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You can feel everything—the frustration, irritation, and fear—and still choose your response from a place of calm. That’s what the Stoics (thinkers from ancient Greece and Rome) have taught me. Stoicism is staying calm when life isn’t, focusing on what you can control, and not wasting energy on what you can’t. I’ve been studying Stoic philosophers for years, and the wisdom of Marcus Aurelius, Seneca, and Epictetus has transformed my relationship with myself and how I work. I now practice the art of making the most of the gap between feeling and action. These four Stoic teachings can help you become your best self at work. 1. You control the response The many experiences at work are not all in your control. But your response is completely yours to master. Your colleague takes credit for your idea in a meeting. Your instinct will be to lash out in rage. That reaction is human and instant. Most people can’t stop it. But how you behave and what happens next is entirely up to you. The Stoics called this the dichotomy of control. “Some things are in our control and others not. Things in our control are opinion, pursuit, desire, aversion and, in a word, whatever are our own actions,” Epictetus said. Some things are yours, most are not—whether your boss recognizes your work, whether a deal closes, or whether your colleagues respect you. None of it is inside your circle of control. Your interpretation is. How you speak to everyone. What you do to earn respect. That’s all up to you. Before you speak after something goes wrong, get back to what’s yours to control. And let go of what ends up making things worse. The colleague who irritates you most can teach you patience. The failing initiative teaches you how to communicate bad news with honesty and care. 2. Name the emotion before it names you “We suffer more in imagination than in reality,” Seneca observed. The mind magnifies trouble far beyond what reality demands. We spend a lot of time in our heads wrestling with past experiences: Could it have gone any better? Maybe I could have said things differently. What did they think of me? Name your feelings to take back control. When you name a feeling—for example, “I’m embarrassed” or “I’m threatened”—you create distance from it. Distance creates choice. Detachment makes you think clearly. Your manager rejects your proposal in front of the team. Before you feel humiliated, you feel something unnamed. Name it. I feel dismissed. Now it’s a feeling you can examine. You are not lost inside it. You can get better answers. You can put the feeling to the test: Is what I feel the only truth? Is it useful? What does it require from me? How do I recover from this and keep doing what I do best? “What disturbs men’s minds is not events but their judgments on events,” Epictetus said. Naming your emotion is the first step. Acknowledging is how you see it for what it is. And then comes the most important part: detaching from it. Because you are not your feelings. You are the awareness of them. Once you stop letting the “dismissal” you feel get in the way of who you are, you can get back to doing what you must at work. Rise above what stands in the way. 3. See the obstacle as the instruction Marcus Aurelius had a simple formula: The obstacle is the way. “The impediment to action advances action, what stands in the way becomes the way,” he said. The obstacle itself is your way forward. You get passed over for a promotion. Your first instinct will be, “the system is unfair” (it might be) or “I’ll quit” (you might). But if you intend to go on in the same company, use what you feel to your advantage. What is this teaching you? Maybe you need to make your work more visible. You may need to have a direct conversation you’ve been avoiding in order to get more personal feedback. Or use the opportunity to learn more skills to improve your options in the future. The promotion you didn’t get is neutral. What you build with it is up to you. What stands in your path becomes your path. “Difficulties strengthen the mind, as labor does the body,” Seneca once said. Opportunities for growth, learning, and redirection are everywhere if you pay attention. 4. Judge your day by your values Epictetus said, “First say to yourself what you would be and then do what you have to do.” Work is designed to produce infinite external feedback. Likes on your presentation. Approval from leadership. Validation from your boss. The machine runs on your need for it. The Stoics recommended a different mindset. Each evening, Epictetus would review his day against a single question: Did I act according to my values? External results—Did my boss praise me? Did the project get the attention it deserves?—are outside your control. This mindset changes everything. If your values are integrity, curiosity, and giving it everything you have, practice them daily. It’s the only metric that accumulates over time. “No man is free who is not master of himself,” Epictetus said. “A man should so live that his happiness shall depend as little as possible on external things. The world turns aside to let any man pass who knows where he is going.” Here are a few questions to direct your actions today: Where did I act against my principles today? What did I avoid that I knew was right? Did I act, or just intend to act? Was I ruled by reason or by impulse? Use those questions to guide your actions today. View the full article

Open almost any newspaper, scroll through LinkedIn, or listen to the latest business podcast, and you will encounter a familiar theme: the return of the strong leader. From “wartime CEOs” to hard-charging founders and authoritarian coaching styles in elite sports, and the virtues of “hands on” leaders, there is a growing narrative that command-and-control leadership is not only back, but necessary. The appeal is intuitive. When the world feels volatile and uncertain, decisiveness offers comfort, and centralized authority promises clarity. But, is this resurgence real, or are we simply observing a handful of highly visible cases amplified by media and investor attention? More importantly, what does the evidence actually tell us about the effectiveness of top-down leadership compared with more participative approaches? To answer these questions, it is useful to distinguish between perception and reality. Ever present First, we find that command-and-control leadership never really disappeared. In fact, it has always been present in certain contexts, particularly those characterized by time pressure, high risk, and tightly coupled systems. As former White House Chief of Staff Rahm Emanuel famously put it, one should “never let a good crisis go to waste,” a reminder that disruption often expands both the appetite and the tolerance for more directive leadership. In such environments, centralized authority can offer clear advantages. Why? Because it enables faster decision-making, reduces ambiguity, and clarifies accountability. In crises, when coordination matters more than deliberation, these qualities can be valuable. There is also a psychological explanation for its appeal. Freud famously argued that groups have a natural tendency to idealize strong leaders, projecting onto them a sense of certainty, protection, and authority that reduces individual anxiety. In line, humans in groups regress psychologically and transfer their ego ideal onto a leader, whom they then idealize and obey. The key mechanism is identification with the leader and a reduced tolerance for ambiguity, which helps explain the attraction to strong, authoritative figures. The result is a recurring attraction to “alpha” leadership, not necessarily because it is more effective, but because it feels more reassuring. Although most of Freud’s observations were the product of his own clinical intuition and creative imagination, they were often backed up by subsequent empirical science. Indeed, decades of behavioral research show that uncertainty increases our preference for, well, certainty. In other words, the more ambivalent or ambiguous things are, the more we crave clarity and closure. This is where romanticizing about strong leaders makes sense; they will (appear to) fill in that certainty gap by providing confident, simple, clear-cut, compelling explanations or interpretations of reality (brushing aside uncomfortable ambiguities) also matching them with a proneness to action and bold decision making. In this sense, command-and-control leadership often provides not just direction, but emotional reassurance. And in a complex and ambiguous world in which it is even difficult to judge leadership performance or the contribution individual leaders actually make to success, we are often prone to over-attribute success to these charismatic individuals and under-appreciate the collective systems that underpin performance. However, stories are not the same as evidence. And when we move beyond anecdotes to large-scale empirical research, a different picture emerges. Seeking diverse perspectives Indeed, recent meta-analyses evidence suggests that authoritarian leadership tends to erode work climate, suppress initiative and innovation, and increase employees’ intention to leave, with any performance gains largely confined to specific, short-term, high-pressure situations. As one of us (Amy) has. extensively documented, cultures that discourage dissent and concentrate decision-making power tend to suppress information, limit experimentation, and increase the risk of strategic error. By contrast, environments characterized by psychological safety, leader humility, and distributed input are more likely to foster innovation, adaptability, and sustained performance. One important nuance is often overlooked in these debates: the difference between who makes the decision and who contributes to it. Effective leaders do not necessarily decentralize authority, but they do decentralize input. They retain responsibility for final decisions while actively seeking diverse perspectives, data, and dissenting views. This distinction is critical. It allows organizations to benefit from both clarity and inclusiveness, avoiding the false trade-off between speed and participation. To make sense of the debate around command-and-control leadership, it is helpful to distinguish between two key dimensions: the decision process and ownership (ranging from non-consultative to consultative) and the source of authority and input (ranging from centralized to distributed). As the above 2 x 2 figure illustrates, these dimensions generate four distinct leadership modes: In the top-left quadrant, where authority is centralized and the decision process is non-consultative, we find command-and-control leadership. This style is directive and autocratic, relying on unilateral decision-making with minimal input from others. It can deliver speed and clarity, particularly in crises, but it also risks suppressing dissent, overlooking critical information, and amplifying leader bias. The result, in the face of uncertainty and complexity, is too often failure. In the top-right quadrant, where authority remains centralized but the decision process is consultative, we see decisive but inclusive leadership. This approach is authoritative yet open. Leaders retain control over final decisions while actively seeking input, expertise, and dissenting views. This model tends to produce higher-quality decisions in complex environments, as it combines accountability with access to broader intelligence. Although it may appear to be time-consuming, in reality it can be carried out efficiently and effectively. In the bottom-left quadrant, where authority is distributed but the decision process remains non-consultative, we encounter leaderless chaos. This mode is weak and disorganized, characterized by unclear accountability and insufficient coordination. Decision-making is fragmented, and the absence of both strong leadership and meaningful consultation often leads to inconsistency and poor outcomes. Finally, in the bottom-right quadrant, where authority is distributed and the decision process is consultative, we find participatory leadership. This style is collaborative and democratic, with