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India says strikes on Pakistan meant to deter further attacksView the full article

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

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

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

Ahead of key summit, Nick Thomas-Symonds tells FT that a ‘smart’ programme would benefit young people View the full article

As climate change puts pressure on supply, new varieties are coming to the foreView the full article

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

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

Central bank reduces lenders’ reserve requirements as policymakers take action over US trade warView the full article

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

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

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

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

The Fast Company Impact Council is an invitation-only membership community of leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual dues for access to peer learning, thought leadership opportunities, events and more. At the Exceptional Women Alliance, we enable high-level women to mentor each other to achieve personal and professional happiness through sisterhood. As the nonprofit organization’s founder, chair, and CEO, I am honored to interview and share insights from thought leaders who are part of our peer-to-peer mentoring program. This month, I’m pleased to introduce Roslyn Schneider, MD, a physician, and driver of person centeredness in healthcare, medical education, and the biopharmaceutical industry. She has practiced medicine as a pulmonologist, launched blockbuster medicines while at biopharmaceutical companies, and worked with companies and coalitions to embed patient and community involvement across the medical product development and commercialization lifecycle. Here is some of what we talked about. Q: What inspired you to focus on human-centered design in healthcare, research, and medical product development? Roslyn Schneider, MD: My personal and family encounters with our healthcare system, clinical practice during the height of the AIDS epidemic, and seeing the value of partnerships with patients as lived experience experts, have been my greatest influences. As a child I was misdiagnosed, in large part, because physicians dismissed concerns from my parents who were immigrants with little formal education, but who knew there was something wrong. As an adult, I practiced and taught at a New York City hospital in the 1980’s and 90’s when we had limited treatments for HIV infection. People who were in the prime of their lives were dying, battling a poorly understood, devastating illness, and the community challenged the pace of medication development and access. I saw the power of their advocacy and activism with businesses, health authorities, and researchers, at the intersection with medical practice and science. That power resulted in transformation of a uniformly fatal illness, to a chronic illness in much of the world today, and it forever changed how medical products are developed, approved, and accessed. These experiences were front and center for me, as my teams have partnered with patients and patient organizations in an intentional, iterative manner, from the early stages of development and at key points in its lifecycle, for as long as a particular product is available. Q: What’s the role of physician and community engagement in precision medicine? Schneider: During my four decades since graduating medical school, medicine has become increasingly precise. Deliberately engaging with patients who are lived experience experts, will help us ensure that these treatments are not only precise, but personal. Precision therapies, whether in clinical trials or commercially available, are specifically aimed toward genetic or other targets. We must be careful not to fall so in love with the science, that we don’t consider how participation in the clinical research or use of these products may or may not fit with people’s health goals and life goals. Maintaining community relationships, active listening to understand care gaps and preferences, co-creation, and prioritizing outcomes that matter most to patients are critical as we develop all types of medicines and medical technologies. Q: You’ve been a leader in and a consultant for small, medium, and large-sized global companies. Where is the industry compared to its patient-centric goals, and what might we expect in the next decade? Schneider: It’s tempting to be satisfied with how much more patient engagement there is in medical product development now compared with earlier days, but we are not yet where we need to be. In periods of resource constraints and economic pressures, companies might, shortsightedly, consider reducing their engagement with patients as partners to achieve savings. There’s a regression of thinking that this is somehow non-essential to successful outcomes for patients and for businesses. That happens despite the financial models of the value of patient engagement, and many real-life examples of shortened business timelines, reduction of costly, avoidable amendments to clinical research protocols, and more favorable product labeling, and more effective patient support programs. Data from the Tufts Center for the Study of Drug Development are consistent with what I hear from professionals and patients in relevant working groups I participate in. Data show that most companies today are piloting or sometimes implementing patient-centered elements in clinical development, yet the minority are doing so routinely. “Patients are waiting” is an outdated slogan. I have confidence that lived experience experts and professionals across the globe will continue to find innovative ways to embed patient engagement into standard processes and utilize metrics that will resonate with stakeholders and decision makers at the grassroots level, the executive suite, and in the boardroom. Larraine Segil is founder, chair, and CEO of The Exceptional Women Alliance. View the full article

