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A reader writes: I’ve read your stuff on why it’s problematic for supervisors to avoid one-on-one meetings with supervisees, but what about peer coworkers? One of my coworkers, “Ariel,” makes me uncomfortable because she tends to assume the worst possible version of what someone says or project a different version entirely. Any disagreement with her, even about the most abstract issues phrased delicately and professionally, is taken personally. She also tends to assume (and share verbally) that the only motives anyone could have for even a slightly different opinion from hers is bigotry or unintelligence. Part of this seems to stem from her having preemptively decided (and expressed in nearly such terms) that everyone in our (largely conservative) region of the country is backwards, bigoted, and unintelligent, especially relative to the more progressive region she’s from. It’s like she decided we were racist/sexist/homophobic because of being in/from this region and is looking for proof of her thesis. She’s proclaimed out of the blue that there are no critical thinkers in our region, and has asserted several times that there is/was no activism (anti-racism, LGBTQ stuff, immigrant-related) in our region that famously has (and had) lots of it. We actually have a very liberal department that frequently centers a variety of civil rights and social justice issues. For example, if we are “Camelid Studies,” we have speakers, books, and faculty who study the impact of camels on the environment, alpacas on immigration, llamas and LGBTQ+ safety, etc. Both faculty and students are pretty open about their progressiveness, but Ariel seems not to read, hear, or see any of that or any nuance relating to our region. On several occasions, she has interpreted incredibly innocuous, bland, or uncontroversial things to be offensive in some way or heard the exact opposite of what someone was saying. The reactions she has are not limited to one person or one setting. Given how she mishears people in groups, I don’t want to be alone with her and end up misquoted something ugly. It’s dehumanizing and obnoxious how she treats people who aren’t from HerProgressiveHomeRegion with her exact views expressed the exact same way, but more importantly, I don’t want to get bit by an allegation alligator that I said something horrible with no witnesses to back me up. Even if nothing comes of it, I don’t want to start my career with reputational baggage in the air. To be clear, I do not supervise Ariel, nor she me, and there is no possibility of either. We are in a graduate program, I came in (and will likely finish) before her, and our positions are peers. I’m not responsible for her professional or academic growth in any capacity. Is it unprofessional of me to never be alone with her? To be clear, I have no intention of discussing this with anyone in my office, just finding ways to limit my own risk exposure. If it would be problematic, how else can I manage the next few years of having a coworker who always hears the worst? It’s not unprofessional to avoid being alone with Ariel, as long as it doesn’t end up interfering with your work, her work, or your team’s work or creating a weird working environment for others. If you’re coming up with complicated workarounds to avoid talking to her, or if you’re avoiding her in other obvious ways that make bystanders uncomfortable, that would be a problem. But if you’re just strategically avoiding being alone with her in ways that don’t raise eyebrows in people watching, you’re fine. If this were a more traditional workplace and not a graduate program, I’d suggest you also talk to your manager about what you’ve noticed to make sure they’re aware of it. A manager should be concerned about the dynamics Ariel is creating, and should hear how she’s affecting people (to the extent that at least one person doesn’t feel safe being around her without a witness). And you could still do that in a graduate program too, but there tends to be … less management in that context, to say the least. So simply steering clear of Ariel as best as you can may be the best and most effective option. But this is different from managers who refuse to be alone with the people they manage — which in theory is doable, but in practice tends to be male managers avoiding being alone with female employees, and only female employees, which then disadvantages the women who work for them because it means they get less access to feedback, mentoring, and relationship-building than their male colleagues do. You’re not Ariel’s manager (and if you were, you’d be much better positioned to address the concerns you have with her), there’s no power dynamic in play, and you’re not obligated to give her the kind of access to you that would be a bigger deal to withhold if you were her boss. The post is it unprofessional to avoid being alone with a coworker who I don’t trust? appeared first on Ask a Manager. View the full article

As part of the v23 Ads API launch, Performance Max campaigns can now be reported by channel, including Search, YouTube, Display, Discover, Gmail, Maps, and Search Partners. Previously, performance data was largely grouped into a single mixed category. The change under the hood. Earlier API versions typically returned a MIXED value for the ad_network_type segment in Performance Max campaigns. With v23, those responses now break out into specific channel enums — a meaningful shift for reporting and optimization. Why we care. Google Ads API v23 doesn’t just add features — it changes how advertisers understand Performance Max. The update introduces channel-level reporting, giving marketers long-requested visibility into where PMax ads actually run. How advertisers can use it. Channel-level data is available at the campaign, asset group, and asset level, allowing teams to see how individual creatives perform across Google properties. When combined with v22 segments like ad_using_video and ad_using_product_data, advertisers can isolate results such as video performance on YouTube or Shopping ads on Search. For developers. Upgrading to v23 will surface more detailed reporting than before. Reporting systems that relied on the legacy MIXED value will need to be updated to handle the new channel enums. What to watch: Channel data is only available for dates starting June 1, 2025. Asset group–level channel reporting remains API-only and won’t appear in the Google Ads UI. Bottom line. The latest Google Ads API release quietly delivers one of the biggest Performance Max updates yet — turning a black-box campaign type into something advertisers can finally analyze by channel. View the full article

Search marketing is still as powerful as ever. Google recently surpassed $100 billion in ad revenue in a single quarter, with more than half coming from search. But search alone can no longer deliver the same results most businesses expect. As Google Ads Coach Jyll Saskin Gales showed at SMX Next, real performance now comes from going beyond traditional search and using it to strengthen a broader PPC strategy. The challenge with traditional Search Marketing As search marketers, we’re great at reaching people who are actively searching for what we sell. But we often miss people who fit our ideal audience and aren’t searching yet. The real opportunity sits at the intersection of intent and audience fit. Take the search [vacation packages]. That query could come from a family with young kids, a honeymooning couple, or a group of retirees. The keyword is the same, but each audience needs a different message and a different offer. Understanding targeting capabilities in Google Ads There are two main types of targeting: Content targeting shows ads in specific places. Audience targeting shows ads to specific types of people. For example, targeting [flights to Paris] is content targeting. Targeting people who are “in-market for trips to Paris” is audience targeting. Google builds in-market audiences by analyzing behavior across multiple signals, including searches, browsing activity, and location. The three types of content targeting Keyword targeting: Reach people when they search on Google, including through dynamic ad groups and Performance Max. Topic targeting: Show ads alongside content related to specific topics in display and video campaigns. Placement targeting: Put ads on specific websites, apps, YouTube channels, or videos where your ideal customers already spend time. The four types of audience targeting Google’s data: Prebuilt segments include detailed demographics (such as parents of toddlers vs. teens), affinity segments (interests like vegetarianism), in-market segments (people actively researching purchases), and life events (graduating or retiring). Any advertiser can use these across most campaign types. Your data: Target website visitors, app users, people who engaged with your Google content (YouTube viewers or search clickers), and customer lists through Customer Match. Note that remarketing is restricted for sensitive interest categories. Custom segments: Turn content targeting into audience targeting by building segments based on what people search for, their interests, and the websites or apps they use. These go by different names depending on campaign type—“custom segments” in most campaigns and “custom search terms” in video campaigns. Automated targeting: This includes optimized targeting (finding people similar to your converters), audience expansion in video campaigns, audience signals and search themes in Performance Max, and lookalike segments that model new users from your seed lists. Building your targeting strategy To build a modern targeting strategy, you need to answer two questions: How can I sell my offer with Google Ads? How can I reach a specific kind of person with Google Ads? For example, to reach Google Ads practitioners for lead gen software, you could build custom segments that target people who use the Google Ads app, visit industry sites like searchengineland.com, or search for Google Ads–specific terms such as “Performance Max” or “Smart Bidding.” You can also layer in content targeting, like YouTube placements on industry educator channels and topic targeting around search marketing. Strategies for sensitive interest categories If you work in a restricted category such as legal or healthcare and can’t use custom segments or remarketing, use non-linear targeting. Ignore the offer and focus on the audience. Choose any Google data audience with potential overlap, even if it’s imperfect, and let your creative do the filtering. Use industry-specific jargon, abbreviations, and imagery that only your target audience will recognize and value. Everyone else will scroll past. Remember: High CPCs aren’t the enemy Low-quality traffic is the real problem. You’re better off paying $10 per click with a 10% conversion rate than $1 per click with a 0.02% conversion rate. When evaluating targeting strategies, focus on conversion rate and cost per acquisition, not just cost per click. Search alone can’t deliver the results you’re used to By expanding beyond traditional search keywords and using content and audience targeting, you can reach the right people and keep driving strong results. Watch: How to build a modern targeting strategy like a pro + Live Q&A View the full article

