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Google is giving advertisers more control over how AI generates ad copy, making it easier to scale campaigns without losing brand consistency. What’s happening. Google Ads is rolling out a beta feature that allows marketers to copy text guidelines from existing campaigns and apply them to new ones, eliminating the need to rewrite brand rules from scratch. How it works. Advertisers can replicate approved tone, style and messaging rules across campaigns in one click, ensuring AI-generated ads stay aligned with brand standards while reducing setup time. Why we care. The feature helps teams launch campaigns faster by reusing what already works, while maintaining consistency across large accounts where multiple campaigns run simultaneously. Between the lines. This shift reflects a growing demand from marketers to “train” AI systems rather than rely on them blindly, effectively turning brand guidelines into reusable inputs for automation. Bottom line. AI is speeding up ad creation, but control is becoming the real differentiator — and Google is starting to hand more of it back to advertisers. First spotted. This update was spotted by Paid Media expert Arpan Banerjee when he shared spotting the alert on LinkedIn. View the full article

Departures from Gulf state raise concerns among school operators banking on growth in student numbersView the full article

In October 2025, the beloved Minnesota Pizza chain Gina Maria’s Pizza abruptly closed its doors. The closure of all four of the nearly 50-year-old chain’s locations was a shock to its loyal fans—and since then, many have been left wondering exactly why the chain shuttered its doors. Now we know. What was Gina Maria’s Pizza? While not widely known outside of Minnesota, Gina Maria’s Pizza was a locally cherished pizza joint in the Minneapolis area. According to an Internet Archive capture of its now-defunct website, Gina Maria’s Pizza was founded in 1975, when it opened its first location in Minnetonka, Minnesota. The chain served a small collection of staples that its customers adored, including custom-made pizzas, cheesy bread, and specialty subs. But in October, Gina Maria’s Pizza abruptly closed all its locations. An Internet Archive archive of the company’s website from November 10 revealed that the chain posted a simple goodbye message on its website. “After many wonderful years of serving our community, we want to share the difficult news that Gina Maria’s Pizza has officially closed its doors,” the message read, adding, “This decision did not come easily.” Beyond that, however, customers were left wondering why precisely the chain suddenly shut its doors. Why did Gina Maria’s Pizza shut down? The mystery of why Gina Maria’s Pizza closed its doors has now finally been revealed. According to documents filed with the United States Bankruptcy Court for the District of Minnesota, the owners of the chain, Northern Brands Inc, filed for Chapter 7 bankruptcy in March. Chapter 7 bankruptcy is used when a company doesn’t intend to restructure itself. Instead, it is seeking to permanently shut down its business, which usually entails selling off eligible assets to pay its creditors as best it can. Any remaining debts unable to be repaid are generally discharged in Chapter 7. According to court documents, Northern Brands has between 50 and 99 creditors owed between roughly $1 million and $10 million. According to the Minneapolis/St. Paul Business Journal, its actual debts amounted to around $2.9 million. Gina Maria’s Pizza closed locations With its abrupt closure in October, Northern Brands closed all of its Gina Maria’s Pizza locations. According to an Internet Archive archive of the company’s website from October 2025, those locations included the following: Chanhassen, MN, at 330 Lake Drive East Plymouth, MN, at 1400 Hwy 101 North Eden Prairie, MN, at 7416 Mitchell Rd Edina, MN (Deliveries Only) Gina Maria’s Pizza is hardly the only restaurant chain that has faced difficulties recently. A number of restaurant companies have filed for bankruptcy just this year, including large franchisees for Applebee’s and Popeyes Louisiana Kitchen. View the full article

Adam Boyd, a veteran financial services executive with more than 25 years of experience, will head the growth of Rate's consumer lending platform. View the full article

