All Activity

Artists are freelancers — among the most underpaid and structurally unsupported. What happens in the arts is a mirror of what happens across the entire freelance economy. Why Art Matters Without art, we lose what makes us human. Art generates meaning, but what is less acknowledged is that meaning is the foundation of what we choose to invest in. Without meaning, any possibility of sustainable profit collapses. Growth Requires Resources Making art demands growth. Growth requires resources. Ask a corporate worker to leave a stable 9–5 to start their own business and see how destabilizing that transition can be. Ask an author what it takes to write a book. Art requires this kind of transformation continuously. It challenges comfort, identity, and power. Questioning whether art is essential often exposes an inherited, hidden belief that growth itself is optional. A System Built for Visibility, Not Sustainability Funding structures frequently favor individual output and institutionally visible work — while projects rooted in social impact, mental health, and community transformation face steeper barriers to sustainability. Another part of the arts ecosystem is sustained through regranting and tax-deductible donations. While generosity is vital, strategy becomes secondary to dependability. Art is celebrated rhetorically, but structurally devalued, leaving collective and employment-based models under-resourced, despite their potential for long-term stability and urgent impact. How Precarity Takes Hold As a result, long-term employment weakens and prestige replaces worth. Fundraising narratives and high ticket prices — often normalized by institutional productions — become mistaken for markers of artistic legitimacy, while artist compensation is quietly displaced from structural budgets to ticket sales and fundraising. Over time, precarity becomes internalized. Artists feel pressure to fit in, to endure, to accept unpaid or underpaid work because “the mission matters.” And while it does — mission is routinely framed as sufficient compensation, as though meaning could replace wages. Free labor becomes a moral expectation rather than an ethical gap that demands systemic rethinking. The Human Cost When precarity is internalized, it affects artistic identity. Artists substitute survival for value, and this erosion creates separation and friction within communities. Trust breaks down. Collaboration gives way to resentment. Over time, chronic underpayment erodes discernment itself. Artists lose the ability to distinguish between exploitative extraction and genuine opportunities for growth or long-term investment. They pull away from one another — not because they lack generosity, but because they feel misused, exhausted, and disposable. As opportunities contract, artists redirect their attention toward maintaining relationships and staying present in the ecosystem, often at the cost of sustained creative development. Even when artists are compensated, the absence of sustained resources and infrastructure can make long-term stability impossible. A Framework Built for a Different Era Much of this damage is embedded in how arts funding is designed. The funding models we rely on were shaped for an earlier era of the arts — one centered on objects, exhibitions, and individual authorship. That work is still vital, and it continues to shape culture in meaningful ways. But those structures haven’t fully adapted to the kinds of work communities need today: work that is relational, long‑term, and rooted in collective wellbeing. This isn’t about fault; it’s about fit. When the system doesn’t evolve alongside the people it serves, gaps appear — not because one form of art is more valuable than another, but because the framework wasn’t built to recognize the full range of artistic labor happening now. Creative Entrepreneurship Is Real Work The current arts funding system often treats entrepreneurship as unprovable, favoring familiar frameworks and predictable outcomes. True entrepreneurship isn’t reckless — it’s an inherently experimental process of trial, iteration, and long-term vision. And when we talk about creative entrepreneurship, we're talking about artists who are building new models of problem solving within their communities — work that often has no precedent to point to. Because this kind of work unfolds gradually, it can be difficult for existing systems to recognize or support it. Many funding and overhead models were designed for projects with clear deliverables and short timelines, not for long‑term, relational work that grows in stages. As a result, the structures meant to support artists and small organizations often fail to reflect the realities of contemporary creative work, leaving both artists and administrators navigating unnecessary risk. The Cost of Stagnation This is how stagnation takes hold. Organizations remain locked in survival mode, repeatedly reapplying for funding rather than deepening and evolving alongside the communities they were meant to serve. Expansion becomes impossible. Sustainability is postponed indefinitely. What Must Change Institutions must treat artist pay as a primary operating cost, not a discretionary expense. Artists are not beneficiaries; they are labor. No executive salary, production budget, or institutional mission exists without artistic work at its center. Budgeting artist compensation first is not idealism — it is ethical infrastructure. At the same time, artists must begin articulating the value of their labor beyond visibility or internal processing alone. This includes getting specific about their positioning within the arts ecosystem — not just what their work does and who it serves, but how it generates growth over time. When art shows clear evidence of progressive change, it must be resourced accordingly. Presence and exploration alone don’t automatically equal impact. Intellectual property, labor, and long-term contribution are. These dynamics do not affect all artists equally. Women — particularly those leading organizations or working in care-centered, community-based art — are often expected to absorb financial instability in the name of mission, from leadership to administrative roles. A Future Artists Can Stand In Despite these challenges, artist-led models are beginning to emerge. These models integrate intellectual property, professional development, compensation, impact, and sustainability into a single framework. These models endure because they offer a future where artists are not expected to sacrifice dignity. Art evolves society. But imagination alone can’t sustain an ecosystem. If we want real growth, the value artists create must be the foundation of the structures that depend on them. The question is not whether art is necessary — it’s whether our systems are actually designed to support the growth artists make possible. View the full article

Artists are freelancers — among the most underpaid and structurally unsupported. What happens in the arts is a mirror of what happens across the entire freelance economy. Why Art Matters Without art, we lose what makes us human. Art generates meaning, but what is less acknowledged is that meaning is the foundation of what we choose to invest in. Without meaning, any possibility of sustainable profit collapses. Growth Requires Resources Making art demands growth. Growth requires resources. Ask a corporate worker to leave a stable 9–5 to start their own business and see how destabilizing that transition can be. Ask an author what it takes to write a book. Art requires this kind of transformation continuously. It challenges comfort, identity, and power. Questioning whether art is essential often exposes an inherited, hidden belief that growth itself is optional. A System Built for Visibility, Not Sustainability Funding structures frequently favor individual output and institutionally visible work — while projects rooted in social impact, mental health, and community transformation face steeper barriers to sustainability. Another part of the arts ecosystem is sustained through regranting and tax-deductible donations. While generosity is vital, strategy becomes secondary to dependability. Art is celebrated rhetorically, but structurally devalued, leaving collective and employment-based models under-resourced, despite their potential for long-term stability and urgent impact. How Precarity Takes Hold As a result, long-term employment weakens and prestige replaces worth. Fundraising narratives and high ticket prices — often normalized by institutional productions — become mistaken for markers of artistic legitimacy, while artist compensation is quietly displaced from structural budgets to ticket sales and fundraising. Over time, precarity becomes internalized. Artists feel pressure to fit in, to endure, to accept unpaid or underpaid work because “the mission matters.” And while it does — mission is routinely framed as sufficient compensation, as though meaning could replace wages. Free labor becomes a moral expectation rather than an ethical gap that demands systemic rethinking. The Human Cost When precarity is internalized, it affects artistic identity. Artists substitute survival for value, and this erosion creates separation and friction within communities. Trust breaks down. Collaboration gives way to resentment. Over time, chronic underpayment erodes discernment itself. Artists lose the ability to distinguish between exploitative extraction and genuine opportunities for growth or long-term investment. They pull away from one another — not because they lack generosity, but because they feel misused, exhausted, and disposable. As opportunities contract, artists redirect their attention toward maintaining relationships and staying present in the ecosystem, often at the cost of sustained creative development. Even when artists are compensated, the absence of sustained resources and infrastructure can make long-term stability impossible. A Framework Built for a Different Era Much of this damage is embedded in how arts funding is designed. The funding models we rely on were shaped for an earlier era of the arts — one centered on objects, exhibitions, and individual authorship. That work is still vital, and it continues to shape culture in meaningful ways. But those structures haven’t fully adapted to the kinds of work communities need today: work that is relational, long‑term, and rooted in collective wellbeing. This isn’t about fault; it’s about fit. When the system doesn’t evolve alongside the people it serves, gaps appear — not because one form of art is more valuable than another, but because the framework wasn’t built to recognize the full range of artistic labor happening now. Creative Entrepreneurship Is Real Work The current arts funding system often treats entrepreneurship as unprovable, favoring familiar frameworks and predictable outcomes. True entrepreneurship isn’t reckless — it’s an inherently experimental process of trial, iteration, and long-term vision. And when we talk about creative entrepreneurship, we're talking about artists who are building new models of problem solving within their communities — work that often has no precedent to point to. Because this kind of work unfolds gradually, it can be difficult for existing systems to recognize or support it. Many funding and overhead models were designed for projects with clear deliverables and short timelines, not for long‑term, relational work that grows in stages. As a result, the structures meant to support artists and small organizations often fail to reflect the realities of contemporary creative work, leaving both artists and administrators navigating unnecessary risk. The Cost of Stagnation This is how stagnation takes hold. Organizations remain locked in survival mode, repeatedly reapplying for funding rather than deepening and evolving alongside the communities they were meant to serve. Expansion becomes impossible. Sustainability is postponed indefinitely. What Must Change Institutions must treat artist pay as a primary operating cost, not a discretionary expense. Artists are not beneficiaries; they are labor. No executive salary, production budget, or institutional mission exists without artistic work at its center. Budgeting artist compensation first is not idealism — it is ethical infrastructure. At the same time, artists must begin articulating the value of their labor beyond visibility or internal processing alone. This includes getting specific about their positioning within the arts ecosystem — not just what their work does and who it serves, but how it generates growth over time. When art shows clear evidence of progressive change, it must be resourced accordingly. Presence and exploration alone don’t automatically equal impact. Intellectual property, labor, and long-term contribution are. These dynamics do not affect all artists equally. Women — particularly those leading organizations or working in care-centered, community-based art — are often expected to absorb financial instability in the name of mission, from leadership to administrative roles. A Future Artists Can Stand In Despite these challenges, artist-led models are beginning to emerge. These models integrate intellectual property, professional development, compensation, impact, and sustainability into a single framework. These models endure because they offer a future where artists are not expected to sacrifice dignity. Art evolves society. But imagination alone can’t sustain an ecosystem. If we want real growth, the value artists create must be the foundation of the structures that depend on them. The question is not whether art is necessary — it’s whether our systems are actually designed to support the growth artists make possible. View the full article

On Thursday, OpenAI released GPT-5.3-Codex, a new model that extends its Codex coding agent beyond writing and reviewing code to performing a much wider range of work tasks. The release comes as competition continues to heat up among AI companies vying for market share in the AI-powered coding tools space. OpenAI says GPT-5.3 combines the coding performance of GPT-5.2-Codex with the reasoning and professional-knowledge capabilities of GPT-5.2, while running 25% faster. This allows GPT-5.3-Codex to handle long-running tasks that involve research, tool use such as web search or database calls, and complex execution and planning across both general work tasks and software development. Codex has reached over 1 million developers, OpenAI claims. And while Anthropic’s Claude Code has also seen rapid adoption, head-to-head data comparing the two tools remains scarce. SemiAnalysis reports that 4% of GitHub public commits, or new code uploaded to repositories, are currently being authored by Claude Code, and projects that figure could reach 20% or more by the end of 2026. Benchmark one-upsmanship OpenAI says GPT-5.3-Codex now has the best score of any model on SWE-Bench Pro, which evaluates real-world software engineering across four programming languages. The same is true for Terminal-Bench 2.0, which measures the terminal skills coding agents need. More significantly, the new model is capable of taking into account larger bodies of information while working on a task, as well as reasoning about those tasks for longer periods without human intervention. In testing, OpenAI says it observed GPT-5.3-Codex autonomously iterating on game development over millions of tokens using generic prompts like “fix the bug” or “improve the game.” Rival companies are making similar claims. Anthropic says its new Claude Opus 4.6 model, when powering Claude Code, can also comprehend larger code bases and make more thoughtful decisions about how to add new code. In a Thursday blog post, the company said Opus 4.6 achieved top scores on several industry benchmarks, including Humanity’s Last Exam, which measures complex multidisciplinary reasoning, GDPval-AA, which focuses on economically valuable knowledge work, and BrowseComp, which tests hard-to-find information search. Beyond coding to knowledge work OpenAI says GPT-5.3-Codex is built to support the full software lifecycle, including debugging, deploying, and monitoring code, as well as writing product requirement documents and conducting research. The same agentic capabilities can apply to tasks well outside software development, the company says, extending to work like creating slide decks and analyzing data in spreadsheets. (Anthropic has taken Claude Code in a similar direction, positioning it to support a broader pool of information workers across a wider range of business tasks.) On GDPval, an OpenAI evaluation measuring performance on well-specified knowledge-work tasks across 44 occupations, GPT-5.3-Codex matches GPT-5.2 while adding stronger coding capabilities. On OSWorld-Verified, which tests computer use in a visual desktop environment, GPT-5.3-Codex achieved 64.7% accuracy compared to 38.2% for its predecessor. GPT-5.3-Codex is the first model OpenAI classifies as “High capability” for cybersecurity-related tasks under its Preparedness Framework, and the first the company has directly trained to identify software vulnerabilities. OpenAI is committing $10 million in API credits to accelerate cyber defense, particularly for open source software and critical infrastructure systems. ChatGPT subscribers can use the GPT-5.3-Codex model as the brain for Codex while using the coding tool via the Codex app, the IDE (Integrated Development Environment) interface, or within the command line interface of their computer. View the full article

