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Tit-for-tat strikes represent most extensive exchange between neighbours in decadesView the full article

Ever wondered what happens when you add random household items to the same bowl every day for 100 days straight? Well, you’re in luck. One TikTok account has made it their mission to find out—so you don’t have to. The anonymous account, known simply as Bowl of Danger, adds “random stuff” to a bowl each day until they “get in danger.” The experiment began in January with a dollop of sunscreen. Each day, something new entered the mix: sugar, whipped cream, deodorant, lit firecrackers, batteries, nail polish, vodka, a whole pizza, a Big Mac. “Can’t imagine how bad that reeks,” someone wrote in the comments. “I just unlocked a new facial expression,” added a second. Another warned, “No cuz I genuinely think we’re making a pandemic” (check out day 25 at your own risk). For every person who scrolls past in horror, plenty are invested. Some of the most viral Bowl of Danger videos have racked up millions of views, with fans suggesting new items to add. As for Day 100? The video was taken down, but according to the comments, it involved a firecracker and an explosion. Since Bowl of Danger went viral, a number of copycat accounts have emerged. There’s The Danger Bowl, naturally, and Bowl of Living—an organic version of the original series. “Mold is just a simple form of life,” the creator says. “I want to create something more—like a new species.” If you prefer your bowl of rot with an educational edge, there’s also Bowl of Science. “While other bowls waste food or resources, we mix a bowl with things that only physically or chemically react,” the creator said in one video, taking a swipe at the competition. “Where you actually can learn from.” A theory is also circulating that the different anonymous accounts may be run by the same person under different aliases. Warning: If you’re considering making your own bowl at home, remember that mixing random stuff can have harmful, even deadly, side effects. (Ever heard of mustard gas?) But if you missed the first round, good news: Season 2 of Bowl of Danger just started. View the full article

Wake up, go to class, grab a panini, then go to work. The day in the life of students James Haupt, Caroline Pirtle, and George Small seemed nothing out of the ordinary, except “going to work” meant entering restricted buildings in the Vatican, and reporting on what was happening at the papacy, just a few minutes away from the Holy See. As part of Villanova University’s 22-year-old Vatican and Rome Internship Program, which over the years has helped boost the Pope’s social media presence, the three students were on exchange for nearly five months. Small and Pirtle, both computing sciences majors, were stationed at the Vatican Museum and the Vatican Media Office respectively, assisting on the creation of VR tours. Haupt, a communication major, worked at Rome Reports, a local newsroom covering the papacy in English and Spanish. What was supposed to be just an opportunity for immersion in Italian culture, and privileged access to one of the world’s most visited institutions, quickly changed into a different sort of educational opportunity. These three students soon found themselves at the epicenter of a historical event: the papal transition. Pope Francis’s passing Pirtle, while helping to create the VR tour of St. Peter’s Basilica, had enjoyed privileged access to restricted areas in the Vatican, including the Altar of the Confessio, escorted by Basilica security. Still, she found the news of the pontiff’s death just like everyone else. On Easter Monday, Pirtle had to sleep in, exhausted from attending Easter mass the day before. Caroline Pirtle At noon, she was awoken by a text from her friend, notifying her that Pope Francis had passed away. She was shocked. “I literally saw him the day before, and he drove right past me,” Pirtle says. After almost two months working in the Vatican, this was the first time she had seen Pope Francis in person. “Going from seeing him the day before and being right next to him, to him dying the next morning was a crazy feeling.” Small and Haupt had a similar experience. Working at a newsroom, Haupt had been covering the Pope’s illness, “I knew his prescribed rest was two months,” Haput says, “and he was on a medicine program.” Yet he, too, learned of the news when he woke up on Monday, from TikTok. In disbelief, he checked Rome Report’s Instagram, and then woke up Small, who was his apartment mate. As the news sunk in, the interns went to work. Working through it “Back at home you’d look at your phone once, and then kind of forget about it. Here, you go outside and right there is Vatican City, and that’s where Pope Francis died, maybe a couple 100 feet from where we’re staying,” Small says. Pirtle continued taking photos and setting up annotations for the interactive virtual reality project. Small went back to coding for the Vatican Museum’s VR. “Trying to actually access the office was a lot crazier, because everything was blocked off, and they just had so many more police, so many more guards, and just so many more people,” Pirtle says. “But inside the building, nothing really felt too different.” Haupt’s job, at the newsroom of Rome Reports, was the most affected. Haupt had been translating the publication’s stories from Spanish to English, doing audio recordings for the outlet’s broadcast stories, and looking for American angles on stories related to the Pope, Catholicism, and the Vatican. (Vice president JD Vance’s visit to the Vatican was an easy one, he says.) He had written stories about Pope Francis’s relationship with Father Federico Lombardi, the former director of the Holy See press office, and the coordinator behind the 35,000 flowers that covered the Vatican during Easter Sunday. James Haupt But upon the Pope’s death, Haupt realized he was part of something bigger. “There were, like, 400 journalists that came within a day” to the Vatican, he says. “It was so packed, people were in and out, so much was going on . . . Seeing all those journalists in the Vatican immediately made me realize how significant this was.” An unexpected end to studying abroad In the weeks before the end of their internships, the three students joined the crowds flocking to bid farewell to Pope Francis before the burial. Small and Haupt bypassed the long lines by visiting the open casket at 1:40 a.m. on a school night, while Pirtle got lucky with a 25-minute wait on a Thursday at 5 p.m. They also bid farewell to the various projects they’d helped build. “Working on something that could provide a lot more accessibility” to “people who might not have the chance to come to Rome has been special to me,” Pirtle says. For Haupt, the experience “gave me the skill of adjusting to the environment. My coworkers would tell me how they would have to be ready to come into the office at any moment no matter the day or time,” he says, and “hearing about how they had to switch gears on their days off and holidays made me realize how important it to be alert as a journalist.” For all three Villanova students, the end of their Vatican internship coincided almost exactly with the beginning of the long awaited papal election process. They are looking forward to following news about the Conclave. “I’m planning on at least grabbing a coffee in St. Peter’s Square and just seeing,” Pirtle says. “Maybe I’ll get lucky and see some smoke.” View the full article

When Katie Hammel arrived at her company’s offsite in Cabo San Lucas, she expected the usual formula: long meetings, awkward icebreakers, and a packed agenda that left little room to breathe. What she experienced instead was something different—a thoughtfully curated, empowering, and inclusive retreat. “There was a little wrap-up at the end of each day,” says Hammel, director of content at travel rewards booking platform Point.me. “At first I thought it was going to be kind of corny, and I actually ended up really loving it. Hearing what surprised people, what they learned—it just really crystallized the day.” Hammel, who’s attended nine retreats while working at four different companies, has witnessed firsthand how offsites have evolved. “Early retreats were like, ‘Let’s rent a cabin and figure it out.’ Now, they’re much more intentional. It’s something you need to invest time and money and real deep thought into planning so that you can make the most of that time.” As remote and hybrid work have become more permanent, companies are rethinking the role of retreats. What used to be a perk is now a necessity: a way to reinforce culture, rebuild trust, and create connection in the absence of daily in-office interactions. But simply gathering people in a room (or on a beach) isn’t enough. Today’s distributed teams require something more thoughtful, more inclusive, and more strategic. Designing With, Not For One of the biggest mistakes companies make when planning offsites is assuming that physical presence alone will foster connection. But as Stephanie Felix, a DEI leader and social impact strategist who has organized offsites across companies, explains. “If the format isn’t inclusive or meaningful, built with shared purpose in mind, it can actually deepen disconnection.” Retreats often reflect outdated traditions—activities designed in a pre-remote era that may no longer serve diverse, distributed teams. Planning, says Felix, needs to begin with intentionality, not logistics. “Gathering isn’t inherently inclusive,” she says. “It has to be designed that way.” For Milton Rivera, global VP of the Experience Studio at Amex Global Business Travel, this starts with co-creation. “Putting an emphasis on gathering employee or attendee input early in the planning process has greatly helped events to be much more relevant and engaging,” he says. His team collects not only schedules and availability, but also pain points, accessibility needs, and emotional goals—helping clients map how attendees want to feel at each stage of an event. (Rivera’s team not only handles clients looking for team event planning help, but also manages his own remote team, with their own offsites, as well.) It’s also a matter of resourcing: outsourcing logistics, hiring professionals, and avoiding the common pitfall of assigning retreat planning to someone who already has a full-time job. At The Corcoran Group, this kind of collaborative planning is already embedded in its retreat culture. “Our events are carefully curated by our events team and shaped by insights from leaders across all departments,” says Pamela Liebman, president and CEO at the real estate firm. “We intentionally create space for conversations at all levels and encourage cross-functional participation.” This includes having casual on-site gatherings where convos across teams can happen, as well as senior leadership-led open events that can get people talking, like exercise walks with the company president or morning meditations led by a team member. Basically, “creating space for organic moments of interaction,” says Liebman. That intentionality transforms offsites from top-down presentations to genuinely shared experiences. Understanding the ‘Why’—And Going Smaller If Needed Instead of asking “Should we host an offsite?” more teams are now asking “Why are we hosting one?” says Julie Noda, GM of Groups at Fora Travel. “Retreats are becoming more intentional, inclusive, and purpose-driven,” she says. “Whether they’re focused on alignment, celebrating top performers, or helping employees recharge, the ‘why’ behind a retreat shapes everything—from destination choice to daily schedule.” Rather than hosting one massive, annual event, more companies are turning to smaller, regional gatherings throughout the year. “Smaller, intimate retreats are increasingly common for remote teams, fostering better collaboration and deeper conversations,” Noda adds. “Teams are leaning into informal formats like fireside chats, rather than over-structured sessions.” “Every quarter, we host varying degrees of offsites—social, educational, collaborative,” says Rivera. “We also host a larger annual event per region. But a critical element in all of this is to determine the expected outcomes of the event, the personas of the attendees, and the objectives.” Liebman echoes that clarity of purpose. “The goal has always been to connect and celebrate our brand, and while that hasn’t changed, the ‘how’ has,” she says. “In a more remote/hybrid environment, retreats have become even more important to reinforce our shared purpose.” Rivera’s team uses a process called “experience mapping” to help both their internal teams and their clients understand what impact the retreat should have and what value it should deliver. The result? More tailored experiences that serve their specific goals—whether it’s aligning on strategy, deepening peer-to-peer bonds, or co-creating solutions. This level of intentionality has led many organizations to think smaller—trimming attendance, focusing on meaningful moments, and allowing flexibility for personal circumstances, like caregiving or travel burdens. At Corcoran, “we announce conference dates well in advance, and begin the first day’s events midday to support those balancing caregiving responsibilities or long-distance travel,” Liebman says. Removing Financial Barriers As companies push for inclusivity, many are rethinking the financial side of offsites. While most employers now cover core expenses, how they do so matters more than ever—particularly for newer employees, junior staff, or those without access to personal credit. “Yes, we cover all major expenses,” says Jaclyn Fu, CEO of the bra company Pepper, who oversees a remote-first team. “We want the experience to be something the team can look forward to and wholeheartedly enjoy, without having to stress.” Rivera adds that even well-intentioned policies can have unintended consequences. “Policies that ask people to use personal funds upfront for business travel create a potential barrier,” he says. “They may not have access to a credit card or might not have the funds, which creates an unintentional barrier to attending the offsite and enjoying the benefits.” Felix underscores that financial equity is often overlooked—especially when it comes to internal dynamics like dinners or group outings once at the retreat. “When I was a manager, company policy dictated that I cover junior team members’ expenses on a personal card,” she says. “It’s a problematic assumption that any individual manager, a relatively junior role, is always in the financial position to cover those costs. Team dinners can run hundreds of dollars. We need to be sure company policy is equitable.” Making the Exceptions the Default The best retreat experiences today prioritize proactive inclusion. Instead of making accommodations for individuals, smart organizers now build accessibility and choice into the default experience. “One of the things I really appreciate about my current company is that they take requests—like dietary restrictions or not drinking alcohol—and make them standard,” says Hammel. “So instead of just having one mocktail, every drink has an equivalent mocktail. It’s not like, ‘Here’s something for them.’ It’s just, ‘Here’s something for everyone.’” That same thinking applies to food, schedules, and even accommodation arrangements. True inclusivity is invisible. It’s not about creating separate options, but about making everyone feel seen without having to ask. At Corcoran’s events, inclusion extends to cultural and regional representation, too. “Our network spans diverse markets, so we aim to reflect that in our programming,” Liebman explains. “At our conference in Scottsdale, for example, we opened with a performance by Mariachi Rubor, Arizona’s international all-female mariachi band.” True inclusion, she says, is about “spotlighting local voices and tailoring content to highlight what makes a region [and our employees] special.” Rethinking the Corporate Retreat Location Choosing the right destination has always mattered. But beyond cost and climate, companies are now also weighing sustainability, accessibility, and cultural relevance. “We’ve seen eco-friendly and socially responsible destinations becoming increasingly more popular,” says Noda. This might include locally sourced food, carbon offsetting, service projects, or immersive cultural experiences. “We try to choose cities where we have a strong team presence—NYC, Denver, and Austin, for example,” adds Fu. “We look for spaces that feel both energizing and accessible: a mix of creative inspiration, practical travel logistics, and comfort.” Rivera also notes that diverse teams require venues that accommodate different travel needs, from sensory-friendly environments to direct flights. His company has developed a Global Venue Sourcing team for exactly this reason. Building in Down Time and Preventing Burnout One challenge with offsites is the temptation to over-program. For remote workers who rarely see each other, time feels precious. But not every moment needs to be filled. “There’s so much pressure to make the most of every moment,” says Hammel. “I think companies pack it in a little too much. Even just 45 minutes to decompress before a social event would be so valuable.” Designing for all personality types—especially introverts—means allowing space to recharge. Quiet time isn’t a waste; it’s a necessary part of creating connection that lasts beyond the event. Noda sees this understanding of accommodating different types of individuals at the planning level. “The most progressive organizations are offering flexible engagement options—high-energy and low-energy activities, quiet spaces, hybrid participation tools, and agendas that leave space to breathe,” she says. “Inclusivity isn’t just about food or access. It’s how people engage.” Including Those Who Stay Behind Not everyone can (or wants to) attend an offsite. Health issues, family obligations, and financial constraints still keep some employees home. That doesn’t mean they should be excluded from the experience. In her most recent retreat, Hammel’s team did their best to include remote attendees, despite logistical challenges. “Everything was outdoors, so we didn’t have a lot of AV,” she says. “But we took photos of our exercises and wrote up little reports to share in Slack.” Felix notes that in-person environments can also carry a different emotional toll, especially for employees from marginalized backgrounds. “There’s compelling data showing that microaggressions increase in in-person environments, particularly for Black women and other women of color,” she says. “Remote work gave many people a reprieve. There’s more control, and often more accountability [when communicating remotely].” Therefore, making sure environments not only have structure in comms but also opportunities for feedback is so important. In planning retreats, companies need to think beyond who can attend, and design with inclusion in mind for those who stay back, too. The New Retreat: Less Perk, More Purpose Retreats used to be framed as perks—fun escapes from routine. But as the nature of work changes, they’ve become something far more meaningful: rare chances to build trust, reinforce shared purpose, and cultivate belonging across distance. “Inclusion is about emotional safety, psychological comfort, and cultural sensitivity, not just physical presence,” says Felix. Today’s most successful retreats are grounded in intention. “Retreats have become essential for building trust, empathy, and friendship. It’s not just about alignment on strategy. It’s about feeling like you’re part of something meaningful, even when you work from different zip codes,” says Fu. View the full article