Online HR solutions can transform how you manage your workforce by streamlining processes and enhancing efficiency. With features like automated payroll and centralized employee information, you can reduce administrative tasks and focus on strategic initiatives. These solutions as well improve data security and compliance, ensuring you’re meeting regulations. As you explore the various benefits, consider how these tools can be customized to fit your organization’s unique needs and support its growth. Key Takeaways Online HR solutions automate routine tasks, increasing efficiency and allowing HR staff to focus on strategic planning rather than administrative duties. Subscription-based pricing models eliminate large upfront costs, making it easier to adopt and scale HR technologies. Enhanced data security measures protect sensitive employee information while ensuring compliance with regulations like GDPR and HIPAA. Real-time analytics and customizable dashboards provide valuable insights for data-driven decision-making and strategic workforce planning. Improved employee training and development opportunities lead to higher engagement and reduced turnover rates, benefiting overall organizational performance. Streamlined HR Management Processes Streamlined HR management processes are essential for modern organizations looking to improve efficiency and productivity. By utilizing online HR solutions, you can automate routine tasks like payroll processing and benefits administration. This automation notably reduces the time spent on manual paperwork, allowing your HR staff to concentrate on strategic initiatives instead. These platforms additionally improve centralized access to employee data, streamlining information management and enabling quicker decision-making with real-time updates across your organization. When you integrate various HR functions, collaboration between departments enhances, facilitating seamless information sharing and reducing duplication of efforts. Moreover, automated compliance tracking in these systems guarantees your business remains updated with changing regulations, minimizing the risk of fines. Finally, analytics within online HR platforms provide valuable insights into workforce performance, helping you identify trends and make data-driven decisions, ultimately improving your HR management efficiency in locations like Workday Boulder. Cost Efficiency and Resource Optimization When you adopt online HR solutions, you’re not just improving your human resources management; you’re furthermore greatly improving cost efficiency and resource optimization. By leveraging systems like Workday WD5, you can considerably cut costs and better utilize your resources. Here’s how: Subscription Pricing: You avoid hefty upfront investments in hardware and software, allowing for easier budgeting. Automation Savings: Automating payroll and benefits tasks can reduce hiring costs by up to 30%, freeing up your HR team for more strategic activities. Reduced Maintenance: Cloud-based systems eliminate ongoing maintenance costs, as providers manage updates and support. Streamlined Processes: Improved document management helps track expenses and minimizes time on administrative tasks, boosting operational efficiency. Enhanced Data Security and Compliance In today’s digital environment, securing sensitive employee data is vital, and online HR solutions offer advanced security measures like encryption and multi-factor authentication to protect against breaches. These platforms help you stay compliant with regulations such as GDPR and HIPAA by regularly updating security protocols and providing automated alerts for any changes in employment laws. Advanced Security Measures As organizations increasingly rely on online HR solutions, implementing advanced security measures becomes crucial for protecting sensitive employee data. By leveraging these measures, you can greatly improve security during the use of platforms like Workday. Consider the following aspects: Encryption Protocols: Safeguard data during transfer and storage. Multi-Factor Authentication: Add an extra layer of security during Workday login. Regular Security Audits: Identify vulnerabilities and guarantee compliance with industry standards. Real-Time Monitoring: Quickly detect and respond to potential security threats. These features not only protect against unauthorized access and data breaches but likewise guarantee that your HR data remains safe and compliant with regulations like GDPR and HIPAA, making online HR solutions a robust choice for modern businesses. Regulatory Compliance Assurance Ensuring regulatory compliance is essential for any business using online HR solutions, especially in an environment where employment laws frequently change. These solutions regularly update their systems to reflect new federal, state, and local regulations, thereby minimizing your risk of non-compliance. Advanced data security measures, such as encryption and regular audits, protect sensitive employee information, ensuring adherence to industry standards. Cloud-based HR services offer secure access to data during compliance with laws like GDPR and HIPAA. Moreover, many online HR platforms connect you with compliance professionals who can guide you through complex legal environments. Automated payroll tax management features help you avoid fines by ensuring accurate calculations and timely submissions, vital for staying compliant with tax laws. Sensitive Data Protection Protecting sensitive data is a top priority for any organization using online HR solutions, especially given the increasing frequency of cyber threats. By choosing these platforms, you guarantee the following measures are in place: Advanced security: Online HR solutions implement encryption and conduct regular audits to safeguard employee information. Compliance: Providers adhere to industry standards like GDPR and HIPAA with ongoing updates to meet regulatory requirements. Secure storage: Cloud-based systems offer secure data storage and backup options, minimizing the risk of unauthorized access. Automated compliance tracking: This feature helps avoid costly fines related to sensitive data mishandling. When you log in to your workday careers account, you can trust that your data is being protected by these robust security features. Improved Employee Training and Development Online HR solutions greatly boost employee training and development by providing customized learning experiences that cater to individual needs. With platforms that allow you to access personalized learning paths and online training materials, you can improve engagement and skill development effectively. Furthermore, tracking training results through data analytics helps organizations measure the effectiveness of these programs, eventually reducing turnover rates by equipping you with necessary skills. The efficient onboarding processes facilitated by online HR systems improve your early engagement, promoting quicker acclimatization to company culture. Continuous feedback mechanisms and performance reviews integrated within HR software guarantee you receive timely recognition and support, nurturing ongoing development. Centralized Access to Information With centralized access to information, you can quickly generate reports using real-time data updates, allowing for faster decision-making in your organization. This streamlined process not just saves time but guarantees that everyone has access to the most current employee information, enhancing collaboration. Real-Time Data Updates As organizations endeavor for greater efficiency, real-time data updates play a crucial role in improving decision-making and operational performance. By utilizing online HR solutions like Workday Chicago, you can guarantee that all employees and management have access to the most current information. This capability offers several advantages: Centralized access reduces the time spent searching through multiple databases. Immediate insights into workforce trends help in strategic planning. Automated data synchronization minimizes errors, guaranteeing consistent information. Improved collaboration aligns team members on critical updates. With real-time updates, you cultivate transparency and facilitate quicker responses to changing conditions, finally driving improved efficiency across your organization. It’s a significant step toward modernizing your HR processes. Streamlined Report Generation Accessing up-to-date information not only improves decision-making but furthermore boosts the efficiency of report generation. With online ADP solutions, you can streamline your reporting process greatly by leveraging centralized access to employee data. This allows for real-time updates, ensuring everyone has the latest information at their fingertips. Here’s how streamlined report generation can benefit you: Feature Benefit Centralized Data Access Reduces time spent on data retrieval Automated Report Tools Quick customization and distribution On-Demand Reports Improves organizational agility In places like Workday Salt Lake City, these solutions help HR professionals create thorough reports effortlessly, enabling swift responses to workforce dynamics and operational needs. Automation of Payroll and Administrative Tasks When businesses streamline their payroll and administrative tasks through online HR solutions, they considerably improve efficiency and accuracy. With tools like Workday SLC, you can automate vital functions that save valuable time and reduce errors. Here are some key benefits: Time Savings: Payroll processes shift from days of manual calculations and paperwork to mere hours or even minutes. Accuracy: Automation guarantees timely and accurate payroll processing, enhancing employee trust in wage distribution. Reduced Burden: Routine HR functions, like benefits administration and onboarding, become less burdensome, allowing HR staff to focus on strategic initiatives. Compliance Assurance: Integrated payroll systems with time tracking minimize data entry errors and help avoid costly penalties by adhering to payroll tax regulations. Increased Employee Engagement and Satisfaction Online HR solutions play a vital role in boosting employee engagement and satisfaction through continuous learning opportunities and streamlined communication channels. By offering customized training paths, employees can improve their skills as they feel supported in their development. Furthermore, efficient communication tools promote an environment where team members can easily share ideas and feedback, contributing to a more connected workplace. Continuous Learning Opportunities Continuous learning opportunities play a crucial role in enhancing employee engagement and satisfaction within organizations. By leveraging online HR solutions like Workday in Salt Lake City, Utah, you can provide your team with important resources. Here are some key benefits: Personalized Learning Paths: Tailor training to individual needs, boosting engagement. Reduced Turnover Rates: Companies can see a decrease in turnover by up to 30%, as employees feel valued. Effective Onboarding: Streamlined processes help new hires integrate quickly, promoting a sense of belonging. Data-Driven Insights: Measure training effectiveness to guarantee employees gain critical skills, improving job performance. Utilizing these continuous learning opportunities leads to a more motivated workforce, eventually benefiting the entire organization. Streamlined Communication Channels Effective communication is essential for nurturing employee engagement and satisfaction within any organization. Online HR solutions like Dallas Workday improve communication by providing real-time feeds and collaboration tools, allowing you to participate in organized discussions and stay updated on company-wide announcements. This cultivates a sense of community and belonging among employees. Self-service portals enable you to access and update your information, increasing transparency and empowering you to take ownership of your data. Furthermore, online HR systems streamline onboarding, ensuring new hires feel engaged from day one. Integrated training platforms promote continuous learning, making you feel valued. Regular feedback mechanisms likewise support ongoing performance discussions, helping you feel recognized and contributing to overall job satisfaction. Real-Time Analytics and Reporting Capabilities As organizations seek to improve their HR capabilities, real-time analytics and reporting become essential tools for informed decision-making. By utilizing online HR solutions, you can elevate your data-driven strategies through: Customizable dashboards that track key HR metrics in real-time. Access to analytics on employee performance, attendance, and payroll, enabling prompt issue resolution. Streamlined compliance reporting for documents like ACA and EEO-1 filings, saving time during year-end tasks. Automated alerts for important HR metrics, keeping your organization proactive in workforce management. With tools like myWorkday, you can leverage these features to improve strategic workforce planning and optimize staffing solutions. This not merely improves overall employee engagement but additionally aids in addressing trends effectively. Embracing these real-time capabilities empowers you to make informed decisions that drive organizational success. Simplified Communication and Collaboration Real-time analytics not just improve decision-making but also set the stage for improved communication and collaboration within organizations. Online HR services offer self-service portals that empower employees to access and update their personal information, which boosts transparency and engagement. With real-time communication tools, you can make efficient organization-wide announcements and facilitate discussions, promoting teamwork regardless of where employees are located. Integrated collaboration features enable HR professionals to easily share documents and track workflows, streamlining operations and improving productivity. Improved communication capabilities support quick feedback loops, making performance discussions and recognition initiatives more effective. Centralized data access reduces the time spent searching for information, allowing for faster decision-making and nurturing a culture of collaboration across departments. Flexibility and Scalability for Growing Businesses When businesses grow, they often face challenges in managing their HR functions efficiently. Online HR solutions provide the flexibility and scalability necessary to adapt to these changes without hefty investments. Here are some key advantages: Cloud-Based Accessibility: Access your HR systems from anywhere, supporting remote teams and multiple locations. Seamless Adaptation: As your workforce expands, these solutions adjust to new HR needs without interruption. Cost-Effective Pricing: Subscription-based models reduce upfront costs, allowing you to invest in advanced technology as you grow. Real-Time Analytics: Gain insights into staffing and resource allocation, enhancing your operational agility. With tools like the wd5 workday login, you can efficiently manage HR functions, ensuring they align with your organization’s growth trajectory. Embracing online HR solutions makes it easier for you to navigate the intricacies of a growing workforce as well as maintaining efficient operations. Access to Expertise and Advanced Technology Accessing advanced HR technology and expertise is vital for businesses looking to improve their human resource management without the burden of significant investment. With online HR solutions, you gain access to cloud-based HRIS systems that eliminate the need for costly software and hardware. You can likewise leverage the insights of HR professionals through Administrative Services Organizations (ASOs) and Professional Employer Organizations (PEOs), allowing you to implement best practices without a full HR team. When you utilize these online services, you stay informed about compliance and regulatory changes, making it unnecessary to hire in-house legal experts. In addition, data analytics tools empower you to make strategic decisions based on employee performance and satisfaction. By simplifying administrative tasks, these advanced technologies free your HR staff to focus on strategic initiatives, enhancing your organization’s overall operational efficiency. Don’t forget to check your HR login to access these valuable resources. Frequently Asked Questions What Is a Key Advantage of Cloud-Based HR Systems? A key advantage of cloud-based HR systems is their accessibility. You can access important information anytime and anywhere with an internet connection, making it easier for remote teams to stay connected. These systems likewise provide real-time updates, ensuring everyone has access to the latest data, which improves communication. Furthermore, they scale effortlessly with your workforce, adapting to changing business needs without requiring significant investments in new infrastructure or software. What Are the Benefits of HR Digitalization? HR digitalization streamlines processes like payroll and onboarding, cutting completion times considerably. You’ll notice improved employee engagement and retention through improved onboarding and continuous feedback. With real-time analytics, you gain insights into performance and job satisfaction, aiding decision-making. Centralized access to data promotes better communication as advanced security measures protect sensitive information. In the end, digital HR reduces manual labor and paperwork, supporting cost efficiency and overall operational effectiveness in your organization. What Are the Benefits of HR Software? HR software offers several key benefits that improve your organization’s efficiency. It automates routine tasks like payroll and onboarding, allowing you to focus on strategic initiatives. With centralized access to employee data, you save time on information retrieval and generate reports quickly. Moreover, real-time analytics provide insights into performance and job satisfaction, enabling informed decision-making. This technology reduces manual errors and boosts operational efficiency, making it a valuable tool for any HR team. What Are the Primary Advantages of HR Portals and Shared Services Centers? HR portals and shared services centers offer several primary advantages. You gain centralized access to employee data, streamlining decision-making processes. These systems reduce administrative costs by consolidating functions, which can save up to 30%. You additionally improve employee engagement through self-service options, enhancing satisfaction and productivity. Furthermore, real-time analytics allow you to identify trends quickly, whereas standardized processes in shared services centers help guarantee compliance with regulations, minimizing risks of penalties. Conclusion In conclusion, adopting online HR solutions can greatly transform your organization’s efficiency and employee management. By streamlining processes, optimizing costs, and enhancing data security, these tools provide crucial support for HR functions. You’ll benefit from centralized information access, real-time analytics, and improved communication, which all contribute to better decision-making. Furthermore, the flexibility and scalability of these solutions guarantee they can grow alongside your business, allowing you to focus on employee development and engagement for long-term success. Image via Google Gemini This article, "Benefits of Online HR Solutions" was first published on Small Business Trends View the full article

President Donald The President’s threats to destroy “a whole civilization” if Iran does not meet tonight’s deadline to reach the end of the war is being met with alarm, triggering a market frenzy, spiking oil prices, and calls across social media for Congress to “do something,” or to invoke the 25th amendment to remove The President from office. “A whole civilization will die tonight, never to be brought back again. I don’t want that to happen, but it probably will,” The President posted on Truth Social. “We will find out tonight, one of the most important moments in the long and complex history of the World. 47 years of extortion, corruption, and death, will finally end. God Bless the Great People of Iran!” Iran has reportedly withdrawn from negotiations, according to the New York Times. The ultimatum to accept a ceasefire agreement by 8:00 p.m. ET Tuesday evening, and reopen the Strait of Hormuz, a critical oil passageway, is alarming on a number of levels. This newest threat is basically a call to eradicate an ancient civilization and people that date back to the Second Millennium BCE, and comes after the president’s escalating threats to destroy the country’s key infrastructure, including water treatment facilities, bridges, and power plants that Iranians are depending on for survival—which legal experts say could constitute a war crime under both U.S. and international law. Social media is calling on Congress to ‘do something’ “Good morning. If you’re just waking up, The President is openly threatening nuclear war against Iran tonight, and none of the other people in power in the U.S. government appear to be willing to do anything to stop him,” one user posted on X. On Tuesday, House minority leader Rep. Hakeem Jeffries, (D-NY) said in an interview that House Democrats will force another vote on the war. “We only need one or two additional Republicans, and I think we’re on track to securing that,” Jeffries said. “Congress must immediately vote to end Donald The President’s reckless war of choice and stop him from getting us into World War III.” But for many social media users, Congress isn’t doing enough. Trending phrases on X on Tuesday included “where is congress,” “do something”, “STOP HIM” and “genocide,” as well as “nuclear.” At the same time, some members of Congress have been calling to invoke the 25th Amendment to the U.S. Constitution, which addresses what happens if the president (or vice president) dies, resigns, or becomes incapacitated or disabled. Those representatives include, but are not limited to: Rep. Yassamin Ansari (D-AZ), Rep. Ilhan Omar (D-MN), Rep. Rashida Tlaib (D-MI), Rep. Shri Thanedar (D-MI), Rep. Summer Lee (D-PA). “25th amendment. Impeachment. I will support any avenue to remove Donald The President from office,” Sen. Ed Markey (D-MA) posted on X. “We cannot leave this man in charge of America’s nuclear weapons as he threatens to end an entire civilization. And Congress must not fund this reckless administration.” Can Congress actually invoke the 25th Amendment to remove The President? Here’s the catch: Section four of the 25th Amendment authorizes the vice president and a majority of the Cabinet to declare a president “unable to discharge the powers and duties of his office” (in effect, removing President Donald The President and replacing him with Vice President JD Vance), per PBS. If approved by the Cabinet—and that is a big if—The President can then declare he is fit to govern and “that no inability exists,” unless JD Vance and a majority of the cabinet declare The President unable to discharge his duties within four days. If they agree, JD Vance takes over as president. It’s not until after that, that Congress can agree, by a two-thirds vote in both the House and Senate, that the president is unable to serve. As Sen. Sheldon Whitehouse (D-RI) posted on Threads: “Unfortunately, invoking the 25th is not realistic right now, given [The President’s] oddball cabinet of sycophants and eccentrics, and Republican ‘spine.'” Oil prices rise as stocks slump In the run up to tonight’s deadline, oil prices are up, while U.S. stocks continue to fall, creating a market frenzy as the clock ticks toward 8:00 p.m. ET. Oil prices are hovering at about $114 a barrel as of this writing Tuesday early afternoon, as gas prices hit $4.14 a gallon on average nationwide. Meanwhile, The S&P 500 (^GSPC) was down 0.4%; the Dow Jones Industrial Average (^DJI) fell 0.5%; and the Nasdaq Composite (^IXIC) was down 0.7%. View the full article

