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We may earn a commission from links on this page. Samsung’s Galaxy Watches have been able to measure your blood pressure for years now—theoretically. U.S. users just got access to the feature, in a phased rollout that finally reached my device. I’ll show you how to set it up, which is more complicated than you might think, and then discuss what we know about its accuracy. Samsung Galaxy Watch 8 (2025) 40 mm LTE $329.99 at Amazon $399.99 Save $70.00 Shop Now Shop Now $329.99 at Amazon $399.99 Save $70.00 How to enable blood pressure readings on your Galaxy WatchI spent all last week checking for software updates on my phone, watch, and app store, to no avail. Finally I got a card in my Samsung Health app (the one with the blue and green icon of a person running) inviting me to “keep track of your blood pressure.” This sent me to the app store to download a new version of the Samsung Health Monitor app (the one with the pinkish icon of a heartbeat). Besides a Samsung Galaxy phone and watch, you’ll need two things to set up blood pressure monitoring: access to a blood pressure cuff (a wrist cuff from the drugstore is fine) and a cellular network connection (not wifi). The mobile connection is so that Samsung can check that you really, truly are in a country where the company can legally offer blood pressure readings. This won’t be a problem for most of you, but my Samsung phone is a device I use exclusively for testing Samsung-related wearables, and thus I have never connected it to any cellular network. I also don’t have a physical SIM card in my regular phone to easily swap in, but fortunately I was able to find a SIM card to borrow for a few minutes. Once you set up the app, you can disconnect from the cell network and the feature will keep working. The blood pressure cuff is needed to calibrate the watch’s readings. Once you install the Samsung Health Monitor app and tell it you’re ready to calibrate, it will ask you to sit quietly and take three readings from the cuff. Before you start, the app warns you to avoid “exercise, bathing, alcohol, caffeine, and nicotine” for 30 minutes. Many things can affect the accuracy of a blood pressure reading, so I already knew to sit with my feet uncrossed, not to have a full bladder, and to make sure I was sitting quietly for at least a few minutes before taking the reading. A screen that the Samsung app showed me after calibrating said that I was supposed to sit with my hands resting on a table for five minutes before taking readings. Even though both readings are taken at the same time—the watch on one arm, your cuff on the other—you have to sit quietly until the watch is done. Moving around after the cuff finishes, but while the watch reading is still going, can result in a null result that requires you to redo the watch reading. The app didn’t recommend a waiting period between readings, but some blood pressure guidelines mention that you should wait about two minutes between readings. Where to get a blood pressure cuffAccess to a blood pressure cuff is probably the most annoying part of the process for most people. You could use a blood pressure machine at a pharmacy, or ask a doctor (or, say, a nurse friend who has a sphygmomanometer) to do the readings for you. But if you’re interested in tracking your blood pressure, it probably makes sense to get your own cuff anyway. A basic wrist cuff shouldn’t cost more than about $20-30 and you can grab one from Amazon or any pharmacy. I already had one of these, so that’s what I used. Samsung recommends an arm cuff if possible, like this $49 model. These are supposed to be a bit more accurate than the wrist cuffs. Both types will inflate themselves and do the reading automatically, so you don’t need any special expertise to operate them, nor even any help to do the reading while you’re keeping an eye on your phone and watch. iHealth Upper Arm Blood Pressure Monitor $39.99 at Amazon $49.98 Save $9.99 Shop Now Shop Now $39.99 at Amazon $49.98 Save $9.99 Are the readings accurate? While the blood pressure feature is new in the U.S., it’s been available in Europe and South Korea since about 2020. That’s enough time for several studies to have been done on Samsung’s technology. (It takes time to collect and publish data, so the newest Galaxy Watch models aren’t represented in the literature yet—but older Galaxy Watch models are.) This Korean study from 2022 concludes that the Galaxy Watch blood pressure technology has a “systematic bias” toward the calibration readings. That means it will underestimate high blood pressure and overestimate low blood pressure. This is the same phenomenon I see Whoop MG users complain about—they say the device tends report blood pressure numbers that are similar to their last measurement that was taken without the device. At that point, is the device really adding anything? The Korean Society for Hypertension released a position paper in 2021 with recommendations for consumer blood pressure technology. For smartwatches, it recommends scrupulously following the instructions for readings, which get a bit more detailed than the ones I mentioned above—check the paper itself for the society’s full recommendations. It also notes that there can be a few points’ difference between your right and left arms. But more importantly, the society recommended against using smartwatch measurements for blood pressure for people who are pregnant or have any of a variety of health conditions, or are taking certain medications. The blood vessels change during pregnancy in ways that could confuse a smartwatch-based sensor. The other health conditions and medications mentioned are: “aortic valve insufficiency with wide pulse pressure, atrial fibrillation with considerable beat-to-beat variability, peripheral vascular disease with weak perfusion, diabetes, cardiomyopathy, ESRD, neurological disorders such as hand tremor, blood clotting disorder, or taking antiplatelet agents / anticoagulants.” The society also said that smartwatch blood pressure readings aren’t reliable for a pressure below 60 mmHg or a systolic (top number) pressure above 160 mmHg, and may not be reliable enough for people who already have hypertension and need to monitor it. But after all those caveats, they speak favorably about the idea that people who want to measure their blood pressure from a watch are at least thinking about their blood pressure, and those who have hypertension may end up getting diagnosed earlier because they’re checking it regularly. View the full article

Projects rarely fail because people lack skill; they fail when ownership gets blurred across teams. A RASCI matrix brings structure to that chaos by defining who does the work, who makes decisions and who stays informed, helping teams move faster without confusion or constant back-and-forth. What Does RASCI Stand for? Instead of treating team involvement as vague or informal, the RASCI matrix assigns five clearly defined roles to every task. Responsible executes the work, Accountable owns the outcome, Supportive provides assistance, Consulted contributes input and Informed receives updates. Each role defines how someone participates, not just whether they are involved. When you’re ready to take control of your projects, try ProjectManager. This award-winning project management software helps teams plan, schedule and track work from start to finish. Create detailed schedules, manage resources, monitor costs and compare planned versus actual performance with a full suite of powerful tools. Get started for free today. /wp-content/uploads/2024/04/Light-mode-portfolio-dashboard-CTA-1600x851.pngLearn more RASCI Model Roles Here’s a detailed description of each of the roles that make up the RASCI model. Responsible Work gets executed by those assigned as Responsible, meaning they carry out tasks, produce deliverables and ensure progress is made. This role is focused on action and output, and it can be shared among multiple people when a task requires coordination or multiple skill sets to complete. Accountable Final ownership sits with the Accountable role, which ensures that the work meets expectations and aligns with project goals. This person approves results, resolves conflicts and makes decisions when needed. Having a single accountable role prevents delays caused by unclear authority or competing directions. Supportive Execution often requires additional help, which is where Supportive roles come in. These contributors assist with resources, expertise or effort to enable the work to move forward. Their involvement is especially important in tasks that depend on collaboration or specialized input beyond the core team. Consulted Before decisions are finalized, input is gathered from those in the Consulted role. These individuals provide feedback, share expertise and help shape outcomes without directly executing the work. Their involvement ensures that decisions are informed and aligned with broader project requirements. Informed Some stakeholders need awareness without direct involvement in the work. The Informed role ensures they receive updates on progress, milestones or outcomes. Keeping them informed maintains alignment across the organization while allowing execution to continue without unnecessary interruptions. /wp-content/uploads/2026/04/RASCI-Matrix-Template-for-Excel.png Get your free RASCI Matrix Template Use this free RASCI Matrix Template for Excel to manage your projects better. Download Excel File What Is a RASCI Matrix? A RASCI matrix is a responsibility assignment framework that maps project tasks against defined roles, characterized by separating execution, ownership, support, input and communication responsibilities, often driven by cross-functional work environments, and resulting in clearer coordination, faster decisions and more predictable delivery outcomes. It works by linking each task to specific roles so that involvement is predefined rather than assumed. This approach becomes essential when multiple teams contribute to the same deliverables, as it removes ambiguity and ensures that responsibilities are distributed in a structured and visible way. RASCI Matrix vs. RACI Matrix While both models assign responsibility, the RASCI matrix expands on the RACI model by introducing a dedicated Supportive role that reflects how work actually gets done. In practice, many tasks depend on contributors who assist without owning outcomes, and ignoring that layer leads to hidden dependencies and overloaded team members. By explicitly defining support, the RASCI matrix enables better workload distribution, improves coordination across teams and creates a more realistic view of how tasks are executed. What Is the Purpose of a RASCI Matrix? The goal of a RASCI matrix is to structure how work flows through a team by defining roles at the task level, ensuring that execution, decision-making and communication are aligned before work begins. This allows teams to operate with fewer interruptions, clearer expectations and more consistent delivery across the project lifecycle. Clarifies task ownership at a granular level so each activity has a clearly assigned executor and decision-maker. Ensures decisions are made efficiently by defining a single accountable role with authority over outcomes. Reveals where additional effort or expertise is required by formally assigning supportive contributors to tasks. Integrates stakeholder input into workflows by identifying who must be consulted before key decisions are finalized. Maintains structured communication by defining which stakeholders need updates without involving them in execution. RASCI Matrix Template Organize project roles and responsibilities with this RASCI matrix template for Excel. Assign who is responsible, accountable, supporting, consulted and informed for each task, ensuring clear ownership, better coordination and faster decision-making across every phase of your project without confusion or overlapping responsibilities. /wp-content/uploads/2026/04/RASCI-Matrix-Template-for-Excel.png RASCI Matrix Example To better understand how a RASCI matrix works in practice, let’s walk through a real-life example. The RASCI matrix below outlines key phases of a construction project, including initiation, design, pre-construction, construction and closeout. Within each phase, specific activities require coordination across multiple roles. For every task, each role is assigned a RASCI category to clearly define their level of involvement. Task Owner / Developer Project Manager Architect Structural Engineer General Contractor Site Supervisor Inspector Site Feasibility Study A R C C Preliminary Budget Estimate A S Land Acquisition & Permits A R S C Stakeholder Identification A R Architectural Design S A C Structural Design S C A Design Coordination R S S C Design Review & Approval A R S S C Contractor Selection A R C Construction Scheduling A R S Procurement Planning A R S Subcontractor Coordination A R S Site Preparation & Foundation C A R I Structural & Building Work C C A R I Daily Site Operations A R S Safety Monitoring & Compliance A R S I Quality Control Inspections A R S C Final Inspection A R Punch List Completion A C R S I Project Handover & Documentation A R S S More Free Project Management Templates Explore our library of over 100 free project management templates available for Excel, Word and Google Sheets. The templates below complement this RASCI matrix template by helping you plan, analyze and track different aspects of your projects more effectively. Stakeholder Analysis Template Map stakeholders, evaluate their influence and define communication strategies. This template helps teams manage expectations, prioritize engagement and maintain alignment with key participants throughout the project lifecycle. Decision Matrix Template Compare alternatives using weighted criteria such as cost, value and risk. This template supports objective evaluation, enabling teams to select the best option based on measurable factors rather than assumptions. Project Deliverables Template Organize deliverables, assign ownership and monitor timelines in a single view. This template ensures outputs are tracked, completed and aligned with project objectives, reducing the risk of missed deadlines or incomplete work. ProjectManager Is an Award-Winning Project Management Software ProjectManager offers robust project management features such as Gantt charts, task lists, workload management charts, timesheets and real-time dashboards and reports. In addition to that, it’s also equipped with AI project insights, online team collaboration features and unlimited file storage that further help project managers ensure nothing falls through the cracks. Watch the video to learn more! If you need a tool to help you manage projects, then signup for our software now at ProjectManager. Our online software helps teams across industries plan, track and oversee projects as they unfold. Sign up for a free 30-day trial today! The post RASCI Matrix: How-to Guide with Example & Free Template appeared first on ProjectManager. View the full article