In 2008, the American dream of homeownership morphed into a nightmare that tanked the global economy. The culprit? A toxic mix of bad mortgages and casino mentality. Today, another financial time bomb is ticking—and this one is fueled by rising seas, wildfires, and a lethal dose of denial. Climate change is quietly corroding the foundations of the U.S. housing market. From Florida’s hurricane-battered coasts to California’s fire-razed suburbs, a crisis is brewing that could make the subprime mortgage collapse look like a warm-up act. The crisis will be triggered by home insurance. To get a mortgage, you need homeowner’s insurance. But in climate-vulnerable Sunbelt states like California and Florida, insurers are either fleeing or increasing premiums to eye-watering heights. In some areas, home insurance costs have doubled or tripled in just three years. In others, policies are vanishing altogether. Meanwhile, in a stunning irony, the top 16 U.S. insurance companies hold more than $500 billion in fossil fuel investments—collecting premiums with one hand while funding the climate disasters that force them to pay out with the other. Homeowners on the hook Current homeowners and retirees are sitting ducks. Florida, Arizona, and Texas lure seniors with sun and tax breaks, but fixed incomes can’t absorb climate chaos. In Arizona, home insurance premiums have surged by 62% since 2019 driven by wildfire risks. Texas has seen rates climb by 40% since 2015, as hurricanes and other climate-driven disasters batter the state. Imagine a retiree watching their insurance premium spike from $7,500 to $17,000 overnight. Florida retirees spend 34% of their average income on home insurance. (Nationally, retirees pay 8% of their income toward home insurance.) Their options are grim: Drain savings, sell, default, or, for those who own their homes outright, “go bare,” skipping insurance entirely—a risky bet that leaves them one disaster from devastation. Multiply that by millions of people, and you get a fire sale of homes, crashing property values, and ghost towns of stranded assets. A 2023 study found that U.S. properties exposed to flood risk are overvalued by $121 billion to $237 billion. Local governments will feel the squeeze like never before. Florida funds schools, roads, and police forces via property taxes. Paradise, California, which was ravaged by wildfire in 2018, wiped out 90% of its property tax base and almost all its local revenue. ​ What happens to a city when its tax base collapses? Detroit offers a cautionary tale here. The Motor City’s population plunged from a peak of about 1.8 million in the 1950s to barely 700,000 by 2010 as jobs vanished and residents fled. Detroit spiraled into the largest municipal bankruptcy in U.S. history. Streetlights literally went dark; entire neighborhoods were abandoned. Unlike Detroit’s industrial decline, a future trigger would be natural calamity—but the end result (a city unable to pay its bills) could look eerily similar. Could Miami or New Orleans face a similar fate? Subprime mortgages are back And let’s not forget the banks: They’re sitting on trillions in mortgages tied to homes that could soon be uninsurable, unlivable, or underwater (literally). The 2008 subprime crash taught us that if homeowners default en masse, the contagion can spread through mortgage-backed securities and derivatives—except this time, it’s not bad borrowers but uninhabitable land driving a similar chain reaction. In the 2000s, lenders treated subprime mortgages like an all-you-can-eat buffet, convinced home prices would only rise. Today, lenders cling to the fantasy that climate risk is “manageable” or “priced in.” Spoiler: It’s not. Research from McKinsey reveals that even as insurance companies acknowledge climate risks, they haven’t meaningfully integrated these same risks into their investment strategies or mortgage underwriting practices. This cognitive dissonance mirrors the 2008 crisis, when rating agencies slapped AAA ratings on what were essentially junk securities. As storms intensify and wildfire seasons lengthen, mortgage defaults will surge. And guess who’s holding the bag? Taxpayers, via Fannie Mae and Freddie Mac. Just like in 2008, savvy mortgage originators are quietly dumping risky mortgages onto government-backed entities, making you, the taxpayer, the ultimate insurer of America’s climate delusion. Sprawling suburbs in floodplains, McMansions in fire corridors, and regulatory blind spots have created a Ponzi scheme of climate risk. Here’s the kicker: There’s little chance climate risk will be “contained”—to borrow Ben Bernanke’s famously off-the-mark reassurance about subprime. The financial contagion will spread rapidly across markets because climate-vulnerable mortgages, like subprime loans before them, have been bundled, securitized, and distributed throughout the global financial system. How to mitigate the disaster So, what’s the fallout when this bubble bursts? Retirees forced out, cities bankrupted, banks bailed out—it’s 2008 with a side of rising oceans. The lesson from subprime was simple: Denying reality doesn’t erase risk; it just guarantees a harder crash. The looming crisis isn’t a mystery, and neither are the solutions. We can take steps right now to defuse this “climate housing bubble” before it pops. First off, policymakers can require far greater transparency about climate risks. Homebuyers have the right to know if that bargain beachfront cottage is likely to flood—yet shockingly, states like Florida (with some of the highest overvaluation) do not require sellers to disclose flood risk to buyers. Mandatory disclosure laws for flood, fire, and heat risks would inject some reality into pricing and steer some people out of harm’s way. Next, we need to end perverse incentives that encourage building and rebuilding in disaster zones. For decades, the federal government—via cheap flood insurance, disaster aid, and infrastructure spending—has socialized climate risk, effectively footing the bill for risky development with taxpayer money. The National Flood Insurance Program, for example, historically charged below-market rates and racked up $20 billion in debt, requiring repeated bailouts​. It’s now moving toward risk-based pricing, which is painful for homeowners but absolutely necessary to signal where it’s safe (and not safe) to build. Similarly, officials could tighten zoning and building codes in high-risk areas, or even prohibit new construction in the most exposed floodplains and fire zones. (As one former director of the Federal Emergency Management Agency bluntly suggested: Stop writing government-backed insurance for brand-new houses in flood zones). In parallel, banks and regulators must get serious about integrating climate risk into lending decisions. That could mean requiring robust insurance coverage (beyond the minimal standards) on mortgaged homes, adjusting loan-to-value ratios or loan terms in ultra-risky areas, and incorporating climate data into underwriting models when valuing mortgage portfolios. Fannie Mae and Freddie Mac, in particular, should lead by not purchasing loans on obviously doomed properties. Why extend a 30-year mortgage on a house that may be underwater (literally) in 20? On the community level, we need to shore up climate resilience to protect home values: stronger levees and hardened grids, yes, but also difficult conversations about strategic retreat. In some places, the safest plan is to help people move now, rather than rebuild for the fifth time after a disaster. Policymakers can create funds for voluntary buyouts and relocations to get vulnerable families into safer housing—a “managed retreat” that’s humane and ahead of the curve. None of this is easy or cheap. But the alternative—maintaining our current course—is far more costly. The 2008 crash taught us that unheeded risk in housing markets can bring the entire economy to its knees. We have an opportunity today to prevent a replay, this time driven by climate rather than credit. It will require political courage, sober risk management from lenders, and, yes, higher costs up front in some cases. But proactively pricing in climate risk (and mitigating it where possible) is like preventive medicine. It might sting now, but it will save us from far greater pain down the road. The housing collapse of ’08 wiped out $7 trillion in homeowner equity and ravaged communities; a climate-induced collapse could be even worse if we do nothing. Will policymakers and lenders act before Miami becomes Atlantis and Phoenix a blast furnace? Or will they keep chanting the same mantra—“home prices only go up”—until the levees break, literally and financially? Time’s up. The water’s rising. And this time, there’s no bailout big enough. View the full article