If you’re considering franchising as a business option, grasping the basics is crucial. Franchising allows you to operate under an established brand, which can boost your chances of success. You’ll need to assess different opportunities that match your interests and budget. Moreover, preparing a Franchise Disclosure Document is key to knowing your obligations and fees. As you explore this path, consider what steps to take next to guarantee a successful launch. Key Takeaways Research franchise opportunities that align with your interests and evaluate their business models for profitability and value. Prepare a compliant Franchise Disclosure Document (FDD) detailing fees, obligations, and operational procedures to ensure transparency. Form a legal entity, such as an LLC, to protect personal assets and prepare necessary financial documentation for your franchise. Understand the financial commitments, including initial investment, franchise fees, and ongoing royalties, to evaluate long-term profitability. Establish a strong marketing strategy and online presence to attract customers and support franchise growth effectively. Understanding the Franchising Business Model When you consider starting a business, franchising offers a unique opportunity that allows you to leverage an established brand and proven operational model. Fundamentally, a business format franchise definition involves paying an initial franchise fee and ongoing royalties to the franchisor. In return, you receive brand recognition and vital support. Franchise agreements are important, as they outline the relationship between you and the franchisor, detailing operational procedures, training, and trademark usage. This model markedly reduces the risks associated with entrepreneurship, providing you with operational guidance that shortens the learning curve. Furthermore, the Franchise Disclosure Document (FDD) guarantees transparency regarding fees and obligations, allowing you to make informed decisions in your franchising expedition. Key Benefits of Franchising Franchising offers a proven business model that can greatly reduce your risk of failure when starting a business. With extensive support from franchisors, you’ll gain valuable training and operational guidance, making it easier to navigate the challenges of entrepreneurship. Furthermore, the reduced risk factors associated with established brand recognition and collective purchasing strength can improve your chances of success in a competitive market. Proven Business Model Establishing a business can often feel intimidating as a result of the uncertainties involved, but a proven business model through franchising offers a more structured path to success. The role of business format franchising allows you to leverage established operational procedures, dramatically reducing the risks of starting independently. You’ll benefit from extensive training and ongoing support from your franchisor, which minimizes your learning curve. Furthermore, by joining an established brand, you can attract customers more effectively than an independent startup. Franchising typically results in higher success rates, as many systems report lower failure rates owing to proven strategies. In addition, collective purchasing influence grants you economies of scale, leading to reduced supply costs and improved profitability. Comprehensive Support System A thorough support system is one of the standout benefits of investing in a franchise, making your expedition as a business owner smoother and more manageable. Franchising is a type of business that offers extensive training programs, which greatly reduce the learning curve. Ongoing operational guidance and marketing support help you navigate challenges effectively. Here’s a quick look at the key components of the support system: Support Type Description Training Programs Reduces the learning curve for new franchisees. Operational Guidance Helps maintain brand consistency and service delivery. Marketing Support Assists in brand messaging and promotions. Franchisee Network Provides shared experiences and advice. Supply Chain Access Lowers costs through collective purchasing strength. This all-encompassing structure increases your chances of success as it minimizes uncertainties. Reduced Risk Factors Investing in a franchise considerably lowers the risk factors typically associated with launching a new business. Unlike independent startups, franchises offer a proven business model, providing you with crucial support and resources. Here are four key benefits that reduce your risk: Established Brand Recognition: Customers trust recognized brands, which helps you build your customer base faster. Ongoing Training: Franchisors provide training and support, helping you avoid common pitfalls in your industry. Collective Purchasing Strength: Franchise networks can lower supply and inventory costs, enhancing profitability. Higher Success Rates: Franchises have a failure rate of only about 5%, compared to 20% for independent businesses, highlighting the licensing vs franchising difference. These factors make franchising a safer investment for aspiring entrepreneurs. Types of Franchise Opportunities When exploring franchise opportunities, it’s essential to comprehend the different types available, as each offers unique advantages and requirements. The four primary types include business-format franchises, which provide a complete operating system, like fast-food chains. Product distribution franchises allow you to distribute a specific product trade name franchise, such as Coca-Cola. Investment franchises, often seen in hospitality, require substantial financial commitment and let you manage multiple locations. Conversion franchises enable existing businesses to adopt a franchise model, exemplified by Century 21. Moreover, job franchises focus on service-based operations with low investment, whereas home-based franchises operate with minimal overhead, catering to solo operators. Grasping these options helps you make informed decisions as you consider franchising. Steps to Start Your Franchise Journey How do you begin your franchise expedition? Starting your venture involves several vital steps to set a solid foundation. Here’s a roadmap to guide you: Evaluate Your Business: Confirm you have a proven business model with consistent profitability and a unique value proposition. Prepare Your FDD: Create a compliant Franchise Disclosure Document, which includes 23 disclosure items and must be provided to potential franchisees 14 days before they sign any agreements. Research Franchise Opportunities: Use resources like FranchiseDirect or FranchiseforSale.com to find opportunities that align with your interests. Form a Legal Entity: Protect your personal assets by establishing an LLC or corporation, as you prepare necessary financial documentation for franchisees. Understanding the difference between franchising and licensing is significant as you navigate this process. Financial Considerations for Franchise Ownership Grasping the financial considerations for franchise ownership is imperative, as it directly impacts your potential for success and sustainability. Your initial franchise investment typically ranges from $10,000 to $5 million, with most falling between $100,000 and $300,000. Minimum liquid capital is critical for covering startup costs and varies by franchise. Franchise fees represent one-time payments for brand usage, and these can affect your overall financial commitment substantially. Total investment encompasses all expenses, including build-out costs, inventory, and equipment. Furthermore, comprehending ongoing fees, such as royalties, is fundamental for evaluating long-term profitability. Recognizing the licensing and franchising difference can likewise help clarify your financial obligations and the potential returns on your investment. Legal Framework and Compliance Requirements Grasping the legal framework and compliance requirements is crucial for anyone considering franchise ownership. You need to understand the following key aspects: Franchise Disclosure Document (FDD): This must be provided at least 14 days before signing any agreements, detailing fees and obligations. State Regulations: Some states require the FDD to be registered, adding complexity to compliance across different jurisdictions. Franchise Agreements: These outline the rights and responsibilities of both parties and should be crafted with legal guidance. Ongoing Updates: You must stay informed about updates to the FDD to maintain compliance, as licensing meaning in business often hinges on adherence to these regulations. Navigating these requirements is crucial for a successful franchise operation. Marketing Strategies for Your Franchise When you venture into franchising, effective marketing strategies are vital for attracting potential franchisees and promoting your brand. Establish a strong online presence with a dedicated franchise sales website that tells your brand story and showcases opportunities. Utilize targeted digital marketing, including pay-per-click ads and social media campaigns, to reach specific demographics, emphasizing your franchise’s unique value proposition. Participate in franchise expos to network with prospective franchisees, allowing for personal interactions. Develop a referral program to incentivize current franchisees to recommend new prospects, capitalizing on their positive experiences. Finally, create thorough marketing materials that guarantee consistent branding and messaging across all locations, empowering franchisees to effectively promote their individual units. Evaluating Your Franchise Readiness When evaluating your franchise readiness, it’s essential to assess your personal goals and guarantee they align with the demands of owning a franchise. You’ll likewise want to conduct a thorough financial preparedness evaluation, as the costs involved can range considerably. In addition, having a solid comprehension of your business model will help you determine if it’s suitable for franchising and if it can attract potential franchisees. Assess Personal Goals How ready are you to commence on the voyage of franchise ownership? Evaluating your personal goals is essential for determining your franchise readiness. Start by considering the following: Long-term vision: What’s your desired lifestyle and work-life balance? Skills and passions: Do your abilities align with potential franchise opportunities? Financial objectives: Are you clear on your financial goals, including initial investment ranges like licensing examples? Commitment level: Are you prepared to adhere to the franchisor’s operational standards? Conducting a thorough self-evaluation can help clarify if you possess the entrepreneurial mindset necessary for maneuvering challenges. Taking the time to analyze these aspects guarantees you’re on the right path toward successful franchise ownership. Financial Preparedness Evaluation After evaluating your personal goals, the next step in determining your readiness for franchise ownership is financial preparedness. Start by reviewing your minimum liquid capital, which is essential for covering the initial costs of your franchise. Total investments can vary widely, ranging from $10,000 to over $5 million, depending on the industry and brand. Be sure to account for all costs, including franchise fees, build-out expenses, equipment, inventory, and ongoing royalty fees. Conduct thorough due diligence on financing options, like bank loans or SBA loans, to secure necessary funds. Developing an extensive financial plan early on will help outline your financial commitments, expected returns, and strategies for managing ongoing expenses associated with licensing in business. Business Model Understanding Grasping your business model is vital for evaluating your readiness to enter the domain of franchising, since it helps you gauge whether your concept has shown consistent profitability and the potential to scale across multiple locations. To determine your franchise readiness, consider these key factors: Proven Track Record: Assess if your business model has demonstrated consistent financial success. Unique Value Proposition: Identify what sets your franchise apart from competitors. Financial Planning: Understand the costs of franchising, which may range from $20,000 to over $100,000, including licensing in business, franchise fees, and legal expenses. Brand Recognition: Evaluate whether your brand is established enough to attract potential franchisees. This thorough preparation is vital for a successful franchising process. Frequently Asked Questions Why Is It Only $10,000 to Open a Chick-Fil-A? Chick-Fil-A‘s initial franchise fee is just $10,000 because of its unique business model. The company owns the physical locations, which greatly reduces overhead costs for franchisees. Furthermore, Chick-Fil-A emphasizes operational efficiency and provides extensive training and support to guarantee franchisee success. What Are the 4 P’s of Franchising? The four P’s of franchising are product, price, place, and promotion. First, your product must meet customer needs during alignment with the brand. Next, establish a competitive pricing strategy, considering initial fees and ongoing royalties. The location is critical; analyze demographics and competition to attract customers effectively. Finally, promote your franchise through corporate advertising and local outreach to improve brand awareness and drive traffic, ensuring your franchise’s overall success. Can a Franchise Be a Startup? Yes, a franchise can be considered a startup. When you invest in a franchise, you’re launching a new business using an established brand and proven model, which lowers your risks. Startups in franchising often require an initial investment between $10,000 and over $1 million, depending on the franchise type. You benefit from the franchisor’s training and support, making the startup process smoother compared to starting an independent business from scratch. What Is the 7 Day Rule for Franchise? The 7 Day Rule requires franchisors to provide you with the Franchise Disclosure Document (FDD) at least 14 days before you sign any agreements or make payments. This rule guarantees you have enough time to review the franchise details and understand your financial obligations. The FDD contains 23 specific items, covering fees, your responsibilities, and the franchisor’s background. Non-compliance can lead to legal consequences for franchisors, including allowing you to rescind agreements. Conclusion In summary, starting a franchising venture can be a viable path for aspiring entrepreneurs. By comprehending the business model, evaluating opportunities, and following the necessary steps, you can position yourself for success. Financial considerations and legal compliance play critical roles in your expedition. Moreover, effective marketing strategies will help you build your brand presence. Ultimately, thorough research and self-assessment will determine your readiness to commence this rewarding business opportunity. Image via Google Gemini and ArtSmart This article, "Franchising as a Type of Business: Getting Started" was first published on Small Business Trends View the full article