Google is changing how Google Analytics and Google Ads share consent signals — a shift that could have major implications for marketers’ tracking setups starting this summer. What’s happening. Beginning June 15th, Google Ads data collection will rely solely on the ad_storage consent setting, removing a layer of complexity that previously came from linked Google Analytics configurations. Until now, ad data flows between Analytics and Ads were influenced by both Consent Mode and Google Signals settings inside GA. That created confusion for marketers, especially because some of the controls were buried in Analytics settings rather than clearly surfaced in ad consent banners or tag implementations. Starting in June, Google is simplifying that structure. Google Analytics data collection will still be governed by Google Signals, but Google Ads will look only at whether users have granted ad_storage consent. That means a linked Google Analytics tag will no longer affect whether Google Ads can collect or use advertising identifiers. What changes. For many advertisers, the update will effectively create a cleaner — but more rigid — consent framework. If ad_storage is granted, Google Ads may use all available advertising signals, including linking activity to a user’s signed-in Google account when possible. If ad_storage is denied, Google will be limited to less persistent signals, such as URL parameters like gclid. There appears to be little middle ground. Marketers will have less ambiguity about what drives ads data collection, but they will also have fewer ways to fine-tune what gets shared. Why we care. This change makes consent settings much more consequential for measurement, attribution and audience targeting. From June, whether Google Ads can use identifiers will depend almost entirely on the ad_storage signal, so any gaps or errors in consent mode setup could directly affect campaign performance data. It also removes some hidden complexity from linked Google Analytics settings, giving advertisers clearer rules — but less flexibility. Between the lines. The move reflects Google’s broader push to make consent systems easier to understand for advertisers and regulators. A single source of truth for ad consent could reduce implementation errors and make compliance easier to explain. But it also puts more pressure on brands to ensure their Consent Mode setup is working properly. If consent updates are delayed, misconfigured or incomplete, marketers could see gaps in measurement, attribution and audience targeting. What marketers should do now. Audit your consent implementation before the June deadline. Teams should confirm that Consent Mode update calls are firing correctly and that ad_storage settings accurately reflect user choices. Brands with Google Signals turned off should pay particular attention: under the new setup, they could see more Ads-linked data than before if users grant ad consent. For marketers, the takeaway is simple: cleaner rules are coming, but getting consent right will matter more than ever. View the full article