The Army Corps of Engineers, citing a recent national energy emergency order by President The President, has expedited a permit review for a new miles-long section of an oil and gas pipeline that would bore deep into protected wetlands bordering Canada and the United States. The pipeline request from Enbridge Energy, a Canadian company, would cut beneath the Straits of Mackinac—the connecting waterway between Lakes Michigan and Huron—to install a tunnel 12 times as wide as above-ground existing pipelines. Tribal groups that had been cooperating with the Corps’ environmental impact statement for the project pulled out when they learned of the emergency review. The Corps announced April 15 that the project, known as Line 5, fits under The President’s January order. The project is part of a 645-mile pipeline between Superior, Wisconsin, and Sarnia, Ontario, that transports about 22 million gallons of oil and natural gas liquids daily, according to the company website. The Corps’ decision to expedite consideration came days before a sweeping change by the U.S. Department of Interior to hasten energy reviews. The federal agency said beginning April 23 that energy-related projects and, specifically, environmental impact reviews of such projects will move with unprecedented speed and with truncated public comment. Energy, under The President’s order, refers to fossil fuels such as oil, gas, and coal, along with geothermal, nuclear and hydropower. The Corps operates within the Defense Department, not the Interior Department. While the Interior policies do not apply to Line 5, they are likely to accelerate fossil fuel projects in the coming months. New emergency procedures from both departments in response to The President’s executive order are “really ploughing new ground,” said Dave Scott, a senior attorney at the Environment Law & Policy Center, a legal advocacy group. “There is a massive and real risk that the public won’t be able to engage meaningfully with decisions that government agencies like the Corps are making that have significant impacts on the environment,” Scott said. The Interior Department announced last week it was pursuing what it called an “alternative National Environmental Policy Act,” to allow for sharply compressed timelines for projects that “strengthen domestic energy supply.” Projects that require an environmental assessment, which the department said now takes a year to complete, will be reviewed within 14 days. Projects in need of an environmental impact statement, which the department said can result in two years of study, will be reviewed in “roughly 28 days,” according to its announcement. Scott also noted a second executive order, Unleashing American Energy, further erodes environmental protections for new projects. It directs the Council on Environmental Quality to consider rescinding National Environmental Policy Act regulations, which are the rules that require federal agencies to consider environmental impact when issuing permits. Environmental groups have questioned the need and the rationale behind the pipeline change. “We know that there is no national energy emergency,” said Julie Goodwin, senior attorney at Earthjustice, the country’s biggest public interest environmental firm. The U.S. produces more crude oil than any other country, ever, and has for the past six years. The emergency process “is really a gift to the fossil fuel industry,” Goodwin said. At issue is Enbridge’s replacement of two 20-inch diameter pipelines now buried close to shore and resting or supported on the lakebed. Instead, it wants to dig a 3.6-mile-long tunnel, with a 21-foot diameter, into the Straits’ lakebed. The Corps is still developing an environmental impact statement for the Straits project, which it acknowledges will “permanently impact 1.52 acres of wetlands, including 1.01 acres within the Corps’ responsibility under Section 404 of the Clean Water Act.” The statement is expected in June. “The Detroit District has not yet determined the length of the public comment period for its Line 5 Tunnel,” the Corps said in an email. The standard comment period is 60 days, but the Corps’ new policy for emergency reviews is 15 days. The Interior Department announcement last week may indicate a new public comment timeline in store for energy-related projects. In some cases, public comment at Interior would depend largely on the decision of department officials. Proposals found to have “no significant impact” during an internal department assessment will have a report issued on a public website, the announcement said, and no public comment is required. For projects “likely to have significant environmental impact,” a department official “can determine the duration of the written comment period based on the nature of the action and the urgency of the emergency response, and the Department anticipates that most comment periods will be approximately 10 days,” Interior’s announcement said. Regarding the pipeline project before the Corps, seven local tribes described the shortened environmental impact statement (EIS) process as “unacceptable.” A letter was sent in March to the Corps and signed by representatives from the Bay Mills Indian Community, Little River Band of Ottawa Indians, Sault Ste. Marie Tribe of Chippewa Indians, Grand Traverse Band of Ottawa and Chippewa Indians, Match-E-Be-Nash-She-Wish Band of Pottawatomi, and Nottawaseppi Huron Band of the Potawatomi. “Tribal Nations are no longer willing to expend their time and resources as Cooperating Agencies just so their participation may be used by the Corps to lend credibility to a flawed EIS process and document,” the letter said. The Corps “has disregarded its commitments to cooperating agencies and its obligations under the National Environmental Policy Act by fully aligning itself with the applicant [Enbridge] at every step.” The emergency review process “is really rewriting and bypassing critical and important laws for an unneeded pipeline,” said Beth Wallace, director of climate and energy at the National Wildlife Federation, the nonprofit conservation education and advocacy group. Enbridge has said the existing pipes, which date back to 1953, need replacement to prevent a possible oil spill. Burying the new pipeline section as much as 100 feet below the lakebed would “eliminate the chance of a pipeline incident in the Straits,” according to the project website. “Line 5 is critical energy infrastructure,” Enbridge said in an email to Inside Climate News. The tunnel project is “designed to make a safe pipeline safer while also ensuring the continued safe, secure, and affordable delivery of essential energy to the Great Lakes region.” On its website, the company called its supply to Michigan “vital” and said that “Line 5 supplies 65% of propane demand in the Upper Peninsula, and 55% of Michigan’s statewide propane needs.” Tribal groups, citizens, and environmentalists have called for decommissioning the pipeline out of concern for risks to freshwater sources and local ecosystems. The Great Lakes are the largest freshwater system on the planet, providing clean drinking water to more than 40 million people in the U.S. and Canada. “Enbridge’s own pipelines have capacity to pick up product and move it to the same exact refineries and facilities,” said Wallace of the National Wildlife Federation. Investing further in fossil fuel infrastructure also runs counter to Michigan’s plan to reach 100 percent carbon neutrality by 2050, she added. An economic analysis by PLG Consulting, a Chicago-based logistics firm, examined how shutting down Line 5 could impact energy markets. “Surging output” has made North America energy independent and “there is no risk of supply shortages,” the PLG report from October 2023 found. There are a “multitude” of alternative supply sources from both domestic and international sources that could fill in for Line 5. Even today, no refinery relies entirely on Line 5 for its crude oil supply, the PLG report said. Enbridge is still waiting on several federal and state permits before it can begin construction. The state of Michigan issued environmental permits for the tunnel project in 2021 but those will expire next year. Enbridge re-applied earlier this year to renew the permits. The Michigan Public Service Commission approved the tunnel project in 2023 although Enbridge still needs the permitting decision from the Army Corps. The activist group Oil and Water Don’t Mix is also urging citizens to demand that Gov. Gretchen Whitmer deny the pipeline permit to protect the Great Lakes. “The state of Michigan has the opportunity to shut down Line 5,” Earthjustice’s Goodwin said. “And that’s what should happen.” —By Carrie Klein, Inside Climate News This article originally appeared on Inside Climate News. It is republished with permission. Sign up for its newsletter here. View the full article

What happens when someone comes close to death and then returns to everyday life, including work? For some, the experience can be transformative. Near-death experiences (NDEs) are deeply personal experiences that some people report after a close brush with death. These experiences can include sensations such as floating above one’s body, reviewing moments from one’s life, encountering spiritual beings and feeling a profound sense of unity and love. Although NDEs have been studied since the 1970s, we know relatively little about how they affect people after the event. Research suggests people who have near-death experiences may feel increased empathy, spiritual growth, a sense of purpose, and even change how they approach their jobs. Our recent study explored how near-death experiences impact people’s return to work. We interviewed 14 working adults who had a near-death experience as a result of medical crises such as a heart attack or accidents such as a car crash. What we found challenges conventional ideas about success, motivation, and workplace culture. Doing meaningful work One of the most common changes expressed by the participants in our study was a desire to do work that felt meaningful and aligned with their newfound purpose in life. After their near-death experience, many wanted to spend time doing work that mattered to them and made a positive difference. “I was not interested in doing nonsense. . . . I just was not gonna waste my time on nonsense,” one participant told us. Her perspective shifted dramatically after her heart began beating abnormally for 20 minutes and she lost consciousness. Others described similar shifts. Many participants changed their careers by focusing on different work priorities, switching jobs or even starting their own companies. One participant described quitting a high-earning job after being headhunted. She started her own business, which allowed her to use her own NDE to support individuals through the end-of-life process. As one participant put it: “I like to say that when I woke up in that hospital bed, I had a knowing that the character I was playing was no longer working for me and I had to change characters, and changing that character meant changing that job.” Rethinking motivation Another significant shift reported by participants was a reprioritization of their values, which, in turn, shifted their attitudes towards work and their careers. After experiencing a near-death experience, many lost interest in external measures of success such as salary, fancy titles, and prestige. Across the study’s participants, all reported no longer being motivated by extrinsic factors, such as money or receiving recognition for work. Instead, they focused on internal alignment and authenticity. Rather than being driven by external rewards, participants were motivated by personal growth and making a positive difference. In some workplaces, employee motivation is driven by extrinsic incentives such as bonuses, promotions or external recognition. However, after their NDEs, participants reported being driven by their own internal benchmarks or purpose. As one of our interviewees said: “The motivation that was there came from this very strange, deep place that I wanted to all of a sudden make a huge impact, you know, in every part of my life. . . . It’s hard to come out of this experience and not feel there’s a reason why you’re here, and you hate to say it, but you feel you have this special gift now. And it’s like why and how am I going to apply this? So, with work, I approach it that way as well.” Relational transformations We also found that near-death experiences transformed how people interacted with and related to others at work. This is consistent with previous research that shows distinct personality and attitude changes reported by survivors of NDEs. Specifically, NDEs shift individual outlooks on life and can serve as catalysts for transformation, influencing how people relate to others. Before their near-death experience, many participants viewed workplace relationships as task-oriented and transactional. But afterward, those same relationships became more meaningful to them. Colleagues, clients and customers were no longer viewed as just business contacts. Instead, several participants spoke of their service and sales interactions as small acts of relationship-building rather than simply being economic exchanges. One participant said: “My relationships across the board are deeper, are more connected with people, 100%. . . . I was a decent salesman before but this is, like, bringing spirituality into a quote-unquote sales position, which blows my mind.” Lessons for the rest of us What does this mean for those of us who haven’t had a near-death experience? The participants in our study said their near-death experiences reoriented them to what really matters in life. The after-effects challenge traditional organizational values that celebrate hyper-productivity at the expense of meaning and high-quality relationships. As previous studies suggest, workers engaged in meaningful work eventually manifest greater productivity and accomplishment as opposed to burnout as a result of overwork. As interest in workplace well-being continues to rise—particularly in the wake of COVID-19 and the “great resignation”—NDE survivors may be ahead of the curve. The after-effects of a near-death experience align with what workers tend to want from their jobs. Workers generally want to satisfy three fundamental needs: economic security, meaningful work and high-quality relationships. Our results suggest that NDE after-effects result in reductions in the importance of satisfying the drive for economic security and elevate the significance of meaningful work and authentic relationships. The stories of near-death experience survivors offer a kind of blueprint for reimagining how we work. For employees, that might mean re-evaluating what success looks like or exploring roles that align more closely with personal values. For employers, it might involve fostering workplace cultures that prioritize connection, purpose and well-being. One participant offers a lasting reminder for all of us seeking more meaning in our life and jobs: “It’s about relationships, not achievements.” Akierah Binns is a PhD management candidate at the University of Guelph. Jamie Gruman is a professor of organizational behaviour at the University of Guelph. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

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This article is republished with permission from Wonder Tools, a newsletter that helps you discover the most useful sites and apps. Subscribe here. Recently, I shared the tools that power my mornings. Now let’s explore what I rely on from lunch to bedtime. Below you’ll see sites, apps, and gadgets that carry me from noon to night. From a niche workshop platform to my quirky ‘invisible’ clock, these are the tech companions that help me wrap up a fruitful day. 2 p.m.: Lunch and thinking break I often abandon screens for my midday pause. Other times I use apps like these: Healthy Minds: Short audio pieces help guide me through mindfulness practices. I like the 5-10 minute “active” lessons that work well for a walking meditation. The app is free and well designed. If I’m feeling anxious, I sometimes use the Headspace meditation app, which I also use for focus music when working. Libby: is my beloved source of free library audiobooks. I listen when I’m walking to lunch or commuting. Resy and OpenTable: Handy for quick lunch reservations. Too Good To Go: It’s fun to try heavily discounted local restaurant food, though the quality varies. I used MealPal for a while for local lunch deals when I wasn’t as often bringing lunch from home. The Infatuation: Helpful lists of tasty new local restaurants. 1 to 3 p.m.: Preparing to teach After lunch, I develop teaching plans, prepare to lead workshops, or work on other school-related projects for my job as Director of Teaching and Learning at the CUNY Newmark Graduate School of Journalism. Craft: My go-to for creating visually engaging digital handouts. It’s easy to use and works wonderfully on mobile or desktop. [Why Craft is so useful.] Text Blaze: When I’m typing a lot, keyboard shortcuts help. I use snippets for signatures, AI prompts, addresses, and commonly typed phrases. Raycast also works well for these shortcuts. Tangible notes: I like writing notes away from my laptop periodically to get my eyes off the screen and to change my brain mode. I alternate between: I use a Rocketbook reusable notebook for lists and reminders. A $20 VersaTiles memo board is great for jotting passing thoughts. A giant whiteboard helps me draw connections. My reMarkable Paper Pro tablet hosts notes I will return to repeatedly. Arc Browser: I create custom spaces for specific classes or projects, with bookmarks and account settings tailored to that context. Kahoot, Padlet, and Slido: I rely on this trio of teaching tools to power activities that promote active learning in classes or workshops—rather than passive listening. Here are more of my favorite apps for teaching. Protecting my afternoon focus Raycast Focus Mode: Blocks email and distractions during short, focused, deep work sprints. Time Out: I set this app to remind me to give my eyes a screen break every 15 minutes. It pulses over the screen to nudge me to look out the window. Paper book: I sometimes take a short midafternoon reading break to relax, breathe, recharge my brain, and detach from my screen. Here’s the book stack I’m dipping into this month, reflecting a mix of my interests. 3 to 5 p.m.: Meetings I try to schedule meetings for late afternoon. When they’re fruitful, it’s great to conclude the day with collaboration. Granola: My favorite new app for transcribing and summarizing meetings. Its three best features: 1. Since it records locally on my laptop, there’s no awkward bot joining the Zoom. 2. I can incorporate my own notes during the meeting, which get blended into the AI-powered summary. 3. Granola can draft helpful follow-up emails or Slack messages, or I can query it afterward about a meeting topic. Butter: My favorite tool for leading live online workshops, including live demos for Wonder Tools paid subscribers. It’s thoughtfully designed for facilitators and teachers. It lets me easily incorporate interactive elements, from polls to collaborative brainstorming. If a meeting has to be hosted on Zoom or another platform, I can use Butter Scenes for interaction. Camera tools: Camo lets me modify my camera to zoom in, adjust lighting, or add an overlay during video calls. Prezi Video and Mmhmm enable lower-thirds, annotations, and overlay visuals I occasionally use for presentations. Sony UX570 voice recorder is my reliable $80 hardware backup for recording audio. I like that it doesn’t require an open laptop or running phone. I often transcribe the audio files with MacWhisper. 6 p.m.: After work Evening and nighttime tools help with relaxation, family time, and better sleep: Snipd: This smart podcast app lets me triple-tap my AirPods to save highlights to Readwise, which syncs to my digital notebook. (Recent favorite: Shell Game by Evan Ratliff. Season 1 is terrific, about AI voice clones.) Nex: I love playing the sports and workout games on this family video game system. They’re all active games played with your body, not your thumbs, and there’s no violence. I play solo or with my wife and daughters. It’s like a next-generation Nintendo Wii, which we also still play—especially tennis, skiing, and the Wii Fit balance games. We also enjoy these family tabletop games. 11 p.m.: Bedtime Glocusent rechargeable reading light: This little $13 light clips onto any book or magazine for nighttime reading. One battery charge lasts for months. Yogasleep Dohm white noise machine: This $50 gadget masks random night sounds in noisy New York City, making it easier to sleep. Sony Noise Cancelling Headphones: I bought my WH-1000XM3 pair seven years ago, and still rely on them for listening to music before bed and focus sounds while working. I’m planning to buy a new XM6 model when they’re released this summer. Peakeep “invisible” alarm clock: I turn off the display on this $12 bedside clock so it’s hidden at night. I can tap the top to see the time if I need to. I mainly use it for its gentle morning alarm, so I can keep my tempting phone out of my bedroom. This article is republished with permission from Wonder Tools, a newsletter that helps you discover the most useful sites and apps. Subscribe here. View the full article