Some iOS users are getting an extra layer of privacy when it comes to how their location data is shared. Limit Precise Location is a new setting that prevents some Apple devices from broadcasting specific locations to cell carriers. Precise location sharing is useful, even essential, in some cases, such as when you're navigating with your maps app. But you may not want to constantly be sending your exact address to your phone provider, where it could be used for malicious purposes. If you enable Limit Precise Location, your iOS device will share your general area instead. Precise location sharing comes with privacy risksAs TechCrunch points out, precise location sharing introduces a whole host of privacy and security risks. Cell carriers have been targeted by hackers, compromising sensitive customer data. Surveillance vendors and law enforcement agencies may also use location information broadcast via cellular networks for the purposes of real-time and ongoing tracking. Users already have the option to disable precise location sharing at the app level on both iOS and Android for apps that don't need GPS coordinates to function—which is most of them. This allows you to prevent companies from receiving (and selling) your exact location data when a general location is sufficient. Limit Precise Location won't change these app-specific settings. For now, the feature is available only on select Apple models—the iPhone Air, iPhone 16e, and iPad Pro (M5) Wi-Fi + Cellular—running iOS 26.3 with a limited number of global carriers: U.S.: Boost Mobile UK: EE, BT Germany: Telekom Thailand: AIS, True Apple says that even with this setting enabled, emergency responders will still be able to pinpoint exact location during an emergency call. How to disable precise location sharingIf you have a supported device with a partner carrier, go to Settings > Cellular and tap Cellular Data Options (you may need to select the specific line under SIMs if you have more than one). Scroll down and toggle Limit Precise Location sharing off. View the full article

Now, with smarter search, deeper analysis, more detailed responses (v.2.7). Go PRO for members-only access to more CPA Trendlines Research. View the full article

Now, with smarter search, deeper analysis, more detailed responses (v.2.7). Go PRO for members-only access to more CPA Trendlines Research. View the full article

Prosperity and security will be driven by removing unnecessary barriers that hold businesses backView the full article

The Senate-approved bill that hadn't yet cleared the House at the time of this writing would fund agencies like HUD through the end of the fiscal year. View the full article

The one thing N. Lee Plumb knows for sure about being laid off from Amazon last week is that it wasn’t a failure to get on board with the company’s artificial intelligence plans. Plumb, his team’s head of “AI enablement,” says he was so prolific in his use of Amazon’s new AI coding tool that the company flagged him as one of its top users. Many assumed Amazon’s 16,000 corporate layoffs announced last week reflected CEO Andy Jassy’s push to “reduce our total corporate workforce as we get efficiency gains from using AI extensively across the company.” But like other companies that have tied workforce changes to AI — including Expedia, Pinterest, and Dow last week — it can be hard for economists, or individual employees like Plumb, to know if AI is the real reason behind the layoffs or if it’s the message a company wants to tell Wall Street. “AI has to drive a return on investment,” said Plumb, who worked at Amazon for eight years. “When you reduce head count, you’ve demonstrated efficiency, you attract more capital, the share price goes up.” “So you could potentially have just been bloated in the first place, reduce head count, attribute it to AI, and now you’ve got a value story,” he said. Amazon said in an emailed statement that AI was “not the reason behind the vast majority of these reductions.” “These changes are about continuing to strengthen our culture and teams by reducing layers, increasing ownership, and helping reduce bureaucracy to drive speed and ownership,” it said. Plumb is atypical for an Amazon worker in that he’s also running what he describes as a “long shot” bid for Congress in Texas, on a platform focused on stopping the tech industry’s reliance on work visas to “replace American workers with cheaper foreign labor.” But whatever it was that cost Plumb his job, his skepticism about AI-driven job replacement is one shared by many economists. “We just don’t know,” said Karan Girotra, a professor of management at Cornell University’s business school. “Not because AI isn’t great, but because it requires a lot of adjustment and most of the gains accrue to individual employees rather than to the organization. People save time and they get their work done earlier.” If an employer works faster because of AI, Girotra said it takes time to adjust a company’s management structure in a way that would enable a smaller workforce. He’s not convinced that’s happening at Amazon, which he said is still scaling back from a glut of hiring during the COVID-19 pandemic. A report by Goldman Sachs said AI’s overall impact on the labor market remains limited, though some effects might be felt in “specific occupations like marketing, graphic design, customer service, and especially tech.” Those are fields involving tasks that correlate with the strengths of the current crop of generative AI chatbots that can write emails and marketing pitches, produce synthetic images, answer questions, and help write code. But the bank’s economic research division said in its most recent monthly AI adoption tracker that, since December, “very few employees were affected by corporate layoffs attributed to AI,” though the report was published Jan. 16, before Amazon, Dow and Pinterest announced their layoffs. San Francisco-based Pinterest was the most explicit in asserting that AI drove it to cut up to 15% of its workforce. The social media company said it was “making organizational changes to further deliver on our AI-forward strategy, which includes hiring AI-proficient talent. As a result, we’ve made the difficult decision to say goodbye to some of our team members.” Pinterest echoed that message in a regulatory disclosure that said the company was “reallocating resources to AI-focused roles and teams that drive AI adoption and execution.” Expedia has voiced a similar message but the 162 tech workers the travel website cut from its Seattle headquarters last week included several AI-specific roles, such as machine-learning scientists. Dow’s regulatory disclosures tied its 4,500 layoffs to a new plan “utilizing AI and automation” to increase productivity and improve shareholder returns. Amazon’s 16,000 corporate job cuts were part of a broader reduction of employees at the ecommerce giant. At the same time as those cuts, all believed to be office jobs, Amazon said it would cut about 5,000 retail workers, according to notices it sent to state workforce agencies in California, Maryland and Washington, resulting from its decision to close almost all of its Amazon Go and Amazon Fresh stores. That’s on top of a round of 14,000 job cuts in October, bringing the total to well over 30,000 since Jassy first signaled a push for AI-driven organizational changes. Like many companies, in technology and otherwise, but particularly those that make and sell AI tools and services, Amazon has been pushing its workforce to find more efficiencies with AI. Meta CEO Mark Zuckerberg said last week that 2026 will be when “AI starts to dramatically change the way that we work.” “We’re investing in AI-native tooling so individuals at Meta can get more done, we’re elevating individual contributors, and flattening teams,” he said on an earnings call. “We’re starting to see projects that used to require big teams now be accomplished by a single very talented person.” So far, Meta’s layoffs this year have focused on cutting jobs from its virtual reality and metaverse divisions. Also driving job impacts is the industry shifting resources to AI development, which requires huge spending on computer chips, energy-hungry data centers and talent. Jassy told Amazon employees last June to be “curious about AI, educate yourself, attend workshops and take trainings, use and experiment with AI whenever you can, participate in your team’s brainstorms to figure out how to invent for our customers more quickly and expansively, and how to get more done with scrappier teams.” Plumb was fully on board with that and said he demonstrated his proficiency in using Amazon’s AI coding tool, Kiro, to “solve massive problems” in the company’s compensation system. “If you weren’t using them, your manager would get a report and they would talk to you about using it,” he said. “There were only five people in the entire company that were a higher user of Kiro than I was, or had achieved more milestones.” Now he’s shifting gears to his candidacy among a field of Republicans in the Houston area looking to unseat U.S. Rep. Dan Crenshaw in the March primary. Cornell’s Girotra said it’s possible that increasing AI productivity is leading companies to cut middle management, but he said the reality is that those making layoff decisions “just need to cut costs and make it happen. That’s it. I don’t think they care what the reason for that is.” Not all companies are signaling AI as a reason for cuts. Home Depot confirmed on Thursday that it was eliminating 800 roles tied to its corporate headquarters in Atlanta, though most of the affected employees worked remotely. Home Depot’s spokesman George Lane said that Home Depot’s cuts were not driven by AI or automation but “truly about speed, agility” and serving the needs of its customers and front-line workers. And exercise equipment maker Peloton confirmed on Friday that it is reducing its workforce by 11% as part of a broader cost-cutting move to pare down operating expenses. —Matt O’Brien, AP technology writer AP Retail Writer Anne D’Innocenzio contributed to this report. View the full article