Resolving conflict is crucial for maintaining healthy relationships, as it encourages open communication and mutual comprehension. When conflicts are handled constructively, they can lead to personal growth and clearer expression of needs. This proactive approach helps prevent resentment and emotional distress, nurturing a more positive environment. Comprehending the benefits of addressing conflict can help you strengthen bonds and improve relationship satisfaction. But how can you effectively navigate these challenging moments? Key Takeaways Resolving conflict fosters open communication, allowing partners to express needs and desires clearly, which strengthens the relationship. Addressing disagreements promptly prevents resentment from building, maintaining a healthier emotional atmosphere. Healthy conflict resolution promotes personal and relational growth through self-awareness and empathy. Establishing boundaries during conflicts creates a safe space, enhancing trust and balanced dynamics in the relationship. Effective conflict management skills contribute to long-term relationship satisfaction and emotional well-being for both partners. Understanding the Nature of Conflict Conflict is an inherent aspect of any relationship, often arising from differing goals, values, and desires between partners. Comprehending why conflict is important can help you navigate these challenges. Healthy conflict signals a need for change, providing opportunities for growth and problem-solving. When you engage in constructive conflict, you not just improve your communication skills but also promote empathy, leading to a deeper comprehension of each partner’s perspective. Recognizing the emotional concerns underlying surface issues, such as respect or trust, is vital for effective resolution. Addressing conflict head-on can prevent misunderstandings from escalating and cultivate a healthier emotional environment. This proactive approach is fundamental for maintaining long-term relationship satisfaction. In the end, knowing why it’s important to resolve conflict helps you build intimacy and trust, strengthening your bond with your partner. Embracing the nature of conflict can transform challenges into valuable learning experiences. The Benefits of Embracing Conflict Embracing conflict can lead to significant growth in your relationship, as it encourages both partners to express their needs and desires more clearly. This process not merely strengthens emotional connections but additionally cultivates an environment where open communication flourishes. Growth Through Disagreement Even though it may seem counterintuitive, disagreements can be vital for personal and relational growth. By embracing conflict, you allow yourself and your partner to express needs and desires, improving self-awareness and emotional maturity. Healthy disagreements encourage active listening, sharpening communication skills and leading to honest discussions. Benefit Description Outcome Improved Self-Awareness Expressing needs during conflict increases insight Greater emotional maturity Better Communication Engaging in discussions develops active listening More open dialogues Strengthened Trust Working through issues together builds vulnerability Increased intimacy and unity Addressing conflicts swiftly prevents resentment, helping maintain a healthier emotional atmosphere and reinforces respect for individual differences, contributing to a balanced relationship dynamic. Strengthening Emotional Connections When partners maneuver disagreements thoughtfully, they create opportunities to strengthen their emotional connections. Embracing conflict allows you to express your needs and desires clearly, nurturing a deeper comprehension of each other’s perspectives. This process promotes emotional growth and improves overall communication skills through active listening and constructive dialogue. Engaging in conflict requires vulnerability, which can build trust and intimacy by creating shared emotional experiences that deepen your relational bonds. Addressing conflicts swiftly prevents resentment from building up, helping you maintain a healthier emotional environment. By maneuvering conflicts together, you reinforce healthy boundaries, respect individual differences, and ultimately create a more balanced and harmonious relationship dynamic, leading to a stronger emotional connection overall. Conflict as a Sign of Growth Conflict isn’t merely a hurdle; it can actually prompt self-reflection and strengthen your comprehension of one another. When you face disagreements, you’re given the chance to express your needs and boundaries as well as gaining insight into your partner’s perspective. This process not only promotes empathy but also improves emotional maturity, allowing both of you to grow individually and as a couple. Conflict Encourages Self-Reflection Even though many people view conflict as a negative aspect of relationships, it actually serves as a significant opportunity for self-reflection and personal growth. When disagreements arise, you’re prompted to evaluate your emotions, needs, and boundaries. Engaging in conflict encourages you to gain insights into your behaviors and responses, nurturing emotional maturity and self-awareness. As you address these disagreements, you articulate your perspectives, leading to a clearer comprehension of your own values and desires. Research shows that managing conflicts can improve personal growth, as you learn to manage your reactions and develop healthier communication styles. Recognizing and resolving conflicts additionally helps prevent emotional suppression, allowing you to process your feelings and create a more balanced emotional environment. Deepens Understanding and Empathy Maneuvering through disagreements can lead to a richer comprehension and empathy within your relationship, as it provides a platform for expressing needs and desires. Engaging in conflict allows you to: Express your needs: Open communication helps clarify what you truly want. Encourage self-reflection: Disagreements can prompt personal growth and emotional maturity. Clarify intentions: Addressing conflicts uncovers motivations, reducing misunderstandings. Strengthen intimacy: Navigating conflict together encourages vulnerability, building trust. The Importance of Healthy Communication Healthy communication is vital for managing conflicts effectively, as it lays the groundwork for insight and resolution in relationships. Engaging in open and honest discussions allows you to express your needs and emotions, nurturing greater awareness and empathy between partners. When you practice active listening, you create a supportive environment that helps resolve disagreements and improves relationship dynamics. Using compassionate language can prevent defensiveness, encouraging a tone of teamwork that makes communication more effective. Constructive strategies, like employing accountable language and avoiding blame, greatly reduce stress levels and lead to healthier outcomes. By resolving conflicts through healthy communication, you not merely strengthen your relationship but additionally support emotional well-being. This approach helps prevent resentment and cultivates intimacy, ensuring that both partners feel valued and comprehended. In the end, prioritizing healthy communication can make a considerable difference in maintaining strong, fulfilling relationships. Normalizing Conflict in Relationships Conflict is an inherent part of any relationship, as differing opinions and values are bound to arise. Normalizing conflict helps you see disagreements as opportunities for growth rather than threats to stability. Here are some key reasons to embrace conflict in your relationships: Improved Communication: Addressing conflict encourages open dialogue, enhancing comprehension between partners. Emotional Connection: Engaging in conflict allows you to express your thoughts and feelings, nurturing deeper connections. Resilience: Viewing conflict as normal helps prevent emotional distance, promoting a stronger bond over time. Growth Opportunities: Each disagreement can teach valuable lessons about each other’s perspectives and needs. Recognizing Deeper Issues Behind Disagreements When disagreements arise, they often reflect deeper emotional concerns that go beyond the surface issue at hand. For example, a conflict over taking out the trash may seem trivial but might actually stem from feelings of disrespect or a lack of appreciation. When you focus solely on the surface issue, you risk overlooking these underlying motivations, which can cloud your judgment and escalate the conflict. Recognizing these deeper feelings is essential for nurturing constructive dialogue. Taking time to cool down during a disagreement can help you reflect on what’s truly bothering you and your partner. This reflection encourages better communication, as you both become more aware of each other’s needs. Comprehending the deeper issues not only aids in resolving the immediate conflict but also enhances your emotional bond, allowing for a healthier relationship dynamic in the long run. Strategies for Effective Conflict Resolution Managing disagreements effectively requires intentional strategies that promote respectful communication and mutual comprehension. Implementing these strategies can improve your conflict resolution skills markedly: Set Boundaries: Create a list of boundaries beforehand to guarantee respect during discussions, making it easier to navigate disagreements constructively. Use Compassionate Language: Phrases like “the story I’m telling myself is…” can clarify misunderstandings and encourage open dialogue between partners. Practice Active Listening: Engage in active listening to improve communication skills, allowing both partners to express emotions more constructively and honestly. Establish a Team Tone: Promote teamwork by valuing each other’s contributions, which can facilitate a collaborative approach to resolving conflicts. The Role of Boundaries in Conflict Management Establishing boundaries in conflict management is essential for nurturing a respectful and constructive dialogue between partners. When you set clear boundaries before engaging in conflict, you create a safe space for discussion. This approach promotes healthier navigation of disagreements and reduces the likelihood of escalating tensions. Boundaries define acceptable behaviors and communication styles, which help maintain respect during challenging conversations. Utilizing phrases like “the story I’m telling myself is…” can clarify misunderstandings and allow you to express your thoughts within established boundaries, encouraging productive dialogue. Respecting each other’s boundaries promotes emotional regulation, enabling you to engage in discussions without becoming overwhelmed or defensive. By setting and honoring these boundaries, you reinforce a balanced relationship dynamic, eventually leading to improved trust and communication between you and your partner during conflicts. Encouraging Compromise and Collaboration Conflict in relationships doesn’t have to be a zero-sum game; instead, it can serve as an opportunity for compromise and collaboration. By working together, you and your partner can turn disagreements into a path for mutual comprehension. Here are some ways to encourage compromise and collaboration: Shift focus from winning to comprehending each other’s perspectives. Reinforce teamwork by viewing challenges as shared problems to solve together. Support each other during tough times, which strengthens emotional connections. Aim for constructive resolutions that leave both partners feeling heard and valued. Engaging in these practices not only improves relationship satisfaction but additionally prevents future conflicts. Resolving Misunderstandings Through Dialogue Misunderstandings often stem from unclear intentions, so engaging in dialogue is essential for you and your partner. By clarifying your perspectives together, you can nurture empathy and avoid the escalation of conflicts. Effective communication techniques, such as active listening, can help both of you learn from each other, strengthening your relationship. Clarifying Intentions Together When you engage in open dialogue with your partner, it creates an opportunity to clarify intentions that can prevent conflicts from escalating. Miscommunications often lead to misunderstandings, so addressing these issues through constructive conversations is essential. Here are some strategies to improve your discussions: Use phrases like “the story I’m telling myself is…” to express your perspective. Practice active listening to fully understand your partner’s viewpoint. Encourage each other to share thoughts and feelings without judgment. Focus on empathy to promote a supportive environment. Learning From Perspectives Open dialogue not merely clarifies intentions but furthermore provides a platform for partners to learn from each other’s perspectives, which is crucial for resolving misinterpretations. Engaging in these constructive discussions helps you identify the root causes of disagreements, minimizing escalation. Many conflicts arise from miscommunications, and addressing them through open conversation cultivates empathy and promotes harmony in your relationship. By actively listening and sharing insights, you can gain valuable comprehension of differing viewpoints, leading to greater acceptance. Resolving misinterpretations swiftly prevents small issues from growing into larger conflicts, ensuring a healthier emotional environment. Effective communication not only improves your relationship dynamics but likewise amplifies your active listening skills, making it easier to navigate difficult conversations in the future. Building Trust Through Conflict Conflict, even though often viewed negatively, can actually serve as a fundamental opportunity to build trust within relationships. When you engage in conflict, you open the door to vulnerability, allowing deeper emotional connections to form. Here are some effective ways to build trust through conflict resolution: Share Your Feelings: Expressing your true feelings nurtures connection and comprehension. Practice Active Listening: Listening attentively shows you value your partner’s perspective, enhancing trust. Collaborate on Solutions: Working together to resolve issues reinforces teamwork and a shared purpose. Use Positive Approaches: Incorporating humor or affection during discussions can improve dynamics and strengthen your bond. Emotional Regulation During Disagreements Comprehending your emotions during disagreements is crucial for maintaining healthy communication. When you’re aware of how you feel, you can use techniques like deep breathing or mindfulness to stay calm, which promotes more constructive conversations. Importance of Emotional Awareness Emotional awareness serves as a crucial component in nurturing healthy relationships, particularly during disagreements. It allows you to identify and express your feelings effectively, leading to clearer communication and better conflict resolution. Here are some key reasons why it’s important: Prevents escalation: Regulating emotions helps keep discussions constructive, avoiding arguments fueled by heightened feelings. Promotes comprehension: Recognizing your emotions can lead to empathy, cultivating a supportive environment. Improves health: Managing emotional responses can result in healthier cortisol levels, contributing to stress management and overall relationship significance. Encourages reflection: Taking time to cool down allows for thoughtful communication, decreasing the chances of misunderstandings and resentment. Techniques for Calm Communication When maneuvering disagreements, employing techniques for calm communication can greatly improve the way you and your partner resolve conflicts. Emotional regulation is key; practices like taking deep breaths or counting to ten can lower cortisol levels, easing stress during discussions. Using phrases such as “the story I’m telling myself is…” helps clarify misunderstandings, encouraging constructive dialogue. Furthermore, active listening and validating each other’s feelings create a respectful environment where emotions can be expressed without escalating tensions. It’s likewise beneficial to set boundaries beforehand, like agreeing to time-outs when emotions run high. These strategies not only promote healthier interactions but also improve overall relationship dynamics, enabling both partners to navigate conflicts more effectively. Seeking Professional Support for Conflict Resolution Seeking professional support for conflict resolution can greatly improve your relationship by providing you with customized strategies to manage disagreements more effectively. Engaging with a therapist or counselor can transform how you approach conflicts. Here are some key benefits of seeking professional help: Tailored Strategies: Receive personalized tools to improve communication and resolve disputes. Improved Relationship Quality: Research shows couples in therapy enjoy better relationship dynamics and reduced stress from unresolved issues. Deeper Insight: Professionals help partners uncover underlying emotional issues, leading to a more profound awareness of each other’s needs. Lifelong Skills: Therapy equips you with conflict management skills that benefit your relationship long-term. Transforming Conflict Into Connection Conflict doesn’t have to be a destructive force in a relationship; in fact, it can serve as a catalyst for deeper connection. When you transform conflict into connection, you create opportunities to express your needs and desires clearly, enhancing your comprehension of your partner’s perspective. Engaging in constructive conflict resolution promotes active listening, which considerably improves your overall communication skills. Healthy conflict encourages vulnerability, strengthening trust as you share emotional experiences and collaboratively solve problems. Addressing grievances during conflicts allows for emotional release and timely resolution, preventing resentment and maintaining a healthier emotional environment. By respecting each other’s boundaries during disagreements, you cultivate a balanced relationship dynamic that reinforces individual limits while promoting harmony. In the end, viewing conflict as a chance for growth can deepen your relationship, allowing both partners to flourish emotionally and relationally. Frequently Asked Questions Why Is Conflict Resolution Important in a Relationship? Conflict resolution in a relationship is vital since it allows you to express your needs and feelings openly. By addressing disagreements, you improve your communication skills, nurturing active listening and constructive dialogue. This process builds trust and intimacy, as vulnerability during conflict can strengthen your bond. Moreover, resolving issues quickly helps prevent resentment from growing, ensuring a healthier emotional environment. Why Are Conflicts Necessary for Healthy Relationships? Conflicts are necessary for healthy relationships since they reveal differing goals and values, allowing you to address deeper emotional issues. By engaging in conflict, you promote comprehension and personal growth, which strengthens your bond. Furthermore, managing conflicts improves your communication skills, encouraging active listening and open dialogue. When resolved positively, conflicts can enrich your relationship’s overall health, preventing resentment and maintaining emotional harmony. This process eventually contributes to a more resilient partnership. How Would a Person Deal With Conflict in a Healthy Way? To deal with conflict in a healthy way, start by engaging in open dialogue about your feelings and needs. Use compassionate language to avoid placing blame, which encourages constructive discussions. Establish personal boundaries beforehand to keep conversations respectful. Practice active listening to guarantee both you and your partner feel heard. Incorporate humor and affection to ease tension. This approach can promote comprehension, strengthen relationships, and improve communication skills over time. What Are the Keys to Maintaining a Healthy Relationship? To maintain a healthy relationship, prioritize effective communication, respect boundaries, and address conflicts swiftly. Use compassionate language to cultivate comprehension during disagreements, and engage in positive behaviors like expressing affection. Regularly check in with each other to resolve grievances before they escalate, which prevents resentment from building. Additionally, creating a safe environment encourages open discussions, allowing both partners to grow and deepen their connection over time. Conclusion Resolving conflict is crucial for maintaining healthy relationships. By addressing disagreements constructively, you cultivate open communication, improve comprehension, and build trust with your partner. Recognizing conflict as a natural part of relationships allows you to grow together and express your needs effectively. This proactive approach not just prevents resentment but likewise strengthens your bond over time. In the end, embracing conflict as an opportunity for connection promotes emotional well-being and leads to long-term relationship satisfaction. Image via Google Gemini and ArtSmart This article, "Why Is It Important to Resolve Conflict for Healthy Relationships?" was first published on Small Business Trends View the full article