shared decision-making and broad involvement. It can be highly effective in knowledge-intensive settings with skilled teams, though it may slow decisions and create coordination challenges if not carefully managed. Balance is key The key insight is that leadership effectiveness does not hinge on choosing one quadrant over another, but on understanding when each mode is appropriate (though, admittedly, this rarely applies to leaderless chaos, a state which by definition trends towards its own extinction). In practice, the most effective leaders gravitate toward being decisive and inclusive, combining clear authority with openness to input, while avoiding the pitfalls of both rigid command-and-control and unstructured participation. In short, the limitations of command-and-control leadership become especially pronounced in complex, knowledge-intensive environments. No individual, regardless of experience or intelligence, possesses all the expertise or information required to navigate today’s challenges. Overconfidence at the top can therefore become a liability, leading to simplified thinking, blind spots, and costly mistakes. Concentrated power may deliver short-term alignment, but it often undermines long-term resilience. The evidence instead points to a more balanced model of leadership. The most effective leaders combine direction with openness, authority with accountability, and decisiveness with learning. They create systems that encourage input without sacrificing clarity, and they recognize that their role is not to have all the answers, but to ensure that the right questions are asked. As we have argued, this is particularly relevant in an era increasingly shaped by AI and data. As information becomes more abundant and accessible, leadership advantage shifts away from issuing directives toward designing systems that harness collective intelligence. The challenge is no longer to control information flows, but to integrate them effectively. In that sense, the enduring lesson from decades of research is not that command-and-control leadership is obsolete, but that it is highly contextual and often overvalued. It may work in narrowly specific situations, especially in the short term, but it is rarely a reliable foundation for sustained performance. More broadly, leadership trends tend to oscillate. After years of emphasizing servant, humble, and coaching-oriented leadership, it is perhaps unsurprising that the pendulum swings back toward more directive styles. The real skill, however, is not to move from one extreme to another, but to remain versatile and flexibly moderate, which ought to include the ability to not “just be themselves”, calibrating one’s approach to the context. Effective leaders, in that sense, do not default to a single style; they adapt, drawing selectively from different modes to balance control and inclusion as circumstances require. Whatever style or model leaders employ, though, it will always be easier for them to get things done and have a positive long-lasting impact if they are capable of bringing people along, motivating them to change their beliefs, and inspire rather than force them to action. As the brilliant political scientist Richard Neustadt observed, effective leadership in complex systems relies less on formal authority and more on influence. It requires persuasion rather than command, curiosity rather than certainty, and a disciplined focus on long-term consequences rather than short-term control. The real question, then, is not whether command-and-control leadership is back, but why we are so often tempted to believe that it works better than it does. View the full article

Discover how AI is shaping local SEO. Find out what factors influence your local rankings and visibility on search engines. The post AI Overviews & Local SEO: What Multi-Location Brands Must Do [Webinar] appeared first on Search Engine Journal. View the full article

Figure marked sharp increase from previous monthView the full article

Tax season for 2025 is set to kick off around January 27, as announced by the IRS. As you can start organizing your documents and using tax software like TaxAct, you won’t be able to submit your returns until that date arrives. It’s crucial to keep in mind that state deadlines may differ, but the federal deadline remains April 15, 2025. Comprehending these timelines can help you avoid potential pitfalls when you file your taxes. What else should you consider as the date approaches? Key Takeaways The IRS is expected to announce the start of tax season around January 27, 2025. Tax returns can be prepared in advance using software like TaxAct, but cannot be filed until the official start date. Refunds may be delayed until the IRS begins processing returns, usually within 21 days post-acceptance. State tax agencies may have different filing timelines compared to the federal tax schedule. The federal tax filing deadline for most individuals remains April 15, 2025. Overview of Tax Season Start Dates As you prepare for tax season, it’s important to know when the filing process officially begins. The IRS typically announces the start date in January, with the 2025 tax season expected to kick off around January 27. Although you can start preparing your returns using tax preparation software, like TaxAct, bear in mind that the IRS won’t accept any returns until the official opening date. This means although you’re ready to file, you’ll need to wait. Refunds for early filers might likewise be delayed until the IRS begins processing returns, which usually occurs within 21 days after acceptance. Furthermore, keep in mind that state tax agencies have their own filing timelines and deadlines, which can differ from the federal schedule. If you’re curious about when does child tax credit start 2025, it typically aligns with the federal filing timeline, so stay informed to maximize your benefits. Factors Affecting the Start of Tax Season Grasping the factors that affect the start of tax season is crucial for anyone planning to file their returns. The IRS usually announces the official opening date in January, with most seasons beginning in late January. Nonetheless, significant changes in tax laws or updates to tax forms can delay this timeline. For instance, new legislation, such as the One Big Beautiful Bill (OBBB), may impact the IRS‘s processing capabilities, leading to a later start for taxpayers. It’s significant to acknowledge that although the start date may vary, the tax filing deadline remains April 15 for most individuals. Fortunately, platforms like TaxAct allow you to prepare your tax returns in advance, even before the IRS officially opens. This means you can complete your returns early, ensuring everything’s ready as soon as the season kicks off, regardless of any delays that might occur. Importance of Early Preparation Getting a head start on tax preparation is vital for guaranteeing a smooth filing experience. Early preparation can lead to quicker, more accurate filings, minimizing errors that might delay your refund. By gathering and organizing tax records like W-2 forms and 1099s ahead of time, you guarantee all necessary information is readily available when filing begins. Utilizing IRS resources, such as IRS.gov/GetReady, provides valuable tips on new tax considerations that may affect your filing. Here’s a quick overview of the benefits of early preparation: Benefit Description Outcome Quicker Filing Prepare documents ahead of time Faster refund process Fewer Errors Minimize mistakes by being organized Accurate tax returns Stay Informed Learn about changes in tax laws and credits Maximize deductions and credits Advance Completion Finish returns before the IRS opens for submission Smoother overall experience Utilize Resources Access IRS tips and tools Better preparation Key Tax Deadlines for 2025 Comprehending the key tax deadlines for 2025 is crucial for successful tax management, especially after preparing your documents early. Being aware of these deadlines helps you avoid penalties and guarantees you stay on track. Here are the critical dates you should keep in mind: IRS tax season start: Expected to begin in late January 2026. Federal tax filing deadline: April 15, 2026. Extended filing deadline: If you file for an extension, your return is due by October 15, 2026. Form W-2 issuance: Employers must issue W-2s by February 2, 2026, for your filing needs. Quarterly estimated tax payments: The 4th Quarter payment is due on January 15, 2026. Staying informed about these deadlines can make the tax filing process smoother and less stressful for you. Free Tax Filing Options Available If you’re looking to save money during filing your taxes, you’ll find several free tax filing options available that can make the process more accessible. The IRS Free File program is available for taxpayers with an income of $84,000 or less, providing access to free tax preparation software. For those of any income level, IRS Free File Fillable Forms are likewise an option at no cost. If you need assistance, the Volunteer Income Tax Assistance (VITA) program offers free help for eligible individuals, including low-income and disabled taxpayers. Furthermore, the MilTax program provides free tax preparation services particularly for military members and veterans. In some states, the Direct File option allows taxpayers to file their taxes electronically directly with the IRS, offering a convenient and cost-free way to complete your filing. Explore these resources to guarantee you maximize your savings this tax season. Tips for Organizing Tax Records As you prepare for tax season, organizing your tax records can greatly ease the filing process. Start early by gathering crucial documents to guarantee you report all income accurately. Here are some tips to help you stay organized: Collect Forms W-2 from employers and Forms 1099 from banks and other payers. Organize receipts and documents for deductions, like mortgage interest statements and charitable contributions. Keep track of digital asset transactions, as they may be taxable. Create a checklist of required documents, including your Social Security number and previous year’s tax return. Utilize online tools or spreadsheets to track and organize your tax documents for easy access. Choosing the Right Tax Professional Choosing the right tax professional can greatly impact your tax filing experience, especially since over half of taxpayers seek assistance to maneuver the intricacies of tax laws. Selecting a qualified preparer is vital to avoid potential financial harm. Utilize the IRS Directory of Federal Tax Return Preparers to find trusted professionals affiliated with national tax associations. When evaluating a tax preparer, consider their qualifications, experience, and reputation, as these factors help guarantee ethical practices and accurate filings. It’s important to ask about fees upfront and understand the preparer’s structure, preventing unexpected costs during the tax preparation process. Be cautious of warning signs, such as promises of large refunds or guarantees, which can indicate potential scams or dishonest practices. Understanding Potential Delays and Their Impact As you prepare for tax season, it’s important to be aware of potential delays that can impact your filing process. The IRS often announces the official opening date in January, but unexpected changes in tax laws may push this date back, affecting when you can submit your return. Furthermore, during the time you can start your filing using tax software, keep in mind that refunds might take longer to arrive if processing is delayed, and state deadlines could vary from federal ones. IRS Opening Date Uncertainty What happens if the IRS doesn’t announce its opening date on schedule? Uncertainty can create complications for early filers since you won’t be able to submit your returns until the IRS officially opens. Here are some key points to take into account: The typical opening date is late January, but this can vary. Delays may impact processing times for early filers. Refund issuance could be affected by these delays. In spite of the IRS’s timing, the tax filing deadline remains April 15, 2026. State tax deadlines may