VC-funded Aiwyn and Canopy seek to stand out among over three dozen contenders. By Seth Fineberg At Large Go PRO for members-only access to more Seth Fineberg. View the full article

It’s five answers to five questions. Here we go… 1. Coworker who (probably) has a crush keeps hanging out at my desk I was hoping I could get your advice on dealing with a coworker who won’t leave me alone (“Greg”) and is making me increasingly uncomfortable. I’m a woman in my 20s and Greg is a decade older than me. He asked me out a few months ago and I rejected him, and he hasn’t asked me out since. We are under the same organization and our work overlaps somewhat. Greg works in another building and frequently comes over to mine. While he says he has meetings in my building, he will often come to my desk and sit next to me to chat. He starts awkward, banal conversations (for example, how an energy drink I once casually recommended makes him sweat a lot) and absolutely cannot take a hint that I am busy or not interested. It also feels like he’s watching me (he will immediately look over when my eyes move in his general direction). I feel trapped when this happens, and it’s impacting my productivity when I go into the office. I enjoy chatting with my other coworkers but only when we’re on the same wavelength. I know I need to be more direct with Greg, but I don’t know what to say. I suspect he is infatuated with me, but I fear telling him I’m not romantically interested will make him defensive and not fix the root of the problem. What are some things I can say to get him to leave me alone without souring things too much? It’s fine to start with hints because often they’ll work — but once you see that they’re not, that’s a sign that you need to say it more directly. In this case, that means: – “I can’t talk, I’m really busy.” – “I can’t have you hang out here, I need to focus.” – “I’m swamped, can’t chat.” Also, since you said he’s sitting next to you, is he using a chair you can temporarily move to make it harder for him to plop himself down? If not, it doesn’t really matter because you can still clearly say the sentences above, but if there is a way to make it physically harder for him to linger, it might be worth doing that too. I don’t think you need to tell him you’re not romantically interested — you presumably made that clear when you turned down a date — but if a week or two of consistently saying the things above doesn’t stop the drop-by’s, you might need to say, “This feels awkward to say but I’m uncomfortable with you dropping by to chat so often after asking me out, and I’d prefer you stop.” My guess is that you’re going to feel rude saying that (since you haven’t felt comfortable telling him directly that you can’t talk to him), but it’s not rude; at that point it’s the clearest way to deliver the message, and it would be warranted. (In fact, I’d argue it’s kinder to just rip the band-aid off and say it.) 2. How can I improve staff morale in hard times with little flexibility? I am a director at a state agency managing a staff of about 30. We are currently short-staffed by about 10 positions and in a hiring freeze where I have to write lengthy justifications as to why I need those positions. Needless to say, hiring has been slow to non-existent in a process that already took forever. Staff morale is not great and any time I announce any change, I am faced with negativity, no matter how I phrase it. I would love to try to increase morale somehow. I already began an Employee of the Month program last year, and I make homemade baked goods out of my own money each month for our staff meetings. But I can’t do anything about pay, time off, flex time, or any of those types of perks since we’re state and union. We also have no budget for employee food/parties/gifts. Do you have any other suggestions? Employee of the Month programs and baked goods aren’t the place to focus. People are demoralized because the team is short-staffed (and I’m guessing overworked as a result), and neither of those things get close enough to addressing that. In fact, sometimes things like Employee of the Month programs run the risk of making the problems worse, by increasing cynicism/frustration if people feel like you expect them to be distracted by a mildly shiny object when there are massive problems. (That doesn’t mean that you’re to blame for not being able to do anything about those problems — just that you don’t want to seem oblivious to them, or like you’re expecting your team to be oblivious to them.) That said, you can talk to people and ask if they have ideas for what would help! Explicitly lay out the constraints (you can’t do anything about pay, time off, or flex time) but ask them to think creatively about what would make their jobs better or easier. Who knows, maybe you’ll hear that you pushing back on Department X’s unrealistic deadlines or rude behavior would make a significant improvement to their quality of life or that they’d love to get rid of Excessively Long Weekly Meeting Y, or all sorts of other things that might not be on your radar until you talk with them. 3. I’m exhausted from being the only one with drive in my company I am working for a family-owned business. The environment is laid-back, and the owners are nice and kind. I work remotely with little to no supervision and am considered a key employee for advising and working closely with the owners. I have realized that, of the entire company and owners, there are only a handful of people who are competent and internally motivated to grow the business. The owners severely lack business skills and knowledge, despite having run the company for more than a decade. My boss, who is a long-time friend of the family and was hired as a consultant, runs the show. He gives them advice on everything and anything, including trivial and basic tasks like how to tally receipts. In addition to the lack of knowledge, the owners also lack a sense of curiosity and internal drive. While I spend time after-hours finding ways to better the business and increase efficiency, the owners are unreachable after 5 pm. They are still asking me the same questions they did when I started a few years ago. Some of my tasks require input from them and I have to remind them repeatedly even though they are routine tasks. The slack culture spreads to employees, as there is little to no supervision. When the owners introduced new processes and accountability as I suggested, employees pushed back and refused to perform the new tasks assigned to them. The owners were then afraid of upsetting employees, so they took on the tasks themselves or hired people to meet the demands. My boss asked me to take on additional executive functions because the others are “unable and won’t be able to make these decisions” (in his words) and I declined. I am feeling exhausted from the follow-ups, having people come to me asking the same questions and fixing the same mistakes. I witness subpar performance from both employees and owners alike. I constantly feel like I am pushing a boulder uphill with a couple of people sitting on it. The business is slowly facing consequences with reduced profits this year. I did not get my annual raise. My bonus was also lower. I am not learning new things from the job. But I have been able to exert influence and push new initiatives. I am also highly regarded for my contributions to the company. However, I am deeply dissatisfied by the lack of progress and complacency in the organization. My friends and family said that I expect too much from people. How should I navigate this situation? It sounds like you should find a different job and quit this one! The working environment is frustrating and demoralizing, you have a radically different vision for how things should run than how they’re actually going to run, you’re seeing financial consequences coming down the pike, and it’s already affecting your pay. You don’t need to stay! You can decide to leave and do something else. If you think over your options and decide that staying there, with all its flaws, is still better than leaving, then you’ve just got to do it with your eyes open: the owners are who they are, their limitations are exactly what you’ve seen, and most/all of what you think should change isn’t going to, but you’re choosing to stay anyway because ____. You’ve got to fill in that blank on your own, but getting really clear on why you’re staying despite all this, if in fact that’s what you decide, should help. 4. Backing out of a talk I thought was already canceled Last August, a former boss asked if I would give a volunteer professional development session during a series he arranged at my former workplace. Even though I don’t particularly like some of the people who still work there, I agreed, and we settled on a topic where I have expertise and that would be interesting to the audience for a date in May. This March, my former boss let me know he’d been unexpectedly fired, and asked if I’d keep him in mind if I heard of jobs he’d be a good fit for. Of course I said yes, and I mentally removed the session from my calendar. Now, the day before the originally-scheduled event, I got a text from an unknown number to confirm my session and ask if I need anything for set-up. I let them know that unfortunately, I’d be unable to make it. No one had contacted me until the day before, and they fired the person responsible for the arrangements in the first place; I didn’t realize this was still on and hadn’t done any work to prepare for it, nor would I have known who to contact to confirm. Certainly this won’t reflect poorly on my former boss, and I shouldn’t feel bad about backing out of something that I was never officially confirmed, right? Well … I can see how you got there in your thinking, but I wouldn’t have assumed it was off without first trying to confirm that. It was arranged by your former boss, yes, but it clearly got put on some kind of team-wide calendar and someone else took over the planning for it. That said, it’s not a big deal. It won’t reflect badly on your old boss (he’s gone! he couldn’t have done anything about it), and it probably won’t reflect badly on you either; they’ll just figure it was a miscommunication, which it was. (And really, they should have contacted you sooner than the day before to confirm and to let you know who your new point of contact would be. What if you had needed to cancel two weeks ago? You wouldn’t have known who to contact.) 5. My company wants me to talk to an outside recruiter for an internal position My company has hired a recruiter for a role that I am also throwing my hat in the ring for. I was told that the recruiter would talk to me, too. But is there a financial incentive for the recruiter to bring someone in from the outside? Just wondering if this means the deck is stacked against me from the outset. Yes, there is a built-in financial incentive for the recruiter to bring in an outside candidate, assuming they have a traditional recruiter relationship with your company where they only get paid if a candidate they find gets hired. In fact, if this is a traditional recruiter set-up, it doesn’t make sense for the recruiter to talk to you at all! Typically they’d find candidates and present them to your company, and your company would decide who they’re going to interview and assess people from there. Unless the recruiter is also part of the hiring decision itself (which would be unusual but not impossible), your company should just interview you the same way they’re interviewing other candidates, unless there’s some specific reason they want her evaluation of you (like if she specializes in X, the job is X, and no one internal has the expertise to assess X) or unless they’re not taking you seriously as a candidate. The post coworker with a crush keeps hanging out at my desk, exhausted from being the only employee with any drive, and more appeared first on Ask a Manager. View the full article

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Etsy has launched a series of product updates aimed at streamlining the seller experience and improving business management tools on the platform. The updates, announced April 25, 2025, focus on listing enhancements, shop management improvements, and expanded support options for sellers. Listing Creation Enhancements One of the most significant updates is the introduction of new photo tools within the Etsy Seller app. Sellers can now upload and edit images more efficiently, with features such as background photo processing and the ability to create and save custom filters. These tools are designed to save time and maintain a cohesive visual identity across a shop. Sellers can also now view all listing categories and subcategories directly within the Etsy Seller app. A new feature in the search visibility dashboard prioritizes listings that may benefit most from updates, helping sellers focus on improving their visibility. Additionally, a beta feature offering real-time listing quality feedback is being tested by a select group of sellers. Improved Shop Management Etsy has also introduced changes to Shop Manager to offer a more streamlined experience. The redesigned interface makes it easier for sellers to locate essential tools and information, such as shop stats and order data. Recent activity now has its own dedicated tab, allowing for quicker access to buyer interaction data. Performance improvements have also been made throughout the seller platform. The Orders and Sales & Discounts pages now load faster, enabling sellers to manage their workflows more efficiently. Message loading times in the Etsy Seller app have been improved, enhancing communication with customers on mobile devices. A more intuitive navigation system has also been introduced to help users find important pages with greater ease. The updated Etsy Apps page is now designed to make it easier for sellers to discover third-party tools to expand their business. Updates within the app now also provide Etsy with improved diagnostics for identifying and fixing performance issues more quickly. Expanded Support and Sales Tools Etsy is expanding access to its support team, allowing eligible sellers—including those in the U.S., Canada, the UK, Australia, select high-volume sellers, and all Star Sellers—to contact Etsy Support directly from Shop Manager. The company plans to continue expanding this support capability throughout the year. Other notable updates include improvements to Etsy Ads placement in search results, aimed at helping buyers connect with relevant listings more effectively. Etsy is also testing updates to the Shop Home layout, which are designed to make shop inventories easier to browse and increase the likelihood of sales. This article, "Etsy Rolls Out Spring Product Updates to Improve Seller Experience" was first published on Small Business Trends View the full article

