions. The Thomas-Kilmann Conflict Model outlines five strategies for managing conflict: competing, collaborating, compromising, avoiding, and accommodating. Each strategy is applicable depending on the context of the dispute. The Importance of Conflict Resolution Conflict resolution plays a pivotal role in both personal and professional environments, as it directly influences collaboration and innovation. When conflicts are resolved effectively, they can lead to new ideas and creative solutions, thanks to the diverse perspectives involved. Nonetheless, unresolved conflicts cost American Express businesses about $359 billion annually, emphasizing the financial burden of poor conflict management. Moreover, 53% of employees avoid “toxic” conflict situations, which results in significant productivity losses and missed deadlines. By successfully maneuvering through conflicts, you cultivate stronger relationships and improve commitment among team members, ultimately contributing to a positive work culture. It’s also fundamental to understand cognitive errors, like blaming and emotional volatility, that can hinder resolution efforts. Recognizing these patterns allows you to address issues more constructively and achieve meaningful outcomes. As a result, effective conflict resolution isn’t just beneficial; it’s vital for maintaining a healthy, productive work environment. Key Skills for Effective Conflict Management To effectively manage conflict, you’ll need to sharpen key skills like active listening, emotional intelligence, and clear communication strategies. Active listening helps you understand the other person’s perspective, whereas emotional intelligence allows you to navigate your own feelings and those of others. Active Listening Techniques How can active listening transform your approach to conflict management? By fully concentrating on what the other party is saying, you improve communication clarity and effectiveness. Techniques like paraphrasing not only confirm your comprehension but additionally show that you acknowledge their concerns, nurturing a more collaborative atmosphere. Utilize nonverbal cues, such as maintaining eye contact and nodding, to demonstrate engagement and encourage the speaker to share more openly. Asking open-ended questions can lead to deeper discussions, revealing genuine interest in their perspective and promoting effective problem-solving. Furthermore, active listening reduces emotional volatility in conflicts, as it validates feelings and creates a safe space for everyone to express viewpoints without fear of dismissal. Emotional Intelligence Importance Effective handling of disputes often hinges on the ability to recognize and manage emotions. Emotional intelligence (EI) plays a pivotal role in conflict management by helping you navigate your feelings and those of others. Here are key aspects of EI that improve your conflict resolution skills: Self-awareness: Recognizing your own emotions is crucial for maintaining control during disputes. Emotional regulation: Managing your responses promotes calm, productive discussions. Empathy: Balancing comprehension with objectivity helps acknowledge frustrations without escalating tensions. Active listening: Augmenting this skill encourages collaboration and improves communication. Clear Communication Strategies Even though managing conflicts can be challenging, employing clear communication strategies greatly improves your ability to resolve disputes effectively. Start by using “I statements” to express your concerns, such as “I feel concerned when deadlines slip,” which helps focus on issues rather than assigning blame. Active listening is vital; it allows you to grasp the other person’s viewpoint and encourages a collaborative dialogue. Emotional intelligence also plays an important role, as it helps you manage your emotions and respond thoughtfully. Utilize direct yet considerate language to prevent misconceptions, ensuring clarity in your communication. Active Listening in Conflict Resolution Active listening plays a crucial role in resolving conflicts effectively, as it guarantees that you give your full attention to the speaker, which greatly improves comprehension. By practicing active listening, you can improve the dialogue and work toward a resolution. Here are key components to focus on: Reflect Back: Repeat or paraphrase what the speaker has said to show you understand their message. Ask Clarifying Questions: Inquire about points that are unclear to make sure you grasp their perspective fully. Avoid Interruptions: Let the speaker finish their thoughts without interjecting, which demonstrates respect. Validate Feelings: Acknowledge the speaker’s emotions to cultivate a supportive environment. Research shows that employing these techniques can reduce misunderstandings, promote collaboration, and lead to quicker conflict resolution. Emotional Intelligence in Dispute Navigation Emotional intelligence (EI) serves as an important tool in maneuvering disputes, allowing you to understand and manage both your emotions and those of others involved. High EI equips you with the ability to remain composed, even under stress, encouraging constructive dialogue rather than triggering reactive behaviors. When you can interpret nonverbal cues, you gain insights into underlying concerns that may not be explicitly stated, promoting more open communication during conflicts. Research shows that leaders with strong emotional intelligence create a collaborative environment, which leads to quicker conflict resolution and strengthens team cohesion. Developing skills such as active listening and empathy is vital, as they contribute greatly to building trust between parties. Trust is a fundamental element in successful dispute navigation, ensuring that all involved feel heard and valued, setting the stage for effective problem-solving and resolution. Effective Communication Strategies Effective communication strategies play a crucial role in resolving conflicts, as they help clarify misunderstandings and promote respectful dialogue among all parties involved. To improve your conflict resolution effectiveness, consider these key strategies: Use “I statements”: Express your feelings without blaming others, such as saying, “I feel concerned when deadlines slip.” Practice active listening: Concentrate fully on the speaker and respond appropriately to demonstrate comprehension. Employ clear language: Articulate your concerns and expectations directly to minimize confusion and guarantee everyone is aligned. Maintain open body language: Use eye contact and an open posture to cultivate trust and create a positive environment for discussion. The Role of Negotiation in Conflict Resolution Negotiation serves as a foundational element in conflict resolution, as it enables parties to engage in constructive dialogue aimed at reaching a mutually beneficial agreement. This voluntary process involves back-and-forth communication that often leads to win-win outcomes. Unlike litigation, negotiation is typically private, confidential, and informal, making it faster and less costly. You retain control over both the process and the final outcome. Negotiation can occur directly between the parties or through intermediaries, and if successful, agreements can become enforceable contracts, ensuring compliance. Effective negotiation hinges on strong communication skills, active listening, and a collaborative mindset, which helps cultivate positive relationships between disputing parties. Often, negotiation serves as a critical first step in conflict resolution, pursued before considering formal methods like mediation or arbitration. By prioritizing negotiation, you can effectively address disputes and find satisfactory solutions that align with everyone’s interests. The 5 Core Conflict Management Strategies Comprehending the five core conflict management strategies can greatly improve your ability to navigate disputes effectively. You’ll explore competing, which prioritizes one party’s needs, collaborating for mutually beneficial solutions, and compromising, where both sides make