differ, so check local requirements. Being aware of these factors can help you prepare for tax season, ensuring you stay informed and ready to file when the IRS does officially open. Processing Times for Returns Processing times for tax returns can vary considerably based on several factors, and comprehending these can help you better navigate the filing season. The IRS usually starts processing returns in late January, though the specific date for 2026 hasn’t been announced yet. Once your return is accepted, refunds are typically issued within 21 days. Nevertheless, be aware that during peak filing periods or if your return needs additional review, processing times may lengthen. If you file early, you might face delays if the IRS hasn’t officially opened for the season. Significant tax law changes or updates to forms can likewise cause delays, but remember, the tax filing deadline usually remains April 15 for most taxpayers. State Deadline Variations Maneuvering state tax deadlines can be just as important as grasping federal filing dates, especially since they often vary considerably. To avoid any last-minute surprises, keep these points in mind: State deadlines can range from April 15 to various dates in May or later. Review your state’s tax regulations for specific filing dates. Check for any changes or extensions announced by your state tax agency. Some states align their deadlines with federal extensions, offering additional time. Recognizing potential delays is essential for your overall tax preparation and refund timelines. Frequently Asked Questions What Date Will the IRS Start Releasing Refunds? The IRS typically issues most refunds within 21 days of receiving your tax return, assuming everything’s in order. Nonetheless, if you claim the Earned Income Tax Credit or Additional Child Tax Credit, your refund won’t be released until mid-February because of the PATH Act. To track your refund status, you can use the “Where’s My Refund?” tool once the IRS begins processing returns. Opt for direct deposit for a faster, secure refund experience. When Can I Start My 2025 Tax Return? You can start preparing your 2025 tax return as early as January. Even though you can’t submit it until the IRS officially opens the tax season, gathering your documents and completing your return in advance is beneficial. This approach guarantees you’re ready to file right when the IRS starts accepting returns. What Is the $600 Rule in the IRS? The $600 rule by the IRS requires third-party payment networks, like PayPal and Venmo, to issue Form 1099-K if you receive over $600 for goods or services within a calendar year. This change, effective from tax year 2022, replaced the previous threshold of $20,000 and 200 transactions. You must report all income listed on Form 1099-K, regardless of whether you don’t receive the document, to comply with tax regulations. What Is the $3000 IRS Refund? The $3,000 IRS refund typically refers to potential refunds from refundable tax credits like the Earned Income Tax Credit (EITC) and the Additional Child Tax Credit (ACTC). To qualify, you must meet specific income thresholds and have qualifying children, or meet criteria if filing alone. Refund amounts vary based on your filing status and dependents, and accurate reporting is crucial to maximize your refund and guarantee timely processing of your return. Conclusion In summary, knowing that tax season for 2025 starts around January 27 is vital for your planning. Early preparation can help you meet the April 15 deadline and minimize stress. By grasping key deadlines and utilizing available resources, you can navigate the filing process more effectively. Whether you choose self-filing options or seek professional assistance, staying organized and informed will guarantee you complete your tax obligations smoothly. Take the time now to prepare for a successful tax season. Image via Google Gemini and ArtSmart This article, "What Date Does Tax Season Start?" was first published on Small Business Trends View the full article

Tax season for 2025 is set to kick off around January 27, as announced by the IRS. As you can start organizing your documents and using tax software like TaxAct, you won’t be able to submit your returns until that date arrives. It’s crucial to keep in mind that state deadlines may differ, but the federal deadline remains April 15, 2025. Comprehending these timelines can help you avoid potential pitfalls when you file your taxes. What else should you consider as the date approaches? Key Takeaways The IRS is expected to announce the start of tax season around January 27, 2025. Tax returns can be prepared in advance using software like TaxAct, but cannot be filed until the official start date. Refunds may be delayed until the IRS begins processing returns, usually within 21 days post-acceptance. State tax agencies may have different filing timelines compared to the federal tax schedule. The federal tax filing deadline for most individuals remains April 15, 2025. Overview of Tax Season Start Dates As you prepare for tax season, it’s important to know when the filing process officially begins. The IRS typically announces the start date in January, with the 2025 tax season expected to kick off around January 27. Although you can start preparing your returns using tax preparation software, like TaxAct, bear in mind that the IRS won’t accept any returns until the official opening date. This means although you’re ready to file, you’ll need to wait. Refunds for early filers might likewise be delayed until the IRS begins processing returns, which usually occurs within 21 days after acceptance. Furthermore, keep in mind that state tax agencies have their own filing timelines and deadlines, which can differ from the federal schedule. If you’re curious about when does child tax credit start 2025, it typically aligns with the federal filing timeline, so stay informed to maximize your benefits. Factors Affecting the Start of Tax Season Grasping the factors that affect the start of tax season is crucial for anyone planning to file their returns. The IRS usually announces the official opening date in January, with most seasons beginning in late January. Nonetheless, significant changes in tax laws or updates to tax forms can delay this timeline. For instance, new legislation, such as the One Big Beautiful Bill (OBBB), may impact the IRS‘s processing capabilities, leading to a later start for taxpayers. It’s significant to acknowledge that although the start date may vary, the tax filing deadline remains April 15 for most individuals. Fortunately, platforms like TaxAct allow you to prepare your tax returns in advance, even before the IRS officially opens. This means you can complete your returns early, ensuring everything’s ready as soon as the season kicks off, regardless of any delays that might occur. Importance of Early Preparation Getting a head start on tax preparation is vital for guaranteeing a smooth filing experience. Early preparation can lead to quicker, more accurate filings, minimizing errors that might delay your refund. By gathering and organizing tax records like W-2 forms and 1099s ahead of time, you guarantee all necessary information is readily available when filing begins. Utilizing IRS resources, such as IRS.gov/GetReady, provides valuable tips on new tax considerations that may affect your filing. Here’s a quick overview of the benefits of early preparation: Benefit Description Outcome Quicker Filing Prepare documents ahead of time Faster refund process Fewer Errors Minimize mistakes by being organized Accurate tax returns Stay Informed Learn about changes in tax laws and credits Maximize deductions and credits Advance Completion Finish returns before the IRS opens for submission Smoother overall experience Utilize Resources Access IRS tips and tools Better preparation Key Tax Deadlines for 2025 Comprehending the key tax deadlines for 2025 is crucial for successful tax management, especially after preparing your documents early. Being aware of these deadlines helps you avoid penalties and guarantees you stay on track. Here are the critical dates you should keep in mind: IRS tax season start: Expected to begin in late January 2026. Federal tax filing deadline: April 15, 2026. Extended filing deadline: If you file for an extension, your return is due by October 15, 2026. Form W-2 issuance: Employers must issue W-2s by February 2, 2026, for your filing needs. Quarterly estimated tax payments: The 4th Quarter payment is due on January 15, 2026. Staying informed about these deadlines can make the tax filing process smoother and less stressful for you. Free Tax Filing Options Available If you’re looking to save money during filing your taxes, you’ll find several free tax filing options available that can make the process more accessible. The IRS Free File program is available for taxpayers with an income of $84,000 or less, providing access to free tax preparation software. For those of any income level, IRS Free File Fillable Forms are likewise an option at no cost. If you need assistance, the Volunteer Income Tax Assistance (VITA) program offers free help for eligible individuals, including low-income and disabled taxpayers. Furthermore, the MilTax program provides free tax preparation services particularly for military members and veterans. In some states, the Direct File option allows taxpayers to file their taxes electronically directly with the IRS, offering a convenient and cost-free way to complete your filing. Explore these resources to guarantee you maximize your savings this tax season. Tips for Organizing Tax Records As you prepare for tax season, organizing your tax records can greatly ease the filing process. Start early by gathering crucial documents to guarantee you report all income accurately. Here are some tips to help you stay organized: Collect Forms W-2 from employers and Forms 1099 from banks and other payers. Organize receipts and documents for deductions, like mortgage interest statements and charitable contributions. Keep track of digital asset transactions, as they may be taxable. Create a checklist of required documents, including your Social Security number and previous year’s tax return. Utilize online tools or spreadsheets to track and organize your tax documents for easy access. Choosing the Right Tax Professional Choosing the right tax professional can greatly impact your tax filing experience, especially since over half of taxpayers seek assistance to maneuver the intricacies of tax laws. Selecting a qualified preparer is vital to avoid potential financial harm. Utilize the IRS Directory of Federal Tax Return Preparers to find trusted professionals affiliated with national tax associations. When evaluating a tax preparer, consider their qualifications, experience, and reputation, as these factors help guarantee ethical practices and accurate filings. It’s important to ask about fees upfront and understand the preparer’s structure, preventing unexpected costs during the tax preparation process. Be cautious of warning signs, such as promises of large refunds or guarantees, which can indicate potential scams or dishonest practices. Understanding Potential Delays and Their Impact As you prepare for tax season, it’s important to be aware of potential delays that can impact your filing process. The IRS often announces the official opening date in January, but unexpected changes in tax laws may push this date back, affecting when you can submit your return. Furthermore, during the time you can start your filing using tax software, keep in mind that refunds might take longer to arrive if processing is delayed, and state deadlines could vary from federal ones. IRS Opening Date Uncertainty What happens if the IRS doesn’t announce its opening date on schedule? Uncertainty can create complications for early filers since you won’t be able to submit your returns until the IRS officially opens. Here are some key points to take into account: The typical opening date is late January, but this can vary. Delays may impact processing times for early filers. Refund issuance could be affected by these delays. In spite of the IRS’s timing, the tax filing deadline remains April 15, 