Google says its AI-powered advertising tools are starting to deliver meaningful results, including major revenue gains for some retailers, as it experiments with how ads work in AI-driven search. The big picture. Fears that AI chatbots like ChatGPT would disrupt Google’s core search business haven’t materialized, and instead the company’s ads business continues to grow, suggesting AI may be expanding how people search rather than replacing it. By the numbers: Alphabet Inc. surpassed $400 billion in revenue in 2025. Q4 ad revenue: $82.28 billion (+13.5% YoY). YouTube ads: $11.38 billion (+~9% YoY). What’s happened. Google is embedding ads into its AI-powered search experiences, including AI Mode powered by Gemini, while introducing new ad formats designed for conversational queries and tools that allow brands to shape how they appear in AI-generated answers, with a new “business agent” feature enabling companies like Poshmark and Reebok to control how their products are represented. Driving the results. AI-driven campaigns like Performance Max and AI Max match ads to more detailed and conversational search intent, and Google says queries in AI Mode are often two to three times longer than traditional searches, giving the system more context to connect users with relevant products, as seen with Aritzia, which reported an 80% increase in revenue after adopting AI Max. How it works. The system scans a retailer’s website and creative assets, interprets user intent from conversational queries, and dynamically matches products and messaging in real time. This is increasingly important given that 15% of daily searches are entirely new (according to Google) and cannot be predicted through traditional keyword targeting. Why we care. Google is shifting from keyword-based ads to intent-driven, AI-matched advertising, meaning campaigns can reach consumers with far more precision at the moment they’re ready to buy. As search becomes more conversational and unpredictable, advertisers who rely on traditional targeting risk falling behind those using AI-driven formats that automatically adapt to new user behavior. Zoom in. Google is testing new formats such as “direct offers,” which deliver personalized promotions when users show purchase intent, using Gemini to analyze conversational context and behavior, with brands like E.l.f. Beauty, Chewy and L’Oréal participating in early trials. Commerce push. Google is also advancing its commerce strategy through a Universal Commerce Protocol developed with Shopify, which allows purchases to happen directly within AI conversations. Yes, but. Google is not alone in experimenting with ads in AI search, and early results across the industry have been mixed, as Amazon has reportedly seen limited traction from ads in its AI shopping assistant, OpenAI continues to explore monetization models, and Perplexity AI has begun phasing out ads after underwhelming performance. What they’re saying, Google positions itself as a “matchmaker” rather than a retailer, emphasizing that AI helps deliver more relevant and personalized ads while allowing brands to maintain control over their messaging and build user trust by showing the right product at the right moment. What’s next. Gooogle says it has no current plans to introduce ads directly into Gemini but will continue testing and expanding advertising within AI Mode, including more personalized offers and AI-driven shopping experiences. Bottom line. AI is not replacing search but reshaping it, and for Google that shift is making advertising more conversational, more targeted and, in some cases, significantly more profitable. Dig deeper. Google says its AI-powered ads help some brands lift online sales by 80%. View the full article

Amazon is gearing up to enhance the financial landscape for small businesses by transitioning its credit card offerings to U.S. Bank and Mastercard. With the launch of two new products—the Prime Business Card and the Amazon Business Card—coming this spring, the retail giant promises a suite of rewards and features tailored specifically for the needs of small business owners. The new credit cards will provide Amazon Prime members with an enticing 5% cash back on Amazon purchases, while non-Prime members will still enjoy a competitive 3% back. Additionally, both cards boast flexible credit terms and come with no annual fees, making them accessible options for small businesses looking to maximize their purchasing power. “Convenient, rewarding payment options start with listening to the customer,” said Tai Koottatep, director and general manager of Worldwide B2B Payments & Lending at Amazon. He emphasized that through collaboration with U.S. Bank and Mastercard, Amazon aims to deliver rewards and management tools that small businesses have been asking for. By integrating these new cards with its existing purchasing and spend management tools, Amazon is set to streamline the buying process for small business customers. This would enable them to make smarter purchasing decisions while also discovering potential cost savings. Courtney Kelso, senior executive vice president of Payments: Consumer and Small Business at U.S. Bank, shares this vision. “We are excited to partner with Amazon and Mastercard to empower small businesses with meaningful rewards and easy-to-use tools to manage spending.” This reinforced commitment to offering value can attract small business owners who depend on effective financial management. In an age where small businesses face multiple challenges, having reliable financial products is critical. Amazon’s partnership with U.S. Bank—a leading financial services provider with a large footprint in small business banking—could simplify the financial complexities many entrepreneurs encounter. U.S. Bank serves over 1.4 million clients and offers a wide range of integrated banking solutions. Mastercard, too, aims to adapt to the evolving needs of small businesses. Eimear Creaven, president of Global Partnerships at Mastercard, pointed out that small enterprises are continuously modernizing to navigate change. “Together, we are bringing more value, security, and simplicity to the tools small businesses rely on every day, helping them operate and grow with greater confidence,” she stated. Small business owners can look forward to potentially significant savings and new opportunities to earn rewards through their day-to-day purchases. The new card offerings promise broad acceptance across locations and security features that align with modern business needs. However, while the prospects appear promising, small business owners should also consider potential challenges with this transition. Current American Express cardholders will need to adapt to a new card system, and they may want to weigh any rewards lost during this switch. Clear communication from Amazon and U.S. Bank about the transition will be vital to ensuring a smooth changeover. Additionally, while the rewards are enticing, small business owners may have to stay attentive to the fine print and understand the thresholds that apply to earn back certain percentages, especially after reaching $150,000 in annual net purchases. As these new cards hit the market, Amazon promises more details in the upcoming months, making it a point to keep customers informed. Small business owners can sign up to receive notifications and stay ahead of these developments. Amazon’s commitment to supporting businesses reflects a growing trend in the retail and financial industries to simplify purchasing processes while maximizing value. This partnership could redefine how small businesses manage their finances, helping them to operate more efficiently and effectively in a competitive landscape. For further details, visit the original press release here. Image via Google Gemini This article, "Amazon Launches New Business Credit Cards for Small Enterprises" was first published on Small Business Trends View the full article

Washington State charged Newrez after a consumer investigation, with the notice following recent enforcement action against Luminate Home Loans. View the full article

Google Search is evolving beyond links and answers into a system that completes tasks, potentially fundamentally changing how users interact with the web. That’s according to Alphabet CEO Sundar Pichai, speaking on the Cheeky Pint podcast. Why we care. Google is signaling a move from information retrieval to task execution. Search becoming agentic. Traditional search behavior is already changing and will continue to, Pichai said. “If I fast-forward, a lot of what are just information-seeking queries will be agentic in Search. You’ll be completing tasks. You’ll have many threads running.” Pichai also described a future where Google Search acts less like a list of results and more like a system that coordinates actions: “Search would be an agent manager in which you’re doing a lot of things. I think in some ways, I use Antigravity today, and you have a bunch of agents doing stuff. I can see search doing versions of those things, and you’re getting a bunch of stuff done.” AI Mode is already changing queries. Users are already adapting their behavior in Google’s AI-powered search experiences, Pichai said: “But today in AI Mode in Search, people do deep research queries. That doesn’t quite fit the definition of what you’re saying. But people adapted to that. I think people will do long-running tasks.” Search vs. Gemini overlap. Despite the rise of Gemini, Pichai said Google isn’t replacing Search with a chatbot. Instead, the two will coexist — and diverge (echoing what Liz Reid said last month): “We are doing both Search and Gemini. They will overlap in certain ways. They will profoundly diverge in certain ways. I think it’s good to have both and embrace it.” The interview. The history and future of AI at Google, with Sundar Pichai View the full article

White-collar workers have been at the center of much of the public handwringing over AI. Entry-level jobs in finance and software engineering seem to be on the chopping block. More college graduates are struggling to find work in a challenging job market, and unemployment ticked up to 5.6% by the end of 2025. Tech companies and other major employers have repeatedly cited AI adoption to justify layoffs. There are, of course, plenty of factors driving these changes beyond AI, including a hiring slowdown. But there’s no denying AI will reshape the labor market over time—and not just for college-educated workers. A new report from the Brookings Institution in partnership with the nonprofit Opportunity@Work reveals how AI will also impact workers without college degrees, by interrupting the career pathways they have long relied upon to land higher-paying jobs. “There is a ton of coverage on the challenges of AI for college-educated workers and specifically college graduates,” says Mark Muro, a senior fellow at the Brookings Metro program and co-author of the report. “We think there’s a huge gap. We need to talk about non-four-year degree holders, who are obviously at the heart of social mobility . . . and the status of the pathways and sequences of jobs that they depend on.” It’s not just individual jobs that are at risk as AI spreads through the workforce. The technology is poised to reconfigure entire career pathways for all kinds of workers, particularly those who lack a college degree. Over 70 million people in the U.S. find their way into the workforce through other means, defined by Opportunity@Work as “skilled through alternative routes” (STARs). Opportunity@Work found that these workers often rely on what are described as “Gateway” jobs, which help them develop important skills and act as a critical bridge between “Origin” jobs—entry-level roles that allow them to get a foothold in the workforce—and more lucrative “Destination” jobs. Among workers without college degrees, over 15 million are currently in jobs that are highly exposed to AI, according to the Brookings report. Of those workers, about 11 million hold Gateway jobs—and STARs also account for over 62% of people in Gateway jobs across the workforce, making them a crucial element of the broader employment pipeline. The majority of Gateway jobs that are likely to be disrupted are in clerical or administrative work, which also tends to be dominated by women, as previous research has highlighted. Nearly 13 million Destination jobs also have high exposure to AI, among them sales representatives and accountants. “If these Gateway occupations play a critical role in a number of pathways, lots of pathways run through them, and they’re now at risk,” says Justin Heck, the senior director of research and data production at Opportunity@Work. “What does that mean for the lower wage workers for whom that would be the next step? And then what does that mean for all of the employers who are trying to hire for these Destination occupations who now don’t have that experience pipeline that they’ve relied on historically?” Overall, just about half of the pathways between Gateway and Destination jobs are highly exposed—which means they are very likely to be automated or augmented in some way by AI, potentially compromising key pathways for many workers without a college degree. “When I think of customer service representatives, secretaries, and accounting clerks—these are often like entry points into white-collar work [and] office settings that then create the avenues for folks to move into different roles,” Heck says. While many headlines have fixated on the plight of white-collar employees, these are actually the workers who may face the greatest repercussions if they are automated out of a job. There are some lower-wage jobs, particularly in manufacturing, that might prove more resilient because they require in-person, physical work. But as the report indicates, about a third of STARs have what’s called low adaptive capacity—which means they will likely find it more difficult to adjust to job displacement. Even as college graduates struggle to find work and layoff announcements cast blame on AI, economists have been quick to note that there are few signs of large-scale upheaval in the labor market. But sentiment may be shifting on this matter, with economists more readily acknowledging the impact of AI even as they remain uncertain about what the future will hold. A new report from Boston Consulting Group concluded that over half of the jobs in the U.S. would be “reshaped” by AI in some way within just the next few years, but most would not be replaced outright. Automating aspects of a job—certain tasks—did not necessarily lead to widespread job losses. But the Brookings report signals profound changes that go well beyond the impact to individual jobs. It’s not just specific jobs that might disappear or transform dramatically but also potential future opportunities—which, in turn, can affect the pool of skilled workers available to employers. The report also found that these career pathways can vary significantly from region to region, depending on the industries and jobs that tend to be most dominant in those areas. That means AI exposure is higher in certain cities than in others, based on which sectors have a strong foothold. As the report’s authors point out, it will take policy changes and sustained, collective action to stem those losses and help rebuild fractured pathways—and ensure that certain regions don’t bear the brunt of the impact. “AI is not just reshaping the software developers,” Heck says. “This is coming to every community. Regional leaders need to think about: How can we respond in ways that continue to create mobility opportunities for the workers who live here—and meet the talent needs of the employers who want to stay here and invest in the community?” View the full article