The Fast Company Impact Council is an invitation-only membership community of leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual dues for access to peer learning, thought leadership opportunities, events and more. Have you ever wanted to break up with your doctor—not because of the practitioner, but because of the difficulty in engaging with their practice? You’re not alone. I’ve left doctors for that reason and McKinsey has found that nearly 25% of consumers have delayed care because they hate everything about the process. System complexity is not doctors’ fault, but making the care experience easier for patients is now their—and their teams’—burden. And that burden is only increasing. With generative AI reaching a tipping point, practices that can’t adopt the technology to engage patients with a consumer-grade experience will soon face an existential crisis. In virtually every other aspect of our lives—from banking and shopping to transportation and vacation planning—technology has dramatically improved the consumer experience, catering to convenience and access. But not in healthcare, where the experience of being a patient still differs widely from practice to practice. There are offices where booking a routine medical appointment can feel more stressful than booking a flight to Melbourne or negotiating insurance approval for a standard treatment feels out of reach. While healthcare’s digital revolution has stubbornly lagged other industries, that is now shifting. Patients are beginning to flex their consumer muscles, demanding digital convenience that enhances human connection. And they’re increasingly starting to vote with their feet when they don’t get the digital attention they need. We see this with the uptick in patients turning to urgent care clinics for more than just colds, because of the flexibility and digital access they provide. At the same time, much of the technology aimed at improving patient experience has, so far, created more work for doctors. These compounding factors are pushing an already burdened ecosystem towards its limits. But there is a way forward. And it’s based on understanding that the ability to deliver a consumer-grade patient experience requires a better practice experience, one where physicians and administrators alike can spend their time on what matters most: delivering patient care. An AI “aha” moment Until recently, many physicians have struggled to realize the value of AI in their practice. The introduction of ambient listening technology has changed the equation, creating an industry-wide revelation. This AI-based voice recognition technology has quickly proven its ability to shave off hours of time on notetaking, documentation, and entering preliminary information to assist in billing patient encounters. Doctors who were previously plagued by “pajama time”—hours spent catching up on patient documentation work at home—feel liberated by AI-powered ambient listening. And the research supports that the optimism is more than anecdotal. athenahealth’s annual Physician Sentiment Survey found a positive shift in physicians’ opinions of AI. This year, only 27% of surveyed physicians believe AI to be overhyped or unable to meet expectations (down from 40% a year ago), and the majority of physicians who previously reported using AI in their practice (68%) are using it more frequently to generate clinical documentation. Beyond the important work to streamline operations, AI is also increasingly working as an intelligence layer that enables doctors to spend less time hunting for facts and more time acting on insights at the moment of care, allowing their practices to offer a better experience for patients and staff. The rise of AI agents What am I excited about seeing in 2025? AI applications on the horizon that can deliver on the promise of a more consumer-friendly, human experience—one that shifts physicians’ attention away from the computer screen and back toward their patients. Recently, I was at the HIMSS conference, an annual gathering of healthcare technology leaders. While last year’s conference centered on generative AI hype, with few applications in sight, this year showed real world impact and a more tangible roadmap of coming applications—including agentic AI. AI agents have been operating behind the scenes in many industries for years, but large language models are giving them the ability to perform more complex tasks, such as answering certain patient questions and managing front office work. We are already seeing these agentic AI applications in our app store Marketplace of partner tools (for instance Salesforce’s Agentforce for Health), and are exploring agentic AI throughout our solutions, such as in improving the revenue cycle management process. As the technology enables practices to function more efficiently, those improvements will be felt by their patients, whose needs can be met faster and more directly. The benefits are real As a health tech marketer and executive, I understand both the challenge and the opportunity ahead. As I wrote about AI previously in Fast Company: “Just as important as building and evolving the technology is our ability to market AI’s benefits to physicians and patients alike, to ensure that it’s leveraged to help reclaim what’s at the heart of exceptional care: a meaningful patient-physician relationship.” I believe the recent AI advances have demonstrated that the benefits are real. That we, as patients, can finally stop checking our consumer expectations at the door of our doctors’ office. And that better care is within our reach—not despite technology, but because of it. Stacy Simpson is chief marketing officer of athenahealth. View the full article

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

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

Bonhomie strained as US president muses about annexing his northern neighbour and his dislike of former Canadian PMView the full article