2026. State tax deadlines may differ, so check local requirements. Being aware of these factors can help you prepare for tax season, ensuring you stay informed and ready to file when the IRS does officially open. Processing Times for Returns Processing times for tax returns can vary considerably based on several factors, and comprehending these can help you better navigate the filing season. The IRS usually starts processing returns in late January, though the specific date for 2026 hasn’t been announced yet. Once your return is accepted, refunds are typically issued within 21 days. Nevertheless, be aware that during peak filing periods or if your return needs additional review, processing times may lengthen. If you file early, you might face delays if the IRS hasn’t officially opened for the season. Significant tax law changes or updates to forms can likewise cause delays, but remember, the tax filing deadline usually remains April 15 for most taxpayers. State Deadline Variations Maneuvering state tax deadlines can be just as important as grasping federal filing dates, especially since they often vary considerably. To avoid any last-minute surprises, keep these points in mind: State deadlines can range from April 15 to various dates in May or later. Review your state’s tax regulations for specific filing dates. Check for any changes or extensions announced by your state tax agency. Some states align their deadlines with federal extensions, offering additional time. Recognizing potential delays is essential for your overall tax preparation and refund timelines. Frequently Asked Questions What Date Will the IRS Start Releasing Refunds? The IRS typically issues most refunds within 21 days of receiving your tax return, assuming everything’s in order. Nonetheless, if you claim the Earned Income Tax Credit or Additional Child Tax Credit, your refund won’t be released until mid-February because of the PATH Act. To track your refund status, you can use the “Where’s My Refund?” tool once the IRS begins processing returns. Opt for direct deposit for a faster, secure refund experience. When Can I Start My 2025 Tax Return? You can start preparing your 2025 tax return as early as January. Even though you can’t submit it until the IRS officially opens the tax season, gathering your documents and completing your return in advance is beneficial. This approach guarantees you’re ready to file right when the IRS starts accepting returns. What Is the $600 Rule in the IRS? The $600 rule by the IRS requires third-party payment networks, like PayPal and Venmo, to issue Form 1099-K if you receive over $600 for goods or services within a calendar year. This change, effective from tax year 2022, replaced the previous threshold of $20,000 and 200 transactions. You must report all income listed on Form 1099-K, regardless of whether you don’t receive the document, to comply with tax regulations. What Is the $3000 IRS Refund? The $3,000 IRS refund typically refers to potential refunds from refundable tax credits like the Earned Income Tax Credit (EITC) and the Additional Child Tax Credit (ACTC). To qualify, you must meet specific income thresholds and have qualifying children, or meet criteria if filing alone. Refund amounts vary based on your filing status and dependents, and accurate reporting is crucial to maximize your refund and guarantee timely processing of your return. Conclusion In summary, knowing that tax season for 2025 starts around January 27 is vital for your planning. Early preparation can help you meet the April 15 deadline and minimize stress. By grasping key deadlines and utilizing available resources, you can navigate the filing process more effectively. Whether you choose self-filing options or seek professional assistance, staying organized and informed will guarantee you complete your tax obligations smoothly. Take the time now to prepare for a successful tax season. Image via Google Gemini and ArtSmart This article, "What Date Does Tax Season Start?" was first published on Small Business Trends View the full article

Oracle recently laid off thousands of employees by email. While headlines focused on the losses, another story is also unfolding quietly among those who remain, in offices, Slack channels, and video calls. If you survived a layoff, you’re likely feeling a complicated mix of emotions. You may feel relieved to keep your job. You may feel guilty because your colleague didn’t. You might feel frustrated, maybe angry, at how it was handled. And maybe you’re feeling overwhelmed being expected to carry all the responsibilities they were handling. Underneath all of it, there’s anxiety: am I next? These emotions are real, and they won’t disappear just because someone in leadership tells you to “focus on moving forward.” Before you can be productive, you must accept this moment for what it is: a relationship earthquake. The people who left didn’t just take their expertise with them. They took conversations, trust, and candor and the relationship infrastructure that made your work possible, not just productive. The question isn’t whether you’ll feel the loss. It’s what you do with it. Name what you’re feeling Let’s start with what nobody says out loud: you’re grieving. Not in the way you might grieve a death, but in a way that’s real and disorienting. The person you grabbed coffee with and made your days a little lighter is gone. The peer who told you the truth when nobody else would is gone. The colleague who understood your role well enough to flag problems before they reached your desk is gone. They weren’t just faceless colleagues. But grief is only one of the emotions swirling. Relief, guilt, frustration, anxiety, anger, they’re all in the mix, often simultaneously. Each emotion brings its own heat index: you might be mildly miffed at how the restructuring was communicated, or deeply frustrated that decisions were made without input from the people most affected, or genuinely angry that colleagues were let go via email without warning or dignity. Where you land on that spectrum is personal. All of it, and those emotions, are valid. Organizations rarely acknowledge this emotional turbulence. Within days of a layoff, the remaining team is expected to absorb additional work, attend “new structure” meetings, and express gratitude for their continued employment. There’s an unspoken expectation: be thankful, be productive, don’t complain. The reality is, those emotions don’t simply vanish after the next all-hands call, and left unacknowledged they can fester. Emotions turned inward can become disengagement; you show up, do the minimum, and quietly check out. Emotions turned outward can become toxic, venting, blame, and side conversations that poison the team. Neither serves you. There is another option. Use your emotional barometer as a guide for clarity. Ask yourself: what am I feeling right now? And then make a choice, how will you acknowledge and use that insight productively to answer: what do I need right now? Which relationships matter most? What and who am I willing to invest in? and what am I no longer willing to tolerate? Your emotions can be a signal that your boundaries need to be reset. That’s useful information. In my book Cultivate: The Power of Winning Relationships, I describe how relationships turn sour when we fail to Look Up, Show Up, and Step Up. After a layoff, people often put their heads down and absorb extra work, a failure to look up. Leaders and teams who pause, acknowledge the disruption, and make deliberate choices fare best, instead of letting busyness fill the vacuum. Rebuild your relationship infrastructure within the company A layoff doesn’t just remove people from the org chart. It reshuffles every relationship dynamic on the team. The peer you barely knew is now your closest collaborator. The leader two levels up is suddenly focussed on your work, or now your boss. Responsibilities and reporting lines have shifted. Decision rights are unclear. The unwritten rules about how things get done just changed, whether anyone admits it or not. This is the moment to ask two questions that most people skip: Who am I dependent on for my success? And who depends on me? In the aftermath of a layoff, remaining teams often default to what I’d call Supporter behavior: heads down, polite, compliant, cautious. Everyone is performing stability. Nobody is having the real conversation about what just changed and what the team actually needs from each other now. That’s exactly when the organization needs Allies, people willing to say, “We lost something real, and we need to address it.” Not in a confrontational way, but with the candor that prevents dysfunction from hardening into culture. Practically, this means investing in the relationships that will define your success in the new structure, even when the instinct is to retreat into task mode. Have the conversation with your new closest collaborator about how you’ll work together, not just what you’re each responsible for. Ask your manager what they actually need from you right now, not what the restructuring deck says your role is: “Given all the changes, what should I focus on to help the team most?” Check in on the quieter members of the team, the ones who may be struggling but won’t say so, because if you’ve just lost an Ally, so have they. Sometimes a simple “How are you holding up?” is enough to open a conversation that everyone needed but nobody was starting. Run a Relationship Pulse Check with the people who matter most: What’s working? What’s not? What’s one thing we can do to ensure mutual success? These three questions signal something powerful in a moment when everyone feels disposable: you matter to me, and I’m paying attention. Nurture your external relationships, including the people who left Here’s the part that feels uncomfortable but is essential: if your company just conducted a significant layoff, more may follow. The remainers who treat this as a one-time event and go back to being too busy to invest in relationships outside the company are making the same mistake their departed colleagues made. This isn’t disloyalty. It’s self-awareness. Pick one relationship outside your company that you’ve let go dormant, and reconnect. Build relationships across your industry, community, and professional life. Not because you plan to leave, but as a reminder that the org chart can change overnight. But there’s something even more important, and it’s the move that separates Allies from Supporters: stay connected to the people who left. Your former colleagues are navigating grief, uncertainty, and the slow erosion of confidence that can come from a job search. They’re wondering who still cares and looking to see who reaches out. Many go silent, not out of malice, but because it feels awkward, because they don’t know what to say, because they’re busy absorbing the extra work. Be the person who calls. Share a job lead. Make an introduction. Write a recommendation. Ask how they’re really doing and actually wait for the answer. This isn’t charity; these are your people. You worked alongside them. They understand your strengths, your values, and your working style. In my book You, Me, We: Why We All Need a Friend at Work, my co-authors and Iwrite about two degrees of connection, the idea that you’re only one conversation away from the next opportunity. You might be that one conversation for someone who just lost their job that helps them find their next opportunity. And someday, they might be that conversation for you. The professionals who maintain these relationships after a layoff are the ones who build a career on something more resilient than any single employer. The layoff happened to you, too If you’re a leader managing a team through a layoff, stop pretending everything is fine. Your people are experiencing a breadth of emotions, and they’re watching you closely to see whether you acknowledge it or paper over it. The leaders who say “I know this is hard, and I’m here to work through it with you” earn trust. The leaders who jump straight to “let’s focus on execution” lose it. If you’re an individual contributor, give yourself permission to feel what you’re feeling, and then channel it into the relationships that will carry you forward. Not just the ones inside your company. Not just the ones that benefit you. The ones that reflect who you actually want to be when things are hard. Layoffs test relationships and put organizational infrastructure under pressure. Some hold. Some crack. And some reveal strength you didn’t know was there. The real question isn’t surviving the layoff, but whether your connections with yourself, your team, and your network are stronger afterward. The company is not responsible for the outcome; your actions are. Choose to invest in these relationships now. View the full article