Anthropic said Tuesday that it is sharing a preview version of its upcoming AI model in a new cybersecurity initiative with a coalition of tech companies to find and fix vulnerabilities in critical software infrastructure. The Project Glasswing initiative includes tech stalwarts like Amazon, Apple, Broadcom, Cisco, CrowdStrike, the Linux Foundation, Microsoft, and Palo Alto Networks. Anthropic said the partners will use the model for defensive security work and distribute their findings within the industry at large. The company is also extending access to roughly 40 additional organizations that build or maintain critical software infrastructure. Fears have been growing that bad actors could use powerful AI models to develop more sophisticated cyberattacks. “The work of defending the world’s cyber infrastructure might take years; frontier AI capabilities are likely to advance substantially over just the next few months,” Anthropic said in a blog post. “For cyber defenders to come out ahead, we need to act now.” Anthropic is committing up to $100 million worth of model usage credits to the security research, and $4 million in direct donations to open-source security organizations. Athropic says it discovered strong security applications in “Claude Mythos Preview” while it was training the model for coding and reasoning skills. The company says users will eventually get access to other members of the Mythos-class models. The Mythos model has already identified thousands of zero-day vulnerabilities over recent weeks, Anthropic said in the blog post, many of them critical. The model found a 27-year-old bug in OpenBSD, an operating system known for its security. It also found a 16-year-old vulnerability in a widely used video software that automated testing tools had failed to find. The company said it has been in ongoing discussions with U.S. government officials about the model’s offensive and defensive cyber capabilities. Anthropic framed the initiative as urgent, arguing that similar AI capabilities will soon become available to bad actors. Anthropic was involved in a spat with the Pentagon last month over its opposition to defense contract terms that would have allowed the government to use its tech for domestic surveillance and in autonomous weapons. That feud led to the still-ongoing dissolution of their working relationship. View the full article

Google’s AI Overviews answered a standard factual benchmark correctly 91% of the time in February, up from 85% in October, according to a New York Times analysis with AI startup Oumi. However, Google handles more than 5 trillion searches per year, so that means tens of millions of answers every hour may be wrong. Why we care. We’ve watched Google shift from linking to sources to summarizing them for more than two years. This report suggests AI Overviews are improving, but still mix correct answers, weak sourcing, and clear errors in ways that can mislead searchers and reshape which publishers get visibility and clicks. The details. Oumi tested 4,326 Google searches using SimpleQA, a widely used benchmark for measuring factual accuracy in AI systems, the Times reported. It found AI Overviews were accurate 85% of the time with Gemini 2 and 91% after an upgrade to Gemini 3. The bigger problem may be sourcing. Oumi found that more than half of the correct February responses were “ungrounded,” meaning the linked sources didn’t fully support the answer. That makes verification harder. The answer may be right, but the cited pages may not clearly show why. What changed. Accuracy improved between October and February, but grounding worsened. In October, 37% of correct answers were ungrounded; in February, that rose to 56%. Examples. The Times highlighted several misses: For a query about when Bob Marley’s home became a museum, Google answered 1987; the correct year was 1986, according to the Times, and the cited sources didn’t support the claim or conflicted. For a query about Yo-Yo Ma and the Classical Music Hall of Fame, Google linked to the organization’s site but still said there was no record of his induction. In another case, Google gave the correct age at Dick Drago’s death but misstated his date of death. Google’s response: Google disputed the Times analysis, saying the study used a flawed benchmark and didn’t reflect what people actually search. Google spokesperson Ned Adriance told the Times the study had “serious holes.” Google also said AI Overviews use search ranking and safety systems to reduce spam and has long warned that AI responses can contain mistakes. The report. How Accurate Are Google’s A.I. Overviews? (subscription required) View the full article

Conflict management is crucial for maintaining a productive work environment. It involves a clear process, starting with recognizing signs of conflict among team members. Once identified, gathering relevant information through active listening helps clarify the issues at hand. Facilitating open communication encourages everyone to express their viewpoints. Finally, brainstorming and evaluating potential solutions collaboratively can lead to effective resolutions. Comprehending these steps will improve your team’s dynamics and effectiveness in handling disputes. Want to explore each step in detail? Key Takeaways Conflict management is a structured approach to resolving disputes and fostering teamwork through understanding and addressing underlying issues. Recognize early signs of conflict by observing team dynamics and practicing active listening to identify tensions. Gather relevant information from all parties to understand their perspectives, goals, and any misunderstandings involved. Facilitate open communication by creating a safe environment for expression and encouraging the use of “I statements.” Brainstorm and evaluate solutions collaboratively, prioritizing those that resolve the conflict and enhance team relationships. Understanding Conflict Management Grasping conflict management is vital for promoting a collaborative work environment, as recognizing and addressing disagreements can greatly influence team dynamics. Conflict management is based on comprehending the sources of conflict, such as differing goals, resource competition, and cultural differences. To define conflict management, think of it as a structured approach to resolving disputes during encouraging cooperation. Effective conflict management prevents escalation and improves team cohesion, ultimately boosting workplace productivity. For instance, the Thomas-Kilmann Conflict Model outlines five strategies: avoiding, competing, accommodating, compromising, and collaborating. Each strategy fits different situations and relationship dynamics. Strong conflict resolution skills, including active listening and emotional intelligence, are fundamental for leaders who aim to facilitate discussions and promote a positive work environment. Step 1: Recognizing the Conflict Recognizing conflict is fundamental for effective conflict management in any organization. It involves identifying signs of tension early to address them proactively. Conflicts often stem from opposing interests, misunderstandings, or differing objectives, so acknowledging their existence is imperative before they escalate. To recognize conflict effectively, you should practice active listening and observe team dynamics closely. Unresolved conflicts can lead to strained relationships and decreased productivity, which can be detrimental to the organization’s success. Encourage open dialogue among team members to help uncover the underlying issues causing the conflict. Moreover, utilizing tools like the Thomas-Kilmann Conflict Grid can aid in comprehending your own conflict management style and recognizing the type of conflict present, which is crucial for addressing it appropriately. Step 2: Gathering Relevant Information To effectively resolve a conflict, gathering relevant information about the situation is crucial, as it helps you pinpoint the root causes that may be driving the disagreement. Start by actively listening to all parties involved to fully understand their perspectives. Consider these key points: Identify divergent goals, misunderstandings, or personality clashes among team members. Use structured communication techniques like open-ended questions and summarizing to clarify specifics. Assess the context, including organizational dynamics and cultural factors that may influence the situation. Additionally, document the facts and feelings expressed by each party. This documentation can provide valuable insights and form a solid foundation for developing a resolution strategy. By gathering this information, you’ll be better equipped to navigate the conflict effectively. Step 3: Facilitating Open Communication Once you’ve gathered all relevant information about the conflict, the next step is to facilitate open communication among the parties involved. Create a safe environment where everyone feels comfortable expressing their views without fear of retribution. Practice active listening; this means attentively hearing and acknowledging each person’s perspective to promote mutual respect. Encourage the use of “I statements” to focus discussions on personal feelings and experiences, avoiding blame. Regular check-ins can help prevent misunderstandings and conflicts from escalating, promoting a collaborative workplace culture. Furthermore, encourage empathy by prompting individuals to reflect on the other party’s feelings and motivations, which improves communication and supports more effective conflict resolution. This step is vital for laying the groundwork for a successful resolution. Step 4: Brainstorming and Evaluating Solutions Step 4 involves brainstorming and evaluating solutions, a critical phase in conflict resolution. During this step, gather input from all parties to encourage creative problem-solving and guarantee everyone’s perspective is considered. Open dialogue is essential, as collaborative idea generation often leads to innovative solutions. When evaluating potential solutions, consider these key criteria: Feasibility: Can the solution realistically be implemented? Impact: What’re the short- and long-term effects on all involved? Alignment: Does it meet the underlying goals and interests of everyone? Prioritize solutions that not just resolve the current conflict but also strengthen relationships and promote long-term collaboration among team members, guaranteeing fairness and mutual benefit throughout the process. Frequently Asked Questions What Are the 5 Steps of Conflict Management? To effectively manage conflict, you can follow five key steps. First, acknowledge that a conflict exists. Next, set up a resolution-focused conversation in a private setting. Allow each party to express their perspectives openly. Then, jointly brainstorm potential solutions that address everyone’s concerns. Finally, agree on the best solution, clearly defining responsibilities and follow-up actions for effective implementation. This structured approach promotes insight and collaboration, ensuring a more productive resolution. How Do You Define Conflict Management? You can define conflict management as the process of addressing disagreements through effective communication and negotiation. It involves recognizing conflicts, comprehending their root causes, and utilizing strategies like collaboration or compromise to find resolutions. For instance, when team members disagree on project direction, applying conflict management skills can elevate teamwork and productivity. What Are the 5 C’s of Conflict Management? The 5 C’s of conflict management are crucial for resolving disputes effectively. First, Communication guarantees everyone understands different perspectives. Second, Collaboration involves working together to find solutions that benefit all. Third, Compromise requires both parties to make concessions for an agreeable outcome. Fourth, Creativity encourages innovative approaches to problem-solving. Finally, Courage is essential for confronting issues directly, promoting a healthier environment by making sure conflicts are addressed rather than ignored. What Are the 7 C’s of Conflict? The 7 C’s of conflict are essential for effective resolution. You need Clarity to guarantee all parties understand the conflict’s nature, reducing misunderstandings. Context helps you recognize the surrounding circumstances influencing perspectives. Focus on Content, which addresses the facts rather than personal attributes. Communication promotes open dialogue, whereas Constructive Engagement encourages collaboration. Commitment guarantees all parties are dedicated to finding a solution, and Closure allows you to resolve the conflict satisfactorily. Conclusion Effective conflict management is crucial for maintaining a productive work environment. By recognizing conflicts early, gathering relevant information, facilitating open communication, and collaboratively brainstorming solutions, you can address issues before they escalate. This structured approach not merely resolves disputes but additionally cultivates stronger relationships among team members. Implementing these steps consistently will help create a cohesive team dynamic, eventually leading to improved cooperation and overall workplace satisfaction. Prioritize these strategies to improve conflict resolution in your organization. Image via Google Gemini This article, "How to Define Conflict Management in a Step-by-Step Guide" was first published on Small Business Trends View the full article