Etsy has launched a series of product updates aimed at streamlining the seller experience and improving business management tools on the platform. The updates, announced April 25, 2025, focus on listing enhancements, shop management improvements, and expanded support options for sellers. Listing Creation Enhancements One of the most significant updates is the introduction of new photo tools within the Etsy Seller app. Sellers can now upload and edit images more efficiently, with features such as background photo processing and the ability to create and save custom filters. These tools are designed to save time and maintain a cohesive visual identity across a shop. Sellers can also now view all listing categories and subcategories directly within the Etsy Seller app. A new feature in the search visibility dashboard prioritizes listings that may benefit most from updates, helping sellers focus on improving their visibility. Additionally, a beta feature offering real-time listing quality feedback is being tested by a select group of sellers. Improved Shop Management Etsy has also introduced changes to Shop Manager to offer a more streamlined experience. The redesigned interface makes it easier for sellers to locate essential tools and information, such as shop stats and order data. Recent activity now has its own dedicated tab, allowing for quicker access to buyer interaction data. Performance improvements have also been made throughout the seller platform. The Orders and Sales & Discounts pages now load faster, enabling sellers to manage their workflows more efficiently. Message loading times in the Etsy Seller app have been improved, enhancing communication with customers on mobile devices. A more intuitive navigation system has also been introduced to help users find important pages with greater ease. The updated Etsy Apps page is now designed to make it easier for sellers to discover third-party tools to expand their business. Updates within the app now also provide Etsy with improved diagnostics for identifying and fixing performance issues more quickly. Expanded Support and Sales Tools Etsy is expanding access to its support team, allowing eligible sellers—including those in the U.S., Canada, the UK, Australia, select high-volume sellers, and all Star Sellers—to contact Etsy Support directly from Shop Manager. The company plans to continue expanding this support capability throughout the year. Other notable updates include improvements to Etsy Ads placement in search results, aimed at helping buyers connect with relevant listings more effectively. Etsy is also testing updates to the Shop Home layout, which are designed to make shop inventories easier to browse and increase the likelihood of sales. This article, "Etsy Rolls Out Spring Product Updates to Improve Seller Experience" was first published on Small Business Trends View the full article

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Key Takeaways Digital Natives: Generation Z is the first generation to grow up with technology, influencing their communication, job search methods, and expectations in the workplace. Social Consciousness: This cohort values social responsibility, preferring employers who prioritize sustainability, diversity, and mental health in their operations. Diversity and Inclusion: Gen Z expects workplaces to reflect diverse backgrounds and perspectives, making diverse and inclusive hiring practices essential for attracting this talent pool. Employee Wellness: Emphasizing mental health, flexibility, and employee satisfaction in workplace culture is crucial for retaining Gen Z employees and improving overall productivity. Adapting Recruitment Strategies: Effective recruitment for Gen Z requires leveraging social media platforms for job postings and emphasizing authentic communication to build engagement. Focus on Development: Investing in training, skill development, and career growth opportunities during onboarding enhances employee motivation and loyalty within this generation. Generation Z is reshaping the world in ways we’ve never seen before. Born between the mid-1990s and early 2010s, this dynamic cohort is the first to grow up with technology at their fingertips, influencing their values, behaviors, and aspirations. You might be surprised to learn how their digital upbringing impacts everything from social interactions to career choices. As they step into adulthood, Gen Z is challenging traditional norms and advocating for change. Their focus on social justice, sustainability, and mental health is driving conversations across various sectors. Understanding the unique characteristics and motivations of this generation is essential for anyone looking to connect with them, whether in business, education, or community engagement. Dive in to discover what makes Generation Z tick and how you can engage with them effectively. Overview of Generation Z Generation Z, born between the mid-1990s and early 2010s, significantly influences the job market and workplace culture. This generation embraces technology, impacting their expectations and behaviors in professional environments. With a strong focus on diversity, many Gen Z members seek employers committed to inclusive hiring and employee relations. Gen Z prioritizes workplace culture and employee wellness. They value flexibility, often favoring remote or hybrid work models. When you’re navigating hiring processes, understanding their preferences in job openings and employee benefits is crucial. They expect clear communication and a supportive environment that fosters employee engagement and motivation. In recruitment strategies, showcasing your company’s commitment to work-life balance can attract Gen Z candidates. Using recruitment software and HR tools simplifies job postings and candidate screening, making the recruitment process more efficient. Engaging with this talent pool demands innovative approaches that reflect their values. During employee onboarding, investing in training and development can enhance employee retention. Gen Z thrives in environments that promote skill set growth and performance reviews. Moreover, maintaining a strong focus on employee satisfaction and recognition fosters loyalty among this generation. Implementing effective staff management and proper employee development programs leads to a motivated and productive workforce. By understanding Generation Z’s unique characteristics, you can create a positive workplace culture that promotes both employee growth and satisfaction, benefiting your small business in the long term. Characteristics of Generation Z Generation Z exhibits distinct traits that significantly influence today’s job market. Understanding these characteristics helps small businesses adapt their hiring and recruitment strategies effectively. Digital Natives You’ll find that Gen Zers are digital natives. They grew up with smartphones and social media, shaping their interactions and work habits. Their comfort with technology streamlines tasks related to employee management and recruitment. They utilize various digital tools for job searches, engaging with companies through social media platforms. Consequently, leveraging recruitment software and online job postings appeals to this tech-savvy generation. Adopting a strong online presence becomes crucial in attracting talented candidates from the Gen Z talent pool. Socially Conscious Gen Z values social responsibility and tends to favor employers with strong ethical practices. They actively support businesses prioritizing sustainability and diversity hiring. As you consider your recruitment strategy, showcasing your commitment to these values can enhance your appeal. Highlighting employee benefits related to wellness and work-life balance resonates with their expectations. Ensuring compliance with labor laws and fostering an inclusive workplace culture also attracts socially conscious candidates. Diverse and Inclusive Diversity and inclusion remain central to Gen Z’s mindset. They expect workplaces to reflect diverse backgrounds and perspectives. Implementing HR policies that promote diversity hiring can improve your employer brand. Additionally, developing a recruitment process that prioritizes inclusive practices aids in attracting a wider array of job candidates. Ensuring employee satisfaction and retention relies on creating a culture where every employee feels valued and engaged. Adapting your staffing solutions to reflect these values fosters a motivated and productive workforce, ultimately benefiting your small business in the competitive job market. Impact of Technology on Generation Z Generation Z thrives in a technology-driven world. This digital proficiency shapes their behaviors, interactions, and expectations, which impact various sectors, including small business staffing and talent acquisition. Social Media Influence Social media plays a crucial role in how Generation Z communicates and engages with brands. With 81% of Gen Z active on platforms like TikTok, Instagram, and Snapchat, businesses can harness these channels for job postings and talent attraction. Effective recruitment strategies must reflect their preferences for instant communication and authentic interactions. Consider using visually engaging job descriptions that resonate with this audience to enhance your recruitment process. Mental Health Concerns Generation Z places a strong emphasis on mental health and employee wellness. They expect employers to prioritize these aspects, reflecting their values in workplace culture. Small businesses can improve employee retention by offering benefits such as mental health days, flexible scheduling, and supportive HR policies. Prioritizing employee motivation and well-being promotes a healthier workplace, attracting job candidates who seek an inclusive and supportive environment. Implementing training programs for team building and employee development demonstrates your commitment to their success and satisfaction within your organization. Educational Challenges Facing Generation Z Generation Z faces unique educational challenges that directly impact their future workforce engagement. Understanding these issues can enhance your approach to hiring and employee development. Learning Preferences Gen Z students often flourish with hands-on experiences and real-world applications of their learning. You can attract this generation by incorporating practical examples in your hiring and training processes. They prefer engaging educators who facilitate interactive learning rather than traditional lectures, which often leads to disengagement. Providing opportunities for skill application during onboarding can significantly boost employee motivation and engagement levels. Financial Literacy Financial literacy poses another challenge for Generation Z, many of whom lack adequate training in personal finance management. This gap influences their transition into the workforce, where understanding salary structures, benefits, and taxes is essential. You can support your employees by offering workshops on financial topics. Providing insights into compensation, employee benefits, and payroll can enhance their understanding. This awareness not only prepares them for financial responsibilities but also fosters employee satisfaction and retention, as they feel empowered and prepared for their roles. Future Trends for Generation Z Generation Z significantly influences hiring and recruitment trends. By 2025, they’ll comprise 27% of the global workforce, making their preferences essential for small business staffing strategies. Recruitment Strategies You must adapt your recruitment strategies to attract Gen Z talent. Use digital channels like TikTok and Instagram for job postings, as 81% of Gen Z actively engages on these platforms. Authentic and timely communication is critical. Instant messaging and social media should play a key role in your recruitment process to appeal to this generation. Candidate Screening Emphasize diversity hiring in your candidate screening process. Showcase commitment to inclusive HR policies to attract a broader talent pool. Highlight employee wellness initiatives and flexible work arrangements in job descriptions. These elements resonate strongly with Generation Z, driving interest and applications. Employee Development Invest in training and employee development early in the onboarding process. Engaging employees through practical examples in training improves retention. Focus on career pathways that emphasize skill development and performance reviews, enabling employees to see growth within your organization. Workplace Culture Foster a supportive workplace culture that prioritizes employee wellness and work-life balance. Offering employee benefits, such as mental health resources and options for flexible scheduling, enhances employee motivation and satisfaction, reducing staff turnover. Remote Workforce Consider remote workforce options. Many Gen Z workers seek roles that accommodate remote or hybrid arrangements. Implementing staff scheduling that allows for this flexibility can attract part-time or full-time employees who prioritize this lifestyle. By recognizing and acting upon these trends, you position your small business for success in attracting and retaining Generation Z talent in the evolving job market. Conclusion Understanding Generation Z is essential for anyone looking to thrive in today’s dynamic landscape. This generation’s unique values and expectations are reshaping workplaces and influencing social norms. By embracing their digital savvy and commitment to social issues, you can create an environment that resonates with them. Fostering inclusivity and prioritizing mental health will not only attract Gen Z talent but also enhance overall employee satisfaction. As they continue to enter the workforce in greater numbers, adapting your strategies to align with their preferences will be key to staying competitive. Embrace these changes and watch your organization flourish as you engage with this powerful generation. Frequently Asked Questions What is Generation Z and when were they born? Generation Z refers to individuals born between the mid-1990s and early 2010s. This generation is characterized by their unique upbringing with technology, which has significantly influenced their social interactions and career aspirations. How is Generation Z transforming the workplace? Generation Z is changing the workplace by prioritizing diversity, inclusion, and employee wellness. They seek flexible work arrangements and expect companies to demonstrate ethical practices and a commitment to sustainable initiatives, impacting hiring strategies and workplace culture. Why is digital proficiency important for Generation Z? As digital natives, Generation Z is comfortable with technology, making it essential for businesses to have a strong online presence. Their familiarity with digital tools influences their job expectations, including communication styles, recruitment methods, and workplace environments. What are Gen Z’s expectations regarding mental health in the workplace? Generation Z places significant emphasis on mental health and well-being. They expect employers to prioritize mental health initiatives, such as providing mental health days, flexible scheduling, and fostering a supportive workplace culture to enhance overall job satisfaction. How can businesses attract Gen Z talent? To attract Gen Z talent, businesses should utilize digital channels, like TikTok and Instagram, for job postings and showcase their commitment to diversity, mental health, and employee wellness. Creating an inclusive workplace culture and offering development opportunities are also crucial. What role does financial literacy play for Generation Z? Financial literacy is vital for Generation Z, as many struggle with understanding salary structures and benefits. Employers can support this by offering workshops on personal finance management, helping Gen Z navigate their financial futures and improve job satisfaction. Why is social media important for Generation Z recruitment? Social media is a key communication tool for Generation Z, with a majority actively engaging on platforms like TikTok and Instagram. Businesses can leverage these platforms to promote job openings and connect with potential candidates, aligning with Gen Z’s preference for authentic interactions. What future trends should businesses consider regarding Generation Z? By 2025, Generation Z will make up 27% of the global workforce. Businesses should adapt recruitment strategies to align with their preferences, emphasizing digital communication, diversity in hiring, wellness initiatives, and supportive workplace cultures to remain competitive. Image Via Envato This article, "Understanding Generation Z: Shaping the Future of Work and Social Change" was first published on Small Business Trends View the full article