The Fast Company Impact Council is an invitation-only membership community of leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual dues for access to peer learning, thought leadership opportunities, events and more. The influence of millennials and Gen Z on B2B purchasing decisions is undeniable. As these generations continue moving into leadership roles, their approach to decision making, especially in B2B environments, is shaping how brands leverage various marketing and sales strategies.  While today’s B2B brands are aware of social media’s role in engaging these decision makers, many fail to fully integrate it into their omni-channel strategies. Madison Logic’s recent survey—in collaboration with Harris Poll—found that 64% of B2B marketing leaders plan to invest in more B2C-focused social channels like Instagram and TikTok in 2025. It’s critical that brands understand how to effectively leverage social media or risk seeing low returns from their efforts.  What drives today’s buyers Millennial and Gen Z buyers bring unique perspectives, habits, and expectations that are reshaping B2B marketing and sales strategies. As digital natives, their approach to purchasing and information gathering is often more collaborative, digital-first, and influenced by nontraditional media channels. These two generations are less likely to be influenced by in-person meetings, comprehensive email exchanges, or through phone calls. Instead, millennials and Gen Z want seamless, online purchasing similar to what they have in their personal lives—consumer-grade digital interactions. They also expect personalized, immediate, and easily accessible information—much of which is found on social media. Why social is the missing piece Omni-channel marketing—focused on creating consistency across digital platforms—is a proven method to deliver a seamless customer experience at every stage of the decision-making process. The idea is to meet prospects and customers where they are; and where they are is on social media. While LinkedIn, with over 1 billion members has long been considered the go-to platform for B2B decision makers, younger generations are expanding their social media presence into platforms that were previously more aligned with B2C engagement. TikTok and Instagram, for example, are not just for fun and entertainment anymore; they’re becoming crucial business tools. LinkedIn continues to be the most effective platform for professionals looking to make connections and engage with thought leadership content. In fact, 80% of B2B leads generated via social media come from LinkedIn. However, millennials and Gen Z have grown up with a broader social media usage pattern. These younger decision makers are comfortable on TikTok, Instagram, Twitter, and even Facebook—platforms that might seem outside the typical B2B scope.  How to make the most of social in your omni-channel strategy To make the most of social media in your omni-channel approach, it’s essential to integrate these channels seamlessly into your broader marketing and sales strategies. Here’s how to ensure you’re maximizing your efforts.  Use data to understand buyers: Social media allows brands to connect with potential customers in a more personal, humanized way. This is especially important for millennial and Gen Z decision makers, who tend to value authenticity and transparency. Using intent data to understand buyer concerns and mapping engagement to where they are in the buyer’s journey is key to building an effective omni-channel strategy Engage in real-time conversations: Social media offers a unique opportunity to engage with your audience in real time, and this is where the younger generations are looking for genuine interactions. If someone comments on your brand’s Instagram post or asks a question on LinkedIn, it’s essential to respond quickly and meaningfully. Millennial and Gen Z buyers often prefer self-service and quick resolutions. Embrace video: Short-form video is the fastest-growing content category on LinkedIn, with new data revealing that total video viewership surged by 36% year-over-year and video creation grew at twice the rate of other original post formats. Video content consistently outperforms text-based content and images in terms of engagement, largely due to its ability to capture attention quickly, making it ideal for social channels where professionals are often scrolling through feeds looking for insightful, actionable content.  Leverage influencers and thought leaders: Our recent survey also found that more than half (56%) of B2B marketers use influencer marketing strategies to connect with their audiences. Collaborating with respected industry experts, thought leaders, and influencers lends credibility to your brand, increases awareness, and helps foster trust with potential buyers.  Measure, analyze, and optimize: Finally, as with any aspect of your omni-channel strategy, it’s important to continually measure and optimize your social media efforts. Social media platforms offer powerful analytics tools that allow you to track engagement, reach, and conversion metrics. By analyzing this data, you can identify which social channels and tactics are driving the most value for your business and optimize your strategy accordingly.  Incorporating social media into your B2B omni-channel strategy is no longer optional—it’s essential for reaching today’s decision makers. With millennials and Gen Z increasingly occupying key roles in the B2B buying process, brands must work harder and seek out ways to meet them where they are. And, at a time when nearly everyone is being asked to do more with less, those who embrace social as a critical part of their omni-channel strategy will surely be better positioned to win in the long run. Keith Turco is CEO of Madison Logic. View the full article

Washington dispatches Treasury secretary Scott Bessent to meet Chinese counterparts in SwitzerlandView the full article

