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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

Reform wins more local council seats than every other party put togetherView the full article

UK local elections: Key results to look out for View the full article

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

Apple and Amazon lose out as trade war threatens to hit hardware and ecommerce hardestView the full article

As investors become increasingly anxious about US government bonds, Chinese officials are looking for ways to reduce their exposureView the full article

The 80th anniversary of the second world war comes as conventional narratives are being revisedView the full article

Leaders Emmanuel Macron and Donald Tusk set to sign wide-ranging pact next week View the full article

Former UK prime minister caused a political storm this week with comments on green policy View the full article

If the tariffs remain in place, American companies will be in sore need of funds to pay the bills View the full article

Recount ordered after four votes separate Labour from Nigel Farage’s partyView the full article

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

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

Helping Destinations Connect with the Borderless Generation As global travel evolves, millions of remote workers, digital nomads, and “flexpats” are choosing destinations not just for …View the full article

PRiSM project management empowers you to lead with purpose by embedding sustainability into every project phase. This article explores how you can reduce environmental impact, enhance stakeholder trust, and future-proof your work; all while staying aligned with proven project management practices. The post Understanding PRiSM Project Management appeared first on The Digital Project Manager. View the full article

If you were to establish an electric truck company today, would the trucks be built in America? In April 2025, the answer is yes. In 2022, even after the pandemic, the answer might have been different. That was the year I initially founded Chang Robotics, a company that manufactures what we believe to be one of the world’s most powerful battery-operated commercial rigs. Its first commercial use will be for fast snow removal in airports and other mission-critical facilities. At the time, advisors, investors, and partners all said “Let’s take this to China. I’ll bet we could get this done in six months.” I declined. New Manufacturing Should Focus on Being American Made For companies already in production, of course, the answer may be different. Even if the current tariffs remain in place, immediate shifts can be prohibitively expensive and difficult. I’ll talk more about that in a future column. In my own case, only one person agreed with me—Marc Manning, a remarkable mechanical engineer and vehicle architect with extensive experience in helping organizations transition to cleaner technologies. Marc is now CEO of Kodiak Technologies, a company I founded, precisely because of his ability to meet a challenge like this when others couldn’t. I tell you this for two reasons: To reinforce how emphatically I believe manufacturing in America will strengthen U.S. companies and its economy and workforce. To compel every entrepreneur to think differently—even wildly differently—as you innovate the products you build. Here’s an example. We designed and built our hybrid electric machine to be used for snow removal in airports. We chose this niche product because airports must keep their runways snow-free at all times. For airports close to the snow line, the massive equipment required to meet these requirements may only be used a few days of the year. So, we designed our machine with a dual power capability that allows the equipment to serve as a micro-grid power source when the equipment is not removing snow. Airports can use this equipment as back-up power, allowing for energy cost-shaving that reduces power costs. Our product allows airports to meet massive regulatory and safety requirement while also gaining power safety and savings, which encourages them buy an expensive piece of machinery. Other high-requirement facilities such as hospitals and municipal buildings could potentially benefit from our equipment as well.  “Made in America” Protects your Supply Chain We strive to use this level of creativity in every product we create, and we urge and mentor other creators to adopt this level of thinking. As for our Made in America focus, for the past several years, and especially since the pandemic, there’s been a trend toward supply chain “near shoring”—confining any out-of-country production to the contiguous countries of Mexico, the United States, and Canada, as opposed to relying on materials from China and the European countries, to solidify and protect our supply chain from disruption. That movement has unveiled some surprising discoveries. When we delve into the creation of nearly every consumable good and product, we uncover a deeper reliance on foreign partners than we’d ever imagined. For example, the core materials in pharmaceuticals, aluminum, and steel products, even when obtained in America, are being shipped to Europe, China, or other locations for further refinement before being shipped back to America to complete our U.S. manufacturing goods.   Knowing this, we and many others have been progressively moving much closer to North American and U.S. sourcing. In 2025, the shifts in tariff policies are further deepening these complexities. While I’d love to say we knew it all along, none of us is immune to the sudden changes in pricing and availability. Our own company was impacted the week I wrote this when the robots we ordered from Canada suddenly cost $100,000 more to obtain, due to robotic equipment having been coded as “light trucks,” seemingly to enjoy a lower tariff price at the border. At 2.5% tariff, the cost of this customs coding is small, but when higher tariffs kick in at 25%, the consequence is immense. My words of wisdom on this, for a supplier or provider, is to construct your contracts carefully to protect yourself from price changes or geopolitical events you could not have predicted. Beyond this, however, we need to increasingly strive to minimize transport distances and costs, to assure quality and safety, and to grow and protect American jobs. To this end, we advise all entrepreneurs to join us in becoming as close as possible to being a truly Made in America organization. Our future generations will thank us. Matthew Chang is the founder and CEO of Chang Robotics. View the full article

