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Social media group hit by one of the biggest financial penalties ever issued by Ireland’s data protection watchdogView the full article

Few things are as quintessential Mexico as spotting a large, lab-coat-wearing mustachioed mascot dancing in the streets. This character—dubbed Dr. Simi—is one of Mexico’s most recognizable figures. Its life-size version can be found on social media riding a bike, dancing to regional music, breaking Guinness world records, and, on occasion, fighting other mascots like Duolingo’s Duo. Customized Dr. Simi plushies have made their way onstage with the world’s most celebrated artists, including Dua Lipa, Harry Styles, and Adele, and even into the hands of the late Pope Francis. AdeleX The playful, and sometimes mischievous, mascot is the face of Farmacias Similares, a chain of pharmacies that offers affordable generic medication to vulnerable communities. Representing more than 9,000 stores across Mexico, Chile, and Colombia, Dr. Simi has become the de facto mascot for much of Central and South America. And now, as Farmacias Similares expands into the United States, the company is hoping its popularity can translate to a new audience. “When you go to a pharmacy, you are sick, or you are not feeling well,” says Víctor González Herrera, CEO of Grupo por un País Mejor, the pharmacy’s parent company. “Dr. Simi changes your mood, and that’s something that nobody else does.” Víctor González Herrera Dr. Simi goes international Farmacias Similares was founded in 1997 by González Herrera’s father, Víctor González Torres, at a time when generic medication was not available to the public. The pharmacies also included an adjunct doctor’s office—a novelty at the time—where independent doctors could use their facilities free of charge to provide consultations for a maximum price of $3. In March, Farmacias Similares opened its U.S. headquarters in Austin. The company plans to sell its non-pharmaceutical lines (think vitamins, supplements, and beauty supplies) through online retail stores like Amazon under the name Dr. Simi US. It’s also starting a free telemedicine initiative targeting vulnerable Latin communities in the U.S. The company is currently in negotiations with CVS for physical retail opportunities, and plans to open stores selling their product lines and merchandise in cities with high Latin populations, including New York City, Austin, and Los Angeles. Dr. Simi is part of this international expansion. Entering the U.S. market was always on the company’s radar. “It was a dream of my dad to go to the United States,” González Herrera says. Two previous attempts fell through, but thanks to Dr. Simi’s virality, it seems the third time’s the charm. “It’s exactly the right time to go to the States because of the Dr. Simi phenomenon all over the world, and people know him, and the company became so big and so popular in general, and we have way more awareness of the brand everywhere,” he says. “Oh my God, is that a Simi?” When Farmacias Similares first opened, its founder launched an illustration competition for artists to design the mascot, becoming an emblem of the pharmacy. The result: an oversize smiling doctor inspired by Mexican comedian Joaquín Pardavé, whose welcoming and silly attitude represented that of the Mexican people. Farmacias Similares looked for alternative ways to serve its community, disrupting a traditional pharmacy model that offered only medicine. For instance, in the early 2000s, when the price of tortillas skyrocketed due to inflation, the company bought kilos of tortillas from producers at the increased price and then sold them in-store at below-market prices. Greeting customers at the door was Dr. Simi, cementing the mascot and its company’s acts of kindness into the living memory of the community. Dr. Simi’s popularity grew organically. It started at a 2021 music festival in Mexico City during Norwegian singer Aurora’s concert. A fan threw a plushie version of the mascot onstage that had been customized to look like the artist. This custom quickly became the norm for Mexican audiences. Adele has a collection of hundreds of Simi dolls, and was spotted during her Las Vegas residency running toward a fan saying “Oh my God, is that a Simi? Give me that Simi.” Harry Styles held up two Simi dolls dressed like him as he danced during his Mexico concert. The plushies are manufactured in Puebla, an east-central state in Mexico, in a factory that employs individuals with disabilities. According to Bloomberg, the company sells an average of 100,000 plushies per month and donates the proceeds to charity. “We had to seize the moment,” says Diego Bravo, the company’s director of commercial strategy, whose office is full of Dr. Simi plushies, including one sitting in a Buddha pose. Teams ranging from marketing to production gathered to share ideas for capitalizing on the moment while keeping it alive beyond the trend cycle. Farmacias Similares deployed “Fabricas de Alegria,” small stands at music festivals for concertgoers to customize their plushies, Build-a-Bear style. This activation was also present at the company’s stand during SXSW. Additionally, the pharmacy has partnered with Mexican brands and Disney to offer plushies dressed like a Star Wars Jedi, El Chapulín Colorado, and El Chavo del Ocho. Creating a lovemark is more than virality Transforming a corporate mascot into a recognizable and beloved icon takes time. “Creating a lovemark is not something that happens overnight,” Bravo says. “It is a series of actions a brand makes to generate a connection between the community and the brand.” Once the mascot went viral, Farmacias Similares deployed various publicity stunts, all aiming to bring visibility to the brand and its social service endeavors. When driving near Ecatepec, a mountainous neighborhood in Mexico City, the face of Dr. Simi is plastered on the horizon, with the houses painted different colors like a mosaic to make up the mascot’s face. Named Colonia Simi, the project received mass media attention, but it went beyond just painting houses. The project remodeled a community center, established solar panels for renewable energy, and planted trees across the neighborhood. The company also created a new storefront called Similandia, an interactive experiential space where merchandise is sold and free arcades and VR experiences teach consumers about Dr. Simi’s philanthropic projects, like Simiplaneta, an environmental protection initiative. A Similandia store is expected to open in Los Angeles later this year. In 2024 the company launched its first flagship event, Simifest, a music festival in Mexico City where artists Anderson .Paak, the Free Nationals, and others performed alongside a giant astronaut Dr. Simi statue onstage. Interactive engagement included a mascot dance competition. Since expanding from just a pharmacy, ideas for projects come from all over the company, including the CEO himself, Bravo says. The company’s philanthropic endeavors have not only cemented its spot in the social fabric of Mexico and the Latin community but also earned parent company Grupo por un País a Nobel Peace Prize nomination. “What sets us apart in Mexico, Chile, Colombia, or now in the U.S., is that we create experiences and a connection with our audience,” Bravo says. González Herrera adds: “It’s very easy for Dr. Simi to attract attention, and when people go investigate through social media . . . they’re going to realize how powerful the brand is. That’s the secret.” View the full article