The Housing for the 21st Century Act includes provisions covering policy, manufactured homes and rural infrastructure introduced in a prior Senate proposal. View the full article

Conflict management involves comprehending and addressing disputes in a way that satisfies everyone involved. It requires skills like active listening and emotional intelligence to navigate disagreements effectively. By using strategies such as collaborating and compromising, you can nurture a collaborative environment. This not merely promotes innovation but likewise strengthens team dynamics. As you explore the intricacies of conflict management, you’ll discover crucial techniques to handle disputes successfully and maintain positive relationships. Key Takeaways Conflict management involves addressing and resolving disputes to satisfy all parties while maintaining positive relationships. It requires key skills such as active listening, emotional intelligence, and clear communication for effective navigation. The Thomas-Kilmann Conflict Model identifies five strategies: competing, collaborating, compromising, avoiding, and accommodating, each suited for different contexts. Open dialogue and emotional intelligence foster trust, transparency, and quicker resolution of conflicts, enhancing collaboration. Effective conflict resolution minimizes disruptions, boosts productivity, and strengthens team commitment by addressing underlying issues constructively. Understanding Conflict Management Grasping conflict management is essential for maneuvering disputes effectively, especially since conflicts are a natural part of any interaction, whether personal or professional. The conflict management definition encompasses the process of addressing and resolving disputes, aiming for solutions that satisfy all parties involved as well as maintaining relationships. Comprehending conflict management meaning involves recognizing various levels of conflict, including intrapersonal, interpersonal, intergroup, and interorganizational, and their impacts on interactions and decisions. Key skills, such as active listening, emotional intelligence, clear communication, and negotiation, play significant roles in facilitating constructive discussions. The Thomas-Kilmann Conflict Model outlines five strategies for managing conflict: competing, collaborating, compromising, avoiding, and accommodating. Each strategy is applicable depending on the context of the dispute. The Importance of Conflict Resolution Conflict resolution plays a pivotal role in both personal and professional environments, as it directly influences collaboration and innovation. When conflicts are resolved effectively, they can lead to new ideas and creative solutions, thanks to the diverse perspectives involved. Nonetheless, unresolved conflicts cost American Express businesses about $359 billion annually, emphasizing the financial burden of poor conflict management. Moreover, 53% of employees avoid “toxic” conflict situations, which results in significant productivity losses and missed deadlines. By successfully maneuvering through conflicts, you cultivate stronger relationships and improve commitment among team members, ultimately contributing to a positive work culture. It’s also fundamental to understand cognitive errors, like blaming and emotional volatility, that can hinder resolution efforts. Recognizing these patterns allows you to address issues more constructively and achieve meaningful outcomes. As a result, effective conflict resolution isn’t just beneficial; it’s vital for maintaining a healthy, productive work environment. Key Skills for Effective Conflict Management To effectively manage conflict, you’ll need to sharpen key skills like active listening, emotional intelligence, and clear communication strategies. Active listening helps you understand the other person’s perspective, whereas emotional intelligence allows you to navigate your own feelings and those of others. Active Listening Techniques How can active listening transform your approach to conflict management? By fully concentrating on what the other party is saying, you improve communication clarity and effectiveness. Techniques like paraphrasing not only confirm your comprehension but additionally show that you acknowledge their concerns, nurturing a more collaborative atmosphere. Utilize nonverbal cues, such as maintaining eye contact and nodding, to demonstrate engagement and encourage the speaker to share more openly. Asking open-ended questions can lead to deeper discussions, revealing genuine interest in their perspective and promoting effective problem-solving. Furthermore, active listening reduces emotional volatility in conflicts, as it validates feelings and creates a safe space for everyone to express viewpoints without fear of dismissal. Emotional Intelligence Importance Effective handling of disputes often hinges on the ability to recognize and manage emotions. Emotional intelligence (EI) plays a pivotal role in conflict management by helping you navigate your feelings and those of others. Here are key aspects of EI that improve your conflict resolution skills: Self-awareness: Recognizing your own emotions is crucial for maintaining control during disputes. Emotional regulation: Managing your responses promotes calm, productive discussions. Empathy: Balancing comprehension with objectivity helps acknowledge frustrations without escalating tensions. Active listening: Augmenting this skill encourages collaboration and improves communication. Clear Communication Strategies Even though managing conflicts can be challenging, employing clear communication strategies greatly improves your ability to resolve disputes effectively. Start by using “I statements” to express your concerns, such as “I feel concerned when deadlines slip,” which helps focus on issues rather than assigning blame. Active listening is vital; it allows you to grasp the other person’s viewpoint and encourages a collaborative dialogue. Emotional intelligence also plays an important role, as it helps you manage your emotions and respond thoughtfully. Utilize direct yet considerate language to prevent misconceptions, ensuring clarity in your communication. Active Listening in Conflict Resolution Active listening plays a crucial role in resolving conflicts effectively, as it guarantees that you give your full attention to the speaker, which greatly improves comprehension. By practicing active listening, you can improve the dialogue and work toward a resolution. Here are key components to focus on: Reflect Back: Repeat or paraphrase what the speaker has said to show you understand their message. Ask Clarifying Questions: Inquire about points that are unclear to make sure you grasp their perspective fully. Avoid Interruptions: Let the speaker finish their thoughts without interjecting, which demonstrates respect. Validate Feelings: Acknowledge the speaker’s emotions to cultivate a supportive environment. Research shows that employing these techniques can reduce misunderstandings, promote collaboration, and lead to quicker conflict resolution. Emotional Intelligence in Dispute Navigation Emotional intelligence (EI) serves as an important tool in maneuvering disputes, allowing you to understand and manage both your emotions and those of others involved. High EI equips you with the ability to remain composed, even under stress, encouraging constructive dialogue rather than triggering reactive behaviors. When you can interpret nonverbal cues, you gain insights into underlying concerns that may not be explicitly stated, promoting more open communication during conflicts. Research shows that leaders with strong emotional intelligence create a collaborative environment, which leads to quicker conflict resolution and strengthens team cohesion. Developing skills such as active listening and empathy is vital, as they contribute greatly to building trust between parties. Trust is a fundamental element in successful dispute navigation, ensuring that all involved feel heard and valued, setting the stage for effective problem-solving and resolution. Effective Communication Strategies Effective communication strategies play a crucial role in resolving conflicts, as they help clarify misunderstandings and promote respectful dialogue among all parties involved. To improve your conflict resolution effectiveness, consider these key strategies: Use “I statements”: Express your feelings without blaming others, such as saying, “I feel concerned when deadlines slip.” Practice active listening: Concentrate fully on the speaker and respond appropriately to demonstrate comprehension. Employ clear language: Articulate your concerns and expectations directly to minimize confusion and guarantee everyone is aligned. Maintain open body language: Use eye contact and an open posture to cultivate trust and create a positive environment for discussion. The Role of Negotiation in Conflict Resolution Negotiation serves as a foundational element in conflict resolution, as it enables parties to engage in constructive dialogue aimed at reaching a mutually beneficial agreement. This voluntary process involves back-and-forth communication that often leads to win-win outcomes. Unlike litigation, negotiation is typically private, confidential, and informal, making it faster and less costly. You retain control over both the process and the final outcome. Negotiation can occur directly between the parties or through intermediaries, and if successful, agreements can become enforceable contracts, ensuring compliance. Effective negotiation hinges on strong communication skills, active listening, and a collaborative mindset, which helps cultivate positive relationships between disputing parties. Often, negotiation serves as a critical first step in conflict resolution, pursued before considering formal methods like mediation or arbitration. By prioritizing negotiation, you can effectively address disputes and find satisfactory solutions that align with everyone’s interests. The 5 Core Conflict Management Strategies Comprehending the five core conflict management strategies can greatly improve your ability to navigate disputes effectively. You’ll explore competing, which prioritizes one party’s needs, collaborating for mutually beneficial solutions, and compromising, where both sides make concessions for agreement. Each strategy has its place depending on the context, so knowing when to use them is key to resolving conflicts successfully. Competing Strategy Overview The competing strategy, often referred to as forcing, plays an important role in conflict management by emphasizing high assertiveness during demonstrating low cooperativeness. This approach focuses on one party’s interests, often resulting in a win-lose outcome. It’s particularly useful in emergency situations or when addressing perceived unfair treatment. Nevertheless, relying too heavily on this strategy can lead to resentment among colleagues and damage team dynamics. To effectively use the competing strategy, consider these points: Use it in emergencies requiring quick decisions. Be aware of potential negative impacts on relationships. Balance assertiveness with collaboration when appropriate. Know when to engage in constructive dialogue instead of forcing your viewpoint. Finding this balance is vital for maintaining a positive workplace environment. Collaborating for Solutions Collaboration serves as an essential conflict management strategy that combines assertiveness with cooperation, aiming to create win-win solutions for all parties involved. This approach involves deeply exploring issues to integrate diverse perspectives, making it particularly effective for resolving complex conflicts. Although it requires time and effort, collaboration builds trust and strengthens relationships, leading to lasting positive outcomes. By encouraging open dialogue and shared objectives among team members, effective collaboration improves conflict resolution skills in the workplace. When leaders adopt this strategy, they can turn conflicts into opportunities for growth, nurturing a culture of respect and mutual success. Embracing collaboration resolves disputes but contributes to a more engaged and productive team environment. Compromising Approaches Explained Compromise plays a crucial role in conflict management, serving as a practical strategy when both parties seek to preserve relationships as they address their needs. This approach encourages each party to make concessions, which promotes big-picture thinking and trade-offs. Here are key aspects of compromising: Moderate Importance: It’s effective when both goals and relationships matter equally. Quick Resolution: Compromising allows for swift decisions, enabling parties to move forward. Balance: It sits between competing and accommodating, balancing assertiveness with cooperativeness. Limitations: Relying too much on this strategy can hinder innovation and deeper problem-solving. Understanding these facets helps you navigate conflicts more effectively, leading to satisfactory outcomes as you maintain crucial relationships. Competing: The Forcing Strategy Competing, often referred to as the forcing strategy, stands out for its high assertiveness and low cooperativeness. In this approach, one party seeks to dominate the outcome, often at the expense of others. You might find this strategy useful in emergency situations or when immediate decisions are necessary to protect yourself or your team from unfair treatment. Nonetheless, be cautious: overusing the competing strategy can lead to feelings of resentment and dismissal among team members, potentially harming relationships. It’s vital to discern when to use this tactic since it can strengthen leadership in a crisis but might undermine collaboration in relational contexts. Competing is a win-lose approach; one party achieves their goals whereas the other does not. Consequently, balancing its use with other conflict management strategies is important for long-term effectiveness and maintaining healthy team dynamics. Collaborating: The Problem-Solving Approach When conflict arises, opting for a collaborative approach can lead to solutions that satisfy everyone involved. This strategy emphasizes cooperation and assertiveness, which are crucial for achieving win-win outcomes. Although it may require more time and effort, the benefits often outweigh the costs. Here are some key aspects of collaborating: Deep Exploration: Engaging in constructive dialogue helps uncover underlying issues and diverse perspectives. Trust Building: Cultivating trust strengthens relationships over time, making future conflicts easier to navigate. Innovative Solutions: Integrating different viewpoints can result in creative solutions that mightn’t have been considered otherwise. Positive Outcomes: Successful collaboration improves team dynamics and contributes to a healthier organizational culture. The Compromising Strategy Finding a balance between competing needs is often key to resolving conflicts, and the compromising strategy offers a practical way to achieve this. This approach involves both parties agreeing to give up some of their needs to reach a mutually acceptable solution. It’s especially effective when both goals and relationships hold moderate importance. You’ll find that compromising requires a willingness to make sacrifices and big-picture thinking, as you identify a resolution that partially satisfies each side. This strategy is commonly employed when time is limited, allowing for swift resolutions that prevent prolonged disputes from escalating. Nevertheless, keep in mind that although compromising can lead to quick outcomes, it may not fully address all underlying issues, so be prepared for potential future conflicts. Avoiding: When to Steer Clear of Conflict Sometimes, steering clear of conflict can be the right move, especially in low-stakes situations where neither goals nor relationships are at risk. This temporary relief strategy allows everyone to cool off, which can be beneficial in minor disputes. Nevertheless, relying too much on avoidance can lead to unresolved issues, resentment, and eventually create a toxic work environment. Low Stakes Situations In many situations, it makes sense to avoid conflict, especially when the stakes are low and the importance of both goals and relationships is minimal. This strategy helps sidestep unnecessary confrontations and can effectively prevent escalation. Here are four scenarios where avoiding might be suitable: When the issue is trivial and won’t greatly affect outcomes. If engaging could lead to unproductive arguments or heightened emotions. When you need more time to gather information or reflect on your position. If the relationship involved isn’t vital to your long-term goals. However, it’s important to use this approach sparingly. Over-relying on avoidance can lead to unresolved issues, decreased morale, and increased resentment among team members. Temporary Relief Strategy Although it may seem tempting to avoid conflict altogether, employing a temporary relief strategy can be beneficial in specific situations. This approach works best when both goals and relationships are of low importance. You might sidestep disputes for a short time to allow emotions to cool or to gather more information. Nevertheless, keep in mind that this strategy isn’t suitable for workplace conflicts where relationships and goals matter. Prolonged avoidance can lead to unresolved issues and increased resentment. Here’s a quick summary to help you understand when to use this strategy: Situations Advice Low-stakes disputes Consider temporary avoidance High-stakes conflicts Engage directly Emotional turmoil Allow time to cool down Monitoring avoidance tendencies is essential for maintaining open communication. Conflict Avoidance Risks Though temporary relief strategies can provide short-term benefits, relying on conflict avoidance carries significant risks that can jeopardize both team dynamics and project outcomes. Ignoring conflicts can lead to unresolved issues that escalate, increasing tension within your team. Here’s what you should consider: Unresolved Issues: Problems fester and grow, disrupting team dynamics. Missed Deadlines: Lack of communication often results in project delays. Resentment: Team members may feel animosity, harming relationships and morale. Financial Impact: Organizations can lose $359 billion annually because of unresolved disputes, averaging $7,500 per employee. While some low-stakes disagreements may warrant avoidance, consistently steering clear of significant conflicts can hinder effective communication and collaboration, in the end impacting your organization’s success. Accommodating: Prioritizing Others’ Needs When managing conflicts, accommodating serves as a strategy where you put the needs and demands of others first, often prioritizing relationships over your own goals. This approach can effectively de-escalate tensions and cultivate a collaborative atmosphere, particularly when the issue is of low importance to you. By yielding to others, you can resolve disputes quickly, which can be beneficial in maintaining harmony within a group. However, relying too heavily on accommodation may suppress your own needs and stifle creativity, leading to resentment over time. Leaders should be vigilant, monitoring how often team members accommodate one another to prevent burnout or a lack of innovation. When used wisely, accommodating can strengthen relationships and build trust among parties, proving valuable in conflict resolution. In the end, it’s crucial to recognize the need for compromise during the process of ensuring that your own needs aren’t consistently overlooked. Applying Conflict Management in the Workplace Open dialogue is essential in the workplace, as it encourages transparency and trust among team members. Managers play an important role in creating an environment where employees feel safe to express their concerns, facilitating healthier conflict resolution. Importance of Open Dialogue Effective conflict management in the workplace hinges on the importance of cultivating an environment where open dialogue is encouraged. Open dialogue allows team members to express diverse perspectives, helping to address misunderstandings and uncover underlying issues. Here are some key benefits: Quicker conflict resolution minimizes disruptions, refocusing efforts on tasks. A culture of open communication builds trust, enhancing collaboration across departments. Employees feel safer to express concerns, resulting in fewer unresolved conflicts. Nurturing open dialogue boosts team morale and job satisfaction, leading to lower turnover rates. Role of Managers Managers are pivotal in steering conflicts that arise in the workplace, as their actions can greatly influence team dynamics and overall productivity. By addressing personal conflicts and facilitating employee disputes, you maintain a harmonious environment essential for success. Effective conflict management can reduce annual losses from unresolved conflicts, which total around $359 billion in the U.S. Encouraging open dialogue and neutrality among team members nurtures a culture of collaboration and respect during disagreements. When you guide teams through conflicts with intentionality, you can transform disruptive situations into opportunities for growth and improved relationships. Balancing authority with employee support guarantees ethical treatment and fairness in conflict resolution, creating a workplace where everyone feels valued and heard. Frequently Asked Questions What Is the Meaning of Conflict Management? Conflict management is the process you use to address and resolve disputes effectively. It emphasizes communication and comprehension among all parties involved. By utilizing strategies like avoiding, competing, accommodating, compromising, and collaborating, you can navigate conflicts according to specific situations. Vital skills such as active listening and emotional intelligence play an important role in this process, helping to nurture healthier relationships and enabling collaborative problem-solving as you reduce emotional volatility and cognitive errors. What Does It Mean to Navigate Conflict? Steering through conflict means recognizing disagreements and actively working in the direction of resolution. You need to employ skills like active listening and clear communication to understand different perspectives. Allowing each party to express their views is essential, as is brainstorming solutions together. Utilizing strategies such as collaboration or compromise can lead to outcomes that satisfy everyone involved. Effective steering not just resolves disputes but additionally improves relationships, boosts morale, and promotes a positive environment within teams. What Are the Three Steps to Navigate Conflict? To navigate conflict effectively, start by acknowledging the issue openly, recognizing it’s a natural part of interactions. Next, create a safe space for discussion where everyone can express their viewpoints without interruption. Finally, collaborate on potential solutions, ensuring all parties contribute to the brainstorming process. Once you identify the best solution, agree on responsibilities for implementation to promote accountability and reduce the chances of future conflicts. What Are 5 Conflict Management Techniques? You can use five main conflict management techniques: competing, collaborating, accommodating, compromising, and avoiding. Competing is assertive and uncooperative, best for high-stakes situations. Collaborating seeks win-win solutions and promotes cooperation. Accommodating involves one party yielding to maintain relationships, whereas compromising requires mutual concessions. Avoiding allows parties to sidestep the issue altogether. Comprehending these techniques helps you choose the most effective approach based on the context, goals, and relationships involved in the conflict. Conclusion In conclusion, conflict management is crucial for steering disputes effectively. By comprehending the nature of conflicts and employing key skills like active listening and emotional intelligence, you can cultivate collaboration and preserve relationships. Strategies such as compromising and accommodating can help you address issues during consideration of the needs of all parties involved. Applying these principles in both personal and professional settings not merely leads to successful resolutions but additionally strengthens team dynamics and promotes innovation. Image via Google Gemini and ArtSmart This article, "What Is the Meaning of Conflict Management for Successful Dispute Navigation?" was first published on Small Business Trends View the full article