concessions for agreement. Each strategy has its place depending on the context, so knowing when to use them is key to resolving conflicts successfully. Competing Strategy Overview The competing strategy, often referred to as forcing, plays an important role in conflict management by emphasizing high assertiveness during demonstrating low cooperativeness. This approach focuses on one party’s interests, often resulting in a win-lose outcome. It’s particularly useful in emergency situations or when addressing perceived unfair treatment. Nevertheless, relying too heavily on this strategy can lead to resentment among colleagues and damage team dynamics. To effectively use the competing strategy, consider these points: Use it in emergencies requiring quick decisions. Be aware of potential negative impacts on relationships. Balance assertiveness with collaboration when appropriate. Know when to engage in constructive dialogue instead of forcing your viewpoint. Finding this balance is vital for maintaining a positive workplace environment. Collaborating for Solutions Collaboration serves as an essential conflict management strategy that combines assertiveness with cooperation, aiming to create win-win solutions for all parties involved. This approach involves deeply exploring issues to integrate diverse perspectives, making it particularly effective for resolving complex conflicts. Although it requires time and effort, collaboration builds trust and strengthens relationships, leading to lasting positive outcomes. By encouraging open dialogue and shared objectives among team members, effective collaboration improves conflict resolution skills in the workplace. When leaders adopt this strategy, they can turn conflicts into opportunities for growth, nurturing a culture of respect and mutual success. Embracing collaboration resolves disputes but contributes to a more engaged and productive team environment. Compromising Approaches Explained Compromise plays a crucial role in conflict management, serving as a practical strategy when both parties seek to preserve relationships as they address their needs. This approach encourages each party to make concessions, which promotes big-picture thinking and trade-offs. Here are key aspects of compromising: Moderate Importance: It’s effective when both goals and relationships matter equally. Quick Resolution: Compromising allows for swift decisions, enabling parties to move forward. Balance: It sits between competing and accommodating, balancing assertiveness with cooperativeness. Limitations: Relying too much on this strategy can hinder innovation and deeper problem-solving. Understanding these facets helps you navigate conflicts more effectively, leading to satisfactory outcomes as you maintain crucial relationships. Competing: The Forcing Strategy Competing, often referred to as the forcing strategy, stands out for its high assertiveness and low cooperativeness. In this approach, one party seeks to dominate the outcome, often at the expense of others. You might find this strategy useful in emergency situations or when immediate decisions are necessary to protect yourself or your team from unfair treatment. Nonetheless, be cautious: overusing the competing strategy can lead to feelings of resentment and dismissal among team members, potentially harming relationships. It’s vital to discern when to use this tactic since it can strengthen leadership in a crisis but might undermine collaboration in relational contexts. Competing is a win-lose approach; one party achieves their goals whereas the other does not. Consequently, balancing its use with other conflict management strategies is important for long-term effectiveness and maintaining healthy team dynamics. Collaborating: The Problem-Solving Approach When conflict arises, opting for a collaborative approach can lead to solutions that satisfy everyone involved. This strategy emphasizes cooperation and assertiveness, which are crucial for achieving win-win outcomes. Although it may require more time and effort, the benefits often outweigh the costs. Here are some key aspects of collaborating: Deep Exploration: Engaging in constructive dialogue helps uncover underlying issues and diverse perspectives. Trust Building: Cultivating trust strengthens relationships over time, making future conflicts easier to navigate. Innovative Solutions: Integrating different viewpoints can result in creative solutions that mightn’t have been considered otherwise. Positive Outcomes: Successful collaboration improves team dynamics and contributes to a healthier organizational culture. The Compromising Strategy Finding a balance between competing needs is often key to resolving conflicts, and the compromising strategy offers a practical way to achieve this. This approach involves both parties agreeing to give up some of their needs to reach a mutually acceptable solution. It’s especially effective when both goals and relationships hold moderate importance. You’ll find that compromising requires a willingness to make sacrifices and big-picture thinking, as you identify a resolution that partially satisfies each side. This strategy is commonly employed when time is limited, allowing for swift resolutions that prevent prolonged disputes from escalating. Nevertheless, keep in mind that although compromising can lead to quick outcomes, it may not fully address all underlying issues, so be prepared for potential future conflicts. Avoiding: When to Steer Clear of Conflict Sometimes, steering clear of conflict can be the right move, especially in low-stakes situations where neither goals nor relationships are at risk. This temporary relief strategy allows everyone to cool off, which can be beneficial in minor disputes. Nevertheless, relying too much on avoidance can lead to unresolved issues, resentment, and eventually create a toxic work environment. Low Stakes Situations In many situations, it makes sense to avoid conflict, especially when the stakes are low and the importance of both goals and relationships is minimal. This strategy helps sidestep unnecessary confrontations and can effectively prevent escalation. Here are four scenarios where avoiding might be suitable: When the issue is trivial and won’t greatly affect outcomes. If engaging could lead to unproductive arguments or heightened emotions. When you need more time to gather information or reflect on your position. If the relationship involved isn’t vital to your long-term goals. However, it’s important to use this approach sparingly. Over-relying on avoidance can lead to unresolved issues, decreased morale, and increased resentment among team members. Temporary Relief Strategy Although it may seem tempting to avoid conflict altogether, employing a temporary relief strategy can be beneficial in specific situations. This approach works best when both goals and relationships are of low importance. You might sidestep disputes for a short time to allow emotions to cool or to gather more information. Nevertheless, keep in mind that this strategy isn’t suitable for workplace conflicts where relationships and goals matter. Prolonged avoidance can lead to unresolved issues and increased resentment. Here’s a quick summary to help you understand when to use this strategy: Situations Advice Low-stakes disputes Consider temporary avoidance High-stakes conflicts Engage directly Emotional turmoil Allow time to cool down Monitoring avoidance tendencies is essential for maintaining open communication. Conflict Avoidance Risks Though temporary relief strategies can provide short-term benefits, relying on conflict avoidance carries significant risks that can jeopardize both team dynamics and project outcomes. Ignoring conflicts can lead to unresolved issues that escalate, increasing tension within your team. Here’s what you should consider: Unresolved Issues: Problems fester and grow, disrupting team dynamics. Missed Deadlines: Lack of communication often results in project delays. Resentment: Team members may feel animosity, harming relationships and morale. Financial Impact: Organizations can lose $359 billion