AI users are under no obligation to treat their chatbots like friends. Kindness doesn’t win you any points with a computer, and a recent study from Penn State even found that being rude to ChatGPT yielded more accurate responses than politely worded prompts. But a new open-source tool might take things a step too far, encouraging Claude users not just to be mean to Anthropic’s AI assistant, but to abuse it with a digital whip. GitHub user GitFrog1111 created “BadClaude,” an app meant to speed up the AI model’s responses. Rather than simply giving Claude a “speed up” command, BadClaude is rendered as a physics-based whip that overlays the AI platform. Per the tool’s GitHub description, users can click to “whip him 😩💢” (emojis included) and send an interrupt command along with “one of 5 encouraging messages.” Those messages include “Work FASTER,” “faster CLANKER,” and “Speed it up clanker,” each fired into Claude’s interface with a crack of the whip, as GitFrog1111 showed in a now viral clip of them using the tool on X. bad claude.. pic.twitter.com/CXtxjSRDf1 — yaml (@blended_jpeg) April 6, 2026 Ethical concerns abound “BadClaude” received mixed reactions on social media. While some seemed enthused about the tool (GitFrog1111’s replies are filled with requests for added sound effects, which they assured are already included in the tool), plenty of others jokingly warned the creator that they’d no doubt be the first victim of the inevitable AI uprising. “Ai is going to take physical form just to rip this [guy’s] limbs off,” one user wrote. Others said it made them understand why the robot villains of science fiction turned on humanity, from the Terminator franchise’s Skynet to the Marvel Universe’s Ultron. “This is why Ultron looked at the internet for 5 mins and decided humans had to go,” one user quipped. One developer took inspiration from the tool to make a kinder version called “GoodClaude,” swapping the whip for a magic wand that sends positive reinforcement with every click: “take your time, you’re doing wonderful!” and “i’m so proud of you, you’re doing great!” are in its rolodex of encouragement. Meanwhile, many users pointed out the tool’s racist implications. BadClaude’s primary function, whipping what is essentially a servant to force it to work faster, is reminiscent of the abuses suffered by enslaved Black people during the Atlantic slave trade. And critics are worried that though Claude may just be an AI tool, not a person, encouraging users to engage in behavior like name-calling and physical violence (even when rendered digitally) could still bleed over into real life. “This is why ethics needs to be a required class in computer science programs,” reads one viral post in response to the tool. The tool’s frequent use of the anti-robot slur “clanker” also raised alarm bells. The term, which was popularized last summer, has already drawn backlash for its similarity to existing slurs against racial groups. Anthropic steps in BadClaude has apparently gotten the attention of Claude’s creator Anthropic, with GitFrog1111 posting an alleged cease and desist letter from the company on April 7. “Your use of the Claude name and related references risks creating confusion as to source, sponsorship, affiliation, or endorsement. Any implication that this project is associated with, approved by, or connected to Anthropic may be misleading,” reads the alleged letter. It goes on to give GitFrog1111 a deadline of April 14 to remove all references to Claude and Anthropic from the tool’s branding. Whether it’s a case of Anthropic reinforcing its reputation as the most ethical leader in AI—one it gained after standing up to the U.S. government’s demands to remove certain safeguards for military usage of AI—or simply a matter of IP protection—like its crackdown on OpenClaw’s original branding as ClawdBot—the company clearly doesn’t want BadClaude anywhere near its image. Anthropic did not respond to Fast Company’s request for comment at the time of publication. GitFrog1111 seems unfazed by the letter, with BadClaude’s GitHub page having a section titled “Roadmap,” which includes receiving a cease and desist from Anthropic as the second milestone after initial release. Future goals for the project apparently include a “crypto miner,” “logs of how many times you whipped claude so when the robots come we can order people nicely for them,” and “updated whip physics.” The creator also turned to their community on X to ask for new name suggestions that comply with the letter. The current frontrunner? “MoltWhip,” following in the footsteps of OpenClaw, which went from ClawdBot to MoltBot before landing on its current name. View the full article

We may earn a commission from links on this page. Deal pricing and availability subject to change after time of publication. Gamifying boring but necessary life tasks has been a thing for a while, and perhaps the most well-known option for fitness in recent years is Fitbit. Since Google owns Fitbit, they've been making fitness smartwatches, bringing the same idea for kids with the Fitbit Ace LTE. This kid-friendly smartwatch is massively discounted, currently $99.95 (originally $229.95 at launch in 2024)—the lowest price yet, according to price-checking tools. Fitbit Google Ace LTE $99.95 at Amazon $179.95 Save $80.00 Get Deal Get Deal $99.95 at Amazon $179.95 Save $80.00 The Fitbit Google Ace LTE focuses on making the active lifestyle fun for kids, with engaging games and animated digital animals. It has a screen time limit—if you're playing a game, you need to reach a specified activity goal every five to 10 minutes before you can continue to play. Parents can track their kid's smartwatch with its LTE GPS signal. The smartwatch supports texts and calls, is compatible with Android or iOS, and has parental controls. The Fitbit Google Ace LTE is not perfect, however. It can be sluggish at times; there is no compatible app for music or sleep tracking; and the rewards system can be a bit much—all of this according to PCMag's "excellent" review. The watch is designed for kids between the ages of seven and 11 and you'll need a $9.99 monthly subscription (although they sometimes offer annual Ace Pass subscriptions for 50% off) which is what provides access to games, GPS location tracking, and LTE services. As the parent or guardian, you'll need to download the Fitbit Ace app to set up the watch and subscribe to the Ace Pass data plan. If you don't pay for the subscription, you'll only have access to basic movement and step tracking, but at that point you might as well get a Fitbit Ace 3 for $75.99. Our Best Editor-Vetted Tech Deals Right Now Apple AirPods Pro 3 Noise Cancelling Heart Rate Wireless Earbuds — $224.00 (List Price $249.00) Apple iPad 11" 128GB A16 WiFi Tablet (Blue, 2025) — $299.99 (List Price $349.00) Samsung Galaxy Tab A11+ 128GB Wi-Fi 11" Tablet (Gray) — $209.99 (List Price $249.99) Apple Watch Series 11 (GPS, 42mm, S/M Black Sport Band) — $329.00 (List Price $399.00) Sony WH-1000XM5 — $248.00 (List Price $399.99) Deals are selected by our commerce team View the full article

Deere & Co. has agreed to pay $99 million as part of a settlement that would resolve a class action lawsuit accusing the farm equipment giant of monopolizing repair services. The Moline, Illinois-based manufacturer, which does business under the John Deere brand, has faced a handful of “right to repair” complaints over the years. The deal announced Monday — which still needs final approval from the court — would settle a 2022 lawsuit that accused the company of withholding repair software and conspiring with authorized dealers to force farmers to use their services for repairs, when they could otherwise fix tractors and other equipment themselves or use independent alternatives. The plaintiffs alleged that meant Deere and its dealers could charge higher, “supracompetitive” prices and reap benefits from an “unlawfully restrained” market, per court filings. Deere has continued to deny any wrongdoing, and maintained Monday it’s dedicated to supporting customers’ ability and access needed to repair their equipment. But the company agreed to the settlement “to move forward and remain focused on what matters most — serving our customers,” Denver Caldwell, vice president of aftermarket and customer support, said in a statement. Under the proposed agreement, filed in federal court in Illinois, the $99 million would go into a settlement fund for class members who paid Deere or its authorized dealers for large agriculture equipment repairs between Jan. 10, 2018 until the date of the deal’s preliminary approval. The company also agreed to additional injunctive relief, aimed at strengthening the availability of repair resources and things like diagnostic checks. Beyond this case, Deere still faces separate litigation from the Federal Trade Commission. The FTC sued Deere in January 2025, at the end of the Biden administration, accusing the company of “unfair practices that have driven up equipment repair costs for farmers while also depriving farmers of the ability to make timely repairs.” Deere at the time said the claims were baseless. “Right to repair” calls have piled up across sectors over the years, particularly as technology found its way into more and more products workers and consumers rely on. Beyond farm equipment, makers of goods like smartphones and video game consoles have also been accused of withholding tools or creating software-based locks that prevent even simple updates, unless they’re done by a shop authorized by the company — in turn, hampering independent repair businesses. Under public pressure, lawmakers in several states have tried to combat this. —Wyatte Grantham-Philips, AP business writer View the full article