Most leaders are familiar with imposter syndrome. You know that nagging feeling that you don’t belong in the room despite clear evidence that you do. But there is another phenomenon quietly affecting high performers, and it’s rarely named. I call it “identity dysmorphia.” It happens when your internal perception of yourself lags behind who you have actually become. You may feel uncertain, underqualified, or invisible. Meanwhile, colleagues, peers, and teams experience you as capable, influential, and even transformative. The disconnect is subtle but powerful. You are operating at a higher level than your internal identity recognizes, which creates tension between how you see yourself and how the world experiences you. In leadership transitions, this gap appears more often than we realize. And when it does, it quietly limits the impact you’re capable of making. The Hidden Gap Between Identity and Impact Psychologists have long studied identity misalignment in different contexts. Korn Ferry’s Workforce Global Insights Report found that 47% of all employees feel they have imposter syndrome and are stretched beyond their abilities. The same research found that 71% of US CEOs experience symptoms of imposter syndrome. But imposter syndrome assumes something different is happening. Imposter syndrome says: You believe you are a fraud despite evidence of competence. What we’re seeing more often is something else. Identity dysmorphia says: You haven’t fully integrated the version of yourself that already exists. In other words, your capabilities have evolved, but your internal sense of who you are hasn’t caught up. The difference is subtle but important. Imposter syndrome is rooted in fear of exposure. A belief that you have somehow fooled your way into the room. Identity dysmorphia is different. It’s not about believing you don’t belong; it’s about not yet recognizing who you have become. In my work with leaders stepping into expanded roles, whether they are founders, executives, or individual innovators, I see this pattern repeatedly. Someone grows into a larger role, and their scope expands, their thinking deepens, and their impact increases. Externally, the system has already updated around them, but internally, it hasn’t. They continue to reference an outdated version of themselves, one that no longer reflects the level at which they are actually operating. The result isn’t just hesitation. It shows up as over-reliance on past patterns that no longer fit, under-leveraging their capabilities, and leading from a previous identity in the current reality. When Growth Outpaces Identity This phenomenon tends to appear when people move into a more multidimensional version of themselves. When a scientist embraces being the storyteller, an operator becomes a visionary, or a technical expert becomes a cultural leader, yet their internal narrative hasn’t caught up. They still see themselves as the analyst or the person behind the scenes, even as others increasingly look to them for direction and inspiration. This is not a psychological flaw; it is just what happens when growth outpaces reflection. Harvard developmental psychologist Robert Kegan argues that the most significant leadership transformations occur when people expand their “meaning-making system,” their ability to understand themselves and the world in more complex ways. But meaning-making requires time, and without reflection, identity lags behind capability. History offers a striking example of this phenomenon. Charles Darwin spent years hesitating to publish his theory of evolution. Despite overwhelming evidence and encouragement from peers, he privately worried his ideas were incomplete and feared how they would be received. For more than two decades, Darwin continued to refine his work, gather more data, and question whether he was ready. Yet to the scientific community around him, he was already one of the most capable naturalists of his time. Darwin’s internal identity hadn’t yet caught up with the magnitude of the contribution he was about to make. It wasn’t until fellow naturalist Alfred Russel Wallace independently arrived at a similar theory that Darwin finally stepped forward and published On the Origin of Species. Sometimes the world sees our impact before we do. Why This Moment Makes the Problem Worse Today’s professional landscape accelerates this gap. Careers evolve faster than identities can stabilize, and roles expand overnight. Leaders are asked to integrate strategy, culture, technology, and innovation simultaneously. Add AI, rapid organizational change, and constant visibility, and many people find themselves performing at levels they have not fully processed internally. Social media only intensifies the illusion that everyone else has a coherent narrative about who they are. When someone experiences identity dysmorphia, they assume something is wrong with them. In reality, they may simply be in the middle of a transformation. Left unaddressed, identity dysmorphia creates three predictable patterns. First, leaders overcompensate with effort. They push harder, trying to “prove” themselves to an identity they have already surpassed. Second, they hesitate to fully occupy their influence. They downplay ideas, delay decisions, or defer to others even when their perspective is needed. Third, they fragment their leadership style, presenting one version of themselves externally while privately feeling misaligned. Over time, this fragmentation leads to exhaustion. Not because the work is too difficult, but because the identity carrying the work is outdated. The Identity Reality Check Framework Closing the gap between identity and impact requires intentional reflection. I often encourage leaders to think of it as a process of getting an identity reality check, aligning their self-perception with the leader they have already become. The process unfolds in three stages. 1. Recognize the outdated identity. Ask yourself: Which version of myself am I still operating from? Often, it’s the earlier version of you, like the specialist, the individual contributor, the person before the promotion or breakthrough moment. 2. Gather evidence of the new reality. Look beyond your internal narrative and examine the external signals. What responsibilities have expanded? What impact do others consistently attribute to you? What decisions now sit with you that didn’t before? Identity dysmorphia fades when evidence becomes visible. 3. Practice the identity you have grown into. Identity stabilizes through repetition. When you show up consistently as the leader you have become—speaking with authority, trusting your judgment, occupying your influence—your internal narrative eventually catches up. You don’t become someone new, you grow into the version of yourself that already exists. One of the most powerful exercises I offer leaders is simple: ask three trusted colleagues to answer one question. What impact do you experience when I’m at my best? Most people are surprised by what they hear. Not because the feedback is flattering, but because it reveals a version of themselves that they haven’t fully recognized. Identity dysmorphia dissolves when reflection catches up with reality. Leadership isn’t just about expanding capability; it’s about expanding your identity. And sometimes the hardest part of growth isn’t becoming someone new, it’s recognizing who you have already become. The leaders who have the greatest impact are rarely those who push themselves the hardest. They are the ones who fully inhabit the person they have grown into. View the full article

It’s five answers to five questions. Here we go… 1. Endless interviews with no hiring decision Twice now, at different companies, for different roles, I have gone through five rounds of interviews. This includes panels, work assessments, presentations, in-office visits, the whole works. Then, after hours of work and weeks of process, the company calls back and says, “We’re still very interested in your candidacy, but we’re not ready to make a decision yet. We’ll get back to you in a few months.” I understand that companies advertise for jobs and circumstances change. I have been a hiring manager before — I know how much nonsense goes on behind the scenes! But is this a new trend? Are they just trying to let me down easy with a lie? If you’re not ready to make an offer to anyone, why did I (and other candidates) have to take a day off work for round five of your insanely long process? These are mid-level, 5-7 years of experience roles, not the CEO. Is this common, or am I just unlucky? They’re not trying to let you down easy. Employers are very, very used to rejecting people for jobs and they don’t come up with elaborate explanations like this that just kick the can down the road; if they want to reject you, they’ll just reject you (or a lot of them will just ghost you). More likely, they’re (a) not convinced enough that any of their candidates are quite right for the job (in which case they’re not great at hiring because a five-round interview process should be thorough enough that they have the info they need to decide either way and if they don’t, they need to figure out what was missing and address that), (b) sorting out internal stuff that’s preventing them from making a decision (for example, a budgeting issue, or a team member might be leaving and they might combine the roles, or there’s a new project coming up that could change what they need in the new hire, or on and on), or (c) just being flaky — they’re not ready to commit, but were willing to use an extraordinary amount of your time anyway. Related: can I set a limit on how many interviews I’ll do with a company? 2. Can a manager do anything when an employee is triggering a coworker’s pet peeves? One of my friends manages an employee named Lisa. Lisa used to work at my company, and I sat in an exit interview for one of her coworkers. The coworker, when asked why they were leaving, cited the usual reasons about wanting to grow professionally, but also mentioned that Lisa was severely impacting their quality of life at work. I asked if this was due to bullying, harassment, etc. but they said Lisa ticked off a lot of their pet peeves checklist and it was difficult working with her in close proximity every day. Fast forward to today, Lisa has moved to my friend’s team at a different company. My friend mentioned that one of his direct reports, Mandy (who directly works with Lisa as a team of two), has been exhibiting some signs of burnout and when he spoke with her, she more or less implied that she didn’t enjoy having to work with Lisa. Unfortunately, both Mandy and Lisa have in-person roles and need to sit near each other due to the collaborative nature of their roles. My friend does notice that Mandy isn’t as warm with Lisa as she is with others, but never to a degree that could be counted as uncivil or getting in the way of work being done. For now, my friend is leaving things as is because there’s no impact to the job and there aren’t actionable solutions, other than to monitor Mandy for continued burnout. Is this one of those scenarios where you just have to let the situation play out or is there more my friend could do for Mandy, who he considers a high performer that he would like to keep on the team? It depends on what the issues are with Lisa! They might be things that your friend could and should address. For example, if she never stops talking, or if she asks intrusive questions, or if she’s unrelentingly negative, those are things your friend should talk to Lisa about. If it’s truly just a personality conflict