McDonald’s drinks menu is growing to soon include new flavors, dirty sodas, and eventually energy drinks. The fast food chain is adding new menu options later this year like a Red Bull Dragonberry Energizer, a Dirty Dr Pepper, and a Mango Pineapple Refresher, according to documents reviewed by the Wall Street Journal, which first reported the news. McDonald’s confirmed to Fast Company that crafted sodas and new Refreshers will be introduced nationwide beginning next month. “Our fans’ love for McDonald’s beverages runs deep, from rallying for the return of Hi-C Orange Lavaburst to coining the iconic ‘Spicy Sprite,'” McDonald’s US tells Fast Company. “Next month, we’re building on that passion with a new era of beverages, featuring a variety of Refreshers and crafted sodas rolling out nationwide. We’ll have more to share soon, and we’re excited for fans across the country to taste what’s next.” Why drinks? Chains have turned to the increasingly competitive beverage category to draw in customers and reach Gen Z as fast food sales have slowed. The growth of speciality drinks has turned fast food restaurant like Taco Bell, which iterates on its popular Mountain Dew Baja Blast and introduced its own Refrescas line of drinks last year, or Sonic, with its own robust ready-to-order drink combinations, into direct competitors of Starbucks, Dutch Bros, and other coffee shops. McDonald’s reportedly plans to price its drinks below Starbucks, undercutting the competition. These new beverages are driving sales for chains that cultivate them. Beverages are a $100 billion business globally, and McDonald’s hasn’t taken its own beverage menu expansion lightly. Its short-lived CosMc’s spin-off drive-thru store concept only operated a handful of locations from 2023 to 2025 that sold just snacks and drinks. After it shuttered, McDonald’s added a few of its most popular beverage to its permanent menu at some locations. The Sprite Lunar Splash is multicolored and the Strawberry Watermelon Refresher has freeze-dried strawberries in it. The new beverages coming later this year are part of a wider experiment by the company to develop a menu that stands out amid a sea of colorful, caffeinated, and fruity drinks consumers can already get elsewhere. McDonald’s global head of beverages Charlie Newberger told the Journal they’ve learned customers weren’t looking for drinks like matcha- or turmeric- lattes, but beverages that were a “little treat.” Think of them as liquid snacks. McDonald’s previously said it plans to compete for a larger share of consumer beverage budgets in the U.S. and select markets globally with drinks like energy drinks, “indulgent” iced coffees, and a new McCafe brand lineup, and that new beverages have driven a higher average spend per visit for customers. By adding even more flavors and options, the company hopes to increase that average spend even more. View the full article

Last prewar tankers to leave Gulf set to unload in coming days, heralding next stage of oil shockView the full article

US president circulated image of himself as Christ-like figure shortly after lashing out at Pope Leo View the full article

More than a thousand movie stars, writers, directors, and other Hollywood professionals announced their “unequivocal opposition” to the proposed Paramount merger with Warner Bros. Discovery in an open letter published Monday. A large swath of the movie industry, including Denis Villeneuve, Kristen Stewart, J.J. Abrams, and Joaquin Phoenix came out forcefully against the $111 billion deal that would consolidate two legacy studios into one, arguing that it further reduce jobs and movies in an already downsized Hollywood. “The result will be fewer opportunities for creators, fewer jobs across the production ecosystem, higher costs, and less choice for audiences in the United States and around the world,” reads the letter, posted on BlocktheMerger.com. “Alarmingly, this merger would reduce the number of major U.S. film studios to just four.” In late February, David Ellison’s Paramount Skydance reached a deal to acquire Warner Bros. Discovery in one of the largest media mergers ever. The deal awaits a shareholder vote later this month and government regulatory approval. Paramount’s victory came after months of negotiations and a rival bid by Netflix that ultimately fell short. The deal was only the latest massive merger to rock Hollywood. In 2019, 20th Century Fox was acquired by The Walt Disney Co. for $71.3 billion. Ellison, chief executive of Paramount Skydance, has pledged to keep Paramount and Warner Bros. as stand-alone movie studio operations, and vowed to release a combined 30 movies a year in theaters. Paramount has acknowledged the merger will also lead to significant cuts due to duplication. In response to the open letter, Paramount issued a statement Monday arguing that the merger will give creators “more avenues for their work, not fewer.” “This transaction uniquely brings together complementary strengths to create a company that can greenlight more projects, back bold ideas, support talent across multiple stages of their careers, and bring stories to audiences at a truly global scale,” the studio said. But many in the film industry believe a merger will mean extensive job losses and a consolidation of power. “We are deeply concerned by indications of support for this merger that prioritize the interests of a small group of powerful stakeholders over the broader public good,” read the letter. “The integrity, independence, and diversity of our industry would be grievously compromised.” A coalition of advocacy groups organized the letter, including the Committee for the First Amendment — a free speech group led by Jane Fonda — as well as the Democracy Defenders Fund and the Future Film Coalition. Other signatories include: Ben Stiller, Don Cheadle, Javier Bardem, Lily Gladstone, Lin-Manuel Miranda, Tiffany Haddish and Ted Danson. On Monday, one signee, Damon Lindelof, detailed his decision on Instagram. Lindelof, the creator of “Watchmen” and the co-creator of “Lost,” has an overall deal with Warner Bros. Discovery. “Hollywood mergers mean fewer movies and fewer TV shows and that means fewer jobs,” wrote Lindelof. “When two storied backlots are owned by the same company, the outcome is intuitive — one becomes a Ghost Town. I’m scared. But I’m not a ghost. And a fight is already lost if it’s never fought.” Representatives for Warner Bros. didn’t immediately respond to a request for comment on the letter. —Jake Coyle, AP film writer View the full article

A reader writes: There have a been a few questions recently that are along the lines of “How do I explain that (insert reason here) is why I want to leave my job?” I am curious what interviewers are getting out of asking this question. People leave for a multitude of reasons or no reason at all, and are going to put the best spin possible on the answer if they are asked. How does what someone states as their reason for leaving translate to helpful information for hiring? Because sometimes the answer gives really helpful information. Not always, but enough of the time to make it worth inquiring. For example, if a candidate says they’re leaving their job because it involves too much X when they want to focus on Y and the job they’re interviewing for has a huge X component or very little Y, that’s relevant info. If a candidate says they’ve disliked an aspect of the culture at their current job that happens to be something they’re going to encounter a lot at the new job too, that’s relevant too. It can also be a way of simply understanding where the person is in their professional journey and what’s important to them. The answer can provide helpful context for how the person sees their career progressing — like if they say they’re interviewing for this role because they want more responsibility, or because they’re excited about how much X this job entails because they’ve always been energized by that in past roles. Or as an interviewer, it might not be clear why someone would be looking to move on very soon after starting their job, and an answer can put that in context (like that their team is having rolling layoffs, or they thought they were coming on board to do X but it tuned out the team really needs Y). Also, not everyone does put the best spin on why they’re leaving! Some people are extremely candid, far more than it’s in their interests to be, and so as an interviewer you’ll sometimes hear all about how much they hate their boss or their clients or that they got fired for letting their friends steal, or all sorts of other useful info to consider. In those cases, not only do you learn whatever is said, but you also learn something interesting about the person’s judgment in choosing to say it. And enough people do answer this way that it makes sense to create an opening for it, because who knows what you might learn. That’s not to say the question is intended as a “gotcha”; it’s not. There are just lots of ways it can elicit useful information. The post what do interviewers hope to learn from asking why you’re leaving your job? appeared first on Ask a Manager. View the full article

Keeping teams effective in 2026 means more than adjusting tactics — it means unlearning the habits and defaults that once made you successful. From loosening rigid structures to stepping into the role of counselor, discover what great leaders are actually changing about how they show up. The post What Leaders Are Changing About Their Role to Keep Teams Effective in 2026 appeared first on The Digital Project Manager. View the full article

The gravy train is picking up steam again at Hardee’s. The Southern-inspired fast food chain has been quietly reopening locations across the Southeast after an explosive legal battle with a franchisee had led to dozens of store closures late last year. Newly reopened Hardee’s restaurants in at least three states—Georgia, South Carolina, and Missouri—are being described in job listings as “now corporate owned,” according to recent ads posted on Indeed.com and SimplyHired. They share addresses with Hardee’s restaurants formerly operated by franchisee ARC Burger, whose 77 locations shuttered in December 2025. Some of the listings are marked as “urgent.” Reached for comment by Fast Company, a spokesperson for Hardee’s Restaurants confirmed the reopenings and said more are on the horizon. “We are pleased to have recently reopened 15 locations in the Georgia, Missouri and South Carolina markets as Hardee’s corporate restaurants,” the spokesperson said. “This is part of a broader reopening strategy by which Hardee’s expects to assume ownership and resume operations for more than 40 recently closed locations that were previously independently owned and operated by ARC Burger. The brand also says it is exploring options to reopen additional shuttered stores that weren’t part of the ARC portfolio, either as franchised or company-owned locations. “We understand the important role these restaurants play in the neighborhoods they serve and are pleased to be bringing Hardee’s back to these local communities,” the company said. Hardee’s is owned by Tennessee-based CKE Restaurants Holdings, which also owns the Carl’s Jr. fast food chain. The privately held company does not routinely disclose financial results or data about what percentage of its restaurants are franchised. What happened to ARC Burger? ARC Burger was formed in 2023 by High Bluff Capital Partners, a private equity firm that also owns restaurant chains such as Quiznos and Taco Del Mar. Last year, Hardee’s sued ARC Burger for allegedly failing to pay the restaurant chain $6.5 million in past-due franchise royalties, rent, and other fees, according to court documents. The chain also claimed to be owed more than $10.5 million in damages due to early termination of ACR Burger’s franchise agreement. In response to the lawsuit, which is still ongoing, the franchisee blasted Hardee’s for what it described as “a series of sharp practices and underhanded tactics,” including allegedly neglecting to disclose that certain restaurants had suffered from dilapidated conditions, such as faulty fryers, sagging ceilings, and nonfunctional HVAC units. It also accused Hardee’s of failing to provide the technical and marketing support it needed to operate the franchise. Rather than owing Hardee’s millions of dollars, ARC contended that it overpaid for the rights to use the Hardee’s name—and that it was forced to spend north of $10 million to keep the business solvent. “Now, rather than take responsibility for hamstringing the Restaurants’ ability to succeed, Hardee’s seeks to continue exploiting ARC through this lawsuit,” lawyers for the franchisee wrote. Fast Company reached out to ARC Burger for comment. What happened to ARC Burger’s locations? ARC Burger’s franchise agreement was terminated in September 2025 and its 77 restaurants were closed three months later, resulting in some 1,600 job losses right before the Christmas holiday, according to court documents. At the time the lawsuit was filed, the franchisee owned restaurants in Alabama, Florida, Georgia, Illinois, Kansas, Missouri, Montana, South Carolina, and Wyoming. Now at least some of those restaurants have been reopened under corporate ownership. Which Hardee’s locations have reopened? Made-from-scratch biscuits are back in the oven at former ARC Burger locations in three states so far. A Hardee’s Restaurant spokesperson said 15 such restaurants have recently reopened. Although a full list was not immediately available, Fast Company identified the following former ARC locations that are now under corporate ownership and seeking to fill positions: Georgia 624 North Church Street, Thomaston, GA 30286 1204 Turner McCall Blvd SE, Rome, GA 30161 350 General Daniel Avenue North, Danielsville, GA 30633 2154 Franklin Parkway, Franklin, GA 30217 1208 Industrial Boulevard, East Ellijay, GA 30540 Missouri 702 N Franklin St, Cuba, MO 65453 South Carolina 422 N Hwy 52, Moncks Corner, SC 29461 503 N Jefferies Blvd, Walterboro, SC 29488 1402 N Main St., Summerville, SC 29483 201 N Goose Creek Blvd., Goose Creek, SC 29445 Troubled times for franchisees With operating costs ballooning and foot traffic spotty, the franchise model appears to be increasingly under strain this year for some well-known restaurant chains. Franchisees for Popeyes Louisiana Kitchen, Subway, Applebee’s, and Firehouse Subs have all sought Chapter 11 bankruptcy protection in just the last few months. CKE Restaurants is not immune to this trend. Earlier this month, a franchisee that owns 65 Carl’s Jr. locations in California filed for bankruptcy, although it has not announced any resulting closures as of yet. This story is developing and could be updated… View the full article