annually because of unresolved disputes, averaging $7,500 per employee. While some low-stakes disagreements may warrant avoidance, consistently steering clear of significant conflicts can hinder effective communication and collaboration, in the end impacting your organization’s success. Accommodating: Prioritizing Others’ Needs When managing conflicts, accommodating serves as a strategy where you put the needs and demands of others first, often prioritizing relationships over your own goals. This approach can effectively de-escalate tensions and cultivate a collaborative atmosphere, particularly when the issue is of low importance to you. By yielding to others, you can resolve disputes quickly, which can be beneficial in maintaining harmony within a group. However, relying too heavily on accommodation may suppress your own needs and stifle creativity, leading to resentment over time. Leaders should be vigilant, monitoring how often team members accommodate one another to prevent burnout or a lack of innovation. When used wisely, accommodating can strengthen relationships and build trust among parties, proving valuable in conflict resolution. In the end, it’s crucial to recognize the need for compromise during the process of ensuring that your own needs aren’t consistently overlooked. Applying Conflict Management in the Workplace Open dialogue is essential in the workplace, as it encourages transparency and trust among team members. Managers play an important role in creating an environment where employees feel safe to express their concerns, facilitating healthier conflict resolution. Importance of Open Dialogue Effective conflict management in the workplace hinges on the importance of cultivating an environment where open dialogue is encouraged. Open dialogue allows team members to express diverse perspectives, helping to address misunderstandings and uncover underlying issues. Here are some key benefits: Quicker conflict resolution minimizes disruptions, refocusing efforts on tasks. A culture of open communication builds trust, enhancing collaboration across departments. Employees feel safer to express concerns, resulting in fewer unresolved conflicts. Nurturing open dialogue boosts team morale and job satisfaction, leading to lower turnover rates. Role of Managers Managers are pivotal in steering conflicts that arise in the workplace, as their actions can greatly influence team dynamics and overall productivity. By addressing personal conflicts and facilitating employee disputes, you maintain a harmonious environment essential for success. Effective conflict management can reduce annual losses from unresolved conflicts, which total around $359 billion in the U.S. Encouraging open dialogue and neutrality among team members nurtures a culture of collaboration and respect during disagreements. When you guide teams through conflicts with intentionality, you can transform disruptive situations into opportunities for growth and improved relationships. Balancing authority with employee support guarantees ethical treatment and fairness in conflict resolution, creating a workplace where everyone feels valued and heard. Frequently Asked Questions What Is the Meaning of Conflict Management? Conflict management is the process you use to address and resolve disputes effectively. It emphasizes communication and comprehension among all parties involved. By utilizing strategies like avoiding, competing, accommodating, compromising, and collaborating, you can navigate conflicts according to specific situations. Vital skills such as active listening and emotional intelligence play an important role in this process, helping to nurture healthier relationships and enabling collaborative problem-solving as you reduce emotional volatility and cognitive errors. What Does It Mean to Navigate Conflict? Steering through conflict means recognizing disagreements and actively working in the direction of resolution. You need to employ skills like active listening and clear communication to understand different perspectives. Allowing each party to express their views is essential, as is brainstorming solutions together. Utilizing strategies such as collaboration or compromise can lead to outcomes that satisfy everyone involved. Effective steering not just resolves disputes but additionally improves relationships, boosts morale, and promotes a positive environment within teams. What Are the Three Steps to Navigate Conflict? To navigate conflict effectively, start by acknowledging the issue openly, recognizing it’s a natural part of interactions. Next, create a safe space for discussion where everyone can express their viewpoints without interruption. Finally, collaborate on potential solutions, ensuring all parties contribute to the brainstorming process. Once you identify the best solution, agree on responsibilities for implementation to promote accountability and reduce the chances of future conflicts. What Are 5 Conflict Management Techniques? You can use five main conflict management techniques: competing, collaborating, accommodating, compromising, and avoiding. Competing is assertive and uncooperative, best for high-stakes situations. Collaborating seeks win-win solutions and promotes cooperation. Accommodating involves one party yielding to maintain relationships, whereas compromising requires mutual concessions. Avoiding allows parties to sidestep the issue altogether. Comprehending these techniques helps you choose the most effective approach based on the context, goals, and relationships involved in the conflict. Conclusion In conclusion, conflict management is crucial for steering disputes effectively. By comprehending the nature of conflicts and employing key skills like active listening and emotional intelligence, you can cultivate collaboration and preserve relationships. Strategies such as compromising and accommodating can help you address issues during consideration of the needs of all parties involved. Applying these principles in both personal and professional settings not merely leads to successful resolutions but additionally strengthens team dynamics and promotes innovation. Image via Google Gemini and ArtSmart This article, "What Is the Meaning of Conflict Management for Successful Dispute Navigation?" was first published on Small Business Trends View the full article

A national background check is an essential tool for employers, providing a detailed look into an individual’s criminal history by querying over 2,800 databases. This process helps identify any convictions or pending cases, which is important for making informed hiring decisions. Comprehending the significance of this check can greatly impact workplace safety and reduce liability risks. Nevertheless, the process and implications behind these checks are often misunderstood, raising questions about their true importance. Key Takeaways A national background check queries over 2,800 databases, providing a comprehensive overview of an individual’s criminal history. It includes information on felony and misdemeanor convictions, pending cases, and may cover dismissed charges and non-guilty verdicts. Conducting these checks is crucial for informed hiring decisions and ensuring workplace safety, minimizing potential risks. Employers must obtain written consent from candidates and comply with the Fair Credit Reporting Act during the background check process. National background checks help reduce the risk of negligent hiring lawsuits, particularly in positions involving vulnerable populations. Understanding National Background Checks When you’re considering hiring someone, comprehending national background checks is vital for making informed decisions. A national background check queries over 2,800 databases across state and county agencies, revealing infractions, misdemeanors, and felony convictions that span multiple states. This type of check differs from federal background checks, which focus solely on federal crimes. Often, a national background check serves as the initial step in pre-employment screenings, helping you identify potential red flags early in the