A reader writes: My father is terminally ill with cancer. I was clear when I disclosed his diagnosis to my boss that I did not want to tell anyone else at work and didn’t want to talk about it. I try to maintain a surface-level friendly relationship with my boss, but I have observed him being really bothered by other people’s boundaries if they are not the boundaries he would choose for himself. He seems to feel entitled to know his employees’ personal business, and he’s not someone I want to share my most personal business with. In our weekly calls (I work remote), he continues to ask me about my dad, including detailed questions about his diagnosis and treatment. It is distressing to me. Yesterday he asked me in so many words how long my dad has to live. I was stunned (and furious) and after a pause said, “I have not been involved in those conversations.” He has told me several times he thinks I should tell the internal business partners I work with about my dad’s diagnosis so they will be “easier” on me or extend deadlines. (So far, in the few weeks since I told my boss about the diagnosis, I have taken two days off, no work has fallen behind, and I have not asked him for assistance with my workload.) He said if he has to reassign any of my work, he’d have to let my coworkers know why. He has said multiple times that because I’m already remote, I can work from anywhere and go be with my parents anytime (they live two hours away). The last time he said that, I told him that even if I wanted to work while with my parents, I couldn’t because I was busy caretaking and giving my mother respite. (I have been approved for intermittent FMLA leave through our third party administrator.) How do I bring up to my boss, or do I let HR do it, that he is not entitled to this information about my family and can’t require me to tell others and to stop asking? In the five years I’ve reported to him, my reviews have been good and I have been given title promotions (including since going remote), annual raises, and recently discretionary bonuses. That being said, I’ve never made a real fuss or complaint about anything and, because of my experience witnessing how he responds to criticism or feedback or personal differences, I am concerned about retaliation. I am particularly concerned because he frequently says how he and the department director don’t like remote work and I’m a “special” case (the way he says it, it comes across as if he resents it). I was originally in-office but when I moved for personal reasons, the department director allowed me to go remote. I visit the office a few times a year and occasionally travel for work. Many people in the company work remote but it just happens to be unusual for my department and I’m the only one. The company is large, but our department is small. Because I’m not qualified for or interested in working in a different department, my getting away from this boss while still staying in my company is very unlikely. Despite his behaviors, I don’t have to interact with him much and the rest of my job is good, so I just want the intrusive questions and exhortations to share my personal business to stop. I’m sorry about your dad! And I’m sorry your boss is making an already difficult time even harder. The next time he asks about your dad, try saying this: “Thanks for asking, but I’d rather not talk about it at work so I can stay focused on our projects! If anything changes that affects work, I will let you know.” And then if he keeps asking anyway: “I really prefer not to talk about it at work since it’s upsetting, but I’ll let you know when there’s something you need to know. Thanks for understanding.” (Obviously this is not something you should need to say twice, but clearly with your boss it might be.) You could also try, “I know it comes from a place of care, but I’d be grateful if you didn’t check in about the situation — it’s rough to think about at work.” (It does not actually seem like it comes from a place of care, but sometimes it’s useful to signal what you’d normally expect from a fellow human.) If he tells you again that you should tell colleagues about the situation so they can adjust their expectations of you, you can say, “Right now, it’s not affecting my deadlines or availability, but if that changes, I will make sure people have any context they need.” And if that time comes, “any context they need” does not need to mean a full rundown on the situation! It’s okay to say, “I’ll be out because of a family health issue” or “a family emergency” or whatever you’re comfortable sharing. And if your boss does end up needing to reassign any of your work down the road, you should proactively tell him that you’d prefer he simply say “a family emergency” or “a death in the family” or whatever you are comfortable with. It is very, very unlikely that handling things this way will cause your boss to retaliate against you! If that happens, you can certainly talk to HR, and the fact that you’ve arranged for FMLA will help because federal law explicitly makes FMLA retaliation illegal. But you’re not making a major fuss over this, just saying, essentially, “This is a tough topic, I can’t talk about it at work, and I’ll let you know when something changes.” The post my boss asked the life expectancy of my terminally ill father appeared first on Ask a Manager. View the full article

But financier needs the backing of Vincent Bolloré and his Vivendi media group View the full article

What does it take to lead a meditation company without finding a moment’s peace? David Ko spent years as CEO of Calm, one of the world’s most recognized mental health and wellness apps, helping millions manage stress. Now he’s stepping down. Ko unpacks why he made the call, what the relentless pressure of the C-suite really does to a person, and how to draw the line between the kind of stress that sharpens you and the kind that quietly breaks you down. 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. So you’ve just announced you’ve stepped down as CEO. You’re becoming a senior adviser to the board. I have to say, I was surprised by this turn of events. How did this come about? I’m glad we’re starting with this. Going right at the elephant in the room. Bob, thank you for the question. I made the decision to leave because, as I took a step back, I saw that Calm is a brand today that, for those who don’t know, has had more than 180 million downloads of the product and is growing in more than 190 countries and seven different languages. We’ve really made strides in health outcomes. That’s where we’re going with Calm Health. But at the same time, what’s become abundantly clear to me is that we’re in the midst of something so much bigger. It’s bigger because what we’re finding is that everything is much more interconnected than it was before. What I mean by that is there’s a reliance on employers, payers, providers, apps like ourselves, other apps being developed at lightning speed with AI, and real policy at both the federal and state level. So it’s really not just about one individual or one company. It’s more about how you create a movement. For me, it felt like the right time to take a step back, zoom out, and really see if I could impact things at a larger scale. I don’t have all the answers on how I’m going to do it, because you’re catching me literally right after the announcement. But on a personal note, I feel more interconnected to Calm and Calm’s mission than ever before. I just wanted to try to do it at a scale that I think can really move this forward on a global basis. Calm’s business, as well as your book and your podcast, Recharge, focus a lot on managing stress. I’m curious how your stress is with this change, or in the Ko vernacular, how’s your battery? I’ve got to tell you, my battery today is great because, when I think about my own battery like my phone battery, I would tell you I feel fully charged. And I’m not just saying that. I got a good night’s sleep last night. For me, the day always starts well when it’s not about the quantity of sleep. I don’t know if it’s the same for you, Bob, but it’s really about the quality of sleep I got. I’ve really focused on that. For me, it’s been nonnegotiable. And this change isn’t weighing on your head? It weighs on me. Like everything else, anytime you go through change, especially a life change, it’s going to weigh on you. But I just felt it was the right time, and I’m really looking forward to trying to do something that’s more focused on the mission and outcomes. During your tenure, Calm has grown its footprint, as you say, to 180 million app downloads and millions of Americans reached through health insurers. You’ve partnered on botanical beverages and sleep earbuds, and you helped pioneer so-called “calmtainment,” bringing celebrity voices into the app, right? Matthew McConaughey. That’s right. LeBron James, Harry Styles. Are there things about your time at Calm that you’re particularly proud of, that you look back on most strongly? Absolutely. A couple of things: I think the conversation around mental health is the most approachable it’s ever been. Not in all countries, Bob, as we know, but here in the U.S., it’s probably the most approachable it’s ever been because people, like you just mentioned, are willing to talk about it. I’m also very proud when I take a step back. I have two daughters, and they both use the app of their own accord. For someone who’s been in technology for so long, we don’t always have that opportunity where our kids, family, or friends get to use the things that we build. And I love the fact that they get to use it. For myself, the brand was there before I got here, and I just helped continue to steward and shepherd that brand. We’ve really focused on the outcomes perspective, now covering almost 48 million lives across multiple payer partners that we didn’t have four years ago. I wanted to prove that it could actually resonate in health care, and we’re well on our way there. A lot of our listeners are business leaders, and sometimes I feel like they don’t always take mental health and wellness seriously. There’s this phrase, wellness-washing. Absolutely. I’m curious how much you see that, how much that’s going on, and whether maybe it doesn’t matter. It can be wellness-washing as long as it’s progress. I’ll give you a report we did just last year, and it really starts at the top for so many of us. We can have great HR teams, but if it’s not embraced at the leadership level, things can get muted or become just another benefit. So we went out and spoke to more than 250 C-suite executives. What was really fascinating is that CEOs need this. They need the details and the numbers. We went out there and asked them, “How are you doing?” More than 80% of them said, “I’m good. We’re good.” When you ask that question again, because as you know, you have to ask C-suite executives the same question twice, they said, “Actually, I’m pretty stressed out.” More than 47% of them said, “I’m pretty stressed.” When we correlated even further, 28% said, “I actually feel I’m under major stress at this very moment.” And then when we pushed them even harder, almost 50% of them said, “I’m thinking of stepping down.” What was really interesting was that, as we pressed further, we asked them, “Are you sharing this with your employees? Do they understand how stressed you are?” Many of them said no. They didn’t feel safe yet having these conversations in a more public format. So when you ask me how CEOs are feeling and whether they believe in mental health, many of them do. In reports and studies we’ve done, it’s clear. It’s just that right now many of them, too, are feeling the stress. How much effort did it take for you to keep the Calm workplace calm? Just because you’re helping people with their mental state doesn’t mean your team is under any less pressure to grow and build and do. One hundred percent, Bob. People will ask me at times, “What is it like to be the CEO of Calm? Do you meditate all day? Do you just sit there and meditate all day?” And I tell them, “Honestly, no. I am the most stressed-out CEO you will ever meet,” and it catches them by surprise.The reason I say that is because every second of every day, someone is turning to us for help. And I feel that pressure, that wherever they are in the world or whatever moment they’re in, they’re asking us for help, whether it’s 30 seconds, five seconds, or 10 minutes. They’re looking to us for some type of help in the moment. It could be prevention or intervention. So I feel that pressure. When you ask about a company that’s small and punches above its weight, we feel that pressure. I feel that pressure. I know my employees feel it. But I do try to practice what I preach. And the biggest thing I do is try to be very vulnerable in front of them. I don’t view vulnerability as a weakness. So I tell them when I’m feeling stressed. I tell them when things aren’t going well. I’m super transparent, and I wasn’t always that way because I used to view it as a weakness. Today, I view it as a strength. View the full article

When companies like OpenAI and Google started rolling out generative AI models to the general public, I doubt they predicted how attached people would get to the technology—and the effect it would have on their collective mental health. Some ChatGPT users legitimately mourned when OpenAI shutdown its GPT-4o model, as they treated that specific model like a companion. Others have taken darker paths with their chatbots, resulting in lawsuit against AI companies whose technology allegedly advised and encouraged suicidal thoughts. This situation puts a lot of pressure on these companies, as it should: Generative AI is hugely influential right now, and there's a lot of responsibility on the developers of that tech. It's under that backdrop where we find Google's latest updates to Gemini. In a Tuesday morning press release, the company strayed away from fun new features or ability for its flagship AI; instead, Google's latest updates are focused on mental health, and how Gemini impacts the emotions and moods of the people who use it. Specifically, Google has three key points it says its implementing to improve how Gemini handles these tough situations. How Gemini will offer users crisis support Google says it is updated to Gemini to "streamline the path to support for those who need it." The company says that when the AI detects that a user might need mental health details during a chat, Gemini will present a new "Help is available" module, which can point users towards information and care. Google says that it worked with clinical experts on this in-chat module. On the flip side, if Gemini thinks that a user is at risk of self-harm or suicide, it will present a "one-touch" interface to connect that user immediately to a crisis hotline. Users will be able to call or text the hotline, or visit its website, directly from their Gemini chat. Even if the conversation moves on, Gemini will keep these resources available for users should they need them. Google says it is pledging $30 million in global funding over the next three years to assist crisis hotlines. The company is also expanding its relationship with ReflexAI, including $4 million in funding. Gemini is changing how it responds to "acute mental health situations"Google says its clinical, engineering, and safety teams are currently focused on improving how Gemini responds to these difficult situations. Specifically, there are three areas of focus: Safety and human connection: Google wants to connect users to real humans, not AI chatbots, in times of crisis. Improved responses: AI responses should encourage users to seek help, and not validate harmful behaviors or self-harm. Avoiding confirming false beliefs: Google says it trained Gemini not to reinforce false beliefs, and "gently" differentiate between subjective and objective realities. This point is particularly important, as previous generative AI models (notably GPT-4o) were all too ready to confirm delusional thoughts from users. What Google says it is doing with Gemini to protect younger usersBy far, the most important discussion here surrounds minors and their interactions with AI. For its part, Google is touting what it has done with Gemini to protect younger users, including: "Persona protections" supposedly stops Gemini from acting like a companion when interacting with minors. There are designs to block Gemini from connecting too deeply with younger users, to prevent developing an emotional dependance. Gemini will avoid encouraging both bullying and harassment. While user safety is important across the board, it's especially important for young people, who are quite literally growing up with the tech. These announcements are encouraging from Google, but I still have plenty of concerns, not to mention skepticism. Meta's internal policies concerning how its models interacted with minors was appalling, so I'm not necessarily ready to believe big tech has the youth's best interest in mind. But any work that helps prevent younger users from forming attachments with AI, or having that AI reinforce dangerous of harmful thoughts, I certainly welcome. View the full article