On the first Saturday of May, millions of Americans tune in to the Kentucky Derby to watch horses and their jockeys compete on the Churchill Downs racetrack in America’s longest-running sporting event. The Derby has been held annually on the same racetrack since 1875; it’s an event largely built on tradition. Horse racing viewers tend to skew older, but this year, Churchill Downs is looking to modernize the event for new viewers by embracing old traditions while also introducing brand partnerships that appeal to Generation Z. Casey Ramage, Churchill Downs’ vice president of marketing, brand, and partnerships, says the Kentucky Derby is a “cultural moment” for everyone ages 18 to 80. “It really is such a unique opportunity to get to engage with such a wide variety of a fan base,” she says. “It’s our responsibility to stay relevant and always be recruiting that next generation of fans.” Gen Z consumes content differently than other generations, Ramage says, so she’s focused her marketing team on churning out social media content that can be both entertaining and educational about the sport. She hopes those teens and young adults can start going to the Churchill Downs infield at around ages 18 to 20, to “begin their journey” of loving the Derby. To attract those Gen Z fans to pay more than $100 to enter the event, the Derby is partnering with influencers. Influencer Alix Earle partnered with the Kentucky Derby last year and will do so again this year—making Derby-themed TikToks and handing out an award for the best groomed horse. Other popular online personalities and brands, including Livvy Dunne, Griffin Johnson, and Barstool Sports, have all been tapped to partner with the Derby in attempts to pique Gen Z’s interest. And because many members of Gen Z are under the legal drinking age (and nonalcoholic beverages are a bit of a buzzy trend), the Derby is now offering its first official mocktail, aptly named “The Pony.” This drink is a sweet, ginger beer-based concoction that incorporates blackberries, mint, and lemon. According to Churchill Downs’s internal data, around 400,000 fans attend each year—the size of six Super Bowl audiences. Millions more view at home. Last year the event saw 16.7 million TV viewers and was the top broadcasted telecast in the month of May, according to Nielsen. Outside of racing, the Derby is also a hub for culture, fashion, food, and lifestyle, Ramage says. Interest in any of these pillars can lead into interest in the whole event, she adds. To keep the century-old event fresh, Ramage says the marketing team has combined old traditions with new brand and influencer partnerships. The Derby stays loyal to traditions that have spanned generations and long defined the event. The winner of the Derby is awarded a garland of over 400 red roses—a tradition that has lasted since its inception in the 1890s. The mint julep, a bourbon-based cocktail complete with sprigs of fresh mint, has remained the Derby’s official drink since the 1930s; Churchill Downs typically serves more than 120,000 of those drinks during Derby week. But the Derby is constantly evolving its event and brand, Ramage says. One of its newest traditions is having a celebrity announce “Riders up!” before the race to signal that jockeys should mount their horses. Ramage says that this tradition is their version of the Super Bowl coin toss. Traditionally, an event officiator would make that call; but since 2012, a celebrity has taken that honor. Last year, Martha Stewart made the call. This year it will be Simone Biles, whose appeal “transcends demographics,” according to Ramage. “You can turn on the TV to see your favorite celebrity, but then we want you to get curious and interested in attending the event as well,” Ramage says. View the full article

It’s no secret that internships offer a higher chance of landing a full-time job. However, they can be hard to nail down. Landing a full-time graduate job has become increasingly competitive, especially in an era where AI is prevalent. Researchers such as Sarah Bana talk about how companies will use AI to perform tasks like research and information gathering, basic content creation, and administrative tasks that were usually given to entry-level employees. In one study, 69% of hiring managers believed AI could do the work of a recent college graduate. This begs the question: How can you land an internship or a job as a young person just starting in the workplace? And the short answer to this is to build solutions, rather than just apply. Step one: Identify your values, interests, and goals for impact The starting point is the hardest step. It’ll take time and patience, and most importantly, a commitment to a path forward. Rather than being open to any internship opportunities, you’ll probably need to hone in on one. This gives you the time to fully explore it and apply your skills to stand out from the crowd. For instance, if you have a degree in communications, you may want to dig a bit deeper into your values and explore which sector would inspire you. Are you interested health, engineering, education, infrastructure, and environment? Do your research and find one or two companies that inspire you and would be your dream job. This step requires significant commitment. Barry Schwartz, in his influential research on “The Paradox of Choice” found that people fall into two categories: “maximizers” and “satisficers.” Maximizers exhaustively search for the best possible option, and “satisficers” set standards, meet them, and are content. His studies revealed that college students who were maximizers reported significantly lower satisfaction and higher levels of regret than those who were satisficers when it came to selecting sources. By adopting a satisficer mindset, you’ll conserve your cognitive resources for deeper, more meaningful work. You won’t waste them on the psychologically taxing process of constant comparison. Step two: Get to know the company, and help them improve Next, it’s time to study the company and what they do. You’ll want to use the product (if you can), talk to various employees, and study the competitors. You’ll also want talk to the competitors’ employees, and try to figure out what you could improve and how. GenAI tools will be extremely helpful in this process as you sift through the details. Every company has projects and automation solution needs that they don’t have the bandwidth to create. An outsider’s perspective can be invaluable to an organization. Don’t be afraid of building a technical solution, and build a working prototype. If you’re able to get feedback from real users, do that before you present that solution to the company. Ideally, you want to get in front of the person who is leading that effort or someone with decision-making power. Yes, the time commitment to do this will not be trivial. However, your efforts will be focused and highly directional. You won’t be spending hundreds of hours sending a generic application to open positions. You might, however, spend the same amount of time on this project. What you will demonstrate is a few key characteristics, such as initiative, ability to innovate and build, and complex problem-solving skills. If you can build a working prototype and present it clearly to the project or team lead, you’re much more likely to land a job. Yes, even one that the company isn’t actively hiring for. AI skill sets are incredibly valuable in an AI-driven workplace. And what if you don’t get hired? You’ll still end up with a portfolio of work that will strengthen your résumé in a way that applying to hundreds of jobs does not. AI is changing the nature of work, how we hire, and how we grow in our careers. The traditional path from entry-level to gradual advancement is slowly becoming obsolete as companies use AI to automate the first-rung tasks. But you can be in control. Just as YouTube washed away the gatekeeping control universities had on knowledge, AI tools now offer you a chance to buck the hiring process. You won’t need to waste hundreds of hours and mental energy submitting to traditional application channels and hiring algorithms. Instead, you can use these powerful tools to research companies deeply, identify their actual problems, and build working solutions that demonstrate your value. And you can do all this before a recruiter sets up an interview. You show what you are truly capable of, which is something that no generic application form would capture. And in the end, this gives you the power to design your own entry point to your dream organization. View the full article