The Fast Company Impact Council is an invitation-only membership community of leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual dues for access to peer learning, thought leadership opportunities, events and more. We need to change the conversation about how we diagnose autism—and what we believe causes it. Lately, there’s been growing attention on environmental toxins and singular external triggers as explanations for autism. But the reality is far more nuanced. As a clinical geneticist and PhD genomic scientist with over a decade of experience working in medical affairs and clinical genomics, I’ve seen firsthand how vital genetic information is in understanding autism. Many forms of autism have underlying genetic causes—and our growing ability to identify these genetic underpinnings is transforming how we diagnose, manage, and support individuals and families. Relying on one approach doesn’t work For years, autism diagnoses have relied almost entirely on behavioral assessments—observations of how a child communicates, interacts, and develops. The American Academy of Pediatrics recommends these screenings at 18 and 24 months. Yet in the U.S., the average age of diagnosis is still 5 years old. Why are families waiting years for answers when children can often be reliably diagnosed by age 2? The problem isn’t that we lack tools. It’s that we’ve relied too heavily on one approach. Autism is complex. Some children show mild or variable signs that are easy to overlook. Others present with overlapping developmental issues that cloud the picture. Too often, this leads to a “wait and see” approach that delays life-changing early intervention. Early intervention therapies improve a child’s communication and social skills, increase their independence in the short- and long-term, and improve their cognitive development—all crucial changes that can dramatically improve the child’s, and family’s quality of life. As head of medical affairs at GeneDx, I work at the intersection of clinical genomics, research, patient advocacy, and communication—and I’ve seen how genetic testing can change everything. Tools like exome and genome sequencing don’t rely on what we can observe. They uncover insights at the molecular level, giving families answers in weeks instead of years. That kind of clarity can make a profound difference in a child’s care and development. Genetic testing Genetic testing is not hypothetical—it’s happening now, and it’s effective. Over 800 genes have been linked to autism spectrum disorder, and that number continues to grow. Exome sequencing looks at the portions of the genome that tell our bodies how to make proteins, while genome sequencing captures even more data by examining all of a person’s DNA. When a change, or variant, is found in a child’s DNA with one of these tests, it can explain the underlying cause of their developmental differences. These tests can yield a genetic diagnosis in up to 36% of children who show symptoms of autism alongside other developmental concerns. Just 10 years ago, these tests cost tens of thousands of dollars and took months to return results, but now, thanks to innovation and investment, patients can access these tests through most national insurance plans and can receive results in weeks, if not days. A genetic diagnosis is more than a label. It can unlock access to targeted therapies, inform medical management, provide eligibility for clinical trials, help families better understand what to expect, and help families connect with other families who have the same diagnosis. In many cases, it can alleviate the emotional weight of uncertainty—offering not only answers, but also a path forward. Genomics should be a standard in healthcare My career has been driven by the belief that genomic information should be a standard part of healthcare—especially for individuals with rare and complex conditions like autism. Before joining GeneDx, I led clinical genomics teams, built testing programs with biopharma partners, and supported technologies to improve the accuracy and accessibility of genetic testing. Across every initiative, one thing has remained clear: The earlier we integrate genomic data into care, the more informed and effective that care becomes. This Autism Acceptance Month, I encourage families, pediatricians, and policymakers alike to consider how far we’ve come—and how far we still need to go. We must move beyond narrow narratives and singular explanations. We must embrace the complexity of autism, and the role genetics plays in it. We owe families more than vague guesses and delayed answers. With the tools we have today, we can provide answers sooner—and that’s a change worth making. Britt Johnson, PhD, FACMG is head of medical affairs at GeneDx. View the full article

This guide demystifies predecessors in project management, showing you how smart dependency mapping can streamline workflows, prevent bottlenecks, and keep your projects on track. Whether you're building Gantt charts or juggling remote teams, mastering predecessors is your shortcut to smoother planning and stronger outcomes. The post What Is A Predecessor In Project Management? A Practical Guide appeared first on The Digital Project Manager. View the full article