hiring process. If you’re additionally conducting a background check for purchasing a firearm, be aware that this process includes a firearm background check, ensuring that the applicant meets legal requirements. While national checks can be completed in seconds, any additional county-level investigations for more detailed records may take one to three days. Consequently, thoroughness in these checks is critical for your hiring practices and safeguarding your organization. The Process of Conducting a National Background Check Conducting a national background check involves several key steps that guarantee thoroughness and accuracy in evaluating candidates. Initially, you’ll need to obtain written consent from the candidate, as required by the Fair Credit Reporting Act (FCRA). The process starts with a national instant criminal background check that queries over 2,800 databases. If a potential issue arises, like a hit, further investigation at the county level may be necessary, which can take one to three days. This is especially essential for background checks for firearm purchases, where a NICS background check guarantees compliance with firearm regulations. Here’s a quick overview of the process: Step Description Obtain Consent Get written permission from the candidate. Initial Check Conduct a national instant criminal background check. Review Hits Investigate any potential issues found. County-Level Investigation explore deeper into specific counties if necessary. What Information Is Included in a National Background Check? A national background check provides a detailed overview of an individual’s criminal history, revealing both felony and misdemeanor convictions, along with any pending criminal cases across various jurisdictions in the United States. The report typically includes the database name, crime type, record disposition, and disposition date, which helps employers understand the candidate’s background. Depending on the provider, it may additionally report dismissed charges and non-guilty verdicts, giving a more thorough view of the individual’s record. Keep in mind that the look-back period for conviction records can vary by state laws but is often limited to seven years. Importantly, a national background check doesn’t include non-digitized county records or federal convictions, making it crucial to follow up with county-level searches for more detailed information. This is especially relevant for law enforcement background checks and those requiring a background check for purchasing a gun, in addition to apostille FBI background checks. Differences Between National and Federal Background Checks Grasping the differences between national and federal background checks is vital for anyone involved in hiring processes or security assessments. A national background check searches thousands of databases across the U.S. for various criminal records, including misdemeanors and felonies, providing a broader overview. In contrast, a federal background check focuses exclusively on crimes under federal jurisdiction, like drug trafficking and immigration violations. Meanwhile, national checks can reveal pending cases and cases across multiple states; they often miss non-digitized county-level records. Federal checks, used primarily in specific contexts like firearm purchases, don’t cover state-level offenses. As a result, national background checks typically serve as an initial screening step, often requiring additional county investigations to obtain thorough and accurate information. Recognizing both types of checks is vital for making informed hiring decisions and ensuring a complete view of a candidate’s criminal history. Costs Associated With National Background Checks Comprehending the costs associated with national background checks is essential for employers and organizations looking to make informed hiring decisions. Here are some key points to reflect on: Costs typically range from $25 to $100, depending on the provider. Checkr‘s Basic package starts at $29.99, whereas GoodHire packages likewise begin at this price. Employers needing 25 or more checks can benefit from volume pricing. Additional county-level investigations may raise costs and extend turnaround times. When you’re conducting a gun background check or a background check to buy a gun, it’s imperative to understand these expenses. A NICS background check delay might occur if further investigations are required, impacting your hiring process. Investing in reliable services not just guarantees compliance with legal standards but also improves hiring accuracy, reducing the risk of costs associated with negligent hiring. Turnaround Times for Background Check Results Comprehending the costs of national background checks is only part of the hiring equation; knowing the turnaround times for receiving results is equally important. Typically, national background checks for employment take one to three business days, depending on the provider and the complexity of the search. If you receive “clear” results, they might come almost instantly. Nevertheless, if there’s a “hit,” a more detailed county-level search could extend the timeframe by an additional one to three days. Factors like the scope of the search and the need for further verification, such as education or employment history, likewise affect the duration. For instance, when you consider a background check for handgun purchases, it often involves the FBI NICS system, which can prompt questions like, “How long do background checks take for guns?” Grasping these timelines helps you plan your hiring process more effectively. Legal Compliance and Considerations When you’re conducting national background checks, awareness of the legal compliance and considerations is crucial for protecting your organization and candidates. Adhering to laws helps you avoid costly legal issues. Here are some key points to remember: Obtain written consent from candidates before checking their backgrounds. Follow the adverse action process if you deny employment based on results. Apply background checks uniformly to comply with EEOC guidelines. Stay informed about state and local laws regarding background checks. Additionally, when dealing with firearms, verify you correctly complete a gun purchase form and a firearm background check form, as these documents often require thorough compliance. You might wonder, “how easy is a firearm background check?” The answer lies in grasping the specific regulations and processes involved. The Role of Third-Party Providers in Background Checks As you navigate the complex terrain of background checks, partnering with third-party providers can greatly refine your hiring process. These companies, like Checkr, offer streamlined services that boost efficiency and compliance with legal standards. They utilize advanced technology and machine learning to search over 2,800 databases, querying more than 900 million records to deliver thorough national background checks. Importance of National Background Checks in Employment National background checks play a crucial role in the employment process, providing employers with fundamental insights into a candidate’s criminal history across multiple states. These checks are imperative for making informed hiring decisions and maintaining workplace safety. They query over 2,800 databases for quick access to criminal records. Background checks reveal convictions, pending cases, and infractions. The average cost ranges from $25 to $100, making them cost-effective. Compliance with the Fair Credit Reporting Act guarantees legal adherence. Using national background checks can greatly reduce the risk of negligent hiring lawsuits, especially in roles involving vulnerable populations. Furthermore, just as a firearm purchase form requires a weapon background check, employers must ascertain candidates meet safety standards. When wondering how long does a background check take for a gun, similar timelines apply; it typically ranges from a few minutes to several days, depending on the scope and nature of the check. Addressing Common Misconceptions About