and Lisa isn’t doing anything that a manager could reasonably ask her to change, that would be different — but she should start by talking to Mandy and finding out more about what she’s finding challenging. And if it really is “she’s not doing anything wrong, just gets under my skin,” then they can still brainstorm solutions. Would seating them further apart help enough that it would be worth a minor efficiency hit? Is there one project that making Mandy especially antsy that her manager could rejigger somehow? Does Mandy need to be told it’s okay to wear headphones or set boundaries on topics with her? And so on, depending on what the issue is. 3. Our job descriptions are changing and I’m being bumped down a level — unless I get a master’s I have been with my company for eight years. After having four different managers due to constant internal shifts, I finally got promoted for the first time in mid-2025. It took a lot of advocating on my own behalf, but it was deserved. My reviews have always been very good, I’m a committed employee, and I was doing the work of the level above without the title/pay. Recently, our management decided to post an open position that is in my same career path. There is a level I, level II, and level III. My promotion was to that last level III. Well, in revisiting the path for the first time in years, they have added an education requirement to the career path that was never in place previously. Not only does this impact me, but it also impacts the two other level IIIs with 15+ and 30+ years of service. For reasons I can only speculate, none of us will be grandfathered in. We have been given a fairly tight timeline to achieve this educational component (a masters certification or degree) and will be demoted if we don’t start that timeline soon. Neither our experience nor our years of great reviews have any impact on our ability to stay level IIIs. The change won’t mean an immediate pay decrease since we have pay grades that overlap, but it will slow my salary progression quite a bit. This has been devastating to me. I not only fought a hard battle to get this promotion, but this comes at a terrible time for me to go back to school. I have three kids under four and was only a month back from maternity leave when this was announced. Combine that with duties to my aging parents, a significant commute and typical life responsibilities, and I am weighing my options, including just taking the demotion. Is it typical for companies to refuse to grandfather in proven employees in when job descriptions change, and to require employees to have education their own supervisors are not required to have? (If it helps, this is in an arts field, not a scientific field. I could see a hospital CEO not having to be a surgeon, for example.) And is it typical for the timeline to be less than two years for something like this? Unfortunately, just moving to a new job or a new position within the company isn’t super realistic. There are location factors, industry factors, and benefits at play that are golden handcuffs. It’s not unheard for companies not to exempt long-time employees when job descriptions change like this, although it’s generally recognized as a demoralizing thing to do to people unless it’s accompanied by a very clear explanation of why the change is necessary (like that the field has changed significantly in the last decade and doing the work at a high level now requires different skills or education than it used to). The fact that your managers aren’t required to have the additional education isn’t necessarily weird or wrong; there are jobs where that’s common and makes sense based on the specific responsibilities of each. But two years to get a masters — in a program you’d still need time to apply for and be accepted into — is an extremely tight timeline and makes me think they don’t expect most of you to do it in that timeline and are just fine with bumping you down to level II instead (but are presenting the option so that it seems fairer). All that aside, the question becomes how you want to handle it. Are the golden handcuffs still golden enough that this job remains the best option? It may be! But you should run those calculations again with these changes and make sure that’s still the case. 4. Am I being ridiculous about my company’s cell phone reimbursement plan? I work for a large company where many roles require us to be off-site for one reason or another, often for just a portion of our day. Before I started, some people had company phones, but that was phased out and it is now explicit policy that if people need cell phones in the field, they need to use their personal phones. However, due to the kind of work we do, a couple of years ago our IT team instituted a policy that we can’t use our personal phones to access work accounts unless we install a specific anti-virus software. The problem is, now the company is declining to reimburse us for the full rate of the anti-virus software, instead reimbursing only the promotional rate for first year subscriptions. It’s a moderately small difference (about $12 per year) but I am frustrated that they’re requiring a tool they won’t fully pay for, and even more frustrated that they asked people to renew this year saying that we’d get reimbursed for the plan, and now saying they only cover a partial cost. The catch to all of this is, phones are not technically required for our work, and we do have the option to opt out. (I don’t know how many people do, but it is always presented as an option.) I mostly use it for checking email on the go, or if I’m at an event where I can’t easily use my computer. I also feel a little silly making a stink over $12 when I’m making six figures, so I’m trying to figure out how to proceed. I could just keep eating the cost difference, since it makes my life easier to sometimes have access to my email / calendar on my phone. I could refuse to renew next year (or even explore cancelling my plan part way through the year to get back $12), in which case I’d probably have to let my boss know I will be somewhat less available when I am at off-site events. Or I could try to organize with my colleagues to raise an objection to this, but I have no idea if anyone cares. Is it going to reflect poorly on me to do the second or third option? Am I blowing this out of proportion? No, if they require you to use a specific anti-virus software, they should reimburse you for the full cost every year. They’re benefitting from you being reachable on your personal device (which they are not paying for) while you’re in the field, and the least they can do is to cover the full cost of the software they’re making you use. You’re on solid ground in pointing that out, but if it makes you more comfortable you could present it as sticking up for more junior staff who may not find it as easy to eat the cost. Personally, I’d just say to your boss, “Hey, is the intent really not to fully cover the cost of this mandated software, when the company benefits from us agreeing to be reachable on our personal phones when we’re off-site? Because that seems really wrong, and particularly unfair to staff who are lower paid.” But also, I wonder if this is just an oversight somewhere — like if the reimbursement rate got entered as that first year cost and no one has gone in and adjusted it to reflect that the cost does increase after that. 5. When during a hiring process do I bring up my spouse’s medical appointments? I’ve begun a job search and am unsure how to navigate one aspect of it. My husband has ongoing medical appointments that he is not allowed to drive himself to; for various reasons, I’m the only good option available as a driver. The appointments are during the workday. They are generally monthly, although they can vary, and he has some say in when they happen. I’m just the driver; I’m not needed at the appointment itself and I work from a laptop while he’s there (either in the waiting room or a nearby coffee shop). If I’m driving from our home, it’s about 15 minutes each way so the interruption to my workday is pretty minor. I work through lunch those days, so no productivity time is lost and I don’t use PTO. We’ve been doing this for over a year and a half and it hasn’t been an issue for my work whatsoever. These appointments greatly increase his quality of life and will likely continue in perpetuity. Not being able to support them would be a dealbreaker for me in staying at a job. Do I bring this up during a job interview or wait until I’ve accepted a job? Do I get a feel for how I think the organization would treat this and wait until I’ve started to bring this up? I wouldn’t mind using PTO if need be, I just want to ensure that I’ll be able to continue driving him. If these were my appointments I would feel more comfortable navigating this, but I’m unsure how to when they are not for me. It’s made me unsure if I should even look for a new job or just stay where I’m at. Wait until you have an offer and bring it up then as part of your negotiations: “I have a family member with medical appointments that I need to drive him to, roughly monthly. I can work from a laptop while he is there, so the interruption to my work is about 15 minutes there and back about once a month, although it can vary. I’d like to ensure that I could continue doing that or, if not, that I could use PTO to cover the time away.” This is a relatively small request, especially for a job that allows any work-from-home, but it makes sense to find out ahead of time if it’s likely to be an issue. The post endless interviews with no hiring decision, employee is triggering a coworker’s pet peeves, and more appeared first on Ask a Manager. View the full article

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Industry regulator has written to 58 schemes to warn about their exposure to hard-to-sell investmentsView the full article

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AI isn’t just changing search — it’s deciding which brands get ignored. At Adobe Summit today, Andrew Warden, CMO of Semrush, argued that visibility has fundamentally changed — and that brands now risk being systematically filtered out by AI systems. “The idea of standing out is no longer optional. There’s a real risk of sameness,” Warden said. Because AI systems decide what to surface and what to ignore, brands now must compete for visibility in answers. AI is changing how discovery works You can already see the shift in the data, as 60% of Google searches now end without a click to a website. Users are still searching, but they’re not always visiting websites. They get answers directly from AI systems like Google AI Overviews, ChatGPT, Perplexity, and others. AI systems are becoming what Warden described as the “new gatekeepers.” This is part of a broader shift toward the agentic era — where AI systems act as intermediaries, guiding users through the entire journey from question to decision in a single interface. At the same time, user behavior is changing. People are spending more time in conversational environments, asking follow-up questions, refining queries, and exploring options without leaving the interface. The result is fewer clicks, but often higher-intent users. According to Warden, “consumers who are using LLMs convert at least 4x higher than those using search alone.” SEO is the foundation Despite ongoing claims that AI will replace search, Warden pushed back. “I’m here to tell you today… that [SEO is] not dead,” he said. Instead, SEO has become more foundational. It’s no longer just about ranking pages — it’s about making sure your brand exists in the data layer that AI systems rely on. “SEO isn’t just for humans anymore. This is a training manual for AI right now,” Warden said. That includes the fundamentals: Crawlability Indexability Structured data Authority signals Without them, your brand won’t show up at all. “If you do not have the core SEO principles in place… LLMs will actually wipe you out of the conversation.” Research supports this: 94% of Google AI Overviews cite at least one top organic result, reinforcing that traditional search signals still underpin AI outputs. The rise of the ‘bland tax’ One of the most striking