The Fast Company Impact Council is an invitation-only membership community of leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual dues for access to peer learning, thought leadership opportunities, events and more. This year, I launched my first direct-to-consumer product: Scribbly, an AI-powered children’s book company that puts your kid right into the story. Until now, I’ve mostly built apps for businesses, and collecting user feedback for those projects has been straightforward and structured. The D2C world is different. Read the Google reviews of any hotel or restaurant, and you’ll get a feel for how random feedback can be. As a creator or founder, even the slightest critique can feel like a knife when aimed at something you’ve labored over so intensely. Taking the right perspective on feedback is half the battle. Here are a few golden rules to keep in mind. 1. All feedback is a gift. As an app developer, I conduct plenty of user testing during the design phase of our products. But it’s never quite the same as your product fully being out in the wild, playing a part in your users’ lives. Think about how often you’re asked for feedback. You go to a restaurant, then you get a text asking how the service was. You get your bike repaired, the store owner asks you to rate them on Google. You buy a new laptop, and an email hits your inbox asking how you’re liking it. Organizations go to great lengths to get a sense of how their customers feel and what they think about the product or service. Any time you can hear straight from the source, it’s a gift—a gift that helps you ask questions that matter in the next iteration of your business. An example: In the first iteration of Scribbly’s ordering user experience, I generated a preview of the customer’s book cover. A prospective customer sent me a note that she wasn’t sure the illustrated likeness of her niece was good enough. This was someone I knew, and she sent me a text about it. I was grateful; some people won’t tell you stuff like this, especially if they’re your friend and want to be supportive. I sent her a preview of the full book with its other illustrations of her niece expressively moving through the jungle adventure. Seeing all of it together, she changed her mind. What I learned is that the cover wasn’t enough. I needed to show the whole book. This is an expensive thing to do for every prospect, but I knew then that it needed to be done. I changed the ordering process because of this, and conversion skyrocketed. 2. Maybe it’s them. Maybe it’s you. It’s probably still valuable. My children never knew their grandfather, my dad, who occupied such a huge place in my life and childhood. So I had the idea of creating a Scribbly book about him and his life that I could share with my kids. I wanted to tell them about how he grew up on a farm with nine siblings, a lot of sweet corn, and a legendary pickle picker; how funny he always was, and how talented, too. All of this in a vibrantly illustrated bedtime story, hardbound with sewn binding and a premium, soft-touch matte cover. I would write the story and use AI for the imagery, since that’s what Scribbly does. One family member took great offense to the entire idea. They suggested that making something with AI bearing the image and life of someone who has passed amounted to, more or less, sacrilege. Getting harsh feedback from someone so close to me, it stung. Still, I held it up to the light. Should I be doing this? Is there a better way to do it that addresses these concerns? I ended up keeping my concept, but changing its structure, integrating more real photos alongside the illustrations. I like it a lot better now. 3. Don’t be precious. I can use honest feedback. I could’ve used more of it my whole life. Nice people won’t always tell us the truth, so it often comes from someone…less nice. But you can’t let the messenger get in the way of the learning. There’s usually something there—something real, something useful, something you wouldn’t have seen on your own. Over time, I’ve learned to take feedback objectively, not personally. As a young professional, that wasn’t easy. I wasn’t confident enough, so I was tender. Precious. Everything stung, because I feared it might be true. Deflecting was how I coped with how exposed I felt. If you feel that way too, consider another way. Ask yourself: Is there something here for me? What signal is this giving me that could help me improve? I think about how much energy we spend defending ourselves. Arguing. Posturing. Pretending. And for what? If you think you’re perfect, you’ll never grow. For me, I want to keep making things—and making them better. That means staying open. Staying curious. Staying humble, even when it’s uncomfortable. Feedback isn’t always easy. But it’s how we get sharper. Smarter. Stronger. It’s not a threat to who we are. It’s a path to who we could be. Lindsey Witmer Collins is the founder of WLCM App Studio. View the full article

Study reveals 33% of Google users stayed with Bing after trying it for two weeks. Is Google’s dominance driven by quality, or default settings? The post 33% of Google Users Stuck with Bing After a Two-Week Trial: Study appeared first on Search Engine Journal. View the full article

Search visibility is shifting as AI Overviews replace organic listings across a growing number of industries. The post Google Expands AIO Coverage In Select appeared first on Search Engine Journal. View the full article