Key Takeaways Digital Natives: Generation Z is the first generation to grow up with technology, influencing their communication, job search methods, and expectations in the workplace. Social Consciousness: This cohort values social responsibility, preferring employers who prioritize sustainability, diversity, and mental health in their operations. Diversity and Inclusion: Gen Z expects workplaces to reflect diverse backgrounds and perspectives, making diverse and inclusive hiring practices essential for attracting this talent pool. Employee Wellness: Emphasizing mental health, flexibility, and employee satisfaction in workplace culture is crucial for retaining Gen Z employees and improving overall productivity. Adapting Recruitment Strategies: Effective recruitment for Gen Z requires leveraging social media platforms for job postings and emphasizing authentic communication to build engagement. Focus on Development: Investing in training, skill development, and career growth opportunities during onboarding enhances employee motivation and loyalty within this generation. Generation Z is reshaping the world in ways we’ve never seen before. Born between the mid-1990s and early 2010s, this dynamic cohort is the first to grow up with technology at their fingertips, influencing their values, behaviors, and aspirations. You might be surprised to learn how their digital upbringing impacts everything from social interactions to career choices. As they step into adulthood, Gen Z is challenging traditional norms and advocating for change. Their focus on social justice, sustainability, and mental health is driving conversations across various sectors. Understanding the unique characteristics and motivations of this generation is essential for anyone looking to connect with them, whether in business, education, or community engagement. Dive in to discover what makes Generation Z tick and how you can engage with them effectively. Overview of Generation Z Generation Z, born between the mid-1990s and early 2010s, significantly influences the job market and workplace culture. This generation embraces technology, impacting their expectations and behaviors in professional environments. With a strong focus on diversity, many Gen Z members seek employers committed to inclusive hiring and employee relations. Gen Z prioritizes workplace culture and employee wellness. They value flexibility, often favoring remote or hybrid work models. When you’re navigating hiring processes, understanding their preferences in job openings and employee benefits is crucial. They expect clear communication and a supportive environment that fosters employee engagement and motivation. In recruitment strategies, showcasing your company’s commitment to work-life balance can attract Gen Z candidates. Using recruitment software and HR tools simplifies job postings and candidate screening, making the recruitment process more efficient. Engaging with this talent pool demands innovative approaches that reflect their values. During employee onboarding, investing in training and development can enhance employee retention. Gen Z thrives in environments that promote skill set growth and performance reviews. Moreover, maintaining a strong focus on employee satisfaction and recognition fosters loyalty among this generation. Implementing effective staff management and proper employee development programs leads to a motivated and productive workforce. By understanding Generation Z’s unique characteristics, you can create a positive workplace culture that promotes both employee growth and satisfaction, benefiting your small business in the long term. Characteristics of Generation Z Generation Z exhibits distinct traits that significantly influence today’s job market. Understanding these characteristics helps small businesses adapt their hiring and recruitment strategies effectively. Digital Natives You’ll find that Gen Zers are digital natives. They grew up with smartphones and social media, shaping their interactions and work habits. Their comfort with technology streamlines tasks related to employee management and recruitment. They utilize various digital tools for job searches, engaging with companies through social media platforms. Consequently, leveraging recruitment software and online job postings appeals to this tech-savvy generation. Adopting a strong online presence becomes crucial in attracting talented candidates from the Gen Z talent pool. Socially Conscious Gen Z values social responsibility and tends to favor employers with strong ethical practices. They actively support businesses prioritizing sustainability and diversity hiring. As you consider your recruitment strategy, showcasing your commitment to these values can enhance your appeal. Highlighting employee benefits related to wellness and work-life balance resonates with their expectations. Ensuring compliance with labor laws and fostering an inclusive workplace culture also attracts socially conscious candidates. Diverse and Inclusive Diversity and inclusion remain central to Gen Z’s mindset. They expect workplaces to reflect diverse backgrounds and perspectives. Implementing HR policies that promote diversity hiring can improve your employer brand. Additionally, developing a recruitment process that prioritizes inclusive practices aids in attracting a wider array of job candidates. Ensuring employee satisfaction and retention relies on creating a culture where every employee feels valued and engaged. Adapting your staffing solutions to reflect these values fosters a motivated and productive workforce, ultimately benefiting your small business in the competitive job market. Impact of Technology on Generation Z Generation Z thrives in a technology-driven world. This digital proficiency shapes their behaviors, interactions, and expectations, which impact various sectors, including small business staffing and talent acquisition. Social Media Influence Social media plays a crucial role in how Generation Z communicates and engages with brands. With 81% of Gen Z active on platforms like TikTok, Instagram, and Snapchat, businesses can harness these channels for job postings and talent attraction. Effective recruitment strategies must reflect their preferences for instant communication and authentic interactions. Consider using visually engaging job descriptions that resonate with this audience to enhance your recruitment process. Mental Health Concerns Generation Z places a strong emphasis on mental health and employee wellness. They expect employers to prioritize these aspects, reflecting their values in workplace culture. Small businesses can improve employee retention by offering benefits such as mental health days, flexible scheduling, and supportive HR policies. Prioritizing employee motivation and well-being promotes a healthier workplace, attracting job candidates who seek an inclusive and supportive environment. Implementing training programs for team building and employee development demonstrates your commitment to their success and satisfaction within your organization. Educational Challenges Facing Generation Z Generation Z faces unique educational challenges that directly impact their future workforce engagement. Understanding these issues can enhance your approach to hiring and employee development. Learning Preferences Gen Z students often flourish with hands-on experiences and real-world applications of their learning. You can attract this generation by incorporating practical examples in your hiring and training processes. They prefer engaging educators who facilitate interactive learning rather than traditional lectures, which often leads to disengagement. Providing opportunities for skill application during onboarding can significantly boost employee motivation and engagement levels. Financial Literacy Financial literacy poses another challenge for Generation Z, many of whom lack adequate training in personal finance management. This gap influences their transition into the workforce, where understanding salary structures, benefits, and taxes is essential. You can support your employees by offering workshops on financial topics. Providing insights into compensation, employee benefits, and payroll can enhance their understanding. This awareness not only prepares them for financial responsibilities but also fosters employee satisfaction and retention, as they feel empowered and prepared for their roles. Future Trends for Generation Z Generation Z significantly influences hiring and recruitment trends. By 2025, they’ll comprise 27% of the global workforce, making their preferences essential for small business staffing strategies. Recruitment Strategies You must adapt your recruitment strategies to attract Gen Z talent. Use digital channels like TikTok and Instagram for job postings, as 81% of Gen Z actively engages on these platforms. Authentic and timely communication is critical. Instant messaging and social media should play a key role in your recruitment process to appeal to this generation. Candidate Screening Emphasize diversity hiring in your candidate screening process. Showcase commitment to inclusive HR policies to attract a broader talent pool. Highlight employee wellness initiatives and flexible work arrangements in job descriptions. These elements resonate strongly with Generation Z, driving interest and applications. Employee Development Invest in training and employee development early in the onboarding process. Engaging employees through practical examples in training improves retention. Focus on career pathways that emphasize skill development and performance reviews, enabling employees to see growth within your organization. Workplace Culture Foster a supportive workplace culture that prioritizes employee wellness and work-life balance. Offering employee benefits, such as mental health resources and options for flexible scheduling, enhances employee motivation and satisfaction, reducing staff turnover. Remote Workforce Consider remote workforce options. Many Gen Z workers seek roles that accommodate remote or hybrid arrangements. Implementing staff scheduling that allows for this flexibility can attract part-time or full-time employees who prioritize this lifestyle. By recognizing and acting upon these trends, you position your small business for success in attracting and retaining Generation Z talent in the evolving job market. Conclusion Understanding Generation Z is essential for anyone looking to thrive in today’s dynamic landscape. This generation’s unique values and expectations are reshaping workplaces and influencing social norms. By embracing their digital savvy and commitment to social issues, you can create an environment that resonates with them. Fostering inclusivity and prioritizing mental health will not only attract Gen Z talent but also enhance overall employee satisfaction. As they continue to enter the workforce in greater numbers, adapting your strategies to align with their preferences will be key to staying competitive. Embrace these changes and watch your organization flourish as you engage with this powerful generation. Frequently Asked Questions What is Generation Z and when were they born? Generation Z refers to individuals born between the mid-1990s and early 2010s. This generation is characterized by their unique upbringing with technology, which has significantly influenced their social interactions and career aspirations. How is Generation Z transforming the workplace? Generation Z is changing the workplace by prioritizing diversity, inclusion, and employee wellness. They seek flexible work arrangements and expect companies to demonstrate ethical practices and a commitment to sustainable initiatives, impacting hiring strategies and workplace culture. Why is digital proficiency important for Generation Z? As digital natives, Generation Z is comfortable with technology, making it essential for businesses to have a strong online presence. Their familiarity with digital tools influences their job expectations, including communication styles, recruitment methods, and workplace environments. What are Gen Z’s expectations regarding mental health in the workplace? Generation Z places significant emphasis on mental health and well-being. They expect employers to prioritize mental health initiatives, such as providing mental health days, flexible scheduling, and fostering a supportive workplace culture to enhance overall job satisfaction. How can businesses attract Gen Z talent? To attract Gen Z talent, businesses should utilize digital channels, like TikTok and Instagram, for job postings and showcase their commitment to diversity, mental health, and employee wellness. Creating an inclusive workplace culture and offering development opportunities are also crucial. What role does financial literacy play for Generation Z? Financial literacy is vital for Generation Z, as many struggle with understanding salary structures and benefits. Employers can support this by offering workshops on personal finance management, helping Gen Z navigate their financial futures and improve job satisfaction. Why is social media important for Generation Z recruitment? Social media is a key communication tool for Generation Z, with a majority actively engaging on platforms like TikTok and Instagram. Businesses can leverage these platforms to promote job openings and connect with potential candidates, aligning with Gen Z’s preference for authentic interactions. What future trends should businesses consider regarding Generation Z? By 2025, Generation Z will make up 27% of the global workforce. Businesses should adapt recruitment strategies to align with their preferences, emphasizing digital communication, diversity in hiring, wellness initiatives, and supportive workplace cultures to remain competitive. Image Via Envato This article, "Understanding Generation Z: Shaping the Future of Work and Social Change" was first published on Small Business Trends View the full article