Artificial intelligence is rapidly learning to autonomously design and run biological experiments, but the systems intended to govern those capabilities are struggling to keep pace. AI company OpenAI and biotech company Ginkgo Bioworks announced in February 2026 that OpenAI’s flagship model GPT-5 had autonomously designed and run 36,000 biological experiments. It did this through a robotic cloud laboratory, a facility where automated equipment controlled remotely by computers carries out experiments. The AI model proposed study designs, and robots carried them out and fed the data back to the model for the next round. Humans set the goal, and the machines did much of the work in the lab, cutting the cost of producing a desired protein by 40%. This is programmable biology: designing biological components on a computer and building them in the physical world, with AI closing the loop. For decades, biology mostly moved from observation toward understanding. Scientists sequenced the genomes of organisms to catalog all of their DNA, learning how genes encode the proteins that carry out life’s functions. The invention of tools like CRISPR then allowed scientists to edit that DNA for specific purposes, such as disabling a gene linked to disease. AI is now accelerating a third phase, where computers can both design biological systems and rapidly test them. The process looks less like traditional benchwork in a lab and more like engineering: design, build, test, learn, and repeat. Where a traditional experiment might test a single hypothesis, AI-driven programmable biology explores thousands of design variations in parallel, iterating the way an engineer refines a prototype. As a data scientist who studies genomics and biosecurity, I research how AI is reshaping biological research and what safeguards that demands. Current safety measures and regulations have not kept pace with these capabilities, and the gap between what AI can do in biology and what governance systems are prepared to handle is growing. What AI makes possible The clearest example of how researchers are using AI to automate research is AI-accelerated protein design. Proteins are the molecular machines that carry out most functions in living cells. Designing new ones has traditionally required years of trial and error because even small changes to a protein’s sequence can alter its shape and function in unpredictable ways. Protein language models, which are AI systems trained on millions of natural protein sequences, can quickly predict how mutations will change a protein’s behavior or design new proteins. These AI models are designing potential new drugs and speeding vaccine development. Paired with automated labs, these models create tight loops of experimentation and revision, testing thousands of variations in days rather than the months or years a human team would need. Faster protein engineering could mean faster responses to emerging infections and cheaper drugs. The dual-use problem Researchers have raised concerns that these same AI tools could be misused, a challenge known as the dual-use problem: Technologies developed for beneficial purposes can also be repurposed to cause harm. For example, researchers have found that AI models integrated with automated labs can optimize how well a virus spreads, even without specialized training. Scientists have developed a risk-scoring tool to evaluate how AI could modify a virus’s capabilities, such as altering which species it infects or helping it evade the immune system. Current AI models are able to walk users through the technical steps of recovering live viruses from synthetic DNA. Researchers have determined that AI could lower barriers at multiple stages in the process of developing a bioweapon, and that current oversight does not adequately address this risk. Risk from bio AI Experienced scientists are already using AI to plan and design biological experiments. The question of whether AI can help people with limited biology training carry out dangerous lab work is the subject of active research. Two recent studies have reached different conclusions. A study by AI company Scale AI and biosecurity nonprofit SecureBio found that when people with limited biology experience were given access to large language models, which is the type of AI behind tools like ChatGPT, they were able to complete biosecurity-related tasks, such as troubleshooting complex virology lab protocols with four times greater accuracy. In some areas, these novices outperformed trained experts. Around 90% of these novices reported little difficulty getting the models to provide risky biological information, such as detailed instructions on working with dangerous pathogens, despite built-in safety filters meant to block such outputs. In contrast, a study led by Active Site, a research nonprofit that studies the use of AI in synthetic biology, found that AI help did not lead to significant differences in the ability of novices to complete the complex workflow to produce a virus in a biosafety laboratory. However, the AI-assisted group succeeded more often on most tasks and finished some steps faster, most notably on growing cells in the lab. Hands-on work in the lab has traditionally been a bottleneck to translating designs into results. Even a brilliant study plan still depends on skilled human hands to carry out. That may not last, as cloud laboratories and robotic automation become cheaper and more accessible, allowing researchers to send AI-generated experimental designs to remote facilities for execution. Responding to AI-driven biological risks AI systems are now able to run experiments autonomously and at scale, but existing regulations were not designed for this. Rules governing biological research do not account for AI-driven automation, and rules governing AI do not specifically address its use in biology. In the U.S., the Biden administration had issued a 2023 executive order on AI security that included biosecurity provisions, but the The President administration revoked it. Screening the synthetic DNA that commercial providers make to ensure it cannot be misused to make pathogens or toxins remains mostly voluntary. A bipartisan bill introduced in 2026 to mandate DNA screening does not yet address AI-designed sequences that evade current detection methods. The 1975 Biological Weapons Convention, an international treaty prohibiting the production and use of bioweapons, contains no provisions for AI. The U.K. AI Security Institute and the U.S. National Security Commission on Emerging Biotechnology have both called for coordinated government action. The safety evaluations that AI labs run before releasing new models are often opaque and unsuited to capture real-world risk. Researchers have estimated that even modest improvements in an AI model’s ability to help plan pathogen-related experiments could translate to thousands of additional deaths from bioterrorism per year. Timelines for when these capabilities cross critical thresholds remain unclear. The Nuclear Threat Initiative has proposed a managed access framework for biological AI tools, matching who can use a given tool to the risk level of the model rather than blanket restrictions. The RAND Center on AI, Security and Technology outlined a set of actions researchers could take to improve biosecurity, including improved DNA synthesis screening and model evaluations before release. Researchers have also argued that biological data itself needs governance, especially genomic data that could train models with dangerous capabilities. Some AI companies have started voluntarily imposing their own safety measures. Anthropic activated its highest safety tier when it released its most advanced model in mid-2025. At the same moment, OpenAI updated its Preparedness Framework, revising the thresholds for how much biological risk a model can pose before additional safeguards are required. But these are voluntary, company-specific steps. Anthropic’s CEO, Dario Amodei, wrote that the pace of AI development may soon outrun any single company’s ability to assess the risk of a given model. When used in a well-controlled setting, AI can help scientists quickly reach their research goals. What happens when the same capabilities operate outside those controls is a question that policy has not yet answered. Overreact, and talent and investment may move elsewhere while the technology continues advancing anyway. Underreact, and the risks of that technology could be exploited to cause real harm. Stephen D. Turner is an associate professor of data science at the University of Virginia. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

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A few years ago, I started noticing a pattern. Every time a major publication or LinkedIn thread took on AI in hiring, the framing was almost always the same: hype on one side, existential alarm on the other. The talent leaders I actually talk to have more nuanced opinions than that, but those narratives still shape the conversation in ways that hold organizations back from building the hiring processes their people and candidates actually deserve. After spending the last decade building AI-powered hiring tools and working alongside the talent teams implementing them, I’ve had a front-row seat to the gap between what people assume about AI in hiring and what actually happens when it’s deployed well. LET THESE 4 MYTHS GO Here are four of the most persistent myths, and why it’s time to let them go. Myth #1: AI hiring tools are inherently more biased than human recruiters. This is the myth I encounter most often, and I understand why it exists. Lawsuits like Mobley v. Workday get headlines. But here’s the uncomfortable truth nobody wants to say out loud: The biggest source of bias in hiring is still humans. The same research that fuels concerns about algorithmic bias also shows that AI is up to 39% fairer for female candidates compared to human evaluators, and 45% fairer for racial minorities. The research also shows that over 99.9% of employment discrimination claims in recent years weren’t about AI bias at all, but about human bias. None of this means AI is always bias-free. It isn’t, but neither are humans. In my view, the most productive question isn’t “is AI biased?” but rather “how can AI and humans work together to make decisions based on skills rather than criteria that are inherently fraught with bias?” If you’re still routing candidates through a process where busy recruiters spend six seconds skimming a resume to decide who deserves a conversation, you don’t have a bias problem you’re solving. You have a bias problem you’re choosing to keep. Myth #2: AI interviews are a cold, dehumanizing candidate experience. This assumption comes up in many conversations, but then I see the actual feedback from candidates who’ve gone through AI interviews. “In the beginning, I wasn’t sure what to expect, but about three minutes in, it felt comfortable and natural.” We’ve seen them consistently rate their experiences more than 4 out of 5 stars. Here’s why that disconnect exists: People assume that removing a human from the room means removing fairness, warmth, and opportunity. In reality, the opposite is often true. A well-designed AI interview gives every candidate something human processes almost never do: a consistent, patient, unhurried opportunity to demonstrate what they can actually do. In a traditional process, who gets a phone screen often comes down to whether the resume happens to match the right keywords at the right moment on a busy afternoon. An AI interview extends the opportunity to actually show up. It’s not the end of the human element in hiring, but the beginning of a more equitable front door. Myth #3: AI interview tools evaluate how you look and sound. I hear this one particularly from candidates who worry they’ll be penalized for their accent, their appearance, or their camera setup. In our system, scoring is based on what you actually say, meaning the substance of your answers, the quality of your reasoning, the skills you demonstrate. In fact, one reason we designed it this way is specifically to reduce the kind of bias that creeps into human interviews through appearance and presentation style. The AI grading that analyzes a conversation has no awareness of gender or any other characteristic that could be inferred from voice or video, which is intentional. The goal should always be the same: Find the skills and competencies that predict success in this specific role, define what it looks like to demonstrate them, and score consistently against that rubric. Myth #4: Adopting AI in hiring is primarily a technology decision. This might be the most dangerous myth on the list, because it leads talent leaders to step back and let IT or engineering drive the AI conversation. And I understand the instinct. These feel like complex tools, and it’s easy to assume the most technical team in the building should own the decision. But hiring is not an IT problem. It’s a talent problem. And the people closest to that problem need to be the ones shaping how AI gets deployed. Talent leaders don’t need to become engineers, but they do need to understand what AI can and can’t do in a hiring context, how it enhances decision-making, where its limitations are, and how it supports the people doing the hiring and the people going through the process. That means educating yourself, having direct conversations with vendors, asking hard questions, and evaluating solutions based on what actually matters: Can this help us hire top talent while delivering a great candidate experience? If you hand that decision to a team that optimizes for infrastructure instead of outcomes, you’ll end up with a technically sound system that nobody in talent acquisition trusts or uses. Own the decision. It’s yours to make. THE REAL RISK Is getting started with AI the real risk? Not so much. The real risk for leaders today is falling behind while maintaining processes that have always been flawed, just familiarly so. We can continue accepting the inherent limitations of human-led hiring, or we can use new technology and approaches to raise the bar for fairness, scale, and predictive accuracy. The tools exist. The data is clear. The only thing left is the will to actually use them. Tigran Sloyan is CEO and cofounder of CodeSignal. View the full article