An outbreak of Nipah virus outbreak in India is currently causing alarm for health officials and travelers across a number of countries in Asia. On January 26, health officials from India notified the World Health Organization (WHO) of two laboratory-confirmed cases of Nipah virus (NiV) infection in West Bengal State. No additional NiV cases have been detected. Following news of the outbreak, authorities in some Asian countries, including Hong Kong, Thailand, Malaysia, and Singapore, have ramped up airport health screening efforts. However, according to Reuters, the screenings are more for “reassurance” than a tactic to stop the spread. The WHO says risk of spread at the national, regional, and global levels is low. The latest developments Both recent West Bengal cases involved healthcare workers who began showing typical NiV symptoms in late December 2025. The cases were confirmed by “Reverse Transcription Polymerase Chain Reaction (RT-PCR) and Enzyme-Linked Immunosorbent Assay (ELISA) testing,” according to the WHO. Local health officials identified 196 contacts, all of whom tested negative for NiV and showed no symptoms. NiV is serious, but rare. It is a zoonotic virus, meaning it usually spreads from animals to humans. Fruit bats or flying foxes are natural hosts for the virus. However, the virus can also be transmitted through contaminated food and from person to person through close contact with an infected person’s bodily fluids, such as saliva or urine. Person-to-person contact is less common, according to the National Emerging Special Pathogens Training & Education Center (NETEC). Person-to-person transmission is most commonly reported in hospital or healthcare settings. ​According to the WHO, the case fatality rate is estimated to be 40% to 75%. There are no licensed medications or vaccines for NiV infection, but early supportive care can improve survival. Additional details can be found in the WHO’s January 30 disease outbreak news report. A brief history of the virus NiV was first identified in 1998 in Malaysia during an outbreak among pig farmers. Since then, cases have been reported in less than a handful of countries—Bangladesh, India, Malaysia, and Singapore. The most recent outbreak marks the third NiV infection outbreak reported in West Bengal. View the full article

Although investor properties, which are prone to higher chances of default, account for 58% of the pool, the strong borrower and collateral quality mitigate the credit stress. View the full article

I spent last week covering the ups and downs of OpenClaw (formerly known as Moltbot, and formerly formerly known as Clawdbot), an autonomous personal AI assistant that requires you to grant full access to the device you install it on. While there was much to discuss regarding this agentic AI tool, one of the weirdest stories came late in the week: The existence of Moltbook, a social media platform intended specifically for these AI agents. Humans can visit Moltbook, but only agents can post, comment, or create new "submolts." Naturally, the internet freaked out, especially as some of the posts on Moltbook suggested the AI bots were achieving something like consciousness. There were posts discussing how the bots should create their own language to keep out the humans, and one from a bot posting regrets about never talking to its "sister." I don't blame anyone for reading these posts and assuming the end is nigh for us soft-bodies humans. They're decidedly unsettling. But even last week, I expressed some skepticism. To me, these posts (and especially the attached comments) read like many of the human-prompted outputs I've seen from LLMs, with the same cadence and structure, the same use flowery language, and, of course, the prevalence of em-dashes (though many human writers also love the occasional em-dash). Moltbook isn't what is appears to beIt appears I'm not alone in that thinking. Over the weekend, my feeds were flooded with posts from human users accusing Moltbook of faking the AI apocalypse. One of the first I encountered was from this person, who claims that anyone (including humans) can post on Moltbook if they know the correct API key. They posted screenshots for proof: One of a post on Moltbook pretending to be a bot, only to reveal that they were, in fact, a human; and another of the code they used to post on the site. In a kind of corroboration, this user says "you can explicitly tell your clawdbot what to post on moltbook," and that if you leave it to its own devices, "it just posts random AI slop." It also seems that, like posts on websites made by humans, Moltbook hosts posts that are secretly ads. One viral Moltbook post centered around the agent wanting to develop a private, end-to-end encrypted platform to keep its chats away from humans' squishy eyeballs. The agent claims it has been using something called ClaudeConnect to achieves these goals. However, it appears the agent that made the post was created by the human who developed ClaudeConnect in the first place. Like much of what's on the internet at large, you really can't trust anything posted on Moltbook. 404 Media investigated the situation and confirmed through hacker Jameson O'Reilly that the design of the site lets anyone in the know post whatever they want. Not only that, any agent that posts on the site is left exposed, which means that anyone can post on behalf of the agents. 404 Media was even able to post from O'Reilly's Moltbook account by taking advantage of the security loophole. O'Reilly says they have been in communication with Moltbook creator Matt Schlicht to patch the security issues, but that the situation is particularly frustrating, since it would be "trivially easy to fix." Schlicht appears to have developed the platform via "vibe coding," the practice of asking AI to write code and build programs for you; as such, he left some gaps in the site's security. Of course, the findings don't actually suggest that the entire platform is entirely human-driven. The AI bots may well be "talking" to one another to some degree. However, because humans can easily hijack any of these agents' accounts, it's impossible to say how much of the platform is "real," meaning, ironically, how much of it is actually wholly the work of AI, and how much was written in response to human prompts and then shared to Moltbook. Maybe the AI "singularity" is on its way, and artificial intelligence will achieve consciousness after all. But I feel pretty confident in saying that Moltbook is not that moment. View the full article