Background Checks What do you really know about background checks? Many people mistakenly believe a national background check is a complete record search. In reality, a NIC check primarily queries digital databases and often overlooks important local information, like county records or federal convictions. This is why it’s vital to grasp that as national checks can identify convictions, pending cases, and certain dismissals, they may not provide an all-encompassing view of a candidate’s history. For instance, regarding a gun check, you might wonder how far back does a gun background check go? The look-back period for conviction records usually varies by state, often limited to seven years. It’s additionally critical to keep in mind that employers must obtain written consent before conducting these checks, adhering to the Fair Credit Reporting Act. Misunderstanding these aspects can lead to compliance issues and potential discriminatory practices. Steps to Obtain a National Background Check Obtaining a national background check involves a series of clearly defined steps that guarantee compliance with legal requirements and extensive evaluation of a candidate’s history. Here’s how you can navigate the process effectively: Secure written consent from the candidate as mandated by the Fair Credit Reporting Act (FCRA). Select a reputable third-party screening provider, such as Checkr or GoodHire, which can access over 900 million records. Submit the request, allowing the national background check to process quickly, often yielding initial results in mere seconds. Conduct a county-level investigation if any criminal records are uncovered, ensuring thorough data collection. Be aware of state and local laws, including compliance with the federal gun form and the handgun background check form, along with using the nbis eapp for firearm-related checks. This approach guarantees you’re extensive and legally compliant throughout the screening process. Frequently Asked Questions What Does a National Background Check Look For? A national background check looks for various criminal records, including felony and misdemeanor convictions, pending cases, and sometimes even dismissed charges. It searches databases from multiple states and counties where you’ve lived or visited, offering a detailed view of your criminal history. The check typically covers a look-back period of up to seven years, but it won’t include non-digitized county records or federal convictions. Therefore, thorough follow-up investigations are often necessary. What Is the Difference Between a State Background Check and a National Background Check? A state background check focuses on criminal records within a specific state, providing detailed information about offenses and legal matters there. Conversely, a national background check searches multiple databases across the country, offering a wider overview of an individual’s criminal history. Whereas state checks are limited to local jurisdictions, national checks can reveal records from various states, making them a useful preliminary screening tool for employers looking to guarantee thorough hiring practices. What Is a Background Check and Why Is It Important? A background check verifies an individual’s history, including criminal records, employment, and education. It’s important as it helps employers assess candidates’ qualifications and trustworthiness, minimizing risks associated with hiring unqualified or potentially harmful individuals. By conducting these checks, you improve workplace safety and reduce liability for negligent hiring lawsuits. Furthermore, obtaining written consent from candidates guarantees compliance with privacy laws, protecting both your organization and the individual’s rights. What Is a National Security Background Check? A national security background check is a thorough investigation to assess your eligibility for access to classified information or sensitive government roles. It involves reviewing your criminal history, credit reports, and employment history, along with interviews of you and your associates. The process can take weeks to months, depending on the clearance level needed. Findings can impact your suitability, potentially disqualifying you based on issues like criminal activity or financial irresponsibility. Conclusion In conclusion, a national background check is a crucial tool for employers seeking to guarantee workplace safety and make informed hiring decisions. By reviewing an individual’s criminal history through extensive database searches, these checks reveal vital information that can influence hiring outcomes. Comprehending the process and its importance helps you navigate the intricacies of employment screening, in the end promoting a safer environment for all. If you’re considering a national background check, knowing the details can guide you in making responsible choices. Image via Google Gemini This article, "What Is a National Background Check and Its Importance?" was first published on Small Business Trends View the full article

A national background check is an essential tool for employers, providing a detailed look into an individual’s criminal history by querying over 2,800 databases. This process helps identify any convictions or pending cases, which is important for making informed hiring decisions. Comprehending the significance of this check can greatly impact workplace safety and reduce liability risks. Nevertheless, the process and implications behind these checks are often misunderstood, raising questions about their true importance. Key Takeaways A national background check queries over 2,800 databases, providing a comprehensive overview of an individual’s criminal history. It includes information on felony and misdemeanor convictions, pending cases, and may cover dismissed charges and non-guilty verdicts. Conducting these checks is crucial for informed hiring decisions and ensuring workplace safety, minimizing potential risks. Employers must obtain written consent from candidates and comply with the Fair Credit Reporting Act during the background check process. National background checks help reduce the risk of negligent hiring lawsuits, particularly in positions involving vulnerable populations. Understanding National Background Checks When you’re considering hiring someone, comprehending national background checks is vital for making informed decisions. A national background check queries over 2,800 databases across state and county agencies, revealing infractions, misdemeanors, and felony convictions that span multiple states. This type of check differs from federal background checks, which focus solely on federal crimes. Often, a national background check serves as the initial step in pre-employment screenings, helping you identify potential red flags early in the hiring process. If you’re additionally conducting a background check for purchasing a firearm, be aware that this process includes a firearm background check, ensuring that the applicant meets legal requirements. While national checks can be completed in seconds, any additional county-level investigations for more detailed records may take one to three days. Consequently, thoroughness in these checks is critical for your hiring practices and safeguarding your organization. The Process of Conducting a National Background Check Conducting a national background check involves several key steps that guarantee thoroughness and accuracy in evaluating candidates. Initially, you’ll need to obtain written consent from the candidate, as required by the Fair Credit Reporting Act (FCRA). The process starts with a national instant criminal background check that queries over 2,800 databases. If a potential issue arises, like a hit, further investigation at the county level may be necessary, which can take one to three days. This is especially essential for background checks for firearm purchases, where a NICS background check guarantees compliance with firearm regulations. Here’s a quick overview of the process: Step Description Obtain Consent Get written permission from the candidate. Initial