When cities throw out single-family zoning rules—like Minneapolis did in 2018, or Cambridge, Massachusetts, voted to do this year—the first new multifamily construction projects on a block often come from developers, not homeowners converting existing dwellings. And no matter how desperately a city needs new housing units, change often happens slowly. In part, that’s because even if someone is interested in adding apartments to their own house for extra income, they might not know where to start. But in Toronto, which ditched single-family zoning in 2023, a tool kit makes it easier for “citizen developers” to understand their options and how much construction might cost. “What we have tried to do is develop some tools to help enable homeowners to be able to rapidly assess what options might be viable or interesting to them on a lot,” says Samantha Eby, one of the founders of ReHousing, the nonprofit that designed the tool. On the ReHousing website, you can choose one of the city’s 13 common housing types, from a prewar row house to a suburban-style single-family home, and the typical lot shape for each house. Then you can see multiple ways to transform it. A postwar bungalow, for example, could be split into two main-floor apartments, or it could add a basement apartment or convert the garage. More complicated options include building a backyard cottage, or an addition on the side that helps bring more light into the basement and makes it possible to divide the space into two units. Another design shows how the property owner could tear down the home and build a triplex with similar proportions to the original structure. The designs include some ideas that building owners likely wouldn’t have considered. A two-story, semidetached house in downtown Toronto, for example, could potentially add extra space by building a third story on top of the roof. A three-story 19th-century row house with a tiny attic could build a third-story addition on the back to create a spacious top-floor apartment. The project began as a collaboration between the University of Toronto, an urban design group at the university called Tuf Lab, and the firm LGA Architectural Partners, and then spun off into a new nonprofit. “We had an interest in how you introduce density into mature neighborhoods, because no one was really talking about it,” says Janna Levitt, a partner at the architecture firm and one of the founders of ReHousing. “We were really interested in methodologies of adaptive reuse and renovation, not just new buildings.” (LGA has worked on several projects of this type; Levitt and her partner, architect Michael Piper, designed their own multifamily building to live in themselves.) The team studied typical housing types and lot layouts. They also worked with a structural engineer as they considered what alterations would be possible and could fit well into existing neighborhoods. In the first stage of the project, a few years ago, they advised the city as it changed zoning rules. The city now directs homeowners who are considering projects to the ReHousing site. The tool doesn’t provide a final plan—homeowners still need to hire architects and engineers. “Our goal is really to make them more informed clients, so they know what kind of questions to ask,” says Eby. Before someone hires consultants, they can also better understand what’s possible. The nonprofit hasn’t tracked how many homeowners have used the tool to make changes, though the kit may have helped boost the overall growth of additions in the city. “We know that there’s been a pretty significant uptake on projects that are being built in the city of Toronto,” Eby says. This summer, ReHousing will roll out new features for the tool. The nonprofit analyzed every residential property in the city, so homeowners will soon be able to type in an address and get specific feedback. As someone explores the different design choices, they can also get high-level cost estimates. If this type of adaptation happens widely, it could make a meaningful dent in the city’s housing shortage. According to ReHousing, if 30% of single-family homes in Toronto added one unit to their property, around 120,000 new units would be created. Now the nonprofit is in talks with other Canadian cities about expanding the tool to new locations. View the full article

In American culture, importance and attention are often misaligned. This disconnect is one of the greatest challenges we in the STEM world face. Too often, society’s most essential stories are drowned out by the drama of the moment—pushed aside by the next headline or fleeting scroll. Today’s media environment is a relentless battle for attention, which is why, when a cultural moment aligns with science, we must seize it. Elevate it. Share it. Right now, we have just such a moment: the discovery of a new exoplanet reminiscent of Luke Skywalker’s home world, the upcoming launch of Andor Season 2, and the arrival of May 4th—also known as National Star Wars Day (a decades-old pun: “May the Fourth be with you”). It’s a rare convergence of science fiction, astronomy, and pop culture. And it’s also an incredible opportunity—to spark imaginations, inspire curiosity, and mobilize the millions who believe in the importance of STEM (science, technology, engineering, and mathematics). Because here’s the truth: STEM needs new hooks. We cannot afford to be elitist or ignore the signals that culture is sending. Without making STEM accessible and engaging, we risk losing our competitive edge as a nation. Understanding how media and storytelling work is no longer optional—it’s a national imperative. The Coolness of the Coincidence Let’s start with the exoplanet discovery. Astronomers recently identified a planet orbiting a pair of young brown dwarf stars at an unusual 90-degree tilt—a real-world echo of Tatooine, Luke Skywalker’s fictional home with its iconic twin suns. As the site Phys.org put it: This is a “real-life twist” on a scene etched into the minds of Star Wars fans. Once again, life imitates art. Aspirational science fiction becomes inspirational science fact. And it couldn’t have come at a better time. The discovery coincides with the highly anticipated Andor Season 2 and culminates on May 4, Star Wars Day. What’s remarkable is that Star Wars Day didn’t start as a corporate promotion from Lucasfilm or Disney. It began organically, as a grassroots celebration that eventually gained support from the franchise itself. If fans can build a movement around Star Wars Day, imagine what we could do with National STEM Week. A bill is currently pending in Congress, and I’m working hard to help it pass. When Culture and the Classroom Work Together We all know the impact a great teacher can have. Scientists like Jocelyn Bell Burnell, Stephen Hawking, and Neil deGrasse Tyson were shaped by mentors who inspired their journeys. But the STEM education crisis is too deep to rely on classrooms alone. Can a nation thrive when only 38% of fourth graders and 22% of 12th graders are proficient in science? We need to activate every source of inspiration we can—and science fiction has a proven track record. Science Fiction: The Hidden Engine of Innovation The stories we love often shape the futures we build. For more than a century, science fiction has fueled real-world breakthroughs. Robert Goddard, father of modern rocketry, was inspired by Jules Verne’s From the Earth to the Moon. Leó Szilárd, who conceived the nuclear chain reaction, was influenced by H.G. Wells’s The World Set Free. Martin Cooper, the inventor of the first portable cellphone, credited Star Trek’s communicator as the spark that lit his imagination. And today, countless female scientists—highlighted by the Society of Women Engineers—cite Star Wars as a defining inspiration. Mobilizing the Public: A 360-degree Strategy In our fractured media landscape, no single message can create change alone. That’s why the movement for STEM must be multifaceted—spanning education policy, nonprofit engagement, corporate investment, and yes, pop culture moments like this one. Science fiction and fantasy account for up to 15% of adult fiction sales—about 120 million books. These fans already understand that today’s wild ideas often become tomorrow’s realities. They are an untapped STEM army. If we can rally this community—get sci-fi lovers to pressure leaders at every level to invest in STEM—we could empower a new generation of brilliant minds. Not only to discover the next exoplanets, but to find ways to reach them. View the full article