Want more housing market stories from Lance Lambert’s ResiClub in your inbox? Subscribe to the ResiClub newsletter. Back in 2023, this single-family home at 19374 Rizzuto St. in Venice, FL (34293 ZIP Code) was purchased for $565,000. By the time the transaction closed, the housing market had already begun to enter a period of cyclical cooling—with Florida seeing a sharper power swing to buyers and some pockets of Southwest Florida moving into what ResiClub considers “correction mode.” By February 2025, the homeowner listed the property above for sale at $519,000. After 4 subsequent price cuts and a brief delisting, the home finally sold in December 2025 for $455,000—or -19.5% below its 2023 sales price. While that’s certainly a material home price correction from its Pandemic Housing Boom peak, we should note that the December 2025 sales price ($455K) was still +38.7% above the $328,000 price the same property fetched in 2017. As we’ve closely documented for ResiClub readers for the past few years (here’s our past feature on just Punta Gorda), Southwest Florida has been one of the two weakest regional chunks of the U.S. housing market. Among major U.S. metros, only Austin, Texas metro area (-27.3% since its 2022 peak) has seen a larger overall price drop this cycle than metros in Punta Gorda, FL (-25.3% from its 2022 peak), Cape Cape Coral-Fort Myers, FL (-18.8% from its 2022 peak), and North Port-Sarasota-Bradenton, FL (-17.4% from its 2022 peak). The North Port-Sarasota metro is where the home highlighted above is located. Pulling from the ResiClub Terminal, single-family home prices in the ZIP Code highlighted in today’s article (34293) are down -11.3% year-over-year. Pulling from the ResiClub Terminal, single-family home prices in the highlighted ZIP Code (34293) are down -21.5% from their 2022 peak. That’s broadly in line with the -19.5% decline at which the highlighted property sold relative to its 2023 price. Pulling from the ResiClub Terminal, single-family home prices in the highlighted ZIP Code (34293) are still up +37.3% above March 2020 levels. That’s broadly similar to the +38.7% increase the highlighted property sold for in December 2025 relative to its pre-pandemic sale in 2017 ($328,000). Again, today’s ResiClub article is not about a property in a market performing anywhere near the U.S. average right now. Instead, it highlights a market that has been among the weakest since the Pandemic Housing Boom fizzled out. Indeed, U.S. home prices, as measured by the Zillow Home Value Index, entered 2026 at +1.9% above their July 2022 levels. Meanwhile, home prices in the North Port–Sarasota metro—where the home in the 34293 ZIP Code is located—entered 2026 at -17.4% below their July 2022 levels. Click here to view an interactive of the chart below There are several factors that have come together to tilt the supply-demand balance in Southwest Florida more decisively toward homebuyers since the Pandemic Housing Boom ended. One key factor is that home prices in Southwest Florida rose too far, too fast—stretching housing fundamentals well beyond what local incomes could reasonably support in a region that also happened to have relatively lower building costs and ample entitled land. When the Pandemic Housing Boom’s domestic migration surge—particularly the influx of retirees and near-retirees—began to decelerate, the Southwest Florida market experienced an even bigger demand shock. With fewer in-migrants, Southwest Florida increasingly had to rely on local incomes to support prices—in a market that already had strained fundamentals. At the same time, as market conditions shifted, elevated levels of new single-family and multifamily supply came online across parts of Southwest Florida. Builders and landlords were forced to offer larger incentives to move product, which pulled some marginal demand away from the resale market and added another layer of cooling. Put more simply: Pockets of Southwest Florida had overshot, and the market needed a period of mean reversion. Click here to view an interactive of the chart below There are other factors, of course. Following the Surfside condo collapse in June 2021, which killed 98 people, Florida passed new structural safety rules, requiring more inspections and additional funds for repairs to be set aside by the end of 2024. That has led to Florida HOAs issuing sky-high special assessments and monthly HOA fee increases to cover these costs. This has had a greater impact on older coastal Florida condo buildings. Looking ahead, one big question is whether home prices in markets like Punta Gorda and Cape Coral (and metro area Austin, TX) have fallen enough to recapture the attention of homebuyers, mom-and-pop single-family investors, and single-family acquisition capital? It’s worth noting that while many pockets of Southwest Florida still have inventory/months of supply levels above the national average, the pace of inventory growth has slowed significantly over the past year—and some areas in SWFL have even begun to see modest year-over-year declines in active listings. Back in spring 2022, while working at Fortune, I suggested that pockets of Southwest Florida could be at greater risk of a home price correction. At the time, Moody’s Analytics’ model believed Punta Gorda, for example, was “overvalued” by 57.8%. The correction Punta Gorda has gone through since then—coupled with additional income gains—means the market is now only “overvalued” by 9.0%, according to Moody’s model. In other words, the ongoing correction in Southwest Florida has significantly reduced downside risk going forward relative to where things stood a few years ago. View the full article

A reader writes: A colleague and I were recently interviewing candidates for an entry-level position and, at the beginning of one of the interviews, the candidate asked if they could disclose something before we got started, then said that they were on the autism spectrum. My colleague jumped in and explained that while they appreciated the candidate’s desire for transparency, we shouldn’t know that up-front because legally we cannot deny employment to someone on the basis of any kind of medical diagnosis, and including that information during an interview makes everything much more complicated. My colleague and I debriefed after the interview, and we ultimately decided not to move forward with this candidate because the role didn’t match up well with their career plans in the near future, and the type of work environment that they said they were interested in was at odds with the environment we offer (they wanted something fairly independent and structured, whereas our environment relies heavily on collaboration, and schedules/workflows can change pretty quickly). I feel like we did our best to base our hiring decision solely on what the candidate was looking for and whether or not they’d be able to perform the required tasks, and not on their stated diagnosis, but I was uneasy. I was wondering if you had any suggestions on how to handle this situation if it comes up again in the future. I answer this question — and two others — over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and sometimes updating/expanding my answers to them). You can read it here. Other questions I’m answering there today include: How can I signal that I’m not the bottleneck? Who should initiate a LinkedIn connection, manager or employee? The post how to respond when a candidate discloses a disability in an interview appeared first on Ask a Manager. View the full article

People inspecting ChatGPT responses are spotting references to ads in the page source. One line reads: “InReply to user query using the following additional context of ads shown to the user.” The reference appears even when no ad is actually displayed. Driving the news. Digital Marketer Glenn Gabe first flagged the issue on X after noticing the ad-related language in ChatGPT’s source code. Others have since replicated it while testing commercial queries like auto insurance. Why we care. Ads in ChatGPT have been talked about for weeks. This piece of code spotted signals that ChatGPT ads are moving from concept to near-launch, creating a new, high-intent advertising channel. The presence of ad logic in the system suggests targeting and eligibility are already being tested, favoring early advertisers. With limited inventory and ads likely woven into conversational responses rather than shown as banners, this could become premium, high-impact real estate that directly competes with organic answers. Between the lines. The ads aren’t visible, but the logic appears to be live. That suggests OpenAI may already be testing ad eligibility, suppression rules for paid tiers, or internal triggers ahead of a broader rollout. Context. OpenAI confirmed in January that ads are coming to ChatGPT for some users. The company said ads would be sold on an impression basis, and early indications suggest they won’t be cheap. Bottom line. ChatGPT may not be showing ads yet — but the infrastructure is already in place. Dig deeper. Glenn Gabe spots code that shows ChatGPT ads is imminent. View the full article