Key Takeaways NFL players are successfully transitioning into entrepreneurship by leveraging their fame and skills to create diverse business ventures across various industries, from technology to fashion.Effective business strategies, including thorough market research and solid business planning, are crucial for NFL entrepreneurs to ensure growth and profitability.Understanding legal structures, such as LLCs and corporations, is vital for protecting their businesses and intellectual property.Networking and mentorship play a significant role in the success of these athletes, providing guidance in finance, marketing, and customer engagement.Many NFL entrepreneurs engage in philanthropic efforts, enhancing community impact and brand loyalty while inspiring the next generation of aspiring business owners.Upcoming trends indicate a growing focus on digital marketing strategies, continuous education, and innovative funding options, positioning NFL entrepreneurs for long-term success. The NFL isn’t just about touchdowns and tackles; it’s also a breeding ground for innovative entrepreneurs. Many players are transforming their passion for the game into successful business ventures, proving that the gridiron can lead to great opportunities off the field. From tech startups to fashion lines, these athletes are redefining what it means to be a professional in today’s world. You might be surprised to learn how some of your favorite players are leveraging their fame and skills to create thriving businesses. These NFL entrepreneurs are not only making a name for themselves in the corporate world but also inspiring the next generation of athletes to think beyond the game. Join us as we explore the diverse paths taken by these trailblazers and uncover the secrets behind their success. Overview of NFL Entrepreneurs NFL entrepreneurs demonstrate how athletes transition from the field to the business world. They leverage their fame and skills to craft innovative business ideas across various industries, including technology, fashion, and health. You can find NFL players venturing into startups that require comprehensive business plans to map out their growth strategy. They focus on market research to identify their target audience, ensuring their products meet consumer demand. Many utilize venture capital and funding options such as angel investors or crowdfunding to kickstart their projects. Understanding the legal structure is crucial for these entrepreneurs. Some choose to operate as LLCs or corporations, allowing for flexibility in taxes and liability. They often seek legal advice to navigate intellectual property concerns like trademarks or patents, protecting their unique brand elements. Networking plays a vital role in the success of NFL entrepreneurs. They attend events and connect with business coaches and mentors for guidance in areas of finance, marketing, and customer acquisition. You can observe these athletes utilizing digital marketing strategies, including social media and SEO, to build strong branding and customer engagement. Team building becomes essential as these entrepreneurs hire talent to support their ventures. They implement effective human resource strategies, including employee benefits and payroll management, to retain skilled workers. The growth of their businesses often entails building a sales funnel and maintaining cash flow, ensuring profitability. By examining these journeys, you can glean insights into the entrepreneurial spirit and the steps necessary to transition from sports to successful small business ownership. Notable NFL Entrepreneurs Several NFL players have made significant strides in the business world, demonstrating entrepreneurial prowess and intent. Their journeys provide valuable insights into how professional athletes can transform their sports fame into successful business ventures. Successful Ventures John Elway: After retiring, Elway leveraged his experience in the NFL to create a thriving automotive business. He sold John Elway Autos for $82 million. Elway expanded his portfolio with a Chrysler Jeep dealership in Colorado and two Toyota Scion dealerships in California. He also founded ‘Elway’s Colorado Steakhouse,’ a successful restaurant chain based in Denver. Brian Orakpo: Orakpo co-founded Gigi’s Cupcakes with former teammate Michael Griffin, successfully trademarking ‘Cupcake Guys.’ They even produced a Food Network television show highlighting their brand. Expanding his entrepreneurial reach, Orakpo opened an Esports gaming facility in Texas, capitalizing on trends in digital entertainment. Darryl Sharpton: Sharpton ventured into e-commerce with his furniture businesses ‘Edloe Finch’ and ‘Albany Park.’ Both companies supply products to Amazon, focusing on a solid online business model that emphasizes branding and customer acquisition in the competitive market. Philanthropic Initiatives Many NFL entrepreneurs engage in philanthropic efforts alongside their business ventures, enhancing their community impact. For instance, they often use their platforms to support youth programs, health initiatives, and educational efforts. Mentorship: By providing mentorship, these entrepreneurs share their knowledge and experience with aspiring business owners, helping guide them through essential steps like crafting a business plan, understanding market research, and exploring funding options. Community Engagement: Engaging with local communities through charity events or partnerships enhances brand visibility. It fosters goodwill and positions their businesses positively, establishing a loyal target audience. Collaborations: NFL entrepreneurs frequently collaborate with non-profits to promote social causes. Such partnerships can boost brand recognition while contributing to meaningful change, reflecting a strong commitment to social responsibility. These entrepreneurs exemplify how leveraging sports success can lead to impactful business achievements and community contributions. The Impact of NFL Entrepreneurs on Business NFL entrepreneurs significantly influence the business landscape, utilizing their celebrity status, skills, and networks to develop successful ventures. Their transitions from the field to various industries demonstrate the potential for innovative ideas and solid business plans leading to success. Economic Contributions NFL entrepreneurs contribute to the economy by launching startups that generate jobs and revenue. These athletes often leverage their fame and experience to attract funding, with efforts including venture capital and partnerships. For instance, Roger Staubach’s commercial real estate firm, The Staubach Company, was sold for $613 million, showcasing how a robust business model can yield lucrative returns. By creating small businesses, NFL players stimulate local economies, encouraging aspiring entrepreneurs to explore how to start a business effectively through strategic planning and market research. Community Engagement NFL entrepreneurs actively engage in their communities, often establishing businesses that align with philanthropic efforts. For example, Drew Brees and his wife Brittany founded Nine Brand, donating a portion of the proceeds to the Brees Dream Foundation. Such initiatives highlight the importance of a strong branding strategy, where social responsibility enhances customer loyalty and community support. Beyond business, these players often mentor young entrepreneurs, sharing insights on legal structures like LLCs and the significance of networking in achieving business goals. Their influence in this area fosters collaboration and community development, encouraging others to pursue their entrepreneurial ambitions. Challenges Faced by NFL Entrepreneurs Transitioning from professional athletics to entrepreneurship presents unique challenges for NFL players. Understanding these challenges is crucial for ensuring long-term success in the business world. Navigating Business Risks Managing risks is essential for NFL entrepreneurs. Many face uncertainty in cash flow while juggling startup expenses and operational costs. Developing a comprehensive business plan helps identify potential pitfalls and outlines strategies for navigating them. Considerations include understanding the legal structure of the business—whether it’s an LLC, sole proprietorship, or corporation. Knowledge of intellectual property, such as trademarks and patents, plays a vital role in protecting business ideas and products. Utilizing resources like mentorship and business coaches can provide guidance in effective risk management. Balancing Football and Business Time management becomes critical for NFL players balancing their former careers with new ventures. Many entrepreneurs find they need to establish clear priorities to allocate time efficiently among training, business development, and personal commitments. Incorporating structured time blocks for tasks like market research, product development, and branding can enhance productivity. Leveraging digital marketing tools, such as social media and email marketing, allows you to reach your target audience effectively while maintaining visibility as you transition. Engaging with a business incubator or networking with fellow entrepreneurs can provide valuable insights and foster collaborations, creating a supportive environment for growth and innovation. Future Trends for NFL Entrepreneurs NFL entrepreneurs leverage their established brand and network to create successful ventures. This competitive advantage helps in attracting attention and building credibility. For instance, Marshawn Lynch’s “Beast Mode” brand emphasizes how athletes tap into their fame. Ndamukong Suh actively invests in real estate and technology startups, showcasing effective funding strategies. Continuing education and skill development play a crucial role in entrepreneurship. Many players enroll in business courses to acquire knowledge in areas such as market research, finance, and marketing. Partnering with mentors enhances their business acumen; Larry Fitzgerald exemplifies this with his methodical investment approach. Understanding legal structures is vital for NFL entrepreneurs. Knowledge of LLCs, corporations, or partnerships guides them in making informed decisions. Proper business registration, including permits and licenses, ensures compliance and minimizes risks. Networking aids in establishing connections with business coaches and other entrepreneurs. Engaging with business incubators provides access to resources and insights necessary for growth. Forming partnerships can lead to collaborations that expand market reach. Marketing strategies increasingly focus on digital platforms. Utilizing social media, SEO, and email marketing boosts brand visibility and customer engagement. Establishing a strong online business presence enables effective customer acquisition. You can tailor your approach to target specific audiences through clear branding and innovative marketing tactics. As these trends evolve, NFL entrepreneurs continue to innovate. Exploring crowdfunding options for funding ideas can also provide flexibility, while understanding profit margins and maintaining cash flow addresses financial sustainability. Each player’s journey into entrepreneurship offers valuable lessons for aspiring entrepreneurs in any field, emphasizing the importance of strategic planning and adapting to market demands. Conclusion The journey of NFL entrepreneurs illustrates the power of leveraging fame and skills beyond the field. By embracing innovation and strategic planning you can carve out a successful path in the business world. Their stories serve as a reminder that with the right mindset and resources you can turn your passions into profitable ventures. As you explore your own entrepreneurial aspirations remember the lessons learned from these athletes. Focus on building strong networks understanding market dynamics and committing to continuous learning. This mindset will not only enhance your business acumen but also empower you to make a meaningful impact in your community. Frequently Asked Questions What motivates NFL players to become entrepreneurs? NFL players are motivated by their fame and skills to explore new opportunities beyond football. They seek financial independence, personal fulfillment, and the chance to make a positive impact in their communities. What industries are NFL players entering as entrepreneurs? NFL players are launching businesses across various fields, including technology, fashion, health, and food services. Notable examples include automotive, restaurant ventures, retail, and e-commerce. How do NFL players transition from sports to business? The transition involves developing comprehensive business plans, conducting market research, and understanding legal structures. Networking with business coaches and mentors is also crucial for gaining industry knowledge. What role does marketing play in their businesses? Digital marketing strategies are vital for building brand visibility and customer engagement. NFL entrepreneurs leverage social media and SEO to connect with their audience and promote their products. Can you give examples of successful NFL entrepreneurs? Yes! Notable examples include John Elway in the automotive industry, Brian Orakpo with Gigi’s Cupcakes and Esports, and Darryl Sharpton in e-commerce. These athletes have successfully ventured into various markets. What challenges do NFL entrepreneurs face? Challenges include managing cash flow uncertainties, operational costs, and time management. Developing strong business plans and understanding legal structures are essential for minimizing risks. How do NFL players engage with their communities through entrepreneurship? Many NFL entrepreneurs align their businesses with philanthropic efforts, donating portions of profits to charity and participating in community programs to enhance brand visibility and foster social responsibility. What future trends are emerging for NFL entrepreneurs? NFL entrepreneurs are increasingly relying on their established brands and networks to create successful ventures. Trends include investments in technology and real estate, along with a focus on continuing education and skill development. How crucial is networking for NFL players in business? Networking is essential for NFL players to establish valuable connections, access resources, and gain insights from other entrepreneurs. Engaging with business incubators can foster a supportive environment for growth. Why is strategic planning important for NFL entrepreneurs? Strategic planning is vital for navigating market demands, minimizing risks, and achieving long-term success. It helps NFL entrepreneurs stay adaptable and innovative in an ever-changing business landscape. Image Via Envato This article, "Inspiring Journeys of NFL Entrepreneurs: From Football Fields to Successful Ventures" was first published on Small Business Trends View the full article