April figure comes as outlook for region hit by The President’s tariffsView the full article

UK financial regulator sets out proposals to regulate much of the digital asset marketView the full article

Runcorn by-election points to risk of fragmented voter preferences and timidity in grappling with UK public realm View the full article

In the future, your roof could generate power not only from the sun but also from falling rain. In a recent study, scientists demonstrated a new way to capture renewable energy from rainwater. “There is a large amount of energy in rain,” says Siowling Soh, an engineering professor at the National University of Singapore and author of the study, which was published in ACS Central Science. “This large amount of energy is wasted every day. There is currently no commercial technology that tries to harvest it.” When water flows down a pipe, it can pick up and move tiny electric charges from the pipe’s surface. That creates a small electric current. It’s similar to the way rubbing a balloon on your hair creates static electricity. In the past, when researchers tried to take advantage of this phenomenon to harness power from flowing water, they couldn’t generate enough energy for it to be useful. But the new study found that if water falls in a particular way—with pockets of air in between “plugs” of falling water, inside a certain size of tube—it could produce far more electricity. The method makes it possible for around 10% of the available energy from the rain to be converted into usable electrical energy. In the study, small sample tubes powered 12 LED light bulbs. A large system could produce a meaningful chunk of energy for a house. “As long as we are willing to scale up the system in three-dimensional space—e.g., the lateral dimensions in addition to height—we will be able to obtain substantial amounts of energy,” Soh says. (In addition to generating power from rain, the same approach could also potentially be used to generate power from streams, while avoiding some of the environmental challenges of the large dams used in hydropower today.) The research is still at an early stage, with no designs yet that show how the system might look on a house. But it could take various forms, says Soh, with a tube or multiple tubes bundled together on a roof, which then send power inside a house. The size could vary depending on the amount of power needed. “One of the most attractive features of this technology, we think, is that it is highly customizable for different situations,” he says. In a rainy climate, like Singapore, the system could complement solar panels, providing more power when the sun isn’t shining. View the full article

Chili’s Grill & Bar turned 50 this year. But as a new generation of diners is learning, it’s still got it. Thanks to a series of well-timed marketing efforts—and at least one viral hit appetizer—diners are flocking to the restaurants, which just posted a same-store sales increase of more than 30 percent in its last fiscal quarter. Traffic is up more than 20 percent. Kevin Hochman, CEO of Chili’s parent Brinker International, credits some of this success to operational adjustments: better kitchen technology, better cook training, and a recent dishwasher-listening tour in which the often invisible, but absolutely vital, employees who clean the chain’s dishes were asked what they needed to make their jobs easier. “Marketing is driving guests in,” Hochman told analysts and investors on Tuesday’s earnings call. “Operations is bringing guests back.” Chili’s had some misses on the road to modernization. Hochman assumed the top role at Brinker in 2022. Shortly after, he fired a fleet of rolling robotic servers deployed in 60 locations to help human staff deliver food and bus tables. Less than a year later, Chili’s closed its online-only delivery brand It’s Just Wings, which tapped into the fleeting ghost kitchen craze during the pandemic. Turns out diners are responding to comfort and nostalgia—not modern bells and whistles—at the decades-old brand. Here’s more of what’s working, according to Hochman. The food Six months ago, the Chili’s Triple Dipper appetizer went viral on TikTok, boosting sales of the pick-three combo. The appetizer now makes up 12% of sales. Chili’s also introduced a new burger to compete with fast-food brands that have been forced to raise prices over time, and has spent time coaching its cooks on how to make properly smashed, seasoned, and consistent burgers. Later this year, the chain plans to introduce a revamped version of its once-popular ribs, which now make up only 3% of sales. Hochman also teased a new queso in order to “reinvent” Chili’s nachos. The drinks Margaritas landed on the menu at Chili’s more than 30 years ago. This year, Chili’s made a 15-minute Lifetime “movie” titled I’ll Be Home for National Margarita Day, which aired in February. The short film combined two reliable sources of comfort—a cheesy Lifetime movie and a night out at Chili’s—according to Chili’s chief marketing officer George Felix. But mostly, Hochman said during Tuesday’s call, the move was meant to drive sales and awareness of the cocktail that has been a Chili’s staple since 1994. (Its newest margarita campaign features 1990s “it girl” Tiffani Thiessen promoting a ’90s-themed, limited-time Radical Rita that changes colors when it’s stirred.) The vibes In April, Chili’s opened its Scranton Branch, a new location outside of Scranton, Pennsylvania, the famous home of The Office, the decades-old hit comedy that’s reemerged as a streaming favorite. It’s decked out with décor from a 2005 Chili’s-themed episode, including a special booth made for social media sharing. And it features a nostalgic menu item, the Awesome Blossom, a deep-fried onion that was dropped from the menu in 2008. Fans are reacting to the one-off location: Hochman said the store’s opening generated over 9 billion media impressions. View the full article