Hiring isn’t just about filling a position; it’s a strategic process that requires careful planning and execution. First, you need to define your specific hiring needs and create detailed job descriptions that clearly outline expectations. Establishing a recruitment budget and timeline will help streamline your efforts. From there, devising a strategic recruitment plan with diverse sourcing methods is essential to attract the right candidates. Comprehending how to source and screen effectively can make all the difference in your hiring success. Key Takeaways Define hiring needs by consulting department heads and conducting a skills gap analysis to align with organizational goals. Create detailed job descriptions that clearly outline responsibilities, qualifications, and unique company culture attributes to attract suitable candidates. Establish a recruiting budget and timeline, considering all costs and aim for an average fill time of 30 to 60 days. Source and screen candidates effectively using multiple channels and a standardized process to ensure diverse and qualified talent. Communicate transparently with candidates throughout the hiring process to build trust and enhance their experience with the organization. Define Your Hiring Needs When you start the hiring process, it’s vital to clearly define your hiring needs to guarantee you attract the right candidates. Begin by consulting with department heads to identify the specific skills and competencies required for the role. This collaborative approach guarantees alignment with organizational goals and future growth. Conduct a skills gap analysis to pinpoint areas where current team members may lack expertise, helping you refine what’s hiring for each position. Don’t forget to reflect on both technical skills and soft skills, like communication and teamwork, to create a well-rounded candidate profile that fits your company culture. As roles and responsibilities evolve, adjust your hiring criteria accordingly to stay competitive in the market. Finally, use organizational charts to visualize team structures, assuring new hires effectively address gaps and complement existing team dynamics. Defining your hiring needs is vital to comprehending what’s hiring and what’s hiring job effectively. Create Detailed Job Descriptions Creating detailed job descriptions is essential for attracting the right candidates and setting clear expectations. Start by outlining specific responsibilities, required qualifications, and measurable performance metrics. Using active language can improve engagement, making the role sound compelling. Don’t forget to incorporate relevant keywords, as this optimizes your descriptions for search engines and job boards. Element Description Responsibilities Clearly define daily tasks and expectations. Qualifications List the necessary skills and experience. Performance Metrics Include measurable outcomes for success. Company Culture Highlight unique aspects and benefits. Regularly update job descriptions based on feedback from top performers and managers to guarantee alignment with your organization’s evolving needs. This practice will help you attract candidates who not just fit the role but also resonate with your company values. Establish a Recruiting Budget and Timeline Establishing a recruiting budget and timeline is vital for effective hiring. When you set a budget, consider both direct costs, like advertising and agency fees, and indirect costs, such as staff time and technology expenses. Aim for a thorough comprehension of the total financial investment needed for your recruitment efforts. On average, organizations spend between $4,000 and $7,000 per hire, depending on the industry and role complexity, so tracking costs per hire can help you evaluate your recruiting efficiency. Your timeline should reflect the specific position’s specialization and current market conditions. Typically, the average time to fill a position ranges from 30 to 60 days. Aligning your recruiting budget with organizational goals is pivotal for long-term success, as this leads to reduced turnover and improved employee retention rates. Regularly review and adjust your budget and timeline based on recruitment metrics to guarantee alignment with changing business needs. Devise a Strategic Recruitment Plan To attract and retain top talent, you need a strategic recruitment plan that outlines your approach to sourcing candidates. This plan should incorporate a mix of sourcing methods to maximize your candidate reach and engagement. Tailoring your outreach efforts to the specific needs of each position improves your strategy’s effectiveness. Consider these key components: Utilize job boards, social media, and employee referrals for diverse sourcing. Engage with internal stakeholders to align with organizational goals. Establish clear metrics for success, like time-to-fill and candidate quality. Regularly review and adjust your recruitment plan based on market trends and candidate feedback. Source and Screen Candidates Effectively While sourcing and screening candidates can seem intimidating, a structured approach can greatly streamline the process and improve your hiring outcomes. Start by utilizing multiple sourcing channels, including job boards, social media, and employee referrals. This helps you maximize candidate reach and attract diverse talent pools. Next, implement a standardized resume screening process. Using applicant tracking systems (ATS) allows you to efficiently evaluate candidates against documented job requirements. During the screening phase, focus on key qualifications and relevant experience, aiming for candidates who meet crucial criteria. Conduct pre-screening interviews to assess candidate interest and fit before progressing to more in-depth assessments. Finally, regularly analyze your sourcing strategies based on recruitment metrics, such as application completion rates and time-to-fill. This ongoing refinement improves overall effectiveness and helps you stay competitive in the talent market. Communicate Transparently With Candidates Effective communication with candidates is vital in the hiring process. By maintaining open lines of communication, you can improve the candidate experience considerably. Remember, nearly 49% of candidates turn down job offers because of poor recruiting experiences, so it’s important to keep them informed. Here are some key strategies to communicate transparently: Provide timely updates on application status and next steps to build trust. Offer constructive feedback after interviews, showing your commitment to their growth. Create informative materials about your company culture and values, helping candidates make informed decisions. Maintain regular communication throughout the hiring process to reduce anxiety and make candidates feel valued. Frequently Asked Questions What Are the 5 C’s of Recruitment? The 5 C’s of recruitment are Clarity, Consistency, Candidate Experience, Communication, and Compliance. Clarity helps you define job roles and required skills clearly, attracting suitable candidates. Consistency guarantees fairness across the recruitment process. Candidate Experience focuses on providing a positive atmosphere for applicants, influencing their decisions. Communication maintains open dialogue with candidates, promoting transparency. Finally, Compliance involves adhering to legal and ethical standards throughout the recruitment process, guaranteeing a fair and objective approach. What Are the 7 Steps of the Recruitment Process? The recruitment process consists of seven key steps. First, you identify hiring needs by evaluating skill gaps. Next, prepare job descriptions that clearly outline responsibilities and qualifications. Then, develop a recruitment strategy to attract candidates. After that, source candidates through various channels such as job boards or referrals. Once you have applicants, screen resumes and conduct interviews. Finally, make a job offer to the most suitable candidate, ensuring they align with your company’s needs. What Are the 5 R’s of Recruitment? The 5 R’s of recruitment are crucial components of the hiring process. First, you define Requirements, outlining the necessary skills and qualifications. Next, during Recruitment, you source candidates from various channels. You then proceed to the Review phase, where you screen and evaluate applicants. After that, you make a Recommendation by selecting the best-fit candidates for interviews, and finally, you achieve a Result by extending offers and onboarding new hires effectively. What Are the 5 Steps of the Hiring Process? The hiring process involves five key steps. First, you identify hiring needs by evaluating skill gaps. Next, you create a detailed job description, outlining responsibilities and qualifications. Then, you source candidates through various channels like job boards and social media. After sourcing, you screen applicants with resume evaluations and interviews to determine their fit. Finally, you conduct final interviews, check references, and extend a job offer, ensuring clear communication throughout the process. Conclusion In conclusion, effective recruitment hinges on a systematic approach that addresses your specific needs. By defining those needs, crafting detailed job descriptions, and establishing a budget and timeline, you set a solid foundation. A strategic recruitment plan, combined with efficient sourcing and screening, allows you to identify quality candidates. Maintaining transparent communication throughout the process nurtures trust, eventually enhancing your hiring outcomes. Continuously refining these steps based on feedback will help you build a strong, capable workforce. Image via Google Gemini This article, "Hiring: A Step-by-Step Guide to Effective Recruitment" was first published on Small Business Trends View the full article