A national background check is an essential tool for employers, providing a detailed look into an individual’s criminal history by querying over 2,800 databases. This process helps identify any convictions or pending cases, which is important for making informed hiring decisions. Comprehending the significance of this check can greatly impact workplace safety and reduce liability risks. Nevertheless, the process and implications behind these checks are often misunderstood, raising questions about their true importance. Key Takeaways A national background check queries over 2,800 databases, providing a comprehensive overview of an individual’s criminal history. It includes information on felony and misdemeanor convictions, pending cases, and may cover dismissed charges and non-guilty verdicts. Conducting these checks is crucial for informed hiring decisions and ensuring workplace safety, minimizing potential risks. Employers must obtain written consent from candidates and comply with the Fair Credit Reporting Act during the background check process. National background checks help reduce the risk of negligent hiring lawsuits, particularly in positions involving vulnerable populations. Understanding National Background Checks When you’re considering hiring someone, comprehending national background checks is vital for making informed decisions. A national background check queries over 2,800 databases across state and county agencies, revealing infractions, misdemeanors, and felony convictions that span multiple states. This type of check differs from federal background checks, which focus solely on federal crimes. Often, a national background check serves as the initial step in pre-employment screenings, helping you identify potential red flags early in the hiring process. If you’re additionally conducting a background check for purchasing a firearm, be aware that this process includes a firearm background check, ensuring that the applicant meets legal requirements. While national checks can be completed in seconds, any additional county-level investigations for more detailed records may take one to three days. Consequently, thoroughness in these checks is critical for your hiring practices and safeguarding your organization. The Process of Conducting a National Background Check Conducting a national background check involves several key steps that guarantee thoroughness and accuracy in evaluating candidates. Initially, you’ll need to obtain written consent from the candidate, as required by the Fair Credit Reporting Act (FCRA). The process starts with a national instant criminal background check that queries over 2,800 databases. If a potential issue arises, like a hit, further investigation at the county level may be necessary, which can take one to three days. This is especially essential for background checks for firearm purchases, where a NICS background check guarantees compliance with firearm regulations. Here’s a quick overview of the process: Step Description Obtain Consent Get written permission from the candidate. Initial Check Conduct a national instant criminal background check. Review Hits Investigate any potential issues found. County-Level Investigation explore deeper into specific counties if necessary. What Information Is Included in a National Background Check? A national background check provides a detailed overview of an individual’s criminal history, revealing both felony and misdemeanor convictions, along with any pending criminal cases across various jurisdictions in the United States. The report typically includes the database name, crime type, record disposition, and disposition date, which helps employers understand the candidate’s background. Depending on the provider, it may additionally report dismissed charges and non-guilty verdicts, giving a more thorough view of the individual’s record. Keep in mind that the look-back period for conviction records can vary by state laws but is often limited to seven years. Importantly, a national background check doesn’t include non-digitized county records or federal convictions, making it crucial to follow up with county-level searches for more detailed information. This is especially relevant for law enforcement background checks and those requiring a background check for purchasing a gun, in addition to apostille FBI background checks. Differences Between National and Federal Background Checks Grasping the differences between national and federal background checks is vital for anyone involved in hiring processes or security assessments. A national background check searches thousands of databases across the U.S. for various criminal records, including misdemeanors and felonies, providing a broader overview. In contrast, a federal background check focuses exclusively on crimes under federal jurisdiction, like drug trafficking and immigration violations. Meanwhile, national checks can reveal pending cases and cases across multiple states; they often miss non-digitized county-level records. Federal checks, used primarily in specific contexts like firearm purchases, don’t cover state-level offenses. As a result, national background checks typically serve as an initial screening step, often requiring additional county investigations to obtain thorough and accurate information. Recognizing both types of checks is vital for making informed hiring decisions and ensuring a complete view of a candidate’s criminal history. Costs Associated With National Background Checks Comprehending the costs associated with national background checks is essential for employers and organizations looking to make informed hiring decisions. Here are some key points to reflect on: Costs typically range from $25 to $100, depending on the provider. Checkr‘s Basic package starts at $29.99, whereas GoodHire packages likewise begin at this price. Employers needing 25 or more checks can benefit from volume pricing. Additional county-level investigations may raise costs and extend turnaround times. When you’re conducting a gun background check or a background check to buy a gun, it’s imperative to understand these expenses. A NICS background check delay might occur if further investigations are required, impacting your hiring process. Investing in reliable services not just guarantees compliance with legal standards but also improves hiring accuracy, reducing the risk of costs associated with negligent hiring. Turnaround Times for Background Check Results Comprehending the costs of national background checks is only part of the hiring equation; knowing the turnaround times for receiving results is equally important. Typically, national background checks for employment take one to three business days, depending on the provider and the complexity of the search. If you receive “clear” results, they might come almost instantly. Nevertheless, if there’s a “hit,” a more detailed county-level search could extend the timeframe by an additional one to three days. Factors like the scope of the search and the need for further verification, such as education or employment history, likewise affect the duration. For instance, when you consider a background check for handgun purchases, it often involves the FBI NICS system, which can prompt questions like, “How long do background checks take for guns?” Grasping these timelines helps you plan your hiring process more effectively. Legal Compliance and Considerations When you’re conducting national background checks, awareness of the legal compliance and considerations is crucial for protecting your organization and candidates. Adhering to laws helps you avoid costly legal issues. Here are some key points to remember: Obtain written consent from candidates before checking their backgrounds. Follow the adverse action process if you deny employment based on results. Apply background checks uniformly to comply with EEOC guidelines. Stay informed about state and local laws regarding background checks. Additionally, when dealing with firearms, verify you correctly complete a gun purchase form and a firearm background check form, as these documents often require thorough compliance. You might wonder, “how easy is a firearm background check?” The answer lies in grasping the specific regulations and processes involved. The Role of Third-Party Providers in Background Checks As you navigate the complex terrain of background checks, partnering with third-party providers can greatly refine your hiring process. These companies, like Checkr, offer streamlined services that boost efficiency and compliance with legal standards. They utilize advanced technology and machine learning to search over 2,800 databases, querying more than 900 million records to deliver thorough national background checks. Importance of National Background Checks in Employment National background checks play a crucial role in the employment process, providing employers with fundamental insights into a candidate’s criminal history across multiple states. These checks are imperative for making informed hiring decisions and maintaining workplace safety. They query over 2,800 databases for quick access to criminal records. Background checks reveal convictions, pending cases, and infractions. The average cost ranges from $25 to $100, making them cost-effective. Compliance with the Fair Credit Reporting Act guarantees legal adherence. Using national background checks can greatly reduce the risk of negligent hiring lawsuits, especially in roles involving vulnerable populations. Furthermore, just as a firearm purchase form requires a weapon background check, employers must ascertain candidates meet safety standards. When wondering how long does a background check take for a gun, similar timelines apply; it typically ranges from a few minutes to several days, depending on the scope and nature of the check. Addressing Common Misconceptions About Background Checks What do you really know about background checks? Many people mistakenly believe a national background check is a complete record search. In reality, a NIC check primarily queries digital databases and often overlooks important local information, like county records or federal convictions. This is why it’s vital to grasp that as national checks can identify convictions, pending cases, and certain dismissals, they may not provide an all-encompassing view of a candidate’s history. For instance, regarding a gun check, you might wonder how far back does a gun background check go? The look-back period for conviction records usually varies by state, often limited to seven years. It’s additionally critical to keep in mind that employers must obtain written consent before conducting these checks, adhering to the Fair Credit Reporting Act. Misunderstanding these aspects can lead to compliance issues and potential discriminatory practices. Steps to Obtain a National Background Check Obtaining a national background check involves a series of clearly defined steps that guarantee compliance with legal requirements and extensive evaluation of a candidate’s history. Here’s how you can navigate the process effectively: Secure written consent from the candidate as mandated by the Fair Credit Reporting Act (FCRA). Select a reputable third-party screening provider, such as Checkr or GoodHire, which can access over 900 million records. Submit the request, allowing the national background check to process quickly, often yielding initial results in mere seconds. Conduct a county-level investigation if any criminal records are uncovered, ensuring thorough data collection. Be aware of state and local laws, including compliance with the federal gun form and the handgun background check form, along with using the nbis eapp for firearm-related checks. This approach guarantees you’re extensive and legally compliant throughout the screening process. Frequently Asked Questions What Does a National Background Check Look For? A national background check looks for various criminal records, including felony and misdemeanor convictions, pending cases, and sometimes even dismissed charges. It searches databases from multiple states and counties where you’ve lived or visited, offering a detailed view of your criminal history. The check typically covers a look-back period of up to seven years, but it won’t include non-digitized county records or federal convictions. Therefore, thorough follow-up investigations are often necessary. What Is the Difference Between a State Background Check and a National Background Check? A state background check focuses on criminal records within a specific state, providing detailed information about offenses and legal matters there. Conversely, a national background check searches multiple databases across the country, offering a wider overview of an individual’s criminal history. Whereas state checks are limited to local jurisdictions, national checks can reveal records from various states, making them a useful preliminary screening tool for employers looking to guarantee thorough hiring practices. What Is a Background Check and Why Is It Important? A background check verifies an individual’s history, including criminal records, employment, and education. It’s important as it helps employers assess candidates’ qualifications and trustworthiness, minimizing risks associated with hiring unqualified or potentially harmful individuals. By conducting these checks, you improve workplace safety and reduce liability for negligent hiring lawsuits. Furthermore, obtaining written consent from candidates guarantees compliance with privacy laws, protecting both your organization and the individual’s rights. What Is a National Security Background Check? A national security background check is a thorough investigation to assess your eligibility for access to classified information or sensitive government roles. It involves reviewing your criminal history, credit reports, and employment history, along with interviews of you and your associates. The process can take weeks to months, depending on the clearance level needed. Findings can impact your suitability, potentially disqualifying you based on issues like criminal activity or financial irresponsibility. Conclusion In conclusion, a national background check is a crucial tool for employers seeking to guarantee workplace safety and make informed hiring decisions. By reviewing an individual’s criminal history through extensive database searches, these checks reveal vital information that can influence hiring outcomes. Comprehending the process and its importance helps you navigate the intricacies of employment screening, in the end promoting a safer environment for all. If you’re considering a national background check, knowing the details can guide you in making responsible choices. Image via Google Gemini This article, "What Is a National Background Check and Its Importance?" was first published on Small Business Trends View the full article