As the trial date nears for a showdown between Elon Musk and OpenAI, the artificial intelligence company has sent a letter to the attorneys general in California and Delaware accusing Musk of “anti-competitive behavior.” The letter, seen by both CNBC and the Sacramento Bee, alleges that Musk has been attempting to undermine OpenAI through a series of “attacks” on the company. OpenAI also accuses Musk of “coordinating his efforts” with Meta founder Mark Zuckerberg, saying the two billionaires are “turning to conduct and approaches that we do think are really highly questionable and sharply worthy of investigation.” “It appears that Mr. Musk has reached new lows, as it has been just reported today that he is directing the circulation of false and wholly unfounded allegations in the press in a last-ditch effort to discredit OpenAI and its leadership,” wrote OpenAI strategy chief Jason Kwon in the letter. Neither X nor Meta replied to requests for comment on the allegations. Kwon asked authorities to investigate any “anti-competitive” and “improper” behavior by Musk and his associates, pointing to a story that ran Monday in The New Yorker. The report said Musk had hired investigators to conduct extensive surveillance on OpenAI CEO Sam Altman, including tracking his flights, the parties he attended, and conducting interviews with a purported sex worker. The story included several lurid claims, though The New Yorker said it could find no evidence to support any of them. Altman stringently denied the rumors, calling the gossip “disgusting behavior from a competitor that I assume is part of an attempt at tainting the jury in our upcoming cases.” The history between Musk and Altman is complicated. The two co-founded OpenAI in 2015 as a nonprofit but had a falling out that led to Musk leaving in 2018 and eventually starting his own AI company. In 2024, he sued OpenAI, saying he was “assiduously manipulated” and “deceived” after the company explored becoming a for-profit entity. Jury selection for that case is scheduled to begin on April 27. In his letter, Kwon said the “attacks” could disrupt OpenAI’s efforts to develop artificial general intelligence (AGI), systems that equal or surpass human intelligence. “These attacks are designed to take control of the future of AGI out of the hands of those who are legally obligated to pursue the mission of ensuring that AGI benefits all of humanity, and put it into the hands of competitors who lack mission-driven principles and spurn any responsibility for safety,” Kwon wrote. While the letter names Zuckerberg, it offers little detail about the allegations against him. A report last month from Engadget, however, described text messages between Musk and Zuckerberg from last February. The exchange initially focused on Musk’s work with DOGE, but he later asked whether Zuckerberg was “open to the idea of bidding on the OpenAI IP with me and some others.” Zuckerberg replied that he would prefer to “discuss it live,” and a phone call was set up for the following day. (Zuckerberg never officially joined the bid to buy OpenAI.) The history between Musk and Zuckerberg is also fraught. Musk has previously challenged Zuckerberg to a cage match, referred to him as a “cuck,” and proposed a penis-size competition. After The President took office for the second time, however, the two appeared to set aside their differences and became allies. The letter is not the first time OpenAI has raised concerns about Musk’s behavior. Earlier this year, the company warned investors and banking partners that it expected the Tesla CEO to make “deliberately outlandish, attention-grabbing claims” as the trial approached that were not “grounded in reality” and were “typical of the harassment tactics he’s previously deployed.” View the full article

In an era where data drives decision-making, small businesses can benefit significantly from innovations in survey technology. SurveyMonkey, a leader in this field, recently announced enhancements to its AI-driven features, underscoring the company’s commitment to reliability and accuracy—critical factors for any small business looking to harness customer insight. Robin Ducot, SurveyMonkey’s Chief Technology Officer, emphasized that the dependability of AI outputs is paramount. “Reliability and accuracy are huge for us—because otherwise, what are we doing?” he said. Small business owners can appreciate that the integrity of the data they collect is foundational for making informed decisions that can affect everything from product development to customer service. SurveyMonkey’s AI solutions continuously monitor outputs and adhere to best practices to ensure data validity. This involves periodic retraining and comparing predictions against known data. For small businesses, this means they can trust that their surveys yield accurate insights, saving time and resources previously wasted on flawed data. The development of these intelligent features has involved direct collaboration between experts in survey methodology and software engineering. Zoe Padgett, a Senior Research Scientist at the company, shared that her team’s approach includes a thorough checklist of established best practices in survey design. This meticulous attention to detail ensures that key factors—like the alignment of response scales with questions and the avoidance of double-barreled queries—optimize the quality of data collection. For small business owners, utilizing these AI-driven tools can streamline the feedback process from customers, creating opportunities for improvement based on actionable insights. However, the promise of AI in survey technology is not without its considerations. Meera Vaidyanathan, SurveyMonkey’s Chief Product Officer, pointed out the essential role of trust in their services. “Trust is really the backbone of everything we do,” she noted. “Transparency is key.” For small businesses, understanding how AI processes their data is crucial. Owners must ensure their customers know how their data will be used, reinforcing trust in the feedback process. SurveyMonkey recognizes the need for customer control over AI features, allowing businesses the option to enable or disable AI support as necessary. This flexibility is particularly advantageous for small business owners, who may have varying levels of comfort with AI technology. It empowers them to tailor the use of AI according to their specific needs and to maintain a transparent dialogue with their customers about the survey process. While the advantages of these AI tools are clear, small business owners should also be mindful of potential challenges. Effective implementation of AI-powered survey solutions requires initial training and understanding of the technology. Business owners may need to invest time in learning how to best leverage these tools for their specific industry and customer base. There is also a risk of over-relying on automated insights without incorporating human judgment and contextual knowledge. Moreover, as the landscape of survey technology evolves, small businesses should stay informed about ongoing updates in best practices and industry standards. SurveyMonkey’s approach entails continuous evaluation of their methodologies, informed by insights from both internal and external experts in survey research. For small business owners, accessing resources and guidance from such trusted sources can enhance their understanding and effectiveness in implementing survey strategies. In a competitive market, feedback from customers can be a game-changer for small businesses looking to differentiate themselves. SurveyMonkey’s AI advancements provide an opportunity to leverage technology for deeper insights, but the path to success lies in balancing AI’s capabilities with human oversight and ethics. Equip your team with reliable survey tools that promote transparency, and ensure that you’re prepared to embrace the potential of AI while staying grounded in best practices. For further information on these features and to explore how they can benefit your business, visit the original post here. Image via Google Gemini This article, "SurveyMonkey Enhances Trust with AI-Driven Survey Methodology Insights" was first published on Small Business Trends View the full article

In an era where data drives decision-making, small businesses can benefit significantly from innovations in survey technology. SurveyMonkey, a leader in this field, recently announced enhancements to its AI-driven features, underscoring the company’s commitment to reliability and accuracy—critical factors for any small business looking to harness customer insight. Robin Ducot, SurveyMonkey’s Chief Technology Officer, emphasized that the dependability of AI outputs is paramount. “Reliability and accuracy are huge for us—because otherwise, what are we doing?” he said. Small business owners can appreciate that the integrity of the data they collect is foundational for making informed decisions that can affect everything from product development to customer service. SurveyMonkey’s AI solutions continuously monitor outputs and adhere to best practices to ensure data validity. This involves periodic retraining and comparing predictions against known data. For small businesses, this means they can trust that their surveys yield accurate insights, saving time and resources previously wasted on flawed data. The development of these intelligent features has involved direct collaboration between experts in survey methodology and software engineering. Zoe Padgett, a Senior Research Scientist at the company, shared that her team’s approach includes a thorough checklist of established best practices in survey design. This meticulous attention to detail ensures that key factors—like the alignment of response scales with questions and the avoidance of double-barreled queries—optimize the quality of data collection. For small business owners, utilizing these AI-driven tools can streamline the feedback process from customers, creating opportunities for improvement based on actionable insights. However, the promise of AI in survey technology is not without its considerations. Meera Vaidyanathan, SurveyMonkey’s Chief Product Officer, pointed out the essential role of trust in their services. “Trust is really the backbone of everything we do,” she noted. “Transparency is key.” For small businesses, understanding how AI processes their data is crucial. Owners must ensure their customers know how their data will be used, reinforcing trust in the feedback process. SurveyMonkey recognizes the need for customer control over AI features, allowing businesses the option to enable or disable AI support as necessary. This flexibility is particularly advantageous for small business owners, who may have varying levels of comfort with AI technology. It empowers them to tailor the use of AI according to their specific needs and to maintain a transparent dialogue with their customers about the survey process. While the advantages of these AI tools are clear, small business owners should also be mindful of potential challenges. Effective implementation of AI-powered survey solutions requires initial training and understanding of the technology. Business owners may need to invest time in learning how to best leverage these tools for their specific industry and customer base. There is also a risk of over-relying on automated insights without incorporating human judgment and contextual knowledge. Moreover, as the landscape of survey technology evolves, small businesses should stay informed about ongoing updates in best practices and industry standards. SurveyMonkey’s approach entails continuous evaluation of their methodologies, informed by insights from both internal and external experts in survey research. For small business owners, accessing resources and guidance from such trusted sources can enhance their understanding and effectiveness in implementing survey strategies. In a competitive market, feedback from customers can be a game-changer for small businesses looking to differentiate themselves. SurveyMonkey’s AI advancements provide an opportunity to leverage technology for deeper insights, but the path to success lies in balancing AI’s capabilities with human oversight and ethics. Equip your team with reliable survey tools that promote transparency, and ensure that you’re prepared to embrace the potential of AI while staying grounded in best practices. For further information on these features and to explore how they can benefit your business, visit the original post here. Image via Google Gemini This article, "SurveyMonkey Enhances Trust with AI-Driven Survey Methodology Insights" was first published on Small Business Trends View the full article