A California company has recalled more than 3.1 million bottles of lubricating eye drops because it had not properly tested—and thus could not prove—whether the products were sterile. These products are sold under several names at major retailers across the country. The company, K.C. Pharmaceuticals, initiated the recall on March 3, 2026. I am a clinical pharmacologist and pharmacist who has assessed risks of poor-quality manufacturing practices and lax oversight for prescription drugs, eye drops, dietary supplements, and nutritional products in the United States for many years. This recall is very large, potentially affecting over a million people. Using nonsterile eye drops that harbor bacteria and fungus can cause eye infections, which can become severe because the immune system has a hard time accessing the eyeball and fighting the microbes. This is not the first time that a major recall has occurred in the eye drop market—and it is the second time since 2023 that the Food and Drug Administration has become aware of sterility issues at K.C. Pharmaceuticals. Multiple products affected Eight products are being recalled: Dry Eye Relief Eye Drops, Artificial Tears Sterile Lubricant Eye Drops, Sterile Eye Drops Original Formula, Sterile Eye Drops Redness Lubricant, Eye Drops Advanced Relief, Ultra Lubricating Eye Drops, Sterile Eye Drops AC, and Sterile Eye Drops Soothing Tears. These products are sold under different company names, including Top Care, Best Choice, Good Sense, Rugby, Leader, Good Neighbor Pharmacy, Quality Choice, Valu Merchandisers, Geri Care, Walgreens, CVS, and Kroger. Their expiration dates range from April 30, 2026, to Oct. 31, 2026. They were sold at stores including Walgreens, CVS, Rite Aid, Kroger, Harris Teeter, Dollar General, Circle K, and Publix. If you purchased an eye drop product since April 2025, check to see whether the name matches any of these. If it does, go to the FDA site, where you can see the exact lot numbers and expiration dates for those products. As of early April, no infections from the recalled eye drops have been reported. How to tell whether your eye drops were recalled You can determine whether your eye drop product is part of the recall by looking at two columns in the table. Column 2 of the table lists the names of the products, with one name per row. Column 5 provides the specific lot numbers of the affected products and their expiration dates. For example, recalled Sterile Eye Drops AC products—row 1, column 2—have the lot number AC24E01 with an expiration date of May 31, 2026, listed in row 1, column 5. If the product you purchased has the same name but a different lot number or expiration date than the ones listed on the FDA website, it is not subject to this recall and you can safely keep using it. If you find your product has been recalled, stop using it and bring it back to the store for a refund. The FDA has not received reports of any infections as of early April. However, if after using one of these recalled products you experience redness in your eyes, eyelids stuck together, unusual eye discharge such as goo or pus, vision changes, eyelid swelling or eye pain itchiness or irritation, these symptoms could be due to an eye infection. If you experience these symptoms, seek medical attention—and also, if possible, report your symptoms to the FDA. A history of eye drop sterility issues The FDA has many important public health roles: approving new drugs and medical devices; overseeing the manufacturing quality of prescription and over-the-counter drugs, dietary supplements, and food products; and protecting the public from counterfeit medications. With its limited personnel, the agency focuses its time on areas where the risks are greater. This means manufacturers of more dangerous products, or product types that were previously found to have issues, are inspected more frequently. The FDA had inspected over-the-counter eye drop manufacturers only a few times before 2023, when cases of rare eye infections due to a drug-resistant Pseudomonas bacteria strain started occurring. In total, 81 people from 18 states developed severe eye infections during the 2023 outbreak. Fourteen people experienced vision loss because of the product, an additional four people had their eyeballs removed, and four people died. The agency identified two products as the culprits: Global Pharma’s EzriCare Artificial Tears and Delsem Pharma’s Artificial Tears and Eye Ointment. Later in 2023, the FDA issued recalls for Dr. Berne’s, LightEyez Limited, Pharmedica LLC, and Kilitch Healthcare eye drop products for sterility issues. Kilitch Healthcare had serious quality lapses, in which the facility was filthy, employees were barefoot on the manufacturing floor, and the company fraudulently passed products that failed sterility tests. Repeated manufacturing problem At the time, the FDA also inspected K.C. Pharmaceuticals and issued the company a warning letter. The FDA was concerned that the manufacturer failed to establish and follow appropriate written procedures designed to prevent microbiological contamination. Although the agency did not request a recall, it did ask that the company immediately change its protocols and consult outside experts to prevent these issues from recurring. The current massive recall of K.C. Pharmaceuticals’ eye drop products suggests lingering quality control issues in the manufacturer’s Pomona, California, plant that need to be urgently addressed. If the company had heeded the FDA’s recommendations, it would have detected the nonsterility issue before so many batches of the products were manufactured. C. Michael White is a distinguished professor of pharmacy practice at the University of Connecticut. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

Scammers are becoming increasingly sophisticated, often using advanced technology to make fraudulent communications seem eerily authentic. In light of these evolving threats, JPMorgan Chase is stepping up its efforts to equip consumers—especially small business owners—with the knowledge they need to dodge scams. As the bank gears up for Financial Literacy Month, the upcoming series of educational workshops aims to combat these risks head-on, providing vital insights and skills to protect financial assets. During the week of April 13-17, Chase will partner with local community organizations, law enforcement, and AI experts to host workshops across seven cities, including Bakersfield, Boston, and Detroit. These sessions, which form part of Chase’s commitment to financial education, will tackle a range of prevalent scams, including impersonation schemes, romance scams, and social media cons that are increasingly using AI to manipulate victims emotionally. Darius Kingsley, Head of Consumer Fraud and Scam Prevention at Chase, emphasizes the urgency of this initiative. “Scammers are constantly refining how they target consumers, leveraging AI to make their calls and messages sound real, urgent, and personal,” he noted. Kingsley highlights that while tactics may vary, they often hinge on pressure tactics, impersonation, and emotional manipulation, making education an essential line of defense. For small business owners, the implications of these scams can be dire. A single fraudulent transaction not only leads to financial loss but can also damage a company’s reputation and consumer trust. Therefore, understanding how to identify and respond to these threats is crucial for safeguarding a business’s financial future. The workshops aim to offer attendees practical tools to discern red flags, verify suspicious communications, and safeguard sensitive information. Chase hosts over 1,000 fraud and scam workshops annually, and the timing of these events couldn’t be better. With a rising tide of scams targeting both consumers and businesses, participants will learn how to navigate this treacherous landscape. Key topics will include recognizing the psychological principles attackers employ and actionable steps to secure personal and business information. The workshops also present a valuable opportunity for small business owners to network with peers and experts in their communities. Participants can share experiences and strategies for combating scams, creating a collective defense that strengthens local business ecosystems. By equipping themselves with knowledge, small business owners can foster a more resilient community. However, it’s important to consider potential challenges. While workshops provide a wealth of information, the fast-paced and ever-changing nature of scams can make it difficult for attendees to keep up. Scammers are quick to adapt, often staying several steps ahead of legal and organizational efforts to curb their activities. The key takeaway for small business owners is to not solely rely on these workshops but to implement ongoing training and education within their teams. The events will be held in various formats to accommodate different preferences, including in-person and hybrid sessions. Locations include Bakersfield, CA; Boston, MA; Detroit, MI; Louisville, KY; Miami, FL; Philadelphia, PA; and Phoenix, AZ. Interested participants can find additional details and RSVP options on Chase’s event pages. As scammers continue to exploit technology, it becomes increasingly imperative for small business owners to arm themselves with knowledge. Workshops like those offered by Chase are steps toward a more informed and safer financial environment. By participating, businesses can not only protect themselves from fraud but also contribute to the broader fight against scams in their communities. For further details and to explore additional scam prevention resources, visit Chase’s dedicated webpage at Chase.com/Security. With proper education and vigilance, small business owners can help shield their enterprises from the ever-evolving threat of financial scams. For the original press release, visit Chase. Image via Google Gemini This article, "Chase Launches Workshops to Combat Rising AI-Driven Scams" was first published on Small Business Trends View the full article