When you sign up for a subscription on Substack, you're thinking you'll receive newsletters and posts from online creators, not lose the data you share with the platform. But like any digital service, the data you provide when signing up is at the mercy of Substack, or anyone who happens to gain access to that data. Unfortunately, that's now the case. Substack may have lost nearly 700,000 user recordsAs reported by BleepingComputer, Substack recently disclosed a significant data breach. The company's CEO, Chris Best, sent users a notice of the breach this week, sharing that email addresses, phone numbers, and "other internal metadata" were shared from Substack accounts without their permission. The company reportedly discovered the breach on Feb. 3, even though hackers accessed the data itself in October of 2025. That means the data was in unauthorized hands for roughly four months before Substack identified the breach. Best explained that Substack has since fixed the problem with the system that allowed an unauthorized third party to access this data. The company is launching an investigation and is reportedly taking steps to prevent this type of breach from happening going forward. On the bright side, Best claims that credit card numbers, passwords, and financial information were not accessed in the breach. What Best doesn't share is the scope of the breach. For that, we have to turn to BleepingComputer, which found a post from a "threat actor" on the hacking forum BreachForums. The actor posted a database of 697,313 Substack records, sharing that the Substack user base is much larger, but the scraping method was "noisy and patched fast." This actor says the data compromised includes email addresses, phone numbers, names, user IDs, Stripe IDs, profile pictures, and bios—a bit more detailed than the report from Substack's CEO. 700,000 records isn't the same as 700,000 users: Each record is something like an email address or a phone number, which means one Substack user could have lost multiple records in the breach. Still, it's a large number of data points, and is little consolation to the users who have lost information here. What Substack can do after this breachUnfortunately, there's not much users can do to mitigate a data breach once it's happened. The data stolen from Substack is already lost, and you won't be able to undo that. However, there are some steps you can take to protect yourself in the wake of the breach, and to prevent this data loss in the future. First, closely monitor your incoming texts and emails. Hackers will take advantage of the data here to target Substack users in phishing schemes. If you receive messages from strangers, or even suspicious messages claiming to come from Substack, exercise caution. As per usual, never click on links in messages from senders you don't know, and, even more importantly, never download files or applications if instructed. You may also want to consider masking your email address going forward. Use a service like Apple's "Hide My Email" or DuckDuckGo's email protection to generate a "burner" address each time you need to share your email with a service. The service will send messages to the burner address, which gets forwarded to your real address. That way, the service doesn't know your real address, and, if hacked, won't compromise it. Hackers will only get the burner, which you can shut down at any time. View the full article

A federal jury in Arizona has ordered Uber to pay $8.5 million in a lawsuit brought by a passenger who said was sexually assaulted by one of the ridesharing app’s drivers. The case marks the first time that Uber has been found liable for the safety of its drivers in a sexual assault case. The plaintiff, Oklahoma resident Jaylynn Dean, sued Uber in 2023. Dean alleged that an Uber driver sexually assaulted her that November during a late ride to a hotel in Tempe, Arizona. Dean’s legal team argued that Uber avoided extra safety measures like more extensive background checks and in-ride cameras because while those steps could protect riders from sexual assault, they might also stifle the ridesharing app’s growth. The jury determined that the driver was an apparent agent of Uber, but stopped short of finding the ridesharing company liable for design defects in its app or negligence related to the incident. The jury did not order the company to pay punitive damages. In a statement to Fast Company, an Uber spokesperson highlighted that the $8.5 million was far less than the $144 million in damages sought. “This verdict affirms that Uber acted responsibly and has invested meaningfully in rider safety,” the spokesperson said. “We will continue to put safety at the heart of everything we do.” Uber plans to appeal the verdict. Internal documents revealed during the trial also showed that the app’s safety algorithm flagged Dean’s ride as higher risk before it began, information that was not passed along to the passenger. After the assault, Dean contacted police and Uber, which removed the driver from the platform. “I want to make sure it doesn’t happen to other women,” Dean said during witness testimony. “I’m doing this for other women who thought the same thing I did, that they were making the safe and smart choice — but that, you know, there are risks of being assaulted.” A long history of concerns Dean’s case may be the first time that Uber has been found liable in a case involving the sexual assault of a passenger, but the company faces more than 3,000 similar lawsuits. Her case is not determinative for future cases, but will serve as a test trial for the backlog of other sexual assault and misconduct lawsuits that the ridesharing company faces. Late last year, a San Francisco jury found that Uber was not liable in a different sexual assault case involving a driver and a female passenger. Uber insists that it has taken every measure to make its rides safer, but court records reported by The New York Times last year paint a picture of a company that stopped short of implementing some safety programs it knew would help protect riders. “Our purpose/goal is not to be the police,” an internal 2021 Uber brainstorming document stated. “Our bar is much lower and our goal is to protect the company and set the tolerable risk level for our operations.” Concerns about rider safety and sexual assault have followed Uber for years. According to the recently revealed court records, the company received one report of sexual misconduct or sexual assault in the U.S. every eight minutes between 2017 and 2022. During that period, more than 400,000 Uber rides prompted those reports – an order of magnitude more than the 12,500 disclosed incidents of sexual assaults during the same time frame. View the full article

HBO Max’s Heated Rivalry, a gay hockey romance TV series based on the Game Changers book series by Rachel Reid, is the breakout hit no one saw coming. With almost no promotion, it quickly became one of the most talked-about streaming TV shows in the U.S. after HBO Max purchased the rights from Canada’s Crave network this November, turning its two co-stars, Hudson Williams and Connor Storrie, into overnight celebrities. What’s unique about Heated Rivalry is just how fast its popularity has spread, and how devoted its massive fan base is. From the week it debuted, to its season finale six episodes later, its viewership grew from 30 million to 324 million streaming minutes, according to Luminate research group, per The New York Times. The story—about two rival hockey players who fall in love, Canadian Shane Hollander and Russian Ilya Rozanov—is a slow-burn romance spanning a decade, and includes explicit sexual scenes, which some attribute to the success of the series. Director Jacob Tierney has described the show as “pure queer joy.” Now, those diehard romance fans—mostly women and gay men—have an unlikely new interest: ice hockey. It sets the stage for what looks like the newest audience crossover from entertainment to sports, after Taylor Swift fans found football a few years ago when the singer began dating Kansas City Chiefs tight end Travis Kelce (now her fiancé). Swift is estimated to have generated over $1 billion in publicity and revenue for the NFL, according to a MarketWatch report. The Heated Rivalry effect Turning to ice hockey, ticket reseller Seat Geek says interest in hockey has surged thanks to Heated Rivalry. And that could translate into viewing for the Olympics. “The Winter Olympics always cause interest to spike for hockey, and this time demand is already at a fever pitch following the breakout success of Heated Rivalry,” Chris Leyden, Seat Geek’s director of growth marketing, tells Fast Company. “After the show’s first episodes aired, we saw weekly hockey ticket sales on SeatGeek jump more than 20%, with revenue up over 30%,” he adds. “It’s certainly great for the NHL that hockey is top of mind for the broader American public for such an extended period.” Building on that momentum, less than two weeks ago, Heated Rivalry co-stars Williams and Storrie carried the Olympic torch in Feltre, Italy in the runup to the 2026 Milan-Cortina Winter Olympic Games, wearing matching Olympic tracksuits as they made their way through the crowded streets on the 49th leg of the torch relay. (The games begin Friday, February 6, broadcasting on NBC and streaming on Peacock.) Meanwhile, the International Olympic Committee (IOC) tells Fast Company there is “strong anticipation for the Olympic ice hockey tournaments, particularly with the return of NHL players,” adding that ice hockey “is traditionally among the most popular and followed sports at the Olympic Winter Games.” And in Boston—where Heated Rivalry‘s Russian character Ilya Rozanov plays for the fictional Boston Raiders team—some fans are getting ready to watch the Olympics. “I read the books, watched the series, and went from Heated Rivalry to actually learning about ice hockey, and watching YouTube videos about the history of the game,” Rodrigo Pérez Ortega, a science journalism fellow at MIT, tells Fast Company. “I looked at the schedule and the teams for the Olympics hockey . . . I will watch them, especially women’s hockey,” he says, adding that “I think in general, a lot of women’s sports are under appreciated.” View the full article