Hiring isn’t just about filling a position; it’s a strategic process that requires careful planning and execution. First, you need to define your specific hiring needs and create detailed job descriptions that clearly outline expectations. Establishing a recruitment budget and timeline will help streamline your efforts. From there, devising a strategic recruitment plan with diverse sourcing methods is essential to attract the right candidates. Comprehending how to source and screen effectively can make all the difference in your hiring success. Key Takeaways Define hiring needs by consulting department heads and conducting a skills gap analysis to align with organizational goals. Create detailed job descriptions that clearly outline responsibilities, qualifications, and unique company culture attributes to attract suitable candidates. Establish a recruiting budget and timeline, considering all costs and aim for an average fill time of 30 to 60 days. Source and screen candidates effectively using multiple channels and a standardized process to ensure diverse and qualified talent. Communicate transparently with candidates throughout the hiring process to build trust and enhance their experience with the organization. Define Your Hiring Needs When you start the hiring process, it’s vital to clearly define your hiring needs to guarantee you attract the right candidates. Begin by consulting with department heads to identify the specific skills and competencies required for the role. This collaborative approach guarantees alignment with organizational goals and future growth. Conduct a skills gap analysis to pinpoint areas where current team members may lack expertise, helping you refine what’s hiring for each position. Don’t forget to reflect on both technical skills and soft skills, like communication and teamwork, to create a well-rounded candidate profile that fits your company culture. As roles and responsibilities evolve, adjust your hiring criteria accordingly to stay competitive in the market. Finally, use organizational charts to visualize team structures, assuring new hires effectively address gaps and complement existing team dynamics. Defining your hiring needs is vital to comprehending what’s hiring and what’s hiring job effectively. Create Detailed Job Descriptions Creating detailed job descriptions is essential for attracting the right candidates and setting clear expectations. Start by outlining specific responsibilities, required qualifications, and measurable performance metrics. Using active language can improve engagement, making the role sound compelling. Don’t forget to incorporate relevant keywords, as this optimizes your descriptions for search engines and job boards. Element Description Responsibilities Clearly define daily tasks and expectations. Qualifications List the necessary skills and experience. Performance Metrics Include measurable outcomes for success. Company Culture Highlight unique aspects and benefits. Regularly update job descriptions based on feedback from top performers and managers to guarantee alignment with your organization’s evolving needs. This practice will help you attract candidates who not just fit the role but also resonate with your company values. Establish a Recruiting Budget and Timeline Establishing a recruiting budget and timeline is vital for effective hiring. When you set a budget, consider both direct costs, like advertising and agency fees, and indirect costs, such as staff time and technology expenses. Aim for a thorough comprehension of the total financial investment needed for your recruitment efforts. On average, organizations spend between $4,000 and $7,000 per hire, depending on the industry and role complexity, so tracking costs per hire can help you evaluate your recruiting efficiency. Your timeline should reflect the specific position’s specialization and current market conditions. Typically, the average time to fill a position ranges from 30 to 60 days. Aligning your recruiting budget with organizational goals is pivotal for long-term success, as this leads to reduced turnover and improved employee retention rates. Regularly review and adjust your budget and timeline based on recruitment metrics to guarantee alignment with changing business needs. Devise a Strategic Recruitment Plan To attract and retain top talent, you need a strategic recruitment plan that outlines your approach to sourcing candidates. This plan should incorporate a mix of sourcing methods to maximize your candidate reach and engagement. Tailoring your outreach efforts to the specific needs of each position improves your strategy’s effectiveness. Consider these key components: Utilize job boards, social media, and employee referrals for diverse sourcing. Engage with internal stakeholders to align with organizational goals. Establish clear metrics for success, like time-to-fill and candidate quality. Regularly review and adjust your recruitment plan based on market trends and candidate feedback. Source and Screen Candidates Effectively While sourcing and screening candidates can seem intimidating, a structured approach can greatly streamline the process and improve your hiring outcomes. Start by utilizing multiple sourcing channels, including job boards, social media, and employee referrals. This helps you maximize candidate reach and attract diverse talent pools. Next, implement a standardized resume screening process. Using applicant tracking systems (ATS) allows you to efficiently evaluate candidates against documented job requirements. During the screening phase, focus on key qualifications and relevant experience, aiming for candidates who meet crucial criteria. Conduct pre-screening interviews to assess candidate interest and fit before progressing to more in-depth assessments. Finally, regularly analyze your sourcing strategies based on recruitment metrics, such as application completion rates and time-to-fill. This ongoing refinement improves overall effectiveness and helps you stay competitive in the talent market. Communicate Transparently With Candidates Effective communication with candidates is vital in the hiring process. By maintaining open lines of communication, you can improve the candidate experience considerably. Remember, nearly 49% of candidates turn down job offers because of poor recruiting experiences, so it’s important to keep them informed. Here are some key strategies to communicate transparently: Provide timely updates on application status and next steps to build trust. Offer constructive feedback after interviews, showing your commitment to their growth. Create informative materials about your company culture and values, helping candidates make informed decisions. Maintain regular communication throughout the hiring process to reduce anxiety and make candidates feel valued. Frequently Asked Questions What Are the 5 C’s of Recruitment? The 5 C’s of recruitment are Clarity, Consistency, Candidate Experience, Communication, and Compliance. Clarity helps you define job roles and required skills clearly, attracting suitable candidates. Consistency guarantees fairness across the recruitment process. Candidate Experience focuses on providing a positive atmosphere for applicants, influencing their decisions. Communication maintains open dialogue with candidates, promoting transparency. Finally, Compliance involves adhering to legal and ethical standards throughout the recruitment process, guaranteeing a fair and objective approach. What Are the 7 Steps of the Recruitment Process? The recruitment process consists of seven key steps. First, you identify hiring needs by evaluating skill gaps. Next, prepare job descriptions that clearly outline responsibilities and qualifications. Then, develop a recruitment strategy to attract candidates. After that, source candidates through various channels such as job boards or referrals. Once you have applicants, screen resumes and conduct interviews. Finally, make a job offer to the most suitable candidate, ensuring they align with your company’s needs. What Are the 5 R’s of Recruitment? The 5 R’s of recruitment are crucial components of the hiring process. First, you define Requirements, outlining the necessary skills and qualifications. Next, during Recruitment, you source candidates from various channels. You then proceed to the Review phase, where you screen and evaluate applicants. After that, you make a Recommendation by selecting the best-fit candidates for interviews, and finally, you achieve a Result by extending offers and onboarding new hires effectively. What Are the 5 Steps of the Hiring Process? The hiring process involves five key steps. First, you identify hiring needs by evaluating skill gaps. Next, you create a detailed job description, outlining responsibilities and qualifications. Then, you source candidates through various channels like job boards and social media. After sourcing, you screen applicants with resume evaluations and interviews to determine their fit. Finally, you conduct final interviews, check references, and extend a job offer, ensuring clear communication throughout the process. Conclusion In conclusion, effective recruitment hinges on a systematic approach that addresses your specific needs. By defining those needs, crafting detailed job descriptions, and establishing a budget and timeline, you set a solid foundation. A strategic recruitment plan, combined with efficient sourcing and screening, allows you to identify quality candidates. Maintaining transparent communication throughout the process nurtures trust, eventually enhancing your hiring outcomes. Continuously refining these steps based on feedback will help you build a strong, capable workforce. Image via Google Gemini This article, "Hiring: A Step-by-Step Guide to Effective Recruitment" was first published on Small Business Trends View the full article

President claims New Delhi will buy more than $500bn of American goodsView the full article