Scammers are becoming increasingly sophisticated, often using advanced technology to make fraudulent communications seem eerily authentic. In light of these evolving threats, JPMorgan Chase is stepping up its efforts to equip consumers—especially small business owners—with the knowledge they need to dodge scams. As the bank gears up for Financial Literacy Month, the upcoming series of educational workshops aims to combat these risks head-on, providing vital insights and skills to protect financial assets. During the week of April 13-17, Chase will partner with local community organizations, law enforcement, and AI experts to host workshops across seven cities, including Bakersfield, Boston, and Detroit. These sessions, which form part of Chase’s commitment to financial education, will tackle a range of prevalent scams, including impersonation schemes, romance scams, and social media cons that are increasingly using AI to manipulate victims emotionally. Darius Kingsley, Head of Consumer Fraud and Scam Prevention at Chase, emphasizes the urgency of this initiative. “Scammers are constantly refining how they target consumers, leveraging AI to make their calls and messages sound real, urgent, and personal,” he noted. Kingsley highlights that while tactics may vary, they often hinge on pressure tactics, impersonation, and emotional manipulation, making education an essential line of defense. For small business owners, the implications of these scams can be dire. A single fraudulent transaction not only leads to financial loss but can also damage a company’s reputation and consumer trust. Therefore, understanding how to identify and respond to these threats is crucial for safeguarding a business’s financial future. The workshops aim to offer attendees practical tools to discern red flags, verify suspicious communications, and safeguard sensitive information. Chase hosts over 1,000 fraud and scam workshops annually, and the timing of these events couldn’t be better. With a rising tide of scams targeting both consumers and businesses, participants will learn how to navigate this treacherous landscape. Key topics will include recognizing the psychological principles attackers employ and actionable steps to secure personal and business information. The workshops also present a valuable opportunity for small business owners to network with peers and experts in their communities. Participants can share experiences and strategies for combating scams, creating a collective defense that strengthens local business ecosystems. By equipping themselves with knowledge, small business owners can foster a more resilient community. However, it’s important to consider potential challenges. While workshops provide a wealth of information, the fast-paced and ever-changing nature of scams can make it difficult for attendees to keep up. Scammers are quick to adapt, often staying several steps ahead of legal and organizational efforts to curb their activities. The key takeaway for small business owners is to not solely rely on these workshops but to implement ongoing training and education within their teams. The events will be held in various formats to accommodate different preferences, including in-person and hybrid sessions. Locations include Bakersfield, CA; Boston, MA; Detroit, MI; Louisville, KY; Miami, FL; Philadelphia, PA; and Phoenix, AZ. Interested participants can find additional details and RSVP options on Chase’s event pages. As scammers continue to exploit technology, it becomes increasingly imperative for small business owners to arm themselves with knowledge. Workshops like those offered by Chase are steps toward a more informed and safer financial environment. By participating, businesses can not only protect themselves from fraud but also contribute to the broader fight against scams in their communities. For further details and to explore additional scam prevention resources, visit Chase’s dedicated webpage at Chase.com/Security. With proper education and vigilance, small business owners can help shield their enterprises from the ever-evolving threat of financial scams. For the original press release, visit Chase. Image via Google Gemini This article, "Chase Launches Workshops to Combat Rising AI-Driven Scams" was first published on Small Business Trends View the full article

Remodeling sentiment dipped slightly in Q1 but stayed well above the neutral mark, as the lock-in effect of elevated mortgage rates kept homeowners investing in their current homes. View the full article

Elon Musk's "X Corp" is back at it. The company's latest X-themed product is XChat, a messaging app built for X users to securely chat with one another. The app is currently available to preorder on the iOS App Store with an April 17 release date, and advertises itself as an end-to-end encrypted chat app free from ads or tracking. That sounds like a great pitch, especially if you're someone who frequently messages other X users. The problem is, the pitch doesn't seem entirely accurate. As Mashable's Jack Dawes highlights, XChat's app privacy policies are a bit out of alignment with its promises. If you scroll to the "App Privacy" section of XChat's App Store page, you'll see that the app has declared it may collect the following data points, and link them to your identity: Location Contacts Search History Usage Data Contact Info User Content Identifiers Diagnostics X Corp also says it may collect additional "User Content," but that this data is not linked to you. Regardless, this is a laundry list of information the so-called "private" chat app is taking from you, and linking to your identity. Even if XChat is entirely end-to-end encrypted, it seems rather disingenuous to claim the app has zero tracking, when its privacy policy says it can take any and all of these data point from you. I wouldn't feel particularly private if I knew XChat was scraping my contacts, location, and usage data, even if it didn't have access to the messages themselves. By comparison, Signal, one of the more popular secure chat apps, only collects contact info from its users—and doesn't link that data to the user themself. XChat does claim it comes with some key features that other mainstream chat apps do. That includes editing or deleting messages for everyone in the chat, blocking screenshots, sending disappearing messages, cross-platform calling, and large group chats. (The App Store listing shows a group chat with 481 members.) As the app is meant for X users to communicate with one another, you do need an X account to use XChat. That means the app likely won't pop off the same way other messaging apps have, but it may attract existing X users who have a number of contacts they already chat with in DMs. We'll see whether that's the case when the app launches later this week, but I imagine any privacy-minded users may prefer to seek alternative arrangements. View the full article

Issa Rae is a Hollywood success story. Her web series The Mis-Adventures of Awkward Black Girl launched her career in the early 2010s, leading to her HBO series Insecure and now her production company Hoorae Media. Through all her projects, Rae has been praised for her authentic portrayal of Black women’s lives—but at a recent panel, Rae said that the entertainment industry is no longer interested in celebrating diversity. Shifting tides in the film industry While speaking at TheWrap’s Creators x Hollywood Summit last Wednesday, April 8, Rae pointed out a troubling trend she’s seeing on the production side of Hollywood. “I’m seeing it. Just blatantly. People aren’t investing like they were before,” she said. “[DEI] has changed meanings and has become a bad word.” Rae added that creators and executives are “tiptoeing” around the topic, with some executives of color even telling her they “can’t cosign you” for fear of losing their own positions. “Even after so much progress, we’re kind of back to limited representation and having to stake claim of our stories,” she explained. “We’re back where we started, in a way, but wiser.” How, then, can POC-centered projects—the kind that put Rae on the map—continue to get made? Rae said it’s all about framing. “You have to be smarter about how you package and market [projects]. You tell them, ‘It’s not a show about a Black woman, it’s a show about class,’” she said. “As icky as that might feel, it gets the show sold.” From Awkward Black Girl to Screen Time From the beginning of her career, Rae has been dedicated to thoughtful representation, particularly for Black women. “I started Awkward Black Girl because there was a dearth of representation in the industry, and it felt like this was my opportunity to put an archetype into the space that didn’t exist at the time,” Rae said at the panel. Sometimes, that meant turning down career opportunities, like being approached to adapt Awkward Black Girl into a TV series. “They talked about recasting everyone, including me, with celebrities, so that was an easy no thank you,” Rae joked. In making the transition from YouTube to HBO, Rae said she learned to approach executives with a clear vision, rather than let them dictate what they want from her. “That—‘What can I do for you?’—was the wrong mindset to adopt,” she said. “I should have been like, ‘I have these things for you that I specifically want to do, and I know what I want to say.’ It took me a while to get there.” Since Insecure concluded in 2021, Rae has appeared as an actor in films including Barbie and American Fiction and TV shows like Black Mirror. Her latest venture under Hoorae Media is a micro-drama called Screen Time, premiering for free on TikTok and its new Pine Drama app. It’s the first of several micro-series Rae is developing for TikTok as part of a new partnership, as she revealed last week in a statement. At TheWrap’s panel, Rae emphasized that despite shifting industry standards, Hoorae Media hasn’t strayed from its mission of telling inclusive stories, “and it never will,” she said. Rising pressure on Black-led projects Rae’s comments went viral on social media, prompting the internet to take a closer look at the state of POC-centered productions in Hollywood. Many users drew connections to the currently screening rom-com You, Me & Tuscany, starring Halle Bailey and Regé-Jean Page. Filmmaker Nina Lee went viral last month for encouraging audiences to support the Black-led film, saying multiple studio executives had told her they wouldn’t commit to her projects until seeing how You, Me & Tuscany performed at the box office. Some posters argued that Rae simply said the quiet part out loud, and that America’s cultural shift to conservatism has already been bleeding into Hollywood for quite some time. “This administration gave everybody the green light to do what they’ve been wanting to do,” one user posted in reply to Rae’s comments. “That’s the real reason we’re campaigning for folks to go support a romcom with two black leads.” Rae also described another trend in the media industry: that executives are far more focused on social media following than on talent. “I feel like Hollywood is in an identity crisis right now, and so they’ve turned to creators and social media in an attempt to try to bring them into the system,” she said. “I don’t think that that’s the right model.” That said, Rae advised that any young creatives trying to break into the industry should focus on cultivating their own audiences, the way that she did with Awkward Black Girl more than a decade ago. “Hollywood has gotten a bit lazier in their discovery, whereas they’re not reading as much,” Rae said. “It’s been disheartening to see Hollywood not make the extra effort to discover other voices outside of what’s already been risen to the top as popular.” View the full article

Many tech observers initially believed the software engineers would become scarce in the face of AI. But that hasn’t turned out to be the case—in part due to the power of human ingenuity. “Software engineers are spending less time coding,” says Aneesh Raman, the chief economic opportunity officer at LinkedIn, who just published the book Open to Work: How to Get Ahead in the Age of AI. “But now they’re getting to build things in a way they couldn’t before. They’re going into conversations with clients and customers. Or they’re thinking about the ethical implications of what they build.” In their book, Raman and his co-author—LinkedIn CEO Ryan Roslansky—argue that there’s no point trying to beat AI at its own game and “out-machine” a machine. Instead, workers who are concerned about being unseated by AI should focus on what they bring to the table that cannot be automated. “One of the biggest arguments we make in the book is: Jobs are not titles,” he says. “They’re a set of tasks.” Raman sorts those tasks into three buckets. One of those buckets includes the tasks you can automate or simplify with AI; the second bucket might be new things you can do by harnessing AI. But the most crucial bucket is the last one, which involves what is “unique to you as a human.” “No one beats you at being you,” Raman says. “Not even AI.” It is these skills that have currency in the era of AI, according to Raman. Soft skills, which are often undervalued, have new relevance as AI erodes the value of technical prowess. “For generations now, we have valued technical and analytic abilities above all else,” he says. “And we have described these people skills—these human skills—as soft in a very dismissive way. The script is about to flip.” In their book, Raman and Roslansky sought to better articulate what constitutes soft skills, enlisting neuroscientists, psychologists, and behavioral economists to do so. They came up with the five Cs (curiosity, compassion, creativity, communication, and courage) to capture the qualities that AI “can help us with but can’t beat us at.” Raman also wants to reframe these attributes as skills that you can actually improve over time, rather than fixed or innate traits. “Part of the issue with how we thought about these skills isn’t just that we’ve said they’re soft,” he says. “We also said a lot of these are talents, not skills—creativity being a good example. You can get better at any of these five Cs. You just have to do it every day. And be uncomfortable.” The doomsday narrative of AI has focused heavily on the toll for white-collar workers and especially recently college graduates. While all kinds of workers are at risk of automation, including those who lack four-year degrees, Raman believes college graduates are in a better position than media coverage might lead them to believe. “If you’re coming out of college, every headline is telling you this is horrible for you right now,” he says. “Start with strengths. You’re coming out of college probably the most fluent with AI of any generation. You’ve had it for your entire four years in college. You’re also coming out of college with a more entrepreneurial mindset. You know about the gig economy, the side hustle, the creator economy. You don’t believe you’re going to get one job at one company, and then that’s going to be it. Those are the two most important skills for anyone right now: AI fluency and entrepreneurialism.” In fact, it’s not college graduates who he thinks are most vulnerable at this moment. He points to people in his peer group—the generation of workers that relied on traditional paths to success, be it a college degree or rising through the ranks at one company. “The people I’m most worried about are people that have never failed, have never had to adapt, have never had to manage ambiguity,” he says. As plenty of economists have asserted, nobody knows exactly what the future holds. With his book, Raman hopes that he might help puncture the sense of fatalism and inevitability that has consumed discussions of how AI will reshape the workforce. “Nothing about this is predetermined,” he says. “Let go of what’s happening around you. Don’t look for CEOs to have the answers, for AI to have the answers, for headlines to have the answers. Focus on what you can control.” View the full article