ideas from the session was what Warden called the “bland tax.” “AI is conditioning itself right now to ignore blandness.” That means content that feels generic or repetitive disappears. “If you are generic, you are average. And if you are average or bland… [you are] invisible.” AI systems don’t reward sameness. Instead of highlighting your brand, they summarize similar content into a single answer — often stripping away attribution entirely. “This is an invisible penalty that you pay,” Warden said. The consequences show up in three ways: Your brand identity gets erased in AI-generated summaries Your content gets filtered out as low-value Your work becomes training data for AI without visibility “You also become a free training ground for LLMs,” he said. What visibility depends on Warden reframed brand visibility as the combination of: Discoverability: Can LLMs find you? Authority: Do they trust you enough to include you? “You absolutely need both,” Warden said. SEO ensures discoverability. Authority determines whether you show up in AI-generated answers. Without authority, you risk becoming “a commodity that isn’t worth being mentioned.” How to win: three key signals Warden outlined three areas that determine whether a brand shows up or gets filtered out. 1. Entity authority AI systems map entities and relationships. “AI has to recognize your brand as an authority on a topic,” Warden said. One key signal is brand demand. “If people aren’t looking for you, then neither is AI,” Warden said. Strong brands reinforce their authority across multiple surfaces — owned content, media coverage, and community conversations — making it clear what they stand for. 2. Information density and originality AI systems prioritize citing content that adds something new. So don’t just publish content. Contribute something meaningful. “They’re prioritizing new facts,” Warden said. That includes: Proprietary data Original research Unique perspectives Expert insights According to Warden, original insights can boost visibility by 30 to 40%. 3. Signal alignment AI evaluates not just what you say — but what others say about you. That includes: Reviews Reddit and YouTube discussions Media coverage Customer conversations “If there are conflicting signals… AI flags you with unreliable,” Warden said. Consistency across all of these creates what he called a “consensus signal” — a unified narrative that AI systems can trust. Why most organizations aren’t ready One of the biggest challenges is organizational. “Visibility isn’t… a channel problem… it’s an organizational problem.” Today, responsibility is fragmented: SEO teams focus on rankings. PR and brand teams manage messaging. Growth teams run experiments. But no one owns visibility across AI systems. This leads to inconsistent signals and missed opportunities. To compete, companies need alignment across teams, with a shared strategy for how the brand shows up everywhere LLMs are pulling data from. The measurement problem Meanwhile, traditional performance metrics are breaking down. Warden described a pattern many marketers are seeing: Rankings remain stable. Traffic declines. Leads increase — but attribution is unclear. Warden said: “Demand is still there. But… traffic is no longer the proxy for that.” “Your content is being used, but not in the way that sends people back to you.” This creates a growing gap between impact and measurement. From rankings to relevance The nature of competition has changed. “You’re no longer competing for a position. You’re actually competing to be in a synthesized answer,” Warden said Authority is also harder to control than it used to be. It now depends heavily on external validation — what others say, not just what you publish. “Algorithms are no longer your ally… they are the ultimate arbiter of what is meaningful.” That is one of the biggest changes in search since Google itself. The new rules of brand visibility AI hasn’t changed what makes a brand strong, but it has changed how strength is measured and rewarded. The brands that win will: Build real authority in a focused niche. Publish original, high-value content. Align messaging across every platform and channel. Earn consistent validation from third parties. In this new environment, visibility must be earned across an ecosystem. Or as Warden put it: “Make it impossible for [LLMs] to ignore you.” View the full article

When discussing the differences between LLC and LLC, it’s important to clarify that these refer to the same business structure. Nonetheless, you might be interested in comparing LLCs to other business types, like corporations or sole proprietorships. Each structure has unique characteristics, such as liability protection, taxation methods, and administrative requirements. Comprehending these distinctions is vital, as they can greatly impact your business’s operations and personal finances. So, what exactly sets LLCs apart from other options? Key Takeaways There are no key differences between LLC and LLC, as they refer to the same legal entity type: Limited Liability Company. LLCs provide limited liability protection for personal assets against business debts. They offer pass-through taxation, meaning profits are taxed at the individual member level, avoiding double taxation. LLCs can be structured with either single or multiple members, offering flexible management options. State-specific rules, such as filing requirements and annual taxes, can vary, but the fundamental nature of LLCs remains the same. What Is an LLC? A limited liability company, or LLC, is a unique business structure that offers a blend of liability protection and tax advantages. When you form a California limited liability company, you create a distinct legal entity that safeguards your personal assets from business debts. LLCs require filing articles of organization with the state, and their operations are governed by an internal operating agreement that outlines management and operational guidelines. One of the main benefits of an LLC is the flexibility in taxation. You can elect to be taxed as a sole proprietorship, partnership, or corporation, depending on your needs. There’s no limit on the number of members in an LLC, which allows for unlimited participation and flexible profit distribution. With pass-through taxation, the LLC typically avoids double taxation on profits, making it an attractive option for many entrepreneurs and small business owners looking for a balance of protection and simplicity. Key Features of LLCs When considering the structure of your business, comprehension of the key features of LLCs can greatly influence your decision. LLCs provide several distinct characteristics that make them appealing for many entrepreneurs. Below is a summary of these key features: Feature Description Importance Limited Liability Protects personal assets from business debts Reduces personal risk Pass-Through Taxation Profits taxed at individual member level Avoids double taxation Formation Requirements Requires filing articles of organization Establishes legal entity Flexible Structure Can be single or multi-member, with various management options Adapts to business needs Operational Guidelines Governed by an operating agreement Clarifies management roles Understanding these features helps you determine if an LLC aligns with your business goals and needs. Advantages and Disadvantages of LLCs Although LLCs offer numerous benefits, they likewise come with certain drawbacks that potential business owners should consider. Here’s a breakdown of the advantages and disadvantages: Limited Liability Protection: Your personal assets are typically safeguarded from business debts and liabilities. Pass-Through Taxation: Profits are taxed at the individual level, avoiding double taxation. Flexible Profit Distribution: You can customize financial arrangements among members based on their contributions. Minimal Compliance Requirements: LLCs are easier to manage because of fewer administrative burdens. However, you might face self-employment taxes on your income, which can be a significant drawback. Furthermore, maintaining precise recordkeeping of business expenses is vital for keeping your liability protections intact. Grasping these factors helps you make informed decisions about whether forming an LLC aligns with your business goals. Special Types of LLCs Special types of LLCs cater to specific needs and industries, offering unique structures that can benefit certain business owners. For instance, a Professional Limited Liability Company (PLLC) is customized for licensed professionals, like doctors and lawyers, with all members required to be in the same field, even though personal liability limitations don’t cover malpractice claims. A Series LLC allows you to create separate series within one LLC, each holding different assets and liabilities, which aids in risk management. If you aim to achieve social goals rather than just profits, a Low-Profit Limited Liability Company (L3C) can be a suitable choice, blending LLC features with nonprofit objectives. Finally, an Anonymous Limited Liability Company provides confidentiality by keeping ownership information private in jurisdictions without disclosure laws. State-Specific Rules for LLC Formation Comprehending state-specific rules for LLC formation is crucial, as each state has its own unique set of requirements that can greatly impact your business setup. You need to be aware of several factors that vary across states: Filing articles of organization may involve different fees, forms, and processing times. Some states mandate that you publish a notice of formation in local newspapers, which can lead to extra costs. Naming your LLC often requires including “Limited Liability Company” or its abbreviations (LLC or L.L.C.) in the business name, depending on the state. Annual reporting and franchise tax obligations can differ, affecting your ongoing compliance and operational expenses. Understanding these specifics helps guarantee you meet all legal obligations and can avoid costly mistakes as you establish your LLC. Always check your state’s regulations before proceeding with formation. Frequently Asked Questions Should I Put LLC or LLC? When deciding whether to use “LLC” or “L.L.C.,” you should know there’s no legal difference between them; both represent a limited liability company. Most businesses prefer “LLC” for its simplicity and memorability. Nevertheless, some states may have specific naming conventions, so check your state’s requirements. In the end, choose the option that aligns with your branding and meets any legal criteria. What Does an LLC Allow Me to Do? An LLC allows you to enjoy pass-through taxation, meaning you report business profits on your personal tax return, avoiding double taxation. It provides limited liability protection, so your personal assets are safe from business debts. You can choose a flexible management structure, deciding between member-managed or manager-managed operations. Furthermore, you have the freedom to distribute profits as you see fit, enhancing your financial arrangements. Forming an LLC likewise boosts your business’s credibility. What Is the Biggest Disadvantage of an LLC? The biggest disadvantage of an LLC is the self-employment tax, which applies to your income as a member. This can lead to higher tax liabilities compared to corporations that may offer tax advantages on distributions. Furthermore, LLCs often face governance issues because of the lack of formal operating agreements, leading to potential disputes. Raising capital can likewise be difficult, as investors typically prefer more structured corporate entities with clearer governance. What Is the Best Type of LLC to Have? To determine the best type of LLC for your business, consider your goals and structure. If you’re a licensed professional, a Professional Limited Liability Company (PLLC) may suit you. For asset segregation, a Series LLC is ideal. If you aim for social impact, a Low-Profit Limited Liability Company (L3C) combines profit with nonprofit characteristics. For privacy, an Anonymous LLC keeps ownership confidential. Finally, single-member LLCs offer simplicity, whereas multi-member LLCs provide flexibility in management. Conclusion In conclusion, comprehending the structure of an LLC is essential for effective business planning. LLCs offer personal liability protection, flexible management options, and pass-through taxation, making them appealing for many entrepreneurs. Nonetheless, it’s important to take into account state-specific regulations and the potential drawbacks, such as varying administrative requirements. By weighing these factors, you can determine if an LLC aligns with your business goals and needs, ensuring informed decisions as you move forward with your business endeavors. Image via Google Gemini This article, "What Are the Key Differences Between LLC and LLC?" was first published on Small Business Trends View the full article