Wall Street futures rise with S&P 500 close to erasing losses since Donald The President’s ‘liberation day’ tariff announcementView the full article

Brownies with no chocolate, and cold brew with no coffee beans: With the return of U.S. tariffs still uncertain, reformulated snacks might soon be on the horizon. Whether it’s a global pandemic, looming trade wars, or actual wars, supply chain disruptions and continuity struggles are becoming increasingly common. In response, consumer packaged goods (CPG) companies are turning to Chilean food-tech startup NotCo to help reformulate fan favorites and build resilience to supply chain disruptions. Based in Santiago, Chile, with a U.S.-based hub in San Francisco, NotCo adopted AI early, launching a proprietary AI-powered product development platform called Giuseppe a decade ago. The engine was trained using curated data on everything from industrial food production processes and the molecular composition of over 8,000 ingredients to product reviews and social media insights. The result is an end-to-end service that guides product development from concept generation to exact formulation. NotCo first used its product development platform to create its own line of CPG offerings, including plant-based alternatives like NotMayo and NotMilk. In 2022, the company reached a $1.5 billion valuation, driven by the strength of its AI services. “We are a CPG company as well, so all of our algorithms were created for exactly the same problems that these big companies have,” NotCo CEO Matias Muchnick says. “The thing is, we are 10 years ahead of them.” Now operating as a B2B platform, NotCo has partnered with major brands like Kraft and Shake Shack to develop plant-based versions of existing products. For Kraft Heinz JV, Giuseppe helped create cheddar cheese and mac and cheese alternatives that preserved the original flavor while cutting costs. For Shake Shack, NotCo formulated a plant-based version of the chain’s custard ice cream, maintaining both taste and texture. For both of these projects, the traditional development timeline would have taken 12 to 18 months, but with the AI tool, development time was cut to less than six months. A collaboration between humans and technology “AI is not to replace the product developer, it is to accelerate their learnings and to augment the product developer,” says NotCo Vice President of R&D Alisia Heath. R&D teams input specific constraints—such as budget, production requirements, restricted ingredients, desired taste, and texture—into the platform, which helps avoid trial-and-error paths unlikely to meet the product’s needs. “AI allows you to minimize, to put a lot of inputs, a lot of restrictions at the very beginning of a formulation process, so as you don’t get any surprises,” Muchnick tells Fast Company. Giuseppe then generates five formulations for developers to test in a sensory analysis. Feedback from those tests is used to fine-tune the ingredient ratios and produce another set of five improved formulations. “You change one thing, you change every other thing. So it’s not just by replacing one thing, you’re going to get it right. Everything else will change,” Muchnick says. “Our technology allows you to understand how the rest of the formulation will change when you change one variable, and that allows you to actually get way more efficient and avoid going into a trial.” Beyond efficiency, Giuseppe’s greatest strength may be its ability to understand flavor at the molecular level, allowing for unconventional ingredient combinations that replicate traditional flavors. For example, the dairy flavor in NotMilk is recreated using a blend of cabbage and pineapple. By removing human bias about how something should taste, the AI explores how it could taste. “You’re able to look at the molecular structure of the target ingredient or the target product, and look at ingredients that might have a similar composition as a recommendation to try and use, and an exploration space for the tool to generate experiments,” Head says. A relief for external pressures NotCo’s rapid and cost-effective R&D capabilities are now being applied to address broader challenges such as supply constraints and shifting regulations. The company is working on confidential reformulation projects addressing “supply continuity issues,” and is in “initial discussions with clients regarding tariffs,” according to Head. NotCo is currently collaborating with seven of the world’s twenty largest CPG brands, though it declined to name them. But looming tariffs are not the only constraint faced by CPG companies, as policies regarding sustainability and food safety continue to evolve. “There’s a lot of external pressures going on, whether it is tariffs, whether it is state sustainability, whether it’s profitability, there’s a lot of pressures out there,” Muchnick says. “What we can do differently is go outside that traditional landscape and solve those challenges.” View the full article