Google is rolling out a beta feature that lets advertisers run structured A/B tests on creative assets within a single Performance Max asset group. Advertisers can split traffic between two asset sets and measure performance in a controlled experiment. Why we care. Creative testing inside Performance Max has mostly relied on guesswork. Google’s new native A/B asset experiments bring controlled testing directly into PMax — without spinning up separate campaigns. How it works. Advertisers choose one Performance Max campaign and asset group, then define a control asset set (existing creatives) and a treatment set (new alternatives). Shared assets can run across both versions. After setting a traffic split — such as 50/50 — the experiment runs for several weeks before advertisers apply the winning assets. Why this helps. Running tests inside the same asset group isolates creative impact and reduces noise from structural campaign changes. The controlled split gives clearer reporting and helps teams make rollout decisions based on performance data rather than assumptions. Early lessons. Initial testing suggests short experiments — especially under three weeks — often produce unstable results, particularly in lower-volume accounts. Longer runs and avoiding simultaneous campaign changes improve reliability. Bottom line. Performance Max is becoming more testable. Advertisers can now validate creative decisions with built-in experiments instead of relying on trial and error. First seen. Google Ads expert spotted the update and shared his view on LinkedIn. View the full article

The President administration officials are exploring opening an antitrust investigation into US homebuilders as the White House sharpens its focus on tackling the country's housing affordability crisis. View the full article

Learn the product development process with step-by-step guidance, supporting tools, and examples designed for project managers and product teams in 2026. The post Product Development Process: A Complete Guide for 2026 appeared first on project-management.com. View the full article

A recent case has spotlighted the risks associated with the Paycheck Protection Program (PPP), a crucial funding initiative that aimed to support small businesses during the COVID-19 pandemic. Sabrina and Joseph Mitlo, a couple from New Jersey, face serious legal consequences for allegedly defrauding the PPP, illustrating both the effectiveness of oversight and the need for vigilance among small business owners. Charged with conspiracy to commit bank fraud, the Mitlos reportedly obtained over $715,000 in PPP loans despite owning businesses that had no employees or legitimate payroll. The couple allegedly submitted falsified loan applications and tax documents to assert that their businesses qualified for PPP assistance. Once the funds were disbursed, they arranged for fictitious payroll checks for nonexistent employees, cashing in on these checks to keep the scheme under wraps. This case is emblematic of broader issues surrounding the rapid rollout of pandemic relief funds and raises critical questions small business owners must consider. As the government ramps up enforcement to combat fraud, knowledge about compliance with PPP guidelines is essential for small businesses. The consequences of PPP fraud can be severe; the charge the Mitlos face carries a maximum penalty of 30 years in prison and up to $1 million in fines. Such significant legal repercussions serve as a warning for small business owners who might be tempted to manipulate the system. As stated by Senior Counsel Philip Lamparello, “The District of New Jersey COVID-19 Fraud Enforcement Strike Force investigates large-scale pandemic relief fraud, and those who attempt to fraudulently obtain these funds will face serious legal action.” For small business owners, navigating the complexities of pandemic-related loans requires a thorough understanding of eligibility criteria. Accurately reporting employee numbers and payroll obligations not only ensures compliance but also safeguards against potential fallout from fraudulent activity. The SBA’s Office of Inspector General, in partnership with the FBI and the U.S. Department of Justice, is actively pursuing investigations in cases of alleged pandemic fraud. It’s paramount for business owners to be aware of the resources available to them. These include guidelines published by the SBA, which provide detailed information on how to apply for and utilize PPP loans legally. Additionally, there are channels through which individuals can report suspected fraud, enhancing a community effort to uphold the integrity of small business funding. Potential challenges arise as business owners grapple with the intricacies of these requirements. Misinterpretation of guidelines or failure to keep meticulous records can inadvertently lead to errors in loan applications. The Mitlos’ case serves as a cautionary tale that underscores the importance of adhering strictly to application procedures. A proactive approach to compliance can fortify small businesses against the threat of fraud allegations. Implementing robust accounting practices, consulting financial advisors, and maintaining clear communication with lending institutions can help ensure transparency and accountability. Therefore, while the recovery period from the pandemic remains challenging, legitimate support programs are meant to assist businesses in need rather than expose them to scrutiny or legal trouble. Understanding the legal landscape and taking advantage of available educational resources can empower small business owners during these uncertain times. The U.S. Department of Justice continues to crack down on fraudulent claims related to COVID-19 relief, representing a commitment to protecting the integrity of relief efforts intended for those who genuinely need them. As the workforce adapts to ongoing challenges, it becomes imperative for business owners to prioritize compliance and ethical practices when accessing government assistance. Being informed and cautious can prevent severe financial and legal repercussions, ultimately enabling small business owners to focus on recovery and growth, rather than potential legal battles. For more details on this case and the implications of PPP fraud, visit the original press release at the SBA’s website: SBA Press Release. Image via Google Gemini This article, "Couple Indicted for $715K COVID-19 Fraud Scheme in New Jersey" was first published on Small Business Trends View the full article

The Olympics are best known as a moment for the world’s most elite athletes to demonstrate their physical prowess on the world stage. But, for a handful of apparel brands, the Games are also one of the most coveted advertising moments of the year. This year, teams at the Milan Cortina Games will be outfitted in plenty of the usual activewear suspects, including Adidas, Nike, and Asics. Team USA will once again appear in preppy, ultra-Americana-inspired looks designed by Ralph Lauren, which has exclusively partnered with the team since 2008. The terms of this deal are unclear, but it’s likely an intensely expensive (and lucrative) undertaking for Ralph Lauren that would be financially inaccessible to smaller brands. The result is that Team USA’s Olympic garb has looked safe at best and stale at worst for the past several years (recall the widely panned skinny jeans and blazer combo worn in 2021). But while big brands remain the most visible apparel players at the Olympics, some of this year’s most stand-out garments come from smaller designers. Here are three of the collaborations to look out for: Team Mongolia x Goyol Cashmere Before the Games have even begun, there’s already a clear fan favorite for the best-dressed team. Team Mongolia’s ceremonial outfits have taken off on X, where commenters are praising the garments for their couture quality; while the uniform’s official announcement post has accrued more than 100,000 likes. Mongolian athletes will be sporting garments made by the brand Goyol Cashmere, which has produced both a line of casual ski sweaters and a stunning collection of ceremonial uniforms. The sweater line pulls inspiration from Western après-ski aesthetics, mixed with references to the Mongolian nomadic life, including imagery of a ger (one-man tent), sheep pens, and a horse. The ceremonial uniforms are Goyol’s take on the Mongolian deel, which is a traditional robe-like garment. A navy color palette makes up the base of the uniforms, accented by pops of light blue, gold, and red. In an email to Fast Company, the Goyol team said that the uniforms are inspired by the Great Mongol Empire of the 13th through 15th centuries, one of “the most powerful periods of our nation’s history.” Traditional elements woven throughout the uniforms include a functional skirt slit for ease of movement, a raised collar to protect against the wind and cold, silk trimmings embroidered with horn motifs, and a fully closed overlapping front, which represents “warmth, unity, and protection.” This is Goyol’s first time outfitting the Olympic team, and, according to the designers, “It has truly been incredible to see the outpouring of positive feedback online.” They added, “Our team is deeply honored and grateful for the trust placed in us by the National Olympic Committee. We believe this marks a defining moment—not only for our country, but for Mongolia’s fashion industry and the recognition of our prestigious cashmere on a global stage.” Team Haiti x Stella Jean At this year’s Games, Team Haiti’s two skiers will be the only athletes to take to the slopes in fully hand-painted uniforms. The outfits were created by Italian-Haitian designer Stella Jean. They feature an eye-catching jewel-toned design, painstakingly brushed over ski pants, boots, jackets, and even a puffer skirt. In an interview with the AP, Jean said that the design—which centers a galloping red horse—was inspired by the 2006 painting Toussaint Louverture by Haitian artist Edouard Duval-Carrié. Duval-Carrié’s painting depicts Louverture, a formerly enslaved man who successfully led the Haitian independence movement against French imperialists and established the first Black republic in 1806, riding atop the red steed. Jean told the AP that her uniform designs initially included Louverture, but she was told by the International Olympic Committee (IOC) that the image broke Olympic rules barring political symbolism. In order to preserve her work, she painted over Louverture for the final garments. “Rules are rules and must be respected, and that is what we have done,“ Jean told the publication. “But for us, it is important that this horse, his horse, the general’s horse, remains. For us, it remains the symbol of Haiti’s presence at the Olympics.’’ In an Instagram caption revealing the designs, she added, “What you see is not decoration.
It is visibility as a form of survival.” Team Great Britain x Tom Daley Anyone who watched the Paris 2024 Olympics will recall that the best garment from those Games was former platform diver Tom Daley’s hand-knitted sweater. Over the past several years, Daley has parlayed his knitting hobby into a side gig as a kind of knitting influencer, sharing images of creations like a sweater for a greyhound and video tutorials on new patterns. At the Paris Olympics, he was seen knitting multiple different garments, including a custom blue-and-red sweater featuring an image of the Eiffel Tower. This year, Daley’s work will be worn as official Olympic garments by the flagbearers for his home team of Great Britain. Daley collaborated with the British clothing brand Ben Sherman (which is also creating Great Britain’s opening and closing ceremony looks) on a series of knitwear inspired by his country’s flag. The chunky scarves, hats, and snoods have the same charming quality as Daley’s poolside projects that previously captured the hearts of viewers worldwide. View the full article

I'm just a humble immigrant, but as a mere (legal!) guest in the U.S., I can't help but notice that the country is rather, shall we say, politically divided these days (sorry if pointing that out seems rude). It seems international scammers have also noticed—and are taking advantage in subtle ways. Recently, investor Fred Benenson blogged about a sophisticated phishing campaign targeting SendGrid users. Phishers sent emails claiming the company was going to add a large "Support ICE" button at the bottom of every outgoing email unless users opted out. The emails also featured a large blue button promising to help you disable the message, which, when clicked, naturally led to a fake version of SendGrid that would allow the scammers to steal login information. As scams go, it's not a bad play: Phishing emails work best when they induce a sense of panic—that way you're less likely to think critically about them, and just act. It's not hard to imagine this particular email being effective, given the political climate right now. Say you're running a fair trade coffee company—you wouldn't want a giant "Support ICE" button below your signature at this moment in history. But the trick didn't just target left-wing organizations: Variations on the theme claimed the company was going to add pro-LGBT+ and Black Lives Matter banners as well. The differing political messages aren't really the point of the scam, you see—the point is to get business owners to panic about projecting the "wrong" values so that they will click the link and give away their login information. Scammers rely on psychological tricks to rope in their victims, all of them designed to get you to stop thinking rationally. Exploiting America's political divide seems to be an excellent way to do that. Political phishing schemes are nothing newThis is just the latest example of a scam that uses politics as a tool. Back in 2020, a fake Black Lives Matter voting campaign spread malware by pretending to be from a county official looking for feedback on the then-exploding political movement. People on both side of the partisan divide ended up clicking through and getting infected. And then there are the campaigns where people pretend to be politicians and beg for donations: Back in 2024 Lifehacker reported on a rash of political donation scams that popped up during the presidential election cycle. That trend is still growing, according to Stacey Wood, a fraud expert writing for Psychology Today. "What is especially challenging for consumers and voters is that legitimate campaign operatives use many of the same common persuasion techniques employed by scammers," she writes. All of which is to say that international scammers have equal access to American media outlets, are aware of our political divides, and are effective at using them to exploit your emotions in order to steal your money. How to spot a political phishing scamWhat can you do to protect yourself? First, be aware of the tricks that scammers use, and always approach your email inbox with skepticism. Before you click any link from an unfamiliar sender or in an unsolicited email, hover over it to see if it's going to a website that looks legit. Even better: Avoid clicking links altogether, and head to the website for a given service directly by typing it into your browser. Remember, it's easier to fall for a scam than you think, so it pays to be skeptical, especially when you encounter a call to action designed to get you to react in a panic. View the full article