Check Conduct a national instant criminal background check. Review Hits Investigate any potential issues found. County-Level Investigation explore deeper into specific counties if necessary. What Information Is Included in a National Background Check? A national background check provides a detailed overview of an individual’s criminal history, revealing both felony and misdemeanor convictions, along with any pending criminal cases across various jurisdictions in the United States. The report typically includes the database name, crime type, record disposition, and disposition date, which helps employers understand the candidate’s background. Depending on the provider, it may additionally report dismissed charges and non-guilty verdicts, giving a more thorough view of the individual’s record. Keep in mind that the look-back period for conviction records can vary by state laws but is often limited to seven years. Importantly, a national background check doesn’t include non-digitized county records or federal convictions, making it crucial to follow up with county-level searches for more detailed information. This is especially relevant for law enforcement background checks and those requiring a background check for purchasing a gun, in addition to apostille FBI background checks. Differences Between National and Federal Background Checks Grasping the differences between national and federal background checks is vital for anyone involved in hiring processes or security assessments. A national background check searches thousands of databases across the U.S. for various criminal records, including misdemeanors and felonies, providing a broader overview. In contrast, a federal background check focuses exclusively on crimes under federal jurisdiction, like drug trafficking and immigration violations. Meanwhile, national checks can reveal pending cases and cases across multiple states; they often miss non-digitized county-level records. Federal checks, used primarily in specific contexts like firearm purchases, don’t cover state-level offenses. As a result, national background checks typically serve as an initial screening step, often requiring additional county investigations to obtain thorough and accurate information. Recognizing both types of checks is vital for making informed hiring decisions and ensuring a complete view of a candidate’s criminal history. Costs Associated With National Background Checks Comprehending the costs associated with national background checks is essential for employers and organizations looking to make informed hiring decisions. Here are some key points to reflect on: Costs typically range from $25 to $100, depending on the provider. Checkr‘s Basic package starts at $29.99, whereas GoodHire packages likewise begin at this price. Employers needing 25 or more checks can benefit from volume pricing. Additional county-level investigations may raise costs and extend turnaround times. When you’re conducting a gun background check or a background check to buy a gun, it’s imperative to understand these expenses. A NICS background check delay might occur if further investigations are required, impacting your hiring process. Investing in reliable services not just guarantees compliance with legal standards but also improves hiring accuracy, reducing the risk of costs associated with negligent hiring. Turnaround Times for Background Check Results Comprehending the costs of national background checks is only part of the hiring equation; knowing the turnaround times for receiving results is equally important. Typically, national background checks for employment take one to three business days, depending on the provider and the complexity of the search. If you receive “clear” results, they might come almost instantly. Nevertheless, if there’s a “hit,” a more detailed county-level search could extend the timeframe by an additional one to three days. Factors like the scope of the search and the need for further verification, such as education or employment history, likewise affect the duration. For instance, when you consider a background check for handgun purchases, it often involves the FBI NICS system, which can prompt questions like, “How long do background checks take for guns?” Grasping these timelines helps you plan your hiring process more effectively. Legal Compliance and Considerations When you’re conducting national background checks, awareness of the legal compliance and considerations is crucial for protecting your organization and candidates. Adhering to laws helps you avoid costly legal issues. Here are some key points to remember: Obtain written consent from candidates before checking their backgrounds. Follow the adverse action process if you deny employment based on results. Apply background checks uniformly to comply with EEOC guidelines. Stay informed about state and local laws regarding background checks. Additionally, when dealing with firearms, verify you correctly complete a gun purchase form and a firearm background check form, as these documents often require thorough compliance. You might wonder, “how easy is a firearm background check?” The answer lies in grasping the specific regulations and processes involved. The Role of Third-Party Providers in Background Checks As you navigate the complex terrain of background checks, partnering with third-party providers can greatly refine your hiring process. These companies, like Checkr, offer streamlined services that boost efficiency and compliance with legal standards. They utilize advanced technology and machine learning to search over 2,800 databases, querying more than 900 million records to deliver thorough national background checks. Importance of National Background Checks in Employment National background checks play a crucial role in the employment process, providing employers with fundamental insights into a candidate’s criminal history across multiple states. These checks are imperative for making informed hiring decisions and maintaining workplace safety. They query over 2,800 databases for quick access to criminal records. Background checks reveal convictions, pending cases, and infractions. The average cost ranges from $25 to $100, making them cost-effective. Compliance with the Fair Credit Reporting Act guarantees legal adherence. Using national background checks can greatly reduce the risk of negligent hiring lawsuits, especially in roles involving vulnerable populations. Furthermore, just as a firearm purchase form requires a weapon background check, employers must ascertain candidates meet safety standards. When wondering how long does a background check take for a gun, similar timelines apply; it typically ranges from a few minutes to several days, depending on the scope and nature of the check. Addressing Common Misconceptions About Background Checks What do you really know about background checks? Many people mistakenly believe a national background check is a complete record search. In reality, a NIC check primarily queries digital databases and often overlooks important local information, like county records or federal convictions. This is why it’s vital to grasp that as national checks can identify convictions, pending cases, and certain dismissals, they may not provide an all-encompassing view of a candidate’s history. For instance, regarding a gun check, you might wonder how far back does a gun background check go? The look-back period for conviction records usually varies by state, often limited to seven years. It’s additionally critical to keep in mind that employers must obtain written consent before conducting these checks, adhering to the Fair Credit Reporting Act. Misunderstanding these aspects can lead to compliance issues and potential discriminatory practices. Steps to Obtain a National Background Check Obtaining a national background check involves a series of clearly defined steps that guarantee compliance with legal requirements and extensive evaluation of a candidate’s history. Here’s how you can navigate the process effectively: Secure written consent from the candidate as mandated by the Fair