AI-inspired stock routs, the war in Iran and private credit were no hindrance to the Wall Street bankView the full article

When projects stall or risks start compounding, an escalation matrix gives teams a structured way to act fast and involve the right people without overreacting or losing control. What Is an Escalation Matrix? An escalation matrix is a decision-making framework that defines how issues move through an organization when they cannot be resolved at the current level. It should define issue ownership, issue priority levels, response paths and contacts. It is used when delays, risks, conflicts or service failures threaten outcomes and timely issue management responses are needed to restore control. Related: Top 7 Decision-Making Templates: Free Excel & Word Downloads Whenever you’re ready to start managing projects, give ProjectManager a try. ProjectManager is an award-winning project management software designed to plan, schedule and track projects from start to finish. Build detailed project schedules, allocate resources, monitor costs and compare estimates against actual performance using a complete set of powerful project management tools. Get started for free today. /wp-content/uploads/2024/04/Light-mode-portfolio-dashboard-CTA-1600x851.pngLearn more What Is the Purpose of an Escalation Matrix? The purpose of an escalation matrix is to give teams a clear path for raising issues before they damage project schedules, budgets, service levels or relationships. By defining who gets involved, when action is required and how decisions move upward, it helps organizations respond faster, reduce confusion, maintain accountability and resolve problems at the right level before they escalate further. Establish a consistent route for handling unresolved issues so teams do not rely on assumptions, urgency or informal workarounds. Clarify who owns each stage of escalation, which speeds up decisions and reduces delays caused by unclear responsibility. Set practical thresholds for when problems involving cost, schedule, safety or performance require broader management attention. Improve communication during high-pressure situations by making sure the right people are notified with the right context. Protect project delivery and operational stability by preventing small issues from growing into larger business disruptions. /wp-content/uploads/2026/04/Escalation-Matrix-Template-for-Excel.png Get your free Escalation Matrix Template Use this free Escalation Matrix Template for Excel to manage your projects better. Download Excel File What Should Be Included In an Escalation Matrix? A practical escalation matrix should show more than just names on a contact list. It needs the controls, rules and decision points that tell teams what issues qualifiy for escalation, how urgency is measured, who takes over at each level and what steps must happen from identification through resolution and closure. Document Control Every escalation matrix needs a clear way to stay accurate as it changes over time. Document control defines who owns the file, who approves updates and how revisions are tracked. It ensures the latest version is always used and provides a reliable record of changes for accountability and audit purposes. Purpose & Scope Before using an escalation matrix, teams need to understand exactly when it applies and why it exists. The purpose and scope of an escalation matrix define the types of issues that require escalation, including operational, technical, safety, financial and contractual concerns, while making clear what falls outside its use to prevent confusion or misuse. Roles & Responsibilities When issues escalate, confusion over ownership can delay decisions and slow resolution. Roles and responsibilities clarify who is accountable, who takes action and who provides support at each stage. This ensures every issue has a clear owner, decisions are made quickly and escalation moves forward without duplication or gaps. Escalation Principles Without clear guidelines, escalation quickly becomes inconsistent and driven by urgency or hierarchy rather than actual need. Escalation principles set the rules for how issues should be handled, prioritizing resolution at the lowest level, focusing on impact instead of titles and ensuring timely action without blame or unnecessary escalation. Priority Levels Not all issues require the same level of attention or resource allocation, so teams need a consistent way to prioritize them. A severity classification system defines how issues are ranked based on impact and urgency, helping determine response times and escalation levels. This ensures critical problems are addressed immediately while lower-priority issues are handled appropriately. Escalation Triggers Teams need clear criteria to know when an issue can no longer stay at its current level. Escalation triggers define specific conditions, such as time delays, cost overruns or safety incidents, that require action. This removes guesswork, ensures consistency and prevents issues from lingering until they become more serious or disruptive. Escalation Levels & Hierarchy When escalation is required, everyone needs to know who becomes responsible at each step. Escalation levels define the chain of involvement, from initial response to executive intervention, ensuring issues are handled by the right people. Clear roles prevent confusion, speed up decisions and ensure accountability as problems move through the organization. Escalation Contact Matrix Once escalation occurs, teams need immediate access to the right contacts without delays or confusion. The escalation contact matrix provides a centralized list of key individuals by role and level, including primary and backup contacts. This ensures availability at all times and allows issues to move forward quickly when timely response is critical. Escalation Workflow An escalation matrix only works if there is a clear process behind it. The escalation workflow defines each step from identifying an issue to resolving and closing it. It ensures problems are logged, assessed, escalated when needed and documented properly, creating a consistent approach that teams can follow under pressure. Escalation Matrix Template This free escalation matrix template for Excel is designed to help teams manage issues based on priority, ownership and defined escalation levels. It organizes issue categories, assigns responsible contacts and outlines response times and workflows. By standardizing how problems are escalated and resolved, it enables faster decision-making, improves accountability and keeps projects moving without unnecessary delays. /wp-content/uploads/2026/04/Escalation-Matrix-Template-for-Excel.png Escalation Matrix Example The best way to understand how to use an escalation matrix is to think of a real-life scenario. Imagine a construction company managing a large infrastructure project where delays, safety incidents and cost overruns begin affecting progress. As issues emerge across teams, the escalation matrix guides who steps in, how priorities are assigned and when decisions move to higher management levels. Document Control Field Data Document Title Escalation Matrix Template – Construction Projects Version Number v1.3 Date Created 2026-03-15 Last Updated 2026-04-10 Author / Owner Kayla Lawrence – PMO Lead Approval Authority Director of Operations Distribution List Project Managers, Site Engineers, HSE Team Change Log v1.3 – Updated escalation thresholds and contacts Purpose & Scope The purpose of this escalation matrix is to provide a structured process to escalate issues that impact project performance, safety or delivery timelines. Sc0pe Category Description Operational Issues Delays in construction activities, resource shortages, workflow disruptions Technical Issues Design conflicts, engineering errors, system failures Safety Issues Workplace incidents, hazardous conditions, regulatory violations Financial Issues Budget overruns exceeding 10%, unexpected cost increases Contractual Issues Scope disputes, vendor non-compliance, contract breaches Out of Scope Minor day-to-day issues resolved within team, administrative tasks with no project impact Roles & Responsibilities Role Responsibility RACI Classification Issue Owner Identify, document and track the issue Responsible Team Lead Attempt initial resolution and assess severity Responsible Project Manager Manage escalation process and coordinate stakeholders Accountable Functional Lead Provide technical or domain expertise Consulted Program Manager Approve major changes to scope, cost or schedule Accountable Executive Sponsor Remove strategic blockers and provide direction Accountable Stakeholders Receive updates and provide input when required Informed Escalation Principles Principle Description Resolve at Lowest Level Teams must attempt resolution before escalating Impact Over Hierarchy Escalate based on severity, not job title No-Blame Approach Focus on solving the issue, not assigning fault Timeliness Escalations must follow defined response timelines Clear Communication Provide complete and accurate issue details when escalating Priority Levels Level Name Description 1 Critical Stops operations, safety risk or major financial impact exceeding $50K 2 High Significant delays, major deliverable risk or escalating cost issues 3 Medium Noticeable disruption with manageable impact on schedule or workflow 4 Low Minor issue with little to no impact on project outcomes Escalation Triggers Trigger Type Threshold Time-Based Issue unresolved after 24 hours (Critical) or 72 hours (High) Budget Variance Cost exceeds planned budget by more than 10% Schedule Delay Activity delayed by more than 3 days on critical path Safety Incident Any injury, near miss or regulatory violation Client Escalation Formal complaint or dissatisfaction reported by client Resource Constraint Key resource unavailable for more than 2 days Escalation Levels & Hierarchy Level Role Responsibility 1 Team Lead Identify issue and attempt initial resolution 2 Project Manager Coordinate resources and manage escalation process 3 Program Manager / Director Make decisions affecting scope, cost or timeline 4 Executive Sponsor Provide strategic direction and remove major blockers Escalation Contact Matrix Name Role Department Level Phone Email Availability Backup Contact John Ramirez Team Lead Construction 1 (555) 123-4567 john.r@company.com 7 AM – 5 PM CST Maria Lopez Sarah Granger Project Manager PMO 2 (555) 987-6543 sarah.k@company.com 8 AM – 6 PM CST David Smith David Smith Program Director Operations 3 (555) 222-3344 david.c@company.com 9 AM – 6 PM CST Lisa Turner Lisa Turner Executive Sponsor Executive 4 (555) 444-5566 lisa.t@company.com On-call N/A Escalation Workflow Step Action Owner Output 1 Identify issue Team Member Issue recognized and described 2 Log issue in system Team Lead Ticket created with details 3 Assign severity level Team Lead Priority defined 4 Attempt Level 1 resolution Team Lead Initial actions taken 5 Escalate if SLA exceeded Project Manager Issue moved to next level 6 Notify next level Project Manager Stakeholders informed 7 Track actions and decisions Assigned Owner Progress documented 8 Close and document Project Manager Issue resolved and recorded ProjectManager Is an Award-Winning Project Management Software ProjectManager offers robust project management features such as Gantt charts, task lists, workload management charts, timesheets and real-time dashboards and reports. In addition to that, it’s also equipped with AI project insights, online team collaboration features and unlimited file storage that further help project managers ensure nothing falls through the cracks. Watch the video to learn more! If you need a tool to help you manage projects, then signup for our software now at ProjectManager. Our online software helps teams across industries plan, track and oversee projects as they unfold. Sign up for a free 30-day trial today! The post Escalation Matrix: How-to Guide with Example & Free Template appeared first on ProjectManager. View the full article

Google added back button hijacking to its malicious practices spam policy. Enforcement starts June 15, 2026. Sites have two months to remove offending code. The post New Google Spam Policy Targets Back Button Hijacking appeared first on Search Engine Journal. View the full article