Google Ads rolled out a data source diagnostics feature inside Data Manager that helps advertisers monitor the health of their data connections. The tool flags issues tied to offline conversions, CRM imports, and tagging mismatches. How it works. A centralized dashboard assigns clear connection status labels — Excellent, Good, Needs attention, or Urgent — and surfaces actionable alerts. Advertisers can see problems like refused credentials, formatting errors, and failed imports alongside a run history showing recent sync attempts and error counts. Why we care. When conversion data breaks, campaign optimization breaks with it. Even small data connection failures can quietly distort conversion tracking and weaken automated bidding. This diagnostics tool helps teams spot and fix issues early, protecting campaign performance and reporting accuracy. For advertisers relying on CRM imports or offline conversions, it adds a much-needed safety net. Who benefits most. The feature is particularly useful for advertisers running complex conversion pipelines, including Salesforce integrations and offline attribution setups, where small disruptions can ripple into bidding and reporting. The bigger picture. As automated bidding depends more heavily on accurate first-party data, visibility into data pipelines is becoming as important as campaign settings themselves. Bottom line. Google Ads is giving advertisers an early warning system for data failures — helping teams fix broken connections before performance takes a hit. First seen. This update was first spotted by Digital Marketer Georgi Zayakov when he shared spotting the new option on LinkedIn. View the full article

Lawmakers across the political spectrum condemn clip depicting former president and first lady as apesView the full article

Labour MPs weigh up options including Wes Streeting and Angela Rayner after a week of damaging scandal View the full article

Maneuvering through conflict between coworkers is vital for maintaining a productive workplace. By employing effective strategies, you can cultivate a more harmonious environment. Start by comprehending the root causes of conflicts and prioritize open communication to guarantee everyone feels valued. Active listening plays an important role in validating perspectives, whereas early intervention can prevent issues from escalating. To learn more about practical approaches, consider how collaboration and compromise can lead to innovative solutions and stronger team dynamics. Key Takeaways Foster open communication by encouraging honest dialogue, which helps clarify misunderstandings and build trust among coworkers. Utilize active listening techniques to understand diverse perspectives and validate coworkers’ feelings during discussions. Address conflicts promptly to prevent escalation and maintain a positive work environment that supports productivity. Encourage compromise by finding common ground and generating multiple solutions that consider the needs of all parties involved. Promote team-building activities to strengthen relationships and enhance collaboration, reducing friction among coworkers during conflicts. Understanding the Root Causes of Workplace Conflict Comprehending the root causes of workplace conflict is fundamental for nurturing a harmonious work environment. Conflicts often stem from poor communication, which leads to misunderstandings and inefficiencies. Managers can spend around 25% of their time resolving these issues, which highlights the need to understand these roots. Differing values and interests among employees can create friction, as they may prioritize personal goals over team objectives. Personality clashes, arising from diverse working styles, likewise contribute to tensions that require effective conflict resolution between coworkers. Furthermore, resource scarcity encourages competition, as individuals vie for limited tools necessary for their jobs. Finally, perceptions of discrimination or harassment can greatly escalate conflicts, making it vital to promote an inclusive culture. The Importance of Open Communication Open communication is crucial for resolving conflicts at work, as it promotes active listening and honest expression among coworkers. When you encourage clear dialogue, you help create an environment where everyone feels comfortable sharing their thoughts and concerns. Establishing clear guidelines for communication can further improve comprehension, preventing misunderstandings that often lead to disputes. Foster Active Listening Active listening serves as a cornerstone for effective communication, especially during conflicts at work. It involves fully concentrating, comprehension, responding, and remembering what’s being said. Research shows that effective listening increases the likelihood of resolving conflicts by 30%. When you use “I” statements instead of “you” statements, it encourages a non-confrontational atmosphere, promoting open dialogue. Pay attention to non-verbal cues like body language and facial expressions, as they provide insights into emotional states that can guide the conversation toward resolution. By practicing active listening, you promote empathy and awareness, which are fundamental for healthier workplace relationships. In the end, enhancing your listening skills can greatly reduce misunderstandings and create a more collaborative work environment. Encourage Honest Expression Creating an environment where coworkers feel comfortable expressing their thoughts and concerns is crucial for maintaining a healthy workplace. Encouraging honest expression cultivates a culture of open communication, which helps identify and address potential conflicts early. Research shows that 53% of employees avoid “toxic” situations, highlighting the need for a safe space for dialogue. By allowing employees to voice concerns without fear of retribution, you can build greater trust and collaboration within the team. Addressing conflicts swiftly can prevent the staggering annual loss of $359 billion in American businesses because of unresolved disputes. Furthermore, facilitating open discussions improves employee engagement, greatly enhancing workplace morale and productivity, ultimately benefiting everyone involved. Establish Clear Guidelines Establishing clear guidelines for communication is vital to minimize misunderstandings that can lead to workplace conflict. When everyone knows the expectations and processes, it reduces confusion and aligns team efforts. Open communication cultivates a transparent culture, allowing you to voice concerns without fear of retribution, which is fundamental for detecting and resolving issues early. Regular check-ins and feedback sessions keep this communication flowing, providing a platform to address potential conflicts before they escalate. Furthermore, promoting active listening during discussions encourages respect and guarantees everyone feels heard, which helps prevent personal attacks. Finally, opting for face-to-face meetings over email can improve clarity, reducing the misinterpretations that often arise in written exchanges. Active Listening as a Conflict Resolution Tool When conflicts arise between coworkers, employing effective listening techniques can greatly ease tensions and promote insight. Active listening involves fully concentrating on, grasping, responding to, and remembering what the other person says. This method helps clarify misunderstandings and reduces conflict-related tension. By allowing coworkers to express themselves without interruption, you cultivate respect and openness, making constructive resolutions easier. Here’s a quick overview of key components of active listening: Component Description Benefits Concentration Focus on the speaker without distractions Improves insight Non-verbal cues Use body language and facial expressions Provides emotional context Response Offer thoughtful feedback Validates the speaker’s feelings Engaging in active listening encourages empathy and insight, contributing to a more positive workplace environment. Fostering Collaboration and Teamwork To promote collaboration and teamwork, you need to establish open communication channels that allow for clear and honest exchanges. Promoting shared goals alignment can help unify the team’s efforts, ensuring everyone is working in the same direction. Moreover, engaging in team-building activities strengthens relationships, improves trust, and creates an environment where teamwork can thrive. Establish Open Communication Channels Open communication channels play a crucial role in promoting collaboration and teamwork among coworkers, as they allow individuals to express their concerns and ideas without hesitation. By establishing these channels, you encourage employees to voice their thoughts freely, which can help prevent misinterpretations that often lead to conflicts. Regular team meetings and check-ins promote transparency, allowing coworkers to address issues before they escalate. Utilizing collaborative tools helps remote teams maintain clear communication, reducing feelings of isolation and frustration. Encouraging active listening during discussions nurtures respect and comprehension, fundamental for effective conflict resolution. Moreover, providing training sessions on communication skills improves employees’ ability to articulate their thoughts clearly and empathetically, creating a more harmonious workplace environment. Promote Shared Goals Alignment Establishing open communication channels sets the stage for promoting shared goals alignment among coworkers. When you encourage your team to focus on common objectives, it reduces friction and nurtures collaboration. Regular check-ins about shared goals help identify potential conflicts early, allowing for proactive resolution. Aligning individual goals with organizational objectives boosts employee engagement, as many prefer to avoid toxic situations. Benefit Description Improved Communication Open dialogue minimizes misunderstandings. Increased Engagement Focus on shared goals leads to higher morale. Proactive Conflict Resolution Early identification of issues prevents escalation. Utilizing collaborative conflict resolution strategies, like brainstorming solutions, reinforces goal alignment and encourages teamwork in problem-solving. Encourage Team Building Activities Even though conflicts are a natural part of any workplace, encouraging team building activities can greatly mitigate misunderstandings and improve collaboration among coworkers. These activities boost trust and communication, which reduces friction during collaborative tasks. When employees engage in structured exercises, they learn to appreciate diverse working styles, cultivating empathy and comprehension. Research indicates that teams participating in regular team building report higher morale and productivity, contributing to a positive work environment. Moreover, problem-solving-focused team building can improve conflict resolution skills in real scenarios. Aligning these activities with organizational values reinforces a cohesive workplace culture, helping employees concentrate on shared goals instead of personal differences that may lead to conflict. This proactive approach eventually strengthens workplace relationships. Finding Common Ground Through Compromise Finding common ground through compromise is vital in workplace dynamics, especially when both goals and relationships are important to you and your coworkers. Compromise requires both parties to give up certain needs to reach a mutually agreeable solution. According to the Thomas-Kilmann Conflict Model, it balances assertiveness and cooperativeness, encouraging collaboration during the recognition of personal and relational goals. This approach can improve team cohesion, creating an atmosphere where everyone feels their opinions are valued, thereby reducing potential resentment. To achieve effective compromise, it’s important for you and your coworkers to articulate your needs and concerns clearly while remaining open to appreciating each other’s perspectives. Generating multiple potential solutions during discussions can boost the chances of reaching a satisfactory compromise, promoting creative problem-solving. Addressing Issues Early to Prevent Escalation Addressing issues early can greatly reduce the risk of conflict escalation in the workplace. When you tackle problems with coworkers without delay, you help prevent a toxic atmosphere that can harm team dynamics. Postponing intervention can lead to wider damage, costing your organization lost productivity and employee morale. Ignoring conflicts often translates to significant financial implications, as American businesses lose $359 billion annually because of unresolved disputes. To assist you in identifying when to address conflicts, consider the following table: Signs of Conflict Early Actions Potential Outcomes Diminishing Respect Involve HR Professional mediation Increased Tension Timely discussions Improved communication Avoidance by Employees Seek feedback Boosted team cohesion Embracing Diverse Perspectives for Creative Solutions Embracing diverse perspectives within a workplace not just nurtures a culture of innovation but furthermore improves problem-solving capabilities, as teams that incorporate various backgrounds tend to outperform their more homogenous counterparts. Research shows that these diverse teams can generate 19% more revenue, highlighting their effectiveness. Encouraging open dialogue allows you and your coworkers to express differing viewpoints, enhancing creativity and leading to thorough solutions. By actively listening to each other, you cultivate a culture of respect and comprehension, crucial for effective collaboration and reducing conflict. Organizations promoting diversity and inclusion likewise report a 35% increase in employee engagement, positively impacting team dynamics. Utilizing techniques like brainstorming sessions can help leverage the strengths of diverse perspectives, ensuring that solutions address the needs of all stakeholders involved. By valuing and embracing these differences, you can reveal the full potential of your team and drive innovative outcomes. Frequently Asked Questions What Are the Five 5 Strategies to Resolve Workplace Conflict? To resolve workplace conflict, you can use five strategies from the Thomas-Kilmann Conflict Model. First, there’s Avoiding, suitable for low-stakes situations. Next, Competing, which is effective in crises but may harm trust. Third, Third prioritizes relationships but can limit innovation. Fourth, Compromising seeks a middle ground when both objectives matter. Finally, Collaborating promotes a win-win approach, valuing both goals and relationships, and is ideal for complex issues requiring mutual respect and shared success. What Are the 5 C’s of Conflict Resolution? The 5 C’s of conflict resolution are Clear communication, Collaboration, Compromise, Creativity, and Commitment. Clear communication helps you express thoughts openly, preventing misunderstandings. Collaboration encourages teamwork, allowing everyone to contribute to solutions. Compromise involves making concessions for a balanced outcome. Creativity pushes you to think outside the box, exploring various solutions. Finally, Commitment guarantees everyone stays dedicated to the resolution, preventing future conflicts and maintaining strong relationships among all parties involved. How to Resolve a Conflict Between Coworkers? To resolve a conflict between coworkers, start by addressing the issue directly and swiftly. Arrange a private discussion where each person can share their viewpoints without interruptions. Encourage active listening, as comprehending each other’s perspectives is essential. Once both sides are heard, brainstorm potential solutions together. Focus on options that satisfy everyone involved, nurturing collaboration and strengthening relationships. Recognize that healthy conflict can boost creativity, as unresolved issues can harm team dynamics. What Are the 3 C’s of Conflict Resolution? The 3 C’s of conflict resolution are Communication, Collaboration, and Compromise. Communication involves clearly expressing your concerns during listening to others, ensuring everyone understands the issues at hand. Collaboration encourages you to work together with others to devise solutions that benefit all parties involved. Compromise means being willing to make concessions, helping to find a middle ground. Excelling in these elements can greatly improve relationships and create a more harmonious environment. Conclusion In summary, resolving conflicts among coworkers requires a strategic approach that includes open communication, active listening, and early intervention. By promoting collaboration and finding common ground through compromise, teams can address issues before they escalate. Furthermore, embracing diverse perspectives boosts creativity and innovation, leading to effective solutions. Implementing these strategies not only improves relationships but likewise contributes to a more productive work environment, eventually benefiting everyone involved. Prioritizing conflict resolution is crucial for a harmonious workplace. Image via Google Gemini This article, "7 Effective Strategies for Conflict Resolution Between Coworkers" was first published on Small Business Trends View the full article