In a perfect world, workplaces would be environments of mutual respect, open communication, and fair treatment. Unfortunately, that’s not always the reality. Whether you’re dealing with a micromanaging boss, a dismissive colleague, or a workplace culture that undervalues your contributions, knowing how to assert yourself is essential to avoiding burnout and developing as a professional. Standing up for yourself doesn’t mean becoming combative or aggressive. Instead, it’s about cultivating confidence, setting boundaries, and advocating for your worth. Here’s how to grow a backbone at work while maintaining professionalism and integrity. Recognize your value This can be easier said than done, but before you can stand up for yourself, you need to believe that you deserve to. Many people struggle with internalized narratives of self-doubt, which can make them hesitate to speak up. Take stock of your accomplishments, skills, and contributions to the organization. If you consistently meet or exceed expectations, remind yourself that your input and boundaries are just as valid as anyone else’s. Strengthen your communication skills Assertive communication is key to standing up for yourself. This means expressing your thoughts, needs, and concerns clearly and confidently without aggression or apology. Here are some techniques: Use “I” statements: Instead of saying, “You never listen to me,” say, “I feel unheard when my ideas are interrupted.” Be direct and concise: Avoid excessive justification. A simple, “I’m unable to take on this additional task right now,” is often enough. Maintain a calm tone: Emotional responses can undermine your message. Practice neutral and steady delivery. Leverage body language: Maintain eye contact, use open gestures, and stand tall to project confidence. Say no with confidence Saying no signals that you value your time, energy, and priorities—and it helps others learn to respect them, too. Without the ability to say no, you risk overcommitting, burning out, and diluting the quality of your work. More importantly, saying no doesn’t mean being difficult; it means being clear about what aligns with your goals and values. Practicing it thoughtfully builds confidence, earns respect, and creates space for the work that truly matters. Set and maintain boundaries Boundaries protect your time, energy, and mental health. If you consistently allow yourself to be overworked or disrespected, others will continue pushing your limits. Examples of setting workplace boundaries include: Workload: “I’m happy to help, but I’ll need to deprioritize another task. Which should take precedence?” Work hours: “I do not check emails after 6 p.m., but I’ll address this first thing in the morning.” Respectful interaction: “I’d appreciate it if we could keep our conversations professional.” Holding firm on your boundaries may initially cause discomfort, but consistency will reinforce them over time. Address issues directly and professionally When you encounter unfair treatment, don’t ignore it and hope it will resolve itself. Instead, approach the issue strategically: Talk one-on-one: If a colleague oversteps, have a private conversation before escalating the matter. Be solution-focused: Instead of just pointing out a problem, suggest a constructive resolution. Keep records: Document incidents of mistreatment or unreasonable expectations in case you need evidence for HR or leadership. Know when to escalate: If direct communication fails, involve a manager or HR with a clear, factual account of the issue. Build a support network Having allies in the workplace can make standing up for yourself less intimidating. Seek mentorship from experienced colleagues, build relationships with coworkers who share your values, and leverage professional networks outside of your company. Develop a resilient mindset Standing up for yourself means accepting that not everyone will like your assertiveness. Some people may resist your boundaries, but that doesn’t mean you should back down. Strengthening resilience will help you navigate workplace challenges without internalizing negativity. Strategies include: Reframing rejection: If an idea is dismissed, use feedback to refine it rather than feeling personally attacked. Practicing self-care: Prioritize mental and physical well-being to maintain confidence and energy. Reminding yourself of the bigger picture: Workplace conflicts are temporary; your long-term career growth matters more. Know when to walk away If your boss and coworkers consistently disrespect your boundaries, dismiss your concerns, or create a toxic environment, consider whether staying is worth the emotional toll. Sometimes, standing up for yourself means recognizing when it’s time to move on to a healthier professional setting. Standing up for yourself at work is a skill that takes time and practice. The key is to balance assertiveness with professionalism, ensuring that you advocate for your needs without alienating colleagues or leadership. By recognizing your value, communicating effectively, and setting clear boundaries, you can cultivate confidence and ensure that you are treated with the respect you deserve. So, grow that backbone—not to be rigid or aggressive, but to stand tall in your worth and carve out the fulfilling career you deserve. View the full article