The Fast Company Impact Council is an invitation-only membership community of leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual dues for access to peer learning, thought leadership opportunities, events and more. There’s a seismic shift reshaping the labor market, with tremors across government and business. The latest signal of this transformation is the announcement of the Skills-First Workforce Initiative, a collaboration of top employers aimed at making the skills needed for jobs more transparent. It follows an announcement from California Governor Gavin Newsom, who on April 2nd unveiled his Master Plan for Career Education, furthering California’s efforts on skills-based education and hiring. That means candidates are encouraged to apply for roles based on their skills and previous experience, rather than what can be an arbitrary marker of capability: the college degree. The Skills-First Workforce Initiative and Newsom’s plan build on the momentum of many other states, like Colorado and Arkansas, and the federal government’s Chance to Compete Act, which makes skill-based hiring a requirement for federal agencies. All together, these initiatives and announcements send a clear message: The future of work has arrived. It’s a future that requires a new strategic imperative for workers and organizational leaders—the need for continuous upskilling. Skills are the new currency A growing number of companies and other state governments are already reaping the benefits of skills-based hiring by focusing on talent and potential rather than formal education. These leaders understand the potential of skills-based hiring to diversify the talent pool, foster innovation, and prepare organizations for the complexities of the future. According to the National Governors Association’s recent findings, over half of U.S. state governments have policies that encourage skill-based hiring, and states that adopted these policies have seen faster growth in job postings that don’t have degree requirements. With more organizations adopting skills-based hiring approaches, and even leveraging skill assessments to promote internally, skills are becoming the currency of the modern workforce. Adapting to this new era of skills requires an essential mindset and strategy shift for employees and organizations. Employees need to embrace a mindset of continuous upskilling, while organizations need to give their employees the time and resources to sharpen those new skills. For those at the cutting edge, this means starting the journey to becoming a skills-based organization. Become a skills-based organization A skills-based organization prioritizes the skills and capabilities of candidates and employees over their formal educational background. According to our research at Udemy, over 80% of employees report that their companies are beginning to consider implementing skills-based approaches (such as skills-based hiring), and 75% of organizations have already made changes to support this transition. The key steps to becoming a skills-based organization extend beyond hiring practices. To become skills-based organizations, companies need to create structured skill taxonomies. These are frameworks that identify and categorize the skills necessary for various roles within the organization. At Udemy, we are developing a skills taxonomy to map the competencies essential for different career paths, enabling targeted learning and development. Focusing on skills instead of traditional credentials like degrees or job titles has been proven to cultivate a workforce that is both more agile and diverse. According to Deloitte, nearly two-thirds of companies implementing skills-based strategies experience enhanced outcomes compared to those that don’t. Such organizations benefit from greater workforce flexibility, facilitating quick and adaptive reactions to unexpected market shifts. When skills development and acquisition are prioritized, employees become versatile, readily transitioning to new tasks or roles as needs arise, without being limited by predefined job titles or descriptions. This agility enables organizations to swiftly address emerging challenges by strategically reallocating talent where it’s most needed. AI supercharges the change These shifts—transitioning to a skills-based organization and adopting new mindsets—won’t happen overnight. However, AI can significantly accelerate the process, and it is becoming even more critical as companies feel pressure to reskill their workforces. We are entering an era where AI integrates into every facet of learning, simplifying, and accelerating skill acquisition. One way that AI can transform workplace training is by enabling adaptive learning systems that customize educational content based on learner progress. This personalized approach can enhance learning efficiency and engagement, allowing learners to access the knowledge they need more effectively. AI-enabled learning systems have the power to bridge gaps between current employee knowledge and needed skills, making them a dominant force in the future of education. Our role as leaders The movement towards a skills-based economy is not just a fleeting moment. It’s the dawn of a new era in workforce development. Announcements like Newsom’s signal a move toward a more equitable and efficient labor market. As leaders, we must champion these changes within our organizations, ensuring that we create an environment where continuous learning and skills development take center stage. By prioritizing skills over degrees, we’re opening doors to a broader range of individuals, enriching our organizations with diverse perspectives and experiences. Together, we can build a more inclusive and dynamic workforce equipped for the challenges and opportunities that lie ahead. Hugo Sarrazin is CEO of Udemy. View the full article