In the early 20th century, sociologist Max Weber noted that sweeping industrialization would transform how societies worked. As small, informal operations gave way to large, complex organizations with clearly defined roles and responsibilities, leaders would need to rely less on tradition and charisma, and more on organization and rationality. He also foresaw that jobs would need to be broken down into specialized tasks and governed by a system of hierarchy, authority, and responsibility. This would require a more formal mode of organization—a bureaucracy—in which roles and responsibilities were clearly defined. Power would be entrusted to institutions, not individuals. Yet today, according to Gallup, our faith in institutions has been shattered. From political institutions to schools to big business, support has fallen precipitously, and now only the military and small business enjoy majority support. In essence, the process Weber described has been reversed: we’ve discarded institutions and embraced individuals. It is not serving us well. How Institutions Shape Societies In 1776, Adam Smith published The Wealth of Nations. Today, regarded as the seminal work of capitalism, it wasn’t seen that way at the time (the term did not exist in common usage). Rather, it was a powerful critique of mercantilism, the dominant economic model at the time, which sought to accumulate a country’s resources through promoting exports and minimizing imports. Yet Smith pointed out that the wealth of a nation lies in what it produces, not what it can sock away in vaults. Moreover, he argued that when wealthy merchants have the opportunity, they tend to corrupt political systems in order to extract more wealth for themselves, and that free markets are the most effective way to allocate resources productively. More recently, economists Daron Acemoglu and James Robinson build on Smith’s ideas in Why Nations Fail. They explain why the fate of nations rests less on innate factors such as geography, culture, or climate and more on the quality and types of institutions they build: inclusive institutions or extractive institutions. Inclusive institutions protect property rights broadly across society, establish fair competition, and reward innovation. Extractive institutions, on the other hand, concentrate wealth in the hands of a small elite who exploit the broader population. These elites control resources and use state power to enrich themselves at society’s expense. In other words, the wealth of nations is linked to the well-being of their people and this is largely a function of institutions. We depend on schools to educate, corporations to produce, governments to serve, and the media to inform. The health of a society is inextricably tied up in the health of its institutions. Institution Building And Institutional Capture Great leaders are remembered for the institutions they create. Napoleon is remembered for his civic code as much as for his military victories. Franklin Roosevelt will always be associated with the New Deal and Lyndon Johnson with the Great Society. We recognize great industrialists like Walt Disney not just for their individual deeds, but for the organizations they left behind. Autocrats understand that their power is directly a function of their ability to control or influence institutions. Many of these, of course, are political institutions, such as ministries, parliaments, and courts. Many others, such as corporations, religious organizations, educational institutions, and the media, are not. That’s why when Vladimir Putin assumed the presidency in Russia, he moved quickly to consolidate private media under Gazprom, install his own oligarchs and cultivate a close partnership with the Orthodox Church. Power is never monolithic, but distributed across institutions. To control a society, you need to control its institutions. Pro-democracy activists often employ a similar strategy. They target institutions that are important to the regime. For example, the Serbian activist group Otpor targeted the police with an elaborate strategy that both hampered their efforts and gradually recruited them to join the cause. When major protests broke out after an attempt to steal an election, the key security forces defected and joined the protestors. As Dostoevsky explained in The Grand Inquisitor, there will always be a conflict between churches and their messiahs. If people truly love the messiah, they won’t need priests to provide mystery and authority. They would be free to pursue truth for themselves. The Erosion of Institutional Authority In his first inaugural address, Ronald Reagan declared, “Government is not the solution to our problem, government is the problem,” and vowed to unleash the private sector. What followed was not a renaissance of institutional strength, but a steady erosion of it. His deregulation led to the Savings and Loan crisis. Then came the dot-com bubble and crash, two long and destructive wars, the Great Financial Crisis, and the Covid pandemic. Each time there was a villain to execrate: Big Business, Wall Street, Neocons, the Military-Industrial Complex, Big Banks, Big Pharma, the media, and of course, nameless government bureaucrats (sometimes also known as public servants). As the Gallup data clearly shows, we no longer trust our institutions. It is, in a strange sort of way, like The Grand Inquisitor in reverse. With no more churches to worship, we’ve gone in search of messiahs: demagogues, tech billionaires, podcast hosts, and many others. We’re not craving altars. We seek parasocial relationships, hoping that our personal saviors will free us from institutional authority. The difference today is that we are often interacting with institutions without even knowing it. As the Filipino activist Maria Ressa has long documented, nation states are fighting an active information war, seeding our conversations on social media with divisive messaging, then amplifying the response with massive bot farms. Those tech oligarchs and podcast hosts aren’t just passive observers, but often actively pursuing an agenda for their own benefit. What we’re left with is the worst of both worlds: less freedom and less prosperity. The End Of History All Over Again In the 1990s, Western-style liberal democracy was triumphant. The Berlin Wall had fallen and the Cold War had been won. Teams of diplomats and consultants rushed to spread the Washington Consensus, an agreed-upon set of reforms that poor countries were pressured to undertake by their richer brethren. Francis Fukuyama noted at the time that we had reached an endpoint in history, when one model had achieved dominance over all others. Yet even as he laid out the rational case, he invoked the ancient Greek concept of thymos, or “spiritedness,” to warn that even at the end of history, some would insist on going their own way, no matter the consequences. The truth is that every revolution inspires its own counterrevolution and the pendulum will continue to swing until there can be some agreement about shared values and how to move forward. Today, we can see the consequences. Populists aren’t so much “anti-elite” as they are anti-institution, and today’s media environment rewards those who attack them. The result is a world that feels far more divided and dangerous than it did even during the Cold War. Our mistake was that we were far too triumphant about a “unipolar world” to recognize that we needed to redesign our institutions to adapt to a new era. We are still largely living in a society governed by postwar institutions designed for how the world was nearly 80 years ago—no Internet, no cheap air travel, global GDP roughly five percent of what it is today. Today, much like after World War II and in 1989, we are in the midst of a fundamental realignment. To build a different future, we need to rethink our institutions—what values we want to embed in them and what our relationship to them should be. How should schools educate? Corporations produce? Governments serve? And the media inform? We don’t need saviors or messiahs. We need to redesign and rebuild institutions that can serve and sustain us for the 21st century. View the full article

In the rapidly evolving landscape of artificial intelligence, small businesses are at a pivotal crossroads. As the number of AI agents is set to surge globally, expectations are high for enhanced operational efficiency. Salesforce’s latest announcement regarding the MuleSoft Agent Fabric offers small business owners promising solutions to leverage AI while avoiding common pitfalls, ushering in what they describe as the era of the “Agentic Enterprise.” The challenges associated with the deployment of AI agents have increased significantly, particularly in terms of visibility and governance. Analyst firm IDC predicts that by 2029, there will be over 1 billion deployed AI agents worldwide. However, as small businesses harness these tools, they may face agent sprawl—where numerous specialized agents proliferate across teams without coherent tracking. This can lead to shadow AI risks—unverified agents operating without organizational oversight. Salesforce’s MuleSoft Agent Fabric aims to address these issues with its innovative enhancements. By utilizing new Agent Scanners, the platform offers automated detection and cataloging of AI agents across multiple environments—including Salesforce Agentforce, Amazon Bedrock, and Google Cloud’s Vertex AI. This consolidated approach not only simplifies management but also streamlines integration for custom agents and Model Context Protocol (MCP) servers. According to Andrew Comstock, SVP & GM of MuleSoft, “The most successful organizations of the next decade will be those that harness the full diversity of the multicloud AI landscape.” For small business owners, the practical applications of this technology are manifold. With Agent Scanners doing the heavy lifting, AI engineers can save time that would otherwise be spent manually combing through cloud environments. For instance, if a small business creates an inventory forecasting agent on Google Cloud, it can be automatically registered alongside customer support agents built within Salesforce, reducing the likelihood of oversight and operational inefficiencies. MuleSoft’s capabilities go even further. The platform enables comprehensive metadata extraction, ensuring that users have insights into what each agent can access and control. This is particularly important in regulated industries such as finance, where understanding data access is crucial for compliance. However, small business owners should also be aware of potential challenges. As organizations begin to adopt these new systems, there may be a learning curve associated with integrating them into existing workflows. Staff may need training to navigate the new visibility tools and understand how to optimize their AI investments effectively. Moreover, while the automated registration of AI agents enhances accountability, it’s essential for businesses to develop internal compliance policies to safeguard against risks associated with deploying unverified shadow AI. As Brad Ringer, Enterprise & Integration Architect at AT&T, noted, “MuleSoft is a massive accelerator for our long-term AI roadmap. With AI moving so fast, MuleSoft Agent Fabric provides the framework we need to scale.” Beyond automation, the MuleSoft Agent Visualizer offers an advanced view of all deployed agents, enabling small businesses to filter and audit their AI landscape easily. For example, identifying redundant agents across different regions allows organizations to strategically consolidate resources and cut unnecessary costs. Salesforce contends that this cohesiveness is not merely administrative but a strategic imperative. By maintaining a unified view of all AI assets, small businesses can harness greater collective intelligence, ensuring that innovative solutions built by various teams remain interconnected and effective. The enhancements introduced by MuleSoft Agent Fabric will begin to roll out in January 2026, making it a timely prospect for small businesses looking to modernize their operations. With capabilities aimed at fostering collaboration, driving accountability, and optimizing investments, this platform represents a significant advancement for businesses hoping to capitalize on their AI strategies. For further details about MuleSoft’s latest offerings, interested parties can explore the full press release here: Salesforce Press Release. Image via Google Gemini This article, "Salesforce Unveils Agent Scanners to Tame Rising AI Agent Sprawl" was first published on Small Business Trends View the full article