Credit Reporting Act (FCRA). Select a reputable third-party screening provider, such as Checkr or GoodHire, which can access over 900 million records. Submit the request, allowing the national background check to process quickly, often yielding initial results in mere seconds. Conduct a county-level investigation if any criminal records are uncovered, ensuring thorough data collection. Be aware of state and local laws, including compliance with the federal gun form and the handgun background check form, along with using the nbis eapp for firearm-related checks. This approach guarantees you’re extensive and legally compliant throughout the screening process. Frequently Asked Questions What Does a National Background Check Look For? A national background check looks for various criminal records, including felony and misdemeanor convictions, pending cases, and sometimes even dismissed charges. It searches databases from multiple states and counties where you’ve lived or visited, offering a detailed view of your criminal history. The check typically covers a look-back period of up to seven years, but it won’t include non-digitized county records or federal convictions. Therefore, thorough follow-up investigations are often necessary. What Is the Difference Between a State Background Check and a National Background Check? A state background check focuses on criminal records within a specific state, providing detailed information about offenses and legal matters there. Conversely, a national background check searches multiple databases across the country, offering a wider overview of an individual’s criminal history. Whereas state checks are limited to local jurisdictions, national checks can reveal records from various states, making them a useful preliminary screening tool for employers looking to guarantee thorough hiring practices. What Is a Background Check and Why Is It Important? A background check verifies an individual’s history, including criminal records, employment, and education. It’s important as it helps employers assess candidates’ qualifications and trustworthiness, minimizing risks associated with hiring unqualified or potentially harmful individuals. By conducting these checks, you improve workplace safety and reduce liability for negligent hiring lawsuits. Furthermore, obtaining written consent from candidates guarantees compliance with privacy laws, protecting both your organization and the individual’s rights. What Is a National Security Background Check? A national security background check is a thorough investigation to assess your eligibility for access to classified information or sensitive government roles. It involves reviewing your criminal history, credit reports, and employment history, along with interviews of you and your associates. The process can take weeks to months, depending on the clearance level needed. Findings can impact your suitability, potentially disqualifying you based on issues like criminal activity or financial irresponsibility. Conclusion In conclusion, a national background check is a crucial tool for employers seeking to guarantee workplace safety and make informed hiring decisions. By reviewing an individual’s criminal history through extensive database searches, these checks reveal vital information that can influence hiring outcomes. Comprehending the process and its importance helps you navigate the intricacies of employment screening, in the end promoting a safer environment for all. If you’re considering a national background check, knowing the details can guide you in making responsible choices. Image via Google Gemini This article, "What Is a National Background Check and Its Importance?" was first published on Small Business Trends View the full article

Investors also signal concern at prospect of a more leftwing governmentView the full article

When you sign up for a subscription on Substack, you're thinking you'll receive newsletters and posts from online creators, not lose the data you share with the platform. But like any digital service, the data you provide when signing up is at the mercy of Substack, or anyone who happens to gain access to that data. Unfortunately, that's now the case. Substack may have lost nearly 700,000 user recordsAs reported by BleepingComputer, Substack recently disclosed a significant data breach. The company's CEO, Chris Best, sent users a notice of the breach this week, sharing that email addresses, phone numbers, and "other internal metadata" were shared from Substack accounts without their permission. The company reportedly discovered the breach on Feb. 3, even though hackers accessed the data itself in October of 2025. That means the data was in unauthorized hands for roughly four months before Substack identified the breach. Best explained that Substack has since fixed the problem with the system that allowed an unauthorized third party to access this data. The company is launching an investigation and is reportedly taking steps to prevent this type of breach from happening going forward. On the bright side, Best claims that credit card numbers, passwords, and financial information were not accessed in the breach. What Best doesn't share is the scope of the breach. For that, we have to turn to BleepingComputer, which found a post from a "threat actor" on the hacking forum BreachForums. The actor posted a database of 697,313 Substack records, sharing that the Substack user base is much larger, but the scraping method was "noisy and patched fast." This actor says the data compromised includes email addresses, phone numbers, names, user IDs, Stripe IDs, profile pictures, and bios—a bit more detailed than the report from Substack's CEO. 700,000 records isn't the same as 700,000 users: Each record is something like an email address or a phone number, which means one Substack user could have lost multiple records in the breach. Still, it's a large number of data points, and is little consolation to the users who have lost information here. What Substack can do after this breachUnfortunately, there's not much users can do to mitigate a data breach once it's happened. The data stolen from Substack is already lost, and you won't be able to undo that. However, there are some steps you can take to protect yourself in the wake of the breach, and to prevent this data loss in the future. First, closely monitor your incoming texts and emails. Hackers will take advantage of the data here to target Substack users in phishing schemes. If you receive messages from strangers, or even suspicious messages claiming to come from Substack, exercise caution. As per usual, never click on links in messages from senders you don't know, and, even more importantly, never download files or applications if instructed. You may also want to consider masking your email address going forward. Use a service like Apple's "Hide My Email" or DuckDuckGo's email protection to generate a "burner" address each time you need to share your email with a service. The service will send messages to the burner address, which gets forwarded to your real address. That way, the service doesn't know your real address, and, if hacked, won't compromise it. Hackers will only get the burner, which you can shut down at any time. View the full article