Maneuvering through conflict between coworkers is vital for maintaining a productive workplace. By employing effective strategies, you can cultivate a more harmonious environment. Start by comprehending the root causes of conflicts and prioritize open communication to guarantee everyone feels valued. Active listening plays an important role in validating perspectives, whereas early intervention can prevent issues from escalating. To learn more about practical approaches, consider how collaboration and compromise can lead to innovative solutions and stronger team dynamics. Key Takeaways Foster open communication by encouraging honest dialogue, which helps clarify misunderstandings and build trust among coworkers. Utilize active listening techniques to understand diverse perspectives and validate coworkers’ feelings during discussions. Address conflicts promptly to prevent escalation and maintain a positive work environment that supports productivity. Encourage compromise by finding common ground and generating multiple solutions that consider the needs of all parties involved. Promote team-building activities to strengthen relationships and enhance collaboration, reducing friction among coworkers during conflicts. Understanding the Root Causes of Workplace Conflict Comprehending the root causes of workplace conflict is fundamental for nurturing a harmonious work environment. Conflicts often stem from poor communication, which leads to misunderstandings and inefficiencies. Managers can spend around 25% of their time resolving these issues, which highlights the need to understand these roots. Differing values and interests among employees can create friction, as they may prioritize personal goals over team objectives. Personality clashes, arising from diverse working styles, likewise contribute to tensions that require effective conflict resolution between coworkers. Furthermore, resource scarcity encourages competition, as individuals vie for limited tools necessary for their jobs. Finally, perceptions of discrimination or harassment can greatly escalate conflicts, making it vital to promote an inclusive culture. The Importance of Open Communication Open communication is crucial for resolving conflicts at work, as it promotes active listening and honest expression among coworkers. When you encourage clear dialogue, you help create an environment where everyone feels comfortable sharing their thoughts and concerns. Establishing clear guidelines for communication can further improve comprehension, preventing misunderstandings that often lead to disputes. Foster Active Listening Active listening serves as a cornerstone for effective communication, especially during conflicts at work. It involves fully concentrating, comprehension, responding, and remembering what’s being said. Research shows that effective listening increases the likelihood of resolving conflicts by 30%. When you use “I” statements instead of “you” statements, it encourages a non-confrontational atmosphere, promoting open dialogue. Pay attention to non-verbal cues like body language and facial expressions, as they provide insights into emotional states that can guide the conversation toward resolution. By practicing active listening, you promote empathy and awareness, which are fundamental for healthier workplace relationships. In the end, enhancing your listening skills can greatly reduce misunderstandings and create a more collaborative work environment. Encourage Honest Expression Creating an environment where coworkers feel comfortable expressing their thoughts and concerns is crucial for maintaining a healthy workplace. Encouraging honest expression cultivates a culture of open communication, which helps identify and address potential conflicts early. Research shows that 53% of employees avoid “toxic” situations, highlighting the need for a safe space for dialogue. By allowing employees to voice concerns without fear of retribution, you can build greater trust and collaboration within the team. Addressing conflicts swiftly can prevent the staggering annual loss of $359 billion in American businesses because of unresolved disputes. Furthermore, facilitating open discussions improves employee engagement, greatly enhancing workplace morale and productivity, ultimately benefiting everyone involved. Establish Clear Guidelines Establishing clear guidelines for communication is vital to minimize misunderstandings that can lead to workplace conflict. When everyone knows the expectations and processes, it reduces confusion and aligns team efforts. Open communication cultivates a transparent culture, allowing you to voice concerns without fear of retribution, which is fundamental for detecting and resolving issues early. Regular check-ins and feedback sessions keep this communication flowing, providing a platform to address potential conflicts before they escalate. Furthermore, promoting active listening during discussions encourages respect and guarantees everyone feels heard, which helps prevent personal attacks. Finally, opting for face-to-face meetings over email can improve clarity, reducing the misinterpretations that often arise in written exchanges. Active Listening as a Conflict Resolution Tool When conflicts arise between coworkers, employing effective listening techniques can greatly ease tensions and promote insight. Active listening involves fully concentrating on, grasping, responding to, and remembering what the other person says. This method helps clarify misunderstandings and reduces conflict-related tension. By allowing coworkers to express themselves without interruption, you cultivate respect and openness, making constructive resolutions easier. Here’s a quick overview of key components of active listening: Component Description Benefits Concentration Focus on the speaker without distractions Improves insight Non-verbal cues Use body language and facial expressions Provides emotional context Response Offer thoughtful feedback Validates the speaker’s feelings Engaging in active listening encourages empathy and insight, contributing to a more positive workplace environment. Fostering Collaboration and Teamwork To promote collaboration and teamwork, you need to establish open communication channels that allow for clear and honest exchanges. Promoting shared goals alignment can help unify the team’s efforts, ensuring everyone is working in the same direction. Moreover, engaging in team-building activities strengthens relationships, improves trust, and creates an environment where teamwork can thrive. Establish Open Communication Channels Open communication channels play a crucial role in promoting collaboration and teamwork among coworkers, as they allow individuals to express their concerns and ideas without hesitation. By establishing these channels, you encourage employees to voice their thoughts freely, which can help prevent misinterpretations that often lead to conflicts. Regular team meetings and check-ins promote transparency, allowing coworkers to address issues before they escalate. Utilizing collaborative tools helps remote teams maintain clear communication, reducing feelings of isolation and frustration. Encouraging active listening during discussions nurtures respect and comprehension, fundamental for effective conflict resolution. Moreover, providing training sessions on communication skills improves employees’ ability to articulate their thoughts clearly and empathetically, creating a more harmonious workplace environment. Promote Shared Goals Alignment Establishing open communication channels sets the stage for promoting shared goals alignment among coworkers. When you encourage your team to focus on common objectives, it reduces friction and nurtures collaboration. Regular check-ins about shared goals help identify potential conflicts early, allowing for proactive resolution. Aligning individual goals with organizational objectives boosts employee engagement, as many prefer to avoid toxic situations. Benefit Description Improved Communication Open dialogue minimizes misunderstandings. Increased Engagement Focus on shared goals leads to higher morale. Proactive Conflict Resolution Early identification of issues prevents escalation. Utilizing collaborative conflict resolution strategies, like brainstorming solutions, reinforces goal alignment and encourages teamwork in problem-solving. Encourage Team Building Activities Even though conflicts are a natural part of any workplace, encouraging team building activities can greatly mitigate misunderstandings and improve collaboration among coworkers. These activities boost trust and communication, which reduces friction during collaborative tasks. When employees engage in structured exercises, they learn to appreciate diverse working styles, cultivating empathy and comprehension. Research indicates that teams participating in regular team building report higher morale and productivity, contributing to a positive work environment. Moreover, problem-solving-focused team building can improve conflict resolution skills in real scenarios. Aligning these activities with organizational values reinforces a cohesive workplace culture, helping employees concentrate on shared goals instead of personal differences that may lead to conflict. This proactive approach eventually strengthens workplace relationships. Finding Common Ground Through Compromise Finding common ground through compromise is vital in workplace dynamics, especially when both goals and relationships are important to you and your coworkers. Compromise requires both parties to give up certain needs to reach a mutually agreeable solution. According to the Thomas-Kilmann Conflict Model, it balances assertiveness and cooperativeness, encouraging collaboration during the recognition of personal and relational goals. This approach can improve team cohesion, creating an atmosphere where everyone feels their opinions are valued, thereby reducing potential resentment. To achieve effective compromise, it’s important for you and your coworkers to articulate your needs and concerns clearly while remaining open to appreciating each other’s perspectives. Generating multiple potential solutions during discussions can boost the chances of reaching a satisfactory compromise, promoting creative problem-solving. Addressing Issues Early to Prevent Escalation Addressing issues early can greatly reduce the risk of conflict escalation in the workplace. When you tackle problems with coworkers without delay, you help prevent a toxic atmosphere that can harm team dynamics. Postponing intervention can lead to wider damage, costing your organization lost productivity and employee morale. Ignoring conflicts often translates to significant financial implications, as American businesses lose $359 billion annually because of unresolved disputes. To assist you in identifying when to address conflicts, consider the following table: Signs of Conflict Early Actions Potential Outcomes Diminishing Respect Involve HR Professional mediation Increased Tension Timely discussions Improved communication Avoidance by Employees Seek feedback Boosted team cohesion Embracing Diverse Perspectives for Creative Solutions Embracing diverse perspectives within a workplace not just nurtures a culture of innovation but furthermore improves problem-solving capabilities, as teams that incorporate various backgrounds tend to outperform their more homogenous counterparts. Research shows that these diverse teams can generate 19% more revenue, highlighting their effectiveness. Encouraging open dialogue allows you and your coworkers to express differing viewpoints, enhancing creativity and leading to thorough solutions. By actively listening to each other, you cultivate a culture of respect and comprehension, crucial for effective collaboration and reducing conflict. Organizations promoting diversity and inclusion likewise report a 35% increase in employee engagement, positively impacting team dynamics. Utilizing techniques like brainstorming sessions can help leverage the strengths of diverse perspectives, ensuring that solutions address the needs of all stakeholders involved. By valuing and embracing these differences, you can reveal the full potential of your team and drive innovative outcomes. Frequently Asked Questions What Are the Five 5 Strategies to Resolve Workplace Conflict? To resolve workplace conflict, you can use five strategies from the Thomas-Kilmann Conflict Model. First, there’s Avoiding, suitable for low-stakes situations. Next, Competing, which is effective in crises but may harm trust. Third, Third prioritizes relationships but can limit innovation. Fourth, Compromising seeks a middle ground when both objectives matter. Finally, Collaborating promotes a win-win approach, valuing both goals and relationships, and is ideal for complex issues requiring mutual respect and shared success. What Are the 5 C’s of Conflict Resolution? The 5 C’s of conflict resolution are Clear communication, Collaboration, Compromise, Creativity, and Commitment. Clear communication helps you express thoughts openly, preventing misunderstandings. Collaboration encourages teamwork, allowing everyone to contribute to solutions. Compromise involves making concessions for a balanced outcome. Creativity pushes you to think outside the box, exploring various solutions. Finally, Commitment guarantees everyone stays dedicated to the resolution, preventing future conflicts and maintaining strong relationships among all parties involved. How to Resolve a Conflict Between Coworkers? To resolve a conflict between coworkers, start by addressing the issue directly and swiftly. Arrange a private discussion where each person can share their viewpoints without interruptions. Encourage active listening, as comprehending each other’s perspectives is essential. Once both sides are heard, brainstorm potential solutions together. Focus on options that satisfy everyone involved, nurturing collaboration and strengthening relationships. Recognize that healthy conflict can boost creativity, as unresolved issues can harm team dynamics. What Are the 3 C’s of Conflict Resolution? The 3 C’s of conflict resolution are Communication, Collaboration, and Compromise. Communication involves clearly expressing your concerns during listening to others, ensuring everyone understands the issues at hand. Collaboration encourages you to work together with others to devise solutions that benefit all parties involved. Compromise means being willing to make concessions, helping to find a middle ground. Excelling in these elements can greatly improve relationships and create a more harmonious environment. Conclusion In summary, resolving conflicts among coworkers requires a strategic approach that includes open communication, active listening, and early intervention. By promoting collaboration and finding common ground through compromise, teams can address issues before they escalate. Furthermore, embracing diverse perspectives boosts creativity and innovation, leading to effective solutions. Implementing these strategies not only improves relationships but likewise contributes to a more productive work environment, eventually benefiting everyone involved. Prioritizing conflict resolution is crucial for a harmonious workplace. Image via Google Gemini This article, "7 Effective Strategies for Conflict Resolution Between Coworkers" was first published on Small Business Trends View the full article