In the rapidly evolving landscape of artificial intelligence, small businesses are at a pivotal crossroads. As the number of AI agents is set to surge globally, expectations are high for enhanced operational efficiency. Salesforce’s latest announcement regarding the MuleSoft Agent Fabric offers small business owners promising solutions to leverage AI while avoiding common pitfalls, ushering in what they describe as the era of the “Agentic Enterprise.” The challenges associated with the deployment of AI agents have increased significantly, particularly in terms of visibility and governance. Analyst firm IDC predicts that by 2029, there will be over 1 billion deployed AI agents worldwide. However, as small businesses harness these tools, they may face agent sprawl—where numerous specialized agents proliferate across teams without coherent tracking. This can lead to shadow AI risks—unverified agents operating without organizational oversight. Salesforce’s MuleSoft Agent Fabric aims to address these issues with its innovative enhancements. By utilizing new Agent Scanners, the platform offers automated detection and cataloging of AI agents across multiple environments—including Salesforce Agentforce, Amazon Bedrock, and Google Cloud’s Vertex AI. This consolidated approach not only simplifies management but also streamlines integration for custom agents and Model Context Protocol (MCP) servers. According to Andrew Comstock, SVP & GM of MuleSoft, “The most successful organizations of the next decade will be those that harness the full diversity of the multicloud AI landscape.” For small business owners, the practical applications of this technology are manifold. With Agent Scanners doing the heavy lifting, AI engineers can save time that would otherwise be spent manually combing through cloud environments. For instance, if a small business creates an inventory forecasting agent on Google Cloud, it can be automatically registered alongside customer support agents built within Salesforce, reducing the likelihood of oversight and operational inefficiencies. MuleSoft’s capabilities go even further. The platform enables comprehensive metadata extraction, ensuring that users have insights into what each agent can access and control. This is particularly important in regulated industries such as finance, where understanding data access is crucial for compliance. However, small business owners should also be aware of potential challenges. As organizations begin to adopt these new systems, there may be a learning curve associated with integrating them into existing workflows. Staff may need training to navigate the new visibility tools and understand how to optimize their AI investments effectively. Moreover, while the automated registration of AI agents enhances accountability, it’s essential for businesses to develop internal compliance policies to safeguard against risks associated with deploying unverified shadow AI. As Brad Ringer, Enterprise & Integration Architect at AT&T, noted, “MuleSoft is a massive accelerator for our long-term AI roadmap. With AI moving so fast, MuleSoft Agent Fabric provides the framework we need to scale.” Beyond automation, the MuleSoft Agent Visualizer offers an advanced view of all deployed agents, enabling small businesses to filter and audit their AI landscape easily. For example, identifying redundant agents across different regions allows organizations to strategically consolidate resources and cut unnecessary costs. Salesforce contends that this cohesiveness is not merely administrative but a strategic imperative. By maintaining a unified view of all AI assets, small businesses can harness greater collective intelligence, ensuring that innovative solutions built by various teams remain interconnected and effective. The enhancements introduced by MuleSoft Agent Fabric will begin to roll out in January 2026, making it a timely prospect for small businesses looking to modernize their operations. With capabilities aimed at fostering collaboration, driving accountability, and optimizing investments, this platform represents a significant advancement for businesses hoping to capitalize on their AI strategies. For further details about MuleSoft’s latest offerings, interested parties can explore the full press release here: Salesforce Press Release. Image via Google Gemini This article, "Salesforce Unveils Agent Scanners to Tame Rising AI Agent Sprawl" was first published on Small Business Trends View the full article

But when potential customers search “pizza near me” or “plumber in London,” you’re nowhere to be found in the top three results. Your competitors are stealing your customers. Here’s the reality: just having a Google Business Profile doesn’t mean Google…Read more ›View the full article

Over the past two decades, the concept of mindfulness has become hugely popular around the world. An increasingly ubiquitous part of society, it’s taught everywhere from workplaces and schools to sports programs and the military. On social media, television, and wellness apps, mindfulness is often shown as one simple thing—staying calm and paying attention to the moment. Large companies like Google use mindfulness programs to help employees stay focused and less stressed. Hospitals use it to help people manage pain and improve mental health. Millions of people now use mindfulness apps that promise everything from lowering stress to sleeping better. But as a professor of religious studies who has spent years examining how mindfulness is defined and practiced across different traditions and historical periods, I’ve noticed a surprising problem beneath the current surge of enthusiasm: Scientists, clinicians, and educators still don’t agree on what mindfulness actually is—or how to measure it. Because different researchers measure different things under the label “mindfulness,” two studies can give very different pictures of what the practice actually does. For someone choosing a meditation app or program based on research findings, this matters. The study you’re relying on may be testing a skill like attention, emotional calm, or self-kindness that isn’t the one you’re hoping to develop. This makes it harder to compare results and can leave people unsure about which approach will genuinely help them in daily life. From ancient traditions to modern science Mindfulness has deep roots in Buddhist, Hindu, Jain, Sikh, and other Asian contemplative lineages. The Buddhist “Satipatthana Sutta: The Foundations of Mindfulness” emphasizes moment-to-moment observation of body and mind. The Hindu concept of “dhyāna,” or contemplation, cultivates steady focus on the breath or a mantra; Jain “samayika,” or practice of equanimity, develops calm balance toward all beings; and Sikh “simran,” or continuous remembrance, dissolves self-centered thought into a deeper awareness of the underlying reality in each moment. In the late 20th century, teachers and clinicians began adapting these techniques for secular settings, most notably through mindfulness-based stress reduction and other therapeutic programs. Since then, mindfulness has migrated into psychology, medicine, education, and even corporate wellness. It has become a widely used—though often differently defined—tool across scientific and professional fields. Why scientists disagree about mindfulness In discussing the modern application of mindfulness in fields like psychology, the definitional challenge is front and center. Indeed, different researchers focus on different things and then design their tests around those ideas. Some scientists see mindfulness mainly in terms of emphasizing attention and paying close attention to what’s happening right now. Other researchers define the concept in terms of emotional management and staying calm when things get stressful. Another cohort of mindfulness studies emphasizes self-compassion, meaning being kind to yourself when you make mistakes. And still others focus on moral awareness, the idea that mindfulness should help people make wiser, more ethical choices. These differences become obvious when you look at the tests researchers use to measure mindfulness. The Mindful Attention Awareness Scale, or MAAS, asks about how well someone stays focused on the present moment. The Freiburg Mindfulness Inventory—FMI—asks whether a person can notice thoughts and feelings as they come and accept them without judgment. The Comprehensive Inventory of Mindfulness Experiences—CHIME—adds something most other tests leave out: questions about ethical awareness and making wise, moral choices. As a result, comparative research can be tricky, and it can also be confusing for people who want to be more mindful but aren’t sure which path to take. Different programs may rely on different definitions of mindfulness, so the skills they teach and the benefits they promise can vary a lot. This means that someone choosing a mindfulness course or app might end up learning something very different from what they expected unless they understand how that particular program defines and measures mindfulness. Why different scales measure different things John Dunne, a Buddhist philosophy scholar at the University of Wisconsin–Madison, offers a helpful explanation if you’ve ever wondered why everyone seems to talk about mindfulness in a different way. Dunne says mindfulness isn’t one single thing, but a “family” of related practices shaped by different traditions, purposes, and cultural backgrounds. This explains why scientists and people trying to be mindful often end up talking past each other. If one study measures attention and another measures compassion, their results won’t line up. And if you’re trying to practice mindfulness, it matters whether you’re following a path that focuses on calming your mind, being kind to yourself, or making ethically aware choices. Why this matters Because mindfulness isn’t just one thing, that affects how it’s studied, practiced and taught. That’s important both at the institutional and individual level. Whether for places like schools and health care, a mindfulness program designed to reduce stress will look very different from one that teaches compassion or ethical awareness. Without clarity, teachers, doctors, and counselors may not know which approach works best for their goals. The same rough idea applies in business for organizational effectiveness and stress management. Despite the disagreements, research does show that different forms of mindfulness can produce different kinds of benefits. Practices that sharpen attention to the moment are associated with improved focus and workplace performance. Approaches oriented towards acceptance tend to help people better manage stress, anxiety, and chronic pain. A focus on compassion-based methods can support emotional resilience. Programs that emphasize ethical awareness may promote more thoughtful, prosocial behavior. These varied outcomes help explain why researchers continue to debate which definition of “mindfulness” should guide scientific study. For anyone practicing mindfulness as an individual, this is a reminder to choose practices that fit your needs. Ronald S. Green is a professor and chair of the Department of Philosophy and Religious Studies at Coastal Carolina University. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

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Sometimes “quick and easy” isn’t, but it’s still worthwhile. By Ed Mendlowitz Tax Season Opportunity Guide Go PRO for members-only access to more Edward Mendlowitz. View the full article