A federal jury in Arizona has ordered Uber to pay $8.5 million in a lawsuit brought by a passenger who said was sexually assaulted by one of the ridesharing app’s drivers. The case marks the first time that Uber has been found liable for the safety of its drivers in a sexual assault case. The plaintiff, Oklahoma resident Jaylynn Dean, sued Uber in 2023. Dean alleged that an Uber driver sexually assaulted her that November during a late ride to a hotel in Tempe, Arizona. Dean’s legal team argued that Uber avoided extra safety measures like more extensive background checks and in-ride cameras because while those steps could protect riders from sexual assault, they might also stifle the ridesharing app’s growth. The jury determined that the driver was an apparent agent of Uber, but stopped short of finding the ridesharing company liable for design defects in its app or negligence related to the incident. The jury did not order the company to pay punitive damages. In a statement to Fast Company, an Uber spokesperson highlighted that the $8.5 million was far less than the $144 million in damages sought. “This verdict affirms that Uber acted responsibly and has invested meaningfully in rider safety,” the spokesperson said. “We will continue to put safety at the heart of everything we do.” Uber plans to appeal the verdict. Internal documents revealed during the trial also showed that the app’s safety algorithm flagged Dean’s ride as higher risk before it began, information that was not passed along to the passenger. After the assault, Dean contacted police and Uber, which removed the driver from the platform. “I want to make sure it doesn’t happen to other women,” Dean said during witness testimony. “I’m doing this for other women who thought the same thing I did, that they were making the safe and smart choice — but that, you know, there are risks of being assaulted.” A long history of concerns Dean’s case may be the first time that Uber has been found liable in a case involving the sexual assault of a passenger, but the company faces more than 3,000 similar lawsuits. Her case is not determinative for future cases, but will serve as a test trial for the backlog of other sexual assault and misconduct lawsuits that the ridesharing company faces. Late last year, a San Francisco jury found that Uber was not liable in a different sexual assault case involving a driver and a female passenger. Uber insists that it has taken every measure to make its rides safer, but court records reported by The New York Times last year paint a picture of a company that stopped short of implementing some safety programs it knew would help protect riders. “Our purpose/goal is not to be the police,” an internal 2021 Uber brainstorming document stated. “Our bar is much lower and our goal is to protect the company and set the tolerable risk level for our operations.” Concerns about rider safety and sexual assault have followed Uber for years. According to the recently revealed court records, the company received one report of sexual misconduct or sexual assault in the U.S. every eight minutes between 2017 and 2022. During that period, more than 400,000 Uber rides prompted those reports – an order of magnitude more than the 12,500 disclosed incidents of sexual assaults during the same time frame. View the full article

HBO Max’s Heated Rivalry, a gay hockey romance TV series based on the Game Changers book series by Rachel Reid, is the breakout hit no one saw coming. With almost no promotion, it quickly became one of the most talked-about streaming TV shows in the U.S. after HBO Max purchased the rights from Canada’s Crave network this November, turning its two co-stars, Hudson Williams and Connor Storrie, into overnight celebrities. What’s unique about Heated Rivalry is just how fast its popularity has spread, and how devoted its massive fan base is. From the week it debuted, to its season finale six episodes later, its viewership grew from 30 million to 324 million streaming minutes, according to Luminate research group, per The New York Times. The story—about two rival hockey players who fall in love, Canadian Shane Hollander and Russian Ilya Rozanov—is a slow-burn romance spanning a decade, and includes explicit sexual scenes, which some attribute to the success of the series. Director Jacob Tierney has described the show as “pure queer joy.” Now, those diehard romance fans—mostly women and gay men—have an unlikely new interest: ice hockey. It sets the stage for what looks like the newest audience crossover from entertainment to sports, after Taylor Swift fans found football a few years ago when the singer began dating Kansas City Chiefs tight end Travis Kelce (now her fiancé). Swift is estimated to have generated over $1 billion in publicity and revenue for the NFL, according to a MarketWatch report. The Heated Rivalry effect Turning to ice hockey, ticket reseller Seat Geek says interest in hockey has surged thanks to Heated Rivalry. And that could translate into viewing for the Olympics. “The Winter Olympics always cause interest to spike for hockey, and this time demand is already at a fever pitch following the breakout success of Heated Rivalry,” Chris Leyden, Seat Geek’s director of growth marketing, tells Fast Company. “After the show’s first episodes aired, we saw weekly hockey ticket sales on SeatGeek jump more than 20%, with revenue up over 30%,” he adds. “It’s certainly great for the NHL that hockey is top of mind for the broader American public for such an extended period.” Building on that momentum, less than two weeks ago, Heated Rivalry co-stars Williams and Storrie carried the Olympic torch in Feltre, Italy in the runup to the 2026 Milan-Cortina Winter Olympic Games, wearing matching Olympic tracksuits as they made their way through the crowded streets on the 49th leg of the torch relay. (The games begin Friday, February 6, broadcasting on NBC and streaming on Peacock.) Meanwhile, the International Olympic Committee (IOC) tells Fast Company there is “strong anticipation for the Olympic ice hockey tournaments, particularly with the return of NHL players,” adding that ice hockey “is traditionally among the most popular and followed sports at the Olympic Winter Games.” And in Boston—where Heated Rivalry‘s Russian character Ilya Rozanov plays for the fictional Boston Raiders team—some fans are getting ready to watch the Olympics. “I read the books, watched the series, and went from Heated Rivalry to actually learning about ice hockey, and watching YouTube videos about the history of the game,” Rodrigo Pérez Ortega, a science journalism fellow at MIT, tells Fast Company. “I looked at the schedule and the teams for the Olympics hockey . . . I will watch them, especially women’s hockey,” he says, adding that “I think in general, a lot of women’s sports are under appreciated.” View the full article

Google is rolling out a beta feature that lets advertisers run structured A/B tests on creative assets within a single Performance Max asset group. Advertisers can split traffic between two asset sets and measure performance in a controlled experiment. Why we care. Creative testing inside Performance Max has mostly relied on guesswork. Google’s new native A/B asset experiments bring controlled testing directly into PMax — without spinning up separate campaigns. How it works. Advertisers choose one Performance Max campaign and asset group, then define a control asset set (existing creatives) and a treatment set (new alternatives). Shared assets can run across both versions. After setting a traffic split — such as 50/50 — the experiment runs for several weeks before advertisers apply the winning assets. Why this helps. Running tests inside the same asset group isolates creative impact and reduces noise from structural campaign changes. The controlled split gives clearer reporting and helps teams make rollout decisions based on performance data rather than assumptions. Early lessons. Initial testing suggests short experiments — especially under three weeks — often produce unstable results, particularly in lower-volume accounts. Longer runs and avoiding simultaneous campaign changes improve reliability. Bottom line. Performance Max is becoming more testable. Advertisers can now validate creative decisions with built-in experiments instead of relying on trial and error. First seen. Google Ads expert spotted the update and shared his view on LinkedIn. View the full article

The President administration officials are exploring opening an antitrust investigation into US homebuilders as the White House sharpens its focus on tackling the country's housing affordability crisis. View the full article

Learn the product development process with step-by-step guidance, supporting tools, and examples designed for project managers and product teams in 2026. The post Product Development Process: A Complete Guide for 2026 appeared first on project-management.com. View the full article