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It’s four answers to four questions. Here we go… 1. Know-it-all coworker talks over everyone (and is often wrong) We have a new employee, “Sam,” who thinks she knows everything. She has lots of experience in a closely related field, but has never done this specific job, nor has she worked in our region (the details of our work are location-specific.) Whenever someone speaks, Sam jumps into the conversation. It does not matter if the speaker was clearly addressing someone else. Sam talks over people, interrupts, and answers questions that were not directed toward her. When she does this, she is condescending and rude, and very confidently dispenses wrong information. She offers incorrect advice and tells people how to do their jobs unsolicited. For example, a colleague told a funny story about a customer’s response to some written communication. Sam interjected to (wrongly) admonish the colleague for sending written correspondence rather than placing a phone call. She does this to people at all levels, above and below her. It happens, without exaggeration, multiple times an hour. We work in tight quarters, and Sam’s interjections are so grating that I now avoid conversations in our workspace because I know she will interrupt. Any advice on how to handle this? When she talks over me, I continue speaking and attempt to ignore her, but she’s not getting the hint. You’ve given past examples of using language like, “I’m not looking for input on that,” but I don’t think I can say that dozens of times a day. Our supervisor is no help, and is leaving the office soon. Other management is dazzled by Sam’s resume and unwilling to hear that there are any issues with her. I am senior to her and have a supervisory component to my job title, but we both work under the same manager. It’s taking every ounce of composure not to burst out with, “Stop it, I wasn’t talking to you!” Help! Are you up for having a private conversation with her where you say, “You’ve been interrupting my conversations with others and providing advice that actually isn’t correct. Please don’t interrupt if I’m talking with someone else. I’ll of course let you know if it’s something where we want to ask for input.” Or if you want a less blunt version: “I know being in an open office means we can all overhear each other’s conversations, but when I’m talking with someone else, please let me handle the conversation on my own — it’s too disruptive otherwise, and sometimes you haven’t had the full context so you’ve offered advice that wasn’t correct for the situation.” You might also consider having a more blunt reaction in the moment — “No, that’s not correct.” … “That’s not correct, let me finish talking to Jane and then I can explain it if you want me to.” … “I have this covered, thank you.” … “I’m going to handle this differently.” … “Please don’t tell Jane to do it that way; that’s not correct in this case.” … “Please let me finish — you interrupted me.” You might feel like you’re being rude, but she’s forcing that response by what she’s doing. However, a big caveat: if management is dazzled by her, there may be less room to be that blunt, or at least to be that blunt as frequently as it’s warranted. But does your manager leaving soon mean that a new one is coming in? If so, is there any hope that that person will be more willing to intervene? Related: my coworker interrupts everyone’s conversations 2. Should students be told not to use AI during job interviews? I had dinner last night with a friend who works at a large Fortune 100 company that works with a wide range of university career centers to recruit interns and entry-level staff. He was recently part of a team interviewing for summer internships that are likely to lead to full-time offers for after graduation. He told me their team encountered multiple candidates this year who seemed to be using AI tools during their interview to give them answers to interview questions. My friend suspects they used AI to transcribe the questions in real time and then read back ChatGPT’s answer to the question. Typical signs for this were an overreliance on jargon, eyes darting back and forth like they’re reading an answer, and generally unnatural speech patterns and an inability to think on their feet to answer quick follow-ups. They even did a case interview where a candidate took zero time to process/jot down notes and almost immediately launched into an answer that included perfect math, which a senior colleague told my friend he had never seen anyone do before. Of course, it’s possible that student is a genius, but in the debrief they all noted how bizarre this interview was and how they were certain she was using AI. They did not move this candidate forward. I don’t see how this behavior is any different than a candidate preparing canned answers ahead of time and reading them off during the interview — which I’ve certainly encountered with students over the years, before AI tools existed to do it in real time. In fact, a few years ago, a couple times I paused mid-interview to say to a young candidate, “It seems like you might be reading from prepared answers. While interview notes are often a useful tool, I encourage you to engage with us in more of a conversation.” This generally worked in getting the candidate to stop reading off answers, and though I ultimately did not hire them, I hoped it helped them learn an important lesson. I asked my friend if they ever give students feedback, or if they would consider pausing an interview to say something like that, or if they have considered including a disclaimer in their interview invitations that students suspected of using AI during their interviews will not move forward, and he said no, they just rejected all of these candidates and do not provide feedback as a rule. This behavior certainly shows a lack of critical thinking and interview skills, but as these are 19- and 20-year-olds who are possibly doing their first-ever corporate interview, I’m wondering if companies are doing students a disservice by rejecting them without any feedback that this is a bad interview strategy. Should they be reporting this back to the career centers so they can try to discourage their students from doing this? They should definitely tell the career centers they work with that they’re seeing this in interviews and have rejected candidates for it, and suggest that the career centers better educate students about why they shouldn’t do it. The career centers may have no idea it’s happening, and they absolutely should be talking to students about it. I don’t know that I’d go so far as to mention it in interview invitations if it’s just been a few candidates … but if it’s been more widespread then that, then yeah, it could be part of setting students up for success to let them know it’s something they’ve been seeing and it will get them rejected. The ones who do it after that are really telling you something about their judgment. 3. How do I respond to outreach from the people who laid me off? I was recently laid off from my job after nine years with the company. It was a small layoff — just me and one other colleague, who had only been with the organization for eight months. In the weeks since, a few senior leaders and partners from the firm have reached out to me via text, asking how I’m doing, offering support in my job search, or saying they’re happy to be a reference. Here’s the thing: these are the same people who were directly involved in the layoff decision or, at the very least, had a seat at the table when it was made. And while I understand that they probably mean well, the outreach feels incredibly misguided — sometimes even hurtful. It’s difficult to reconcile being deemed expendable by these individuals while also receiving warm offers of help from them. To complicate things further, I’m not sure their support would even be helpful. Some are unreliable communicators; others aren’t especially well-regarded in our industry and community. And, frankly, I’m trying to move on from these relationships, not keep them active in my life or career. That said, I don’t want to burn bridges, especially while I’m in the midst of a job search. I know people talk, and I don’t want to come across as bitter or ungracious. But I’m also not sure how to respond when the outreach itself feels tone-deaf at best, and in some cases, disingenuous. Is there a tactful way to navigate this? Should I just say thank you and let it go, or is there a way to communicate how their messages are landing? The message in a layoff isn’t that you as a person are expendable! I understand why it feels that way, but layoffs are about cutting positions because the company can no longer afford (or in some cases justify) the expense of that particular role. They could think you were the greatest person ever, but it still might not make financial sense for the organization to keep the position you happen to be in. I know it feels really personal, but layoff decisions aren’t (usually) made for personal reasons; they’re made for financial ones. On a much smaller scale, think of if you had to stop using a service you liked but which no longer made sense financially — for example, if you had to let a nanny go because of money or because your kid didn’t need as much care anymore, but you thought she was great and wanted to help her find a new job. That said, you’re certainly not obligated to accept help, especially if you don’t think their help would actually be useful to you. In that case, you can simply reply with something like, “Thanks, I appreciate it — I’ll let you know if I think of anything.” But unless you genuinely think they’d hurt more than help, I’d instead respond with, “Thanks, I appreciate it. If you know anyone who’s hiring for X type of work, I’d really appreciate being connected to them.” 4. Can my employer ban coffee from home while selling coffee? In the U.S., is it legal for an employer to ban employees from bringing coffee from home at the same time they’re selling coffee? It’s an office job that just happens to sell coffee to employees, but not to the public. It sounds to me like a conflict of interest. Could I get fired for defying that ban? Yes, it’s legal. That’s not to say it’s not a conflict of interest, but not all conflicts of interest are illegal. So they can indeed make that rule and they could indeed fire you for violating it … although it would be pretty ridiculous for them to do that unless there’s some context I don’t know, like that you work in a high-security environment where employees have in smuggled spy devices via their outside coffee or something like that. Assuming there’s no reason like that, though, you should feel free to ask about the rationale and to push back with other coworkers if you feel strongly about it. Related: we’re not allowed to bring coffee to work The post know-it-all coworker talks over everyone, students using AI during job interviews, and more appeared first on Ask a Manager. View the full article