The U.S. Small Business Administration (SBA) is urging small businesses and private nonprofit organizations in Pennsylvania and West Virginia affected by the September 2024 drought to apply for federal disaster loans before the June 2, 2025 deadline. The assistance comes under a disaster declaration for Greene, Fayette, and Washington counties in Pennsylvania and Marshall, Monongalia, and Wetzel counties in West Virginia. Eligible applicants include small businesses, small agricultural cooperatives, aquaculture enterprises, and private nonprofits (PNPs) that experienced financial losses due to the drought that began on September 24, 2024. “Through a declaration by the U.S. Secretary of Agriculture, SBA provides critical financial assistance to help communities recover,” said Chris Stallings, associate administrator of the Office of Disaster Recovery and Resilience at the SBA. “We’re pleased to offer loans to small businesses and private nonprofits impacted by these disasters.” SBA’s Economic Injury Disaster Loan (EIDL) program provides working capital loans to help eligible entities cover financial obligations and operating expenses that could have been met had the disaster not occurred. The loans are available even to those that did not sustain physical damage. Loan funds may be used to pay fixed debts, payroll, accounts payable, and other bills impacted by the disaster. However, the SBA notes that agricultural producers, farmers, or ranchers—except for small aquaculture enterprises—are not eligible for this assistance under the current declaration. Loan amounts can reach up to $2 million with interest rates as low as 4% for small businesses and 3.25% for nonprofits. Terms can extend up to 30 years. No payments are required, and interest does not accrue until 12 months after the first disbursement. Loan terms and amounts are determined by the SBA based on each applicant’s financial circumstances. Applicants may apply online at sba.gov/disaster or contact the SBA’s Customer Service Center by phone at (800) 659-2955 or by email at disastercustomerservice@sba.gov. Individuals who are deaf, hard of hearing, or have a speech disability can access telecommunications relay services by dialing 7-1-1. All completed loan applications must be submitted to the SBA no later than June 2, 2025. This article, "SBA Reminds Pennsylvania Small Businesses of Upcoming Deadline for Drought Relief Loans" was first published on Small Business Trends View the full article

The U.S. Small Business Administration (SBA) is urging small businesses and private nonprofit organizations in Pennsylvania and West Virginia affected by the September 2024 drought to apply for federal disaster loans before the June 2, 2025 deadline. The assistance comes under a disaster declaration for Greene, Fayette, and Washington counties in Pennsylvania and Marshall, Monongalia, and Wetzel counties in West Virginia. Eligible applicants include small businesses, small agricultural cooperatives, aquaculture enterprises, and private nonprofits (PNPs) that experienced financial losses due to the drought that began on September 24, 2024. “Through a declaration by the U.S. Secretary of Agriculture, SBA provides critical financial assistance to help communities recover,” said Chris Stallings, associate administrator of the Office of Disaster Recovery and Resilience at the SBA. “We’re pleased to offer loans to small businesses and private nonprofits impacted by these disasters.” SBA’s Economic Injury Disaster Loan (EIDL) program provides working capital loans to help eligible entities cover financial obligations and operating expenses that could have been met had the disaster not occurred. The loans are available even to those that did not sustain physical damage. Loan funds may be used to pay fixed debts, payroll, accounts payable, and other bills impacted by the disaster. However, the SBA notes that agricultural producers, farmers, or ranchers—except for small aquaculture enterprises—are not eligible for this assistance under the current declaration. Loan amounts can reach up to $2 million with interest rates as low as 4% for small businesses and 3.25% for nonprofits. Terms can extend up to 30 years. No payments are required, and interest does not accrue until 12 months after the first disbursement. Loan terms and amounts are determined by the SBA based on each applicant’s financial circumstances. Applicants may apply online at sba.gov/disaster or contact the SBA’s Customer Service Center by phone at (800) 659-2955 or by email at disastercustomerservice@sba.gov. Individuals who are deaf, hard of hearing, or have a speech disability can access telecommunications relay services by dialing 7-1-1. All completed loan applications must be submitted to the SBA no later than June 2, 2025. This article, "SBA Reminds Pennsylvania Small Businesses of Upcoming Deadline for Drought Relief Loans" was first published on Small Business Trends View the full article

Loan providers saw more frequent use of verification tools as well as shortened turnaround times from preapproval to application submission, Lenderlogix said. View the full article

The family of a man killed in a 2021 road rage incident in Arizona used artificial intelligence to portray the victim delivering his own impact statement during his killer’s sentencing hearing, according to local news reports. Christopher Pelkey’s sister, brother-in-law, and their friend used AI technology to recreate his likeness, reportedly drawing from video clips recorded while he was alive. It is believed to be one of the first—if not the very first—instances of an AI-generated victim impact statement being used in court. “To Gabriel Horcasitas, the man who shot me: it is a shame we encountered each other that day in those circumstances,” the artificial 37-year-old said in the video. “In another life, we probably could’ve been friends. I believe in forgiveness and in God who forgives. I always have, and I still do.” Judge Todd Lang appreciated the video, according to Fox 10 News. Prosecutors requested a 9.5-year sentence for Horcasitas; ABC 15 reported that he was ultimately sentenced to more than a decade for manslaughter. The team putting together the video reportedly pulled from different tools in order to make it happen. “There’s no tool out there that you can just go and say, here’s a voice file. Here’s a picture. Please make it come to life. And this is what I wanted to say. So they’re scrounging and using this tool and that tool and this tool and this script and this audio and this image and trying to mash it all together and make a Frankenstein of love,” Stacey Wales said in an interview with Fox 10. View the full article