Key Takeaways NFL players are successfully transitioning into entrepreneurship by leveraging their fame and skills to create diverse business ventures across various industries, from technology to fashion.Effective business strategies, including thorough market research and solid business planning, are crucial for NFL entrepreneurs to ensure growth and profitability.Understanding legal structures, such as LLCs and corporations, is vital for protecting their businesses and intellectual property.Networking and mentorship play a significant role in the success of these athletes, providing guidance in finance, marketing, and customer engagement.Many NFL entrepreneurs engage in philanthropic efforts, enhancing community impact and brand loyalty while inspiring the next generation of aspiring business owners.Upcoming trends indicate a growing focus on digital marketing strategies, continuous education, and innovative funding options, positioning NFL entrepreneurs for long-term success. The NFL isn’t just about touchdowns and tackles; it’s also a breeding ground for innovative entrepreneurs. Many players are transforming their passion for the game into successful business ventures, proving that the gridiron can lead to great opportunities off the field. From tech startups to fashion lines, these athletes are redefining what it means to be a professional in today’s world. You might be surprised to learn how some of your favorite players are leveraging their fame and skills to create thriving businesses. These NFL entrepreneurs are not only making a name for themselves in the corporate world but also inspiring the next generation of athletes to think beyond the game. Join us as we explore the diverse paths taken by these trailblazers and uncover the secrets behind their success. Overview of NFL Entrepreneurs NFL entrepreneurs demonstrate how athletes transition from the field to the business world. They leverage their fame and skills to craft innovative business ideas across various industries, including technology, fashion, and health. You can find NFL players venturing into startups that require comprehensive business plans to map out their growth strategy. They focus on market research to identify their target audience, ensuring their products meet consumer demand. Many utilize venture capital and funding options such as angel investors or crowdfunding to kickstart their projects. Understanding the legal structure is crucial for these entrepreneurs. Some choose to operate as LLCs or corporations, allowing for flexibility in taxes and liability. They often seek legal advice to navigate intellectual property concerns like trademarks or patents, protecting their unique brand elements. Networking plays a vital role in the success of NFL entrepreneurs. They attend events and connect with business coaches and mentors for guidance in areas of finance, marketing, and customer acquisition. You can observe these athletes utilizing digital marketing strategies, including social media and SEO, to build strong branding and customer engagement. Team building becomes essential as these entrepreneurs hire talent to support their ventures. They implement effective human resource strategies, including employee benefits and payroll management, to retain skilled workers. The growth of their businesses often entails building a sales funnel and maintaining cash flow, ensuring profitability. By examining these journeys, you can glean insights into the entrepreneurial spirit and the steps necessary to transition from sports to successful small business ownership. Notable NFL Entrepreneurs Several NFL players have made significant strides in the business world, demonstrating entrepreneurial prowess and intent. Their journeys provide valuable insights into how professional athletes can transform their sports fame into successful business ventures. Successful Ventures John Elway: After retiring, Elway leveraged his experience in the NFL to create a thriving automotive business. He sold John Elway Autos for $82 million. Elway expanded his portfolio with a Chrysler Jeep dealership in Colorado and two Toyota Scion dealerships in California. He also founded ‘Elway’s Colorado Steakhouse,’ a successful restaurant chain based in Denver. Brian Orakpo: Orakpo co-founded Gigi’s Cupcakes with former teammate Michael Griffin, successfully trademarking ‘Cupcake Guys.’ They even produced a Food Network television show highlighting their brand. Expanding his entrepreneurial reach, Orakpo opened an Esports gaming facility in Texas, capitalizing on trends in digital entertainment. Darryl Sharpton: Sharpton ventured into e-commerce with his furniture businesses ‘Edloe Finch’ and ‘Albany Park.’ Both companies supply products to Amazon, focusing on a solid online business model that emphasizes branding and customer acquisition in the competitive market. Philanthropic Initiatives Many NFL entrepreneurs engage in philanthropic efforts alongside their business ventures, enhancing their community impact. For instance, they often use their platforms to support youth programs, health initiatives, and educational efforts. Mentorship: By providing mentorship, these entrepreneurs share their knowledge and experience with aspiring business owners, helping guide them through essential steps like crafting a business plan, understanding market research, and exploring funding options. Community Engagement: Engaging with local communities through charity events or partnerships enhances brand visibility. It fosters goodwill and positions their businesses positively, establishing a loyal target audience. Collaborations: NFL entrepreneurs frequently collaborate with non-profits to promote social causes. Such partnerships can boost brand recognition while contributing to meaningful change, reflecting a strong commitment to social responsibility. These entrepreneurs exemplify how leveraging sports success can lead to impactful business achievements and community contributions. The Impact of NFL Entrepreneurs on Business NFL entrepreneurs significantly influence the business landscape, utilizing their celebrity status, skills, and networks to develop successful ventures. Their transitions from the field to various industries demonstrate the potential for innovative ideas and solid business plans leading to success. Economic Contributions NFL entrepreneurs contribute to the economy by launching startups that generate jobs and revenue. These athletes often leverage their fame and experience to attract funding, with efforts including venture capital and partnerships. For instance, Roger Staubach’s commercial real estate firm, The Staubach Company, was sold for $613 million, showcasing how a robust business model can yield lucrative returns. By creating small businesses, NFL players stimulate local economies, encouraging aspiring entrepreneurs to explore how to start a business effectively through strategic planning and market research. Community Engagement NFL entrepreneurs actively engage in their communities, often establishing businesses that align with philanthropic efforts. For example, Drew Brees and his wife Brittany founded Nine Brand, donating a portion of the proceeds to the Brees Dream Foundation. Such initiatives highlight the importance of a strong branding strategy, where social responsibility enhances customer loyalty and community support. Beyond business, these players often mentor young entrepreneurs, sharing insights on legal structures like LLCs and the significance of networking in achieving business goals. Their influence in this area fosters collaboration and community development, encouraging others to pursue their entrepreneurial ambitions. Challenges Faced by NFL Entrepreneurs Transitioning from professional athletics to entrepreneurship presents unique challenges for NFL players. Understanding these challenges is crucial for ensuring long-term success in the business world. Navigating Business Risks Managing risks is essential for NFL entrepreneurs. Many face uncertainty in cash flow while juggling startup expenses and operational costs. Developing a comprehensive business plan helps identify potential pitfalls and outlines strategies for navigating them. Considerations include understanding the legal structure of the business—whether it’s an LLC, sole proprietorship, or corporation. Knowledge of intellectual property, such as trademarks and patents, plays a vital role in protecting business ideas and products. Utilizing resources like mentorship and business coaches can provide guidance in effective risk management. Balancing Football and Business Time management becomes critical for NFL players balancing their former careers with new ventures. Many entrepreneurs find they need to establish clear priorities to allocate time efficiently among training, business development, and personal commitments. Incorporating structured time blocks for tasks like market research, product development, and branding can enhance productivity. Leveraging digital marketing tools, such as social media and email marketing, allows you to reach your target audience effectively while maintaining visibility as you transition. Engaging with a business incubator or networking with fellow entrepreneurs can provide valuable insights and foster collaborations, creating a supportive environment for growth and innovation. Future Trends for NFL Entrepreneurs NFL entrepreneurs leverage their established brand and network to create successful ventures. This competitive advantage helps in attracting attention and building credibility. For instance, Marshawn Lynch’s “Beast Mode” brand emphasizes how athletes tap into their fame. Ndamukong Suh actively invests in real estate and technology startups, showcasing effective funding strategies. Continuing education and skill development play a crucial role in entrepreneurship. Many players enroll in business courses to acquire knowledge in areas such as market research, finance, and marketing. Partnering with mentors enhances their business acumen; Larry Fitzgerald exemplifies this with his methodical investment approach. Understanding legal structures is vital for NFL entrepreneurs. Knowledge of LLCs, corporations, or partnerships guides them in making informed decisions. Proper business registration, including permits and licenses, ensures compliance and minimizes risks. Networking aids in establishing connections with business coaches and other entrepreneurs. Engaging with business incubators provides access to resources and insights necessary for growth. Forming partnerships can lead to collaborations that expand market reach. Marketing strategies increasingly focus on digital platforms. Utilizing social media, SEO, and email marketing boosts brand visibility and customer engagement. Establishing a strong online business presence enables effective customer acquisition. You can tailor your approach to target specific audiences through clear branding and innovative marketing tactics. As these trends evolve, NFL entrepreneurs continue to innovate. Exploring crowdfunding options for funding ideas can also provide flexibility, while understanding profit margins and maintaining cash flow addresses financial sustainability. Each player’s journey into entrepreneurship offers valuable lessons for aspiring entrepreneurs in any field, emphasizing the importance of strategic planning and adapting to market demands. Conclusion The journey of NFL entrepreneurs illustrates the power of leveraging fame and skills beyond the field. By embracing innovation and strategic planning you can carve out a successful path in the business world. Their stories serve as a reminder that with the right mindset and resources you can turn your passions into profitable ventures. As you explore your own entrepreneurial aspirations remember the lessons learned from these athletes. Focus on building strong networks understanding market dynamics and committing to continuous learning. This mindset will not only enhance your business acumen but also empower you to make a meaningful impact in your community. Frequently Asked Questions What motivates NFL players to become entrepreneurs? NFL players are motivated by their fame and skills to explore new opportunities beyond football. They seek financial independence, personal fulfillment, and the chance to make a positive impact in their communities. What industries are NFL players entering as entrepreneurs? NFL players are launching businesses across various fields, including technology, fashion, health, and food services. Notable examples include automotive, restaurant ventures, retail, and e-commerce. How do NFL players transition from sports to business? The transition involves developing comprehensive business plans, conducting market research, and understanding legal structures. Networking with business coaches and mentors is also crucial for gaining industry knowledge. What role does marketing play in their businesses? Digital marketing strategies are vital for building brand visibility and customer engagement. NFL entrepreneurs leverage social media and SEO to connect with their audience and promote their products. Can you give examples of successful NFL entrepreneurs? Yes! Notable examples include John Elway in the automotive industry, Brian Orakpo with Gigi’s Cupcakes and Esports, and Darryl Sharpton in e-commerce. These athletes have successfully ventured into various markets. What challenges do NFL entrepreneurs face? Challenges include managing cash flow uncertainties, operational costs, and time management. Developing strong business plans and understanding legal structures are essential for minimizing risks. How do NFL players engage with their communities through entrepreneurship? Many NFL entrepreneurs align their businesses with philanthropic efforts, donating portions of profits to charity and participating in community programs to enhance brand visibility and foster social responsibility. What future trends are emerging for NFL entrepreneurs? NFL entrepreneurs are increasingly relying on their established brands and networks to create successful ventures. Trends include investments in technology and real estate, along with a focus on continuing education and skill development. How crucial is networking for NFL players in business? Networking is essential for NFL players to establish valuable connections, access resources, and gain insights from other entrepreneurs. Engaging with business incubators can foster a supportive environment for growth. Why is strategic planning important for NFL entrepreneurs? Strategic planning is vital for navigating market demands, minimizing risks, and achieving long-term success. It helps NFL entrepreneurs stay adaptable and innovative in an ever-changing business landscape. Image Via Envato This article, "Inspiring Journeys of NFL Entrepreneurs: From Football Fields to Successful Ventures" was first published on Small Business Trends 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. At the Exceptional Women Alliance, we enable high-level women to mentor each other to achieve personal and professional happiness through sisterhood. As the nonprofit organization’s founder, chair, and CEO, I am honored to interview and share insights from thought leaders who are part of our peer-to-peer mentoring program. This month, I’m pleased to introduce Roslyn Schneider, MD, a physician, and driver of person centeredness in healthcare, medical education, and the biopharmaceutical industry. She has practiced medicine as a pulmonologist, launched blockbuster medicines while at biopharmaceutical companies, and worked with companies and coalitions to embed patient and community involvement across the medical product development and commercialization lifecycle. Here is some of what we talked about. Q: What inspired you to focus on human-centered design in healthcare, research, and medical product development? Roslyn Schneider, MD: My personal and family encounters with our healthcare system, clinical practice during the height of the AIDS epidemic, and seeing the value of partnerships with patients as lived experience experts, have been my greatest influences. As a child I was misdiagnosed, in large part, because physicians dismissed concerns from my parents who were immigrants with little formal education, but who knew there was something wrong. As an adult, I practiced and taught at a New York City hospital in the 1980’s and 90’s when we had limited treatments for HIV infection. People who were in the prime of their lives were dying, battling a poorly understood, devastating illness, and the community challenged the pace of medication development and access. I saw the power of their advocacy and activism with businesses, health authorities, and researchers, at the intersection with medical practice and science. That power resulted in transformation of a uniformly fatal illness, to a chronic illness in much of the world today, and it forever changed how medical products are developed, approved, and accessed. These experiences were front and center for me, as my teams have partnered with patients and patient organizations in an intentional, iterative manner, from the early stages of development and at key points in its lifecycle, for as long as a particular product is available. Q: What’s the role of physician and community engagement in precision medicine? Schneider: During my four decades since graduating medical school, medicine has become increasingly precise. Deliberately engaging with patients who are lived experience experts, will help us ensure that these treatments are not only precise, but personal. Precision therapies, whether in clinical trials or commercially available, are specifically aimed toward genetic or other targets. We must be careful not to fall so in love with the science, that we don’t consider how participation in the clinical research or use of these products may or may not fit with people’s health goals and life goals. Maintaining community relationships, active listening to understand care gaps and preferences, co-creation, and prioritizing outcomes that matter most to patients are critical as we develop all types of medicines and medical technologies. Q: You’ve been a leader in and a consultant for small, medium, and large-sized global companies. Where is the industry compared to its patient-centric goals, and what might we expect in the next decade? Schneider: It’s tempting to be satisfied with how much more patient engagement there is in medical product development now compared with earlier days, but we are not yet where we need to be. In periods of resource constraints and economic pressures, companies might, shortsightedly, consider reducing their engagement with patients as partners to achieve savings. There’s a regression of thinking that this is somehow non-essential to successful outcomes for patients and for businesses. That happens despite the financial models of the value of patient engagement, and many real-life examples of shortened business timelines, reduction of costly, avoidable amendments to clinical research protocols, and more favorable product labeling, and more effective patient support programs. Data from the Tufts Center for the Study of Drug Development are consistent with what I hear from professionals and patients in relevant working groups I participate in. Data show that most companies today are piloting or sometimes implementing patient-centered elements in clinical development, yet the minority are doing so routinely. “Patients are waiting” is an outdated slogan. I have confidence that lived experience experts and professionals across the globe will continue to find innovative ways to embed patient engagement into standard processes and utilize metrics that will resonate with stakeholders and decision makers at the grassroots level, the executive suite, and in the boardroom. Larraine Segil is founder, chair, and CEO of The Exceptional Women Alliance. 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. Have you ever wanted to break up with your doctor—not because of the practitioner, but because of the difficulty in engaging with their practice? You’re not alone. I’ve left doctors for that reason and McKinsey has found that nearly 25% of consumers have delayed care because they hate everything about the process. System complexity is not doctors’ fault, but making the care experience easier for patients is now their—and their teams’—burden. And that burden is only increasing. With generative AI reaching a tipping point, practices that can’t adopt the technology to engage patients with a consumer-grade experience will soon face an existential crisis. In virtually every other aspect of our lives—from banking and shopping to transportation and vacation planning—technology has dramatically improved the consumer experience, catering to convenience and access. But not in healthcare, where the experience of being a patient still differs widely from practice to practice. There are offices where booking a routine medical appointment can feel more stressful than booking a flight to Melbourne or negotiating insurance approval for a standard treatment feels out of reach. While healthcare’s digital revolution has stubbornly lagged other industries, that is now shifting. Patients are beginning to flex their consumer muscles, demanding digital convenience that enhances human connection. And they’re increasingly starting to vote with their feet when they don’t get the digital attention they need. We see this with the uptick in patients turning to urgent care clinics for more than just colds, because of the flexibility and digital access they provide. At the same time, much of the technology aimed at improving patient experience has, so far, created more work for doctors. These compounding factors are pushing an already burdened ecosystem towards its limits. But there is a way forward. And it’s based on understanding that the ability to deliver a consumer-grade patient experience requires a better practice experience, one where physicians and administrators alike can spend their time on what matters most: delivering patient care. An AI “aha” moment Until recently, many physicians have struggled to realize the value of AI in their practice. The introduction of ambient listening technology has changed the equation, creating an industry-wide revelation. This AI-based voice recognition technology has quickly proven its ability to shave off hours of time on notetaking, documentation, and entering preliminary information to assist in billing patient encounters. Doctors who were previously plagued by “pajama time”—hours spent catching up on patient documentation work at home—feel liberated by AI-powered ambient listening. And the research supports that the optimism is more than anecdotal. athenahealth’s annual Physician Sentiment Survey found a positive shift in physicians’ opinions of AI. This year, only 27% of surveyed physicians believe AI to be overhyped or unable to meet expectations (down from 40% a year ago), and the majority of physicians who previously reported using AI in their practice (68%) are using it more frequently to generate clinical documentation. Beyond the important work to streamline operations, AI is also increasingly working as an intelligence layer that enables doctors to spend less time hunting for facts and more time acting on insights at the moment of care, allowing their practices to offer a better experience for patients and staff. The rise of AI agents What am I excited about seeing in 2025? AI applications on the horizon that can deliver on the promise of a more consumer-friendly, human experience—one that shifts physicians’ attention away from the computer screen and back toward their patients. Recently, I was at the HIMSS conference, an annual gathering of healthcare technology leaders. While last year’s conference centered on generative AI hype, with few applications in sight, this year showed real world impact and a more tangible roadmap of coming applications—including agentic AI. AI agents have been operating behind the scenes in many industries for years, but large language models are giving them the ability to perform more complex tasks, such as answering certain patient questions and managing front office work. We are already seeing these agentic AI applications in our app store Marketplace of partner tools (for instance Salesforce’s Agentforce for Health), and are exploring agentic AI throughout our solutions, such as in improving the revenue cycle management process. As the technology enables practices to function more efficiently, those improvements will be felt by their patients, whose needs can be met faster and more directly. The benefits are real As a health tech marketer and executive, I understand both the challenge and the opportunity ahead. As I wrote about AI previously in Fast Company: “Just as important as building and evolving the technology is our ability to market AI’s benefits to physicians and patients alike, to ensure that it’s leveraged to help reclaim what’s at the heart of exceptional care: a meaningful patient-physician relationship.” I believe the recent AI advances have demonstrated that the benefits are real. That we, as patients, can finally stop checking our consumer expectations at the door of our doctors’ office. And that better care is within our reach—not despite technology, but because of it. Stacy Simpson is chief marketing officer of athenahealth. View the full article

Much of the increase came from the wholesale channel, where margins were thinner, leaving them flat on for the origination unit on a sequential quarter basis. View the full article

The Irvine, California-based firm had a net loss of $40.7 million in the first quarter of 2025, a rebound from a net loss of $67.5 million in the previous period. View the full article