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Key Takeaways Company Innovation is Essential: In a competitive business environment, fostering innovation is crucial for growth and sustainability, not just a trendy concept. Types of Innovation: Key innovation types include product, process, business model, marketing, and organizational innovation, each contributing uniquely to enhancing business performance. Driving Factors: Technological advancements and market demands play pivotal roles in shaping innovation, helping businesses meet customer needs and enhance operational efficiency. Cultural Influence: Creating an organizational culture that nurtures creativity and collaboration empowers employees to contribute ideas and embrace innovation. Overcoming Challenges: Addressing resistance to change and resource limitations is vital for small businesses to successfully implement innovative strategies. Strategic Approaches: Encouraging creativity and promoting teamwork through dedicated spaces and team-building activities can significantly enhance innovation efforts. In today’s fast-paced business landscape, company innovation isn’t just a buzzword; it’s a necessity. You’re likely aware that staying ahead of the competition requires more than just a great product. It demands a culture that embraces creativity and adaptability. Whether you’re a startup or a well-established corporation, fostering innovation can unlock new opportunities and drive sustainable growth. Understanding the key elements of innovation can transform your approach to problem-solving and customer engagement. It’s about more than just new ideas; it’s about implementing those ideas effectively. In this article, we’ll explore the strategies and mindsets that can help you cultivate a thriving innovative environment within your organization. Get ready to discover how you can lead your company into a future filled with possibilities. Understanding Company Innovation Company innovation refers to the process of developing new ideas, products, or methods that enhance business performance. In today’s fast-paced market, understanding innovation becomes crucial for small businesses aiming for growth and sustainability. Definition and Importance Innovation encompasses various aspects of a business, including product development, marketing strategies, and operational efficiency. For small businesses, fostering a culture of innovation leads to improved problem-solving, enhances customer acquisition, and strengthens the overall brand. Embracing innovation helps you stay relevant, adapt to market changes, and achieve long-term business goals. Types of Innovations Product Innovation: Developing new or improved products that meet customer needs, such as unique features or enhanced quality. Examples include updated software versions or eco-friendly packaging options. Process Innovation: Implementing new methods or technologies that streamline operations. For instance, using automation in production can reduce costs and increase efficiency. Business Model Innovation: Rethinking how you deliver value, such as creating subscription services or utilizing e-commerce platforms to reach a wider audience. Marketing Innovation: Adopting new marketing strategies, such as social media campaigns or targeted email marketing, to effectively engage your target audience. Organizational Innovation: Restructuring team dynamics for better collaboration and communication, potentially leading to more efficient leadership and improved employee benefits. Understanding these types of innovations allows you to tailor your strategies effectively, ensuring your small business remains competitive and capable of adapting to new market opportunities. Factors Driving Company Innovation Company innovation depends on several factors that influence how effectively you can meet market demands and pursue growth opportunities. Technological Advancements Technological advancements play a crucial role in driving innovation. New tools and software improve operational efficiency and enhance customer experience. For small businesses looking to start, utilizing cloud-based applications can streamline processes and reduce costs. Adopting automation solutions in marketing, sales, and accounting simplifies tasks and allows you to focus on core business functions and strategic growth. Market Demands Market demands directly impact company innovation. Understanding your target audience’s needs helps you adapt and refine your products or services. Conduct thorough market research to identify trends and customer preferences. Align your business model with these insights to improve customer acquisition strategies and stay competitive. Responding promptly to changing demands not only fosters innovation but also strengthens your brand’s reputation and loyalty. Organizational Culture Organizational culture significantly influences company innovation. Foster a culture that encourages curiosity and collaboration among your team. Create an environment where employees feel empowered to share ideas and take risks. Implementing regular training and mentorship programs boosts human capital and enhances problem-solving capabilities. By prioritizing an inclusive culture, your small business can encourage innovative thinking, leading to impactful solutions. Strategies for Fostering Company Innovation Fostering innovation is essential for small businesses aiming to stay competitive and thrive. Here are key strategies to encourage a culture of creativity and collaboration. Encouraging Creativity Encouraging creativity starts with embracing risk-taking. You need to create an environment where employees feel empowered to explore new ideas and take calculated risks. Allowing room for failure helps refine concepts and processes. For example, companies like IDEO and Google promote creative freedom, leading to innovative solutions. Providing dedicated spaces for brainstorming or relaxation can stimulate creativity, enhancing employee engagement and satisfaction. Collaboration and Teamwork Collaboration and teamwork play a vital role in fostering innovation. Team-based projects harness diverse perspectives, leading to more robust solutions. Encourage open dialogue during team meetings to share insights and experiences. Invest in team-building activities that strengthen relationships and foster trust among team members. When employees collaborate effectively, they communicate better, share ideas freely, and work towards common goals, ultimately enhancing your small business’s growth strategy and customer acquisition efforts. Challenges in Company Innovation Innovation presents various challenges for small businesses. Understanding these obstacles enhances your ability to navigate and overcome them effectively. Resistance to Change Resistance to change significantly hinders innovation efforts within small businesses. Employee resistance often stems from comfort with familiar methods, fear of uncertainty, or fear of failure. To foster acceptance, focus on creating a culture that values change and encourages risk-taking. Involve your employees in the innovation process, provide training, and clearly communicate the benefits of new initiatives. Engaging your team builds trust and motivates them to support new business ideas, enhancing overall innovation capacity. Resource Limitations Resource limitations pose another critical challenge for small businesses aiming for innovation. Often, budget constraints impact funding options for new projects. Allocating resources effectively is essential. Prioritize initiatives based on potential impact and alignment with your growth strategy. Explore funding avenues such as crowdfunding, angel investors, or business grants to support your innovation efforts. Additionally, utilizing free or low-cost digital marketing tools can enhance your reach and customer acquisition without straining your budget, allowing you to innovate and compete in a dynamic market. Conclusion Embracing innovation is vital for your business’s survival and growth. By fostering a culture that encourages creativity and collaboration you can unlock new opportunities that set you apart from the competition. Remember that innovation isn’t just about new products; it’s about improving processes and adapting to market demands. Overcoming challenges like resistance to change and resource limitations is part of the journey. With the right strategies in place you can empower your team to think creatively and drive impactful solutions. As you cultivate this innovative environment you’ll not only enhance customer engagement but also strengthen your brand’s position in the market. Stay committed to innovation and watch your business thrive in today’s dynamic landscape. Frequently Asked Questions What is the importance of innovation in business? Innovation is crucial in business as it drives growth, enhances competitive advantage, and meets evolving customer demands. Both startups and established companies benefit from fostering a culture of creativity, allowing them to adapt to market changes and explore new opportunities. How can companies foster a culture of innovation? To foster a culture of innovation, companies should encourage creativity, empower employees to explore new ideas, and promote collaboration. Creating an environment where risk-taking is supported and open dialogue is encouraged can lead to robust solutions and effective problem-solving. What are the types of innovation? The main types of innovation include product innovation, process innovation, business model innovation, marketing innovation, and organizational innovation. Each type offers unique strategies for businesses to enhance performance and adapt to their market’s needs. What challenges do small businesses face in innovation? Small businesses often encounter challenges like resistance to change and limited resources. To overcome these, they can involve employees in the innovation process and communicate the benefits of new initiatives while prioritizing impactful projects that align with their budget. https://www.youtube.com/watch?v=5wRe5mvkUug How can businesses improve their operational efficiency through innovation? Businesses can enhance operational efficiency by adopting technological advancements, such as automation and cloud-based solutions. These innovations streamline processes, improve customer experience, and help organizations respond to market demands effectively. Image Via Envato This article, "Unlocking Success Through Company Innovation: Strategies for Growth and Adaptability" was first published on Small Business Trends View the full article