When discussing the differences between LLC and LLC, it’s important to clarify that these refer to the same business structure. Nonetheless, you might be interested in comparing LLCs to other business types, like corporations or sole proprietorships. Each structure has unique characteristics, such as liability protection, taxation methods, and administrative requirements. Comprehending these distinctions is vital, as they can greatly impact your business’s operations and personal finances. So, what exactly sets LLCs apart from other options? Key Takeaways There are no key differences between LLC and LLC, as they refer to the same legal entity type: Limited Liability Company. LLCs provide limited liability protection for personal assets against business debts. They offer pass-through taxation, meaning profits are taxed at the individual member level, avoiding double taxation. LLCs can be structured with either single or multiple members, offering flexible management options. State-specific rules, such as filing requirements and annual taxes, can vary, but the fundamental nature of LLCs remains the same. What Is an LLC? A limited liability company, or LLC, is a unique business structure that offers a blend of liability protection and tax advantages. When you form a California limited liability company, you create a distinct legal entity that safeguards your personal assets from business debts. LLCs require filing articles of organization with the state, and their operations are governed by an internal operating agreement that outlines management and operational guidelines. One of the main benefits of an LLC is the flexibility in taxation. You can elect to be taxed as a sole proprietorship, partnership, or corporation, depending on your needs. There’s no limit on the number of members in an LLC, which allows for unlimited participation and flexible profit distribution. With pass-through taxation, the LLC typically avoids double taxation on profits, making it an attractive option for many entrepreneurs and small business owners looking for a balance of protection and simplicity. Key Features of LLCs When considering the structure of your business, comprehension of the key features of LLCs can greatly influence your decision. LLCs provide several distinct characteristics that make them appealing for many entrepreneurs. Below is a summary of these key features: Feature Description Importance Limited Liability Protects personal assets from business debts Reduces personal risk Pass-Through Taxation Profits taxed at individual member level Avoids double taxation Formation Requirements Requires filing articles of organization Establishes legal entity Flexible Structure Can be single or multi-member, with various management options Adapts to business needs Operational Guidelines Governed by an operating agreement Clarifies management roles Understanding these features helps you determine if an LLC aligns with your business goals and needs. Advantages and Disadvantages of LLCs Although LLCs offer numerous benefits, they likewise come with certain drawbacks that potential business owners should consider. Here’s a breakdown of the advantages and disadvantages: Limited Liability Protection: Your personal assets are typically safeguarded from business debts and liabilities. Pass-Through Taxation: Profits are taxed at the individual level, avoiding double taxation. Flexible Profit Distribution: You can customize financial arrangements among members based on their contributions. Minimal Compliance Requirements: LLCs are easier to manage because of fewer administrative burdens. However, you might face self-employment taxes on your income, which can be a significant drawback. Furthermore, maintaining precise recordkeeping of business expenses is vital for keeping your liability protections intact. Grasping these factors helps you make informed decisions about whether forming an LLC aligns with your business goals. Special Types of LLCs Special types of LLCs cater to specific needs and industries, offering unique structures that can benefit certain business owners. For instance, a Professional Limited Liability Company (PLLC) is customized for licensed professionals, like doctors and lawyers, with all members required to be in the same field, even though personal liability limitations don’t cover malpractice claims. A Series LLC allows you to create separate series within one LLC, each holding different assets and liabilities, which aids in risk management. If you aim to achieve social goals rather than just profits, a Low-Profit Limited Liability Company (L3C) can be a suitable choice, blending LLC features with nonprofit objectives. Finally, an Anonymous Limited Liability Company provides confidentiality by keeping ownership information private in jurisdictions without disclosure laws. State-Specific Rules for LLC Formation Comprehending state-specific rules for LLC formation is crucial, as each state has its own unique set of requirements that can greatly impact your business setup. You need to be aware of several factors that vary across states: Filing articles of organization may involve different fees, forms, and processing times. Some states mandate that you publish a notice of formation in local newspapers, which can lead to extra costs. Naming your LLC often requires including “Limited Liability Company” or its abbreviations (LLC or L.L.C.) in the business name, depending on the state. Annual reporting and franchise tax obligations can differ, affecting your ongoing compliance and operational expenses. Understanding these specifics helps guarantee you meet all legal obligations and can avoid costly mistakes as you establish your LLC. Always check your state’s regulations before proceeding with formation. Frequently Asked Questions Should I Put LLC or LLC? When deciding whether to use “LLC” or “L.L.C.,” you should know there’s no legal difference between them; both represent a limited liability company. Most businesses prefer “LLC” for its simplicity and memorability. Nevertheless, some states may have specific naming conventions, so check your state’s requirements. In the end, choose the option that aligns with your branding and meets any legal criteria. What Does an LLC Allow Me to Do? An LLC allows you to enjoy pass-through taxation, meaning you report business profits on your personal tax return, avoiding double taxation. It provides limited liability protection, so your personal assets are safe from business debts. You can choose a flexible management structure, deciding between member-managed or manager-managed operations. Furthermore, you have the freedom to distribute profits as you see fit, enhancing your financial arrangements. Forming an LLC likewise boosts your business’s credibility. What Is the Biggest Disadvantage of an LLC? The biggest disadvantage of an LLC is the self-employment tax, which applies to your income as a member. This can lead to higher tax liabilities compared to corporations that may offer tax advantages on distributions. Furthermore, LLCs often face governance issues because of the lack of formal operating agreements, leading to potential disputes. Raising capital can likewise be difficult, as investors typically prefer more structured corporate entities with clearer governance. What Is the Best Type of LLC to Have? To determine the best type of LLC for your business, consider your goals and structure. If you’re a licensed professional, a Professional Limited Liability Company (PLLC) may suit you. For asset segregation, a Series LLC is ideal. If you aim for social impact, a Low-Profit Limited Liability Company (L3C) combines profit with nonprofit characteristics. For privacy, an Anonymous LLC keeps ownership confidential. Finally, single-member LLCs offer simplicity, whereas multi-member LLCs provide flexibility in management. Conclusion In conclusion, comprehending the structure of an LLC is essential for effective business planning. LLCs offer personal liability protection, flexible management options, and pass-through taxation, making them appealing for many entrepreneurs. Nonetheless, it’s important to take into account state-specific regulations and the potential drawbacks, such as varying administrative requirements. By weighing these factors, you can determine if an LLC aligns with your business goals and needs, ensuring informed decisions as you move forward with your business endeavors. Image via Google Gemini This article, "What Are the Key Differences Between LLC and LLC?" was first published on Small Business Trends View the full article

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Burger King is teaming up with Star Wars for a limited-time menu, bringing a galaxy far, far away to its restaurants. The promotion launches May 4—often celebrated as Star Wars Day— at participating US resturants with themed packaging and exclusive items tied to The Mandalorian and Grogu, which arrives in theaters May 22. “Star Wars has shaped generations of fans, and as we head into the release of Star Wars: The Mandalorian and Grogu, we saw an opportunity to bring that excitement straight into our restaurants,” Joel Yashinsky, Chief Marketing Officer of Burger King U.S. & Canada, said in a press statement. The themed packaging includes four collectible themed cups, a Mandalorian helmet-shaped carton, a Grogu-themed carton, and an Imperial-themed carton. Additionally, Burger King’s iconic crown has been reimagined to feature the Mandalorian’s helmet in its design. In terms of menu items, the lineup includes the BBQ Bounty Whopper, a quarter-pound patty paired with swiss cheese, pickle chips, and BBQ sauce. There are also two Grogu-inspired dishes, a Blue Cookie Shake made up of soft serve and blue cookie syrup, andGarlic Chicken Fries, white-meat chicken fries seasoned with garlic and parmesan cheese with a side of garlic sauce. Lastly, Imperial-themed Cheddar Ranch Tots feature cheese and potato-stuffed bites paired with ranch seasoning. A Mandalorian-themed kids menu is also set to roll out beginning April 28 with a Mandalorian-themed toy. The kids menu features a choice between a hamburger or nuggets, apple sauce or kid-sized fries, and the option of milk or apple juice. Burger King is not the first large fast food chain to tap into other franchises for cultural relevance. Last month, McDonald’s released a K-Pop Demon Hunters-themed menu that sparked a flurry of reviews online. Similarly last year, KFC dropped a Squid Game-inspired collaboration in Europe, featuring a pink burger bun that went viral, while Wendy’s rolled out a Wednesday-themed menu and packaging inspired by the hit Netflix show. Co-branded meals also try to leverage the popularity of specific genres, like a recent collaboration between Popeye’s and One Piece—a popular anime show with over 1,000 episodes—did. The wave of collaborations follows a growing trend of large brands tapping into the clout of fan-favorite franchises as an effort to both cross-pollinate audiences and renew interest in the legacy brand. “It’s less about getting audiences to try the collaboration, and more about reminding them to reach for the original thing,” Grace Murray Vazquez, executive vice president of strategy at the influencer marketing company Fohr, told Fast Company last year. View the full article

The new law adds rules, including counseling requirements, which would put severe constraints on originations of HEIs, an industry representative said. View the full article