Private sector employment in the U.S. grew by 62,000 jobs in April, while annual pay increased by 4.5 percent, according to the April 2025 ADP National Employment Report. The report, released by ADP Research Institute in collaboration with the Stanford Digital Economy Lab, offers an independent, high-frequency view of private-sector labor market trends based on payroll data from over 25 million U.S. employees. “Unease is the word of the day. Employers are trying to reconcile policy and consumer uncertainty with a run of mostly positive economic data,” said Dr. Nela Richardson, chief economist at ADP. “It can be difficult to make hiring decisions in such an environment.” Sector Breakdown April’s job gains were driven primarily by the goods-producing sector, which added 26,000 jobs. Construction led the segment with 16,000 new jobs, followed by natural resources and mining with 6,000 and manufacturing with 4,000. The service-providing sector posted a gain of 34,000 jobs. Trade, transportation, and utilities added 21,000 positions; financial activities gained 20,000; and leisure and hospitality added 27,000 jobs. However, some service sectors saw losses, including information (-8,000), professional and business services (-2,000), education and health services (-23,000), and other services (-1,000). Regional and Establishment Trends Regionally, the Midwest saw the largest employment increase with 42,000 jobs, including 39,000 in the East North Central division. The Northeast gained 10,000 jobs, driven by a 43,000-job increase in the Middle Atlantic, offset by a 33,000-job decline in New England. The South added 3,000 jobs, with East South Central gaining 54,000 but West South Central losing 43,000. The West recorded a 9,000-job increase, with 8,000 in the Mountain region and 1,000 in the Pacific. By company size, medium establishments (50-499 employees) added 40,000 jobs, small establishments (1-49 employees) added 11,000, and large establishments (500+ employees) added 12,000. Within small businesses, those with fewer than 20 employees added 20,000 jobs, while those with 20-49 employees lost 9,000. Pay Insights Annual pay for job-stayers rose 4.5 percent year-over-year in April, slightly down from March’s pace. Job-changers saw a slight increase in annual pay gains, rising from 6.7 percent in March to 6.9 percent in April. By sector, job-stayers in the goods-producing industries experienced pay increases of 4.4 percent in natural resources/mining, 4.7 percent in construction, and 4.6 percent in manufacturing. In the service-providing industries, gains included 4.3 percent in trade/transportation/utilities, 4.1 percent in information, 5.1 percent in financial activities, 4.3 percent in professional/business services, 4.7 percent in education/health services, 4.7 percent in leisure/hospitality, and 4.3 percent in other services. Pay growth by firm size varied, with small firms showing the lowest increases. Job-stayers at firms with 1–19 employees saw a 2.8 percent rise, while those at firms with 20–49 employees had a 4.2 percent increase. At medium and large firms, pay grew by 4.8 to 4.9 percent. The March jobs total was revised down from 155,000 to 147,000. This article, "Private Sector Adds 62,000 Jobs in April, ADP Reports; Pay Growth Remains Steady" was first published on Small Business Trends View the full article

Private sector employment in the U.S. grew by 62,000 jobs in April, while annual pay increased by 4.5 percent, according to the April 2025 ADP National Employment Report. The report, released by ADP Research Institute in collaboration with the Stanford Digital Economy Lab, offers an independent, high-frequency view of private-sector labor market trends based on payroll data from over 25 million U.S. employees. “Unease is the word of the day. Employers are trying to reconcile policy and consumer uncertainty with a run of mostly positive economic data,” said Dr. Nela Richardson, chief economist at ADP. “It can be difficult to make hiring decisions in such an environment.” Sector Breakdown April’s job gains were driven primarily by the goods-producing sector, which added 26,000 jobs. Construction led the segment with 16,000 new jobs, followed by natural resources and mining with 6,000 and manufacturing with 4,000. The service-providing sector posted a gain of 34,000 jobs. Trade, transportation, and utilities added 21,000 positions; financial activities gained 20,000; and leisure and hospitality added 27,000 jobs. However, some service sectors saw losses, including information (-8,000), professional and business services (-2,000), education and health services (-23,000), and other services (-1,000). Regional and Establishment Trends Regionally, the Midwest saw the largest employment increase with 42,000 jobs, including 39,000 in the East North Central division. The Northeast gained 10,000 jobs, driven by a 43,000-job increase in the Middle Atlantic, offset by a 33,000-job decline in New England. The South added 3,000 jobs, with East South Central gaining 54,000 but West South Central losing 43,000. The West recorded a 9,000-job increase, with 8,000 in the Mountain region and 1,000 in the Pacific. By company size, medium establishments (50-499 employees) added 40,000 jobs, small establishments (1-49 employees) added 11,000, and large establishments (500+ employees) added 12,000. Within small businesses, those with fewer than 20 employees added 20,000 jobs, while those with 20-49 employees lost 9,000. Pay Insights Annual pay for job-stayers rose 4.5 percent year-over-year in April, slightly down from March’s pace. Job-changers saw a slight increase in annual pay gains, rising from 6.7 percent in March to 6.9 percent in April. By sector, job-stayers in the goods-producing industries experienced pay increases of 4.4 percent in natural resources/mining, 4.7 percent in construction, and 4.6 percent in manufacturing. In the service-providing industries, gains included 4.3 percent in trade/transportation/utilities, 4.1 percent in information, 5.1 percent in financial activities, 4.3 percent in professional/business services, 4.7 percent in education/health services, 4.7 percent in leisure/hospitality, and 4.3 percent in other services. Pay growth by firm size varied, with small firms showing the lowest increases. Job-stayers at firms with 1–19 employees saw a 2.8 percent rise, while those at firms with 20–49 employees had a 4.2 percent increase. At medium and large firms, pay grew by 4.8 to 4.9 percent. The March jobs total was revised down from 155,000 to 147,000. This article, "Private Sector Adds 62,000 Jobs in April, ADP Reports; Pay Growth Remains Steady" was first published on Small Business Trends View the full article