Move over, figure skating and ice hockey: There’s a new Olympic sport taking to the slopes in Milano Cortina. The sport—called ski mountaineering, or, colloquially, “skimo”—is the first entirely new sport at the Winter Olympics since 2002. As its name suggests, skimo combines elements of both skiing and mountaineering, requiring competitors to climb their way up a mountain slope before descending back down. It’s a more rugged take on the winter sport genre that involves rougher terrain than a cross-country or alpine ski course, requires athletes to change their own gear mid-race, and balances both technical skill and endurance. A total of 36 athletes will be competing in this year’s skimo events. That includes the two Americans representing Team USA, Anna Gibson and Camerson Smith, who narrowly qualified for the event back in December. Here’s everything you need to know about skimo before it becomes your next Olympic obsession: Where does skimo come from? According to an article on the official Team USA website, skimo traces all the way back to prehistoric times, when humans traversed Europe’s snow-covered landscapes on foot. In the modern era, the first official record of the sport comes from 1897, when the German geologist Wilhelm Paulcke crossed Switzerland’s Bernese Oberland mountain range on a pair of skis. The sport held its first world championship in 2002, seeing the most popularity in Europe’s wintery climes. Per the article, Italy has become “a hotbed for skimo,” with the sport’s popularity booming over the past decade: In 2010–11, there were 33,000 participants in the country, compared to more than 94,000 today. This expansion makes skimo’s debut at Milano Cortina especially fitting. How does it work? Skimo can best be broken down into two component segments: the ascent and descent. Competitors start with the ascent. During some portions of the climb, marked by green flags, they must proceed with their skis on. Special rubber membranes, called “skins,” are attached to the bottom of each ski to prevent backward sliding. One explainer video published by the International Olympic Committee (IOC) describes these skins as akin to “a sticky carpet.” When the course’s flags turn yellow, athletes have to affix their skis to their packs and proceed on foot (this is called “bootpacking”). If a competitor follows these flag cues incorrectly—even because of a gear malfunction—points will be deducted. Once the athletes reach the top of the slope, red flags mark their descent. Here, they remove the skins from their skis, fasten on a helmet, and shoot down a cross-country style course. Unlike many other Olympic events, a large portion of success during skimo rests on athletes’ ability to quickly change their own gear. “The faster we switch gear, the quicker we can move through the race,” the IOC video explains. What are the events? Skimo at the Olympics will involve three different events: men’s sprint, women’s sprint, and mixed relay. Each sprint event consists of just one ascent and descent, with races lasting less than three minutes on average. Mixed relay is a longer, more endurance-based event, comprising two ascents and two descents. Teams of one male and one female athlete take turns navigating the course, and the first athlete to cross the finish line clinches gold for their team. View the full article

Performance Max has come a long way since its rocky launch. Many advertisers once dismissed it as a half-baked product, but Google has spent the past 18 months fixing real issues around transparency and control. If you wrote Performance Max off before, it’s time to take another look. Mike Ryan, head of ecommerce insights at Smarter Ecommerce, explained why at the latest SMX Next. Taking a fresh look at Performance Max Performance Max traces its roots to Smart Shopping campaigns, which Google rolled out with red carpet fanfare at Google Marketing Live in 2019. Even then, industry experts warned that transparency and control would become serious issues. They were right — and only now has Google begun to address those concerns openly. Smart Shopping marked the low point of black-box advertising in Google Ads, at least for ecommerce. It stripped away nearly every control advertisers relied on in Standard Shopping: Promotional controls. Modifiers. Negative keywords. Search terms reporting. Placement reporting. Channel visibility. Over the past 18 months, Performance Max has brought most of that functionality back, either partially or in full. Understanding Performance Max search terms Search terms are a core signal for understanding the traffic you’re actually buying. In Performance Max, most spend typically flows to the search network, which makes search term reporting essential for meaningful optimization. Google even introduced a Performance Max match type — something few of us ever expected to see. That’s a big deal. It delivers properly reportable data that works with the API, should be scriptable, and finally includes cost and time dimensions that were completely missing before. Search term insights vs. campaign search term view Google’s first move to crack open the black box was search term insights. These insights group queries into search categories — essentially prebuilt n-grams — that roll up data at a mid-level and automatically account for typos, misspellings, and variants. The problem? The metrics are thin. There’s no cost data, which means no CPC, no ROAS, and no real way to evaluate performance. The real breakthrough is the new campaign-level search term view, now available in both the API and the UI. Historically, search term reporting lived at the ad group level. Since Performance Max doesn’t use ad groups, that data had nowhere to go. Google fixed this by anchoring search terms at the campaign level instead. The result is access to far more segments and metrics — and, finally, proper reporting we can actually use. The main limitation: this data is available only at the search network level, without separating search from shopping. That means a single search term may reflect blended performance from both formats, rather than a clean view of how each one performed. Search theme reporting Search themes act as a form of positive targeting in Performance Max. You can evaluate how they’re performing through the search term insights report, which includes a Source column showing whether traffic came from your URLs, your assets, or the search themes you provided. By totaling conversion value and conversions, you can see whether your search themes are actually driving results — or just sitting idle. There’s more good news ahead. Google appears to be working on bringing Dynamic Search Ads and AI Max reports into Performance Max. That would unlock visibility into headlines, landing pages, and the search terms triggering ads. Search term controls and optimization Negative keywords Negative keywords are now fully supported in Performance Max. At launch, Google capped campaigns at 100 negatives, offered no API access, and blocked negative keyword lists—clearly positioning the feature for brand safety, not performance. That’s changed. Negative keywords now work with the API, support shared lists, and give advertisers real control over performance. These negatives apply across the entire search network, including both search and shopping. Brand exclusions are the exception — you can choose to apply those only to search campaigns if needed. Brand exclusions Performance Max doesn’t separate brand from generic traffic, and it often favors brand queries because they’re high intent and tend to perform well. Brand exclusions exist, but they can be leaky, with some brand traffic still slipping through. If you need strict control, negative keywords are the more reliable option. Also, Performance Max — and AI Max — may aggressively bid on competitor terms. That makes brand and competitor exclusions important tools for protecting spend and shaping intent. Optimization strategy Here’s a simple heuristic for spotting search terms that need attention: Calculate the average number of clicks it takes to generate a conversion. Identify search terms with more clicks than that average but zero conversions. Those terms have had a fair chance to perform and didn’t. They’re strong candidates for negative keywords. That said, don’t overcorrect. Long-tail dynamics mean a search term that doesn’t convert this month may matter next month. You’re also working with a finite set of negative keywords, so use them deliberately and prioritize the highest-impact exclusions. Modern optimization approaches It’s not 2018 anymore — you shouldn’t spend hours manually reviewing search terms. Automate the work instead. Use the API for high-volume accounts, scripts for medium volume, and automated reports from the Report Editor for smaller accounts (though it still doesn’t support Performance Max). Layer in AI for semantic review to flag irrelevant terms based on meaning and intent, then step in only for final approval. Search term reporting can be tedious, but with Google’s prebuilt n-grams and modern AI tools, there’s a smarter way to handle it. Channels and placements reporting Channel performance report The channel performance report — not just for Performance Max — breaks performance out by network, including Discover, Display, Gmail, and more. It’s useful for channel visibility and understanding view-through versus click-through conversions, as well as how feed-based delivery compares to asset-driven performance. The report includes a Sankey diagram, but it isn’t especially intuitive. The labeling is confusing and takes some decoding: Search Network: Feed-based equals Shopping ads; asset-based equals RSAs and DSAs. Display Network: Feed-based equals dynamic remarketing; asset-based equals responsive display ads. Google also announced that Search Partner Network data is coming, which should add another layer of useful performance visibility. Channel and placement controls Unlike Demand Gen, where you can choose exactly which channels to run on, Performance Max doesn’t give you that control. You can try to influence the channel mix through your ROAS target and budget, but it’s a blunt instrument — and a slippery one at best. Placement exclusions The strongest control you have is excluding specific placements. Placement data is now available through the API — limited to impressions and date segments — and can also be reviewed in the Report Editor. Use this data alongside the content suitability view to spot questionable domains and spammy placements. For YouTube, pay close attention to political and children’s content. If a placement feels irrelevant or unsafe for your brand, there’s a good chance it isn’t driving meaningful performance either. Tools for placement review If you run into YouTube videos in languages you don’t speak, use Google Sheets’ built-in GOOGLETRANSLATE function. It’s faster and more reliable than AI for quick translation. You can also use AI-powered formulas in Sheets to do semantic triage on placements, not just search terms. These tools are just formulas, which means this kind of analysis is accessible to anyone. Search Partner Network Unfortunately, there’s no way to opt out of the Search Partner Network in Performance Max. You can exclude individual search partners, but there are limits. Prioritize exclusions based on how questionable the placement looks and how much volume it’s receiving. Also note that Google-owned properties like YouTube and Gmail can’t be excluded. Based on Standard Shopping data, the Search Partner Network consistently performs meaningfully worse than the Google Search Network. Excluding poor performers is recommended. Device reporting and targeting Creating a device report is easy — just add device as a segment in the “when and where ads showed” view. The tricky part is making decisions. Device analysis For deeper insight, dig into item-level performance in the Report Editor. Add device as a segment alongside item ID and product titles to see how individual products behave across devices. Also, compare competitor performance by device — you may spot meaningful differences that inform your strategy. For example, you may perform far better on desktop than on mobile compared to competitors like Amazon, signaling either an opportunity or a risk. Device targeting considerations Device targeting is available in Performance Max and is easy to use, much like channel targeting in Demand Gen. But when you split campaigns by device, you also split your conversion data and volume—and that can hurt results. Before you separate campaigns by device, consider: How competition differs by device Performance at the item and retail category level The impact on overall data volume Performance Max performs best with more data. Campaigns with low monthly conversion volume often miss their targets and rarely stay on pace. As more data flows through a campaign, Performance Max gets better at hitting goals and less likely to fall short. Any gains from splitting by device can disappear if the algorithm doesn’t have enough data to learn. Only split when both resulting campaigns have enough volume to support effective machine learning. Conclusion Performance Max has changed dramatically since launch. With search term reporting, negative keywords, channel visibility, placement controls, and device targeting now available, advertisers have far more transparency and control than ever before. It’s still not perfect — channel targeting limits and data fragmentation remain — but Performance Max is fundamentally different and far more manageable. Success comes down to knowing what data you have, how to access it efficiently using modern tools like AI and automation, and when to apply controls based on performance insights and data volume needs. Watch: PMax reporting for ecommerce: What Google is (and isn’t) showing you View the full article

The brokerage alleges Zillow uses "anticompetitive tactics" to bar listings that haven't been posted to a local multiple-listing service, or MLS, within 24 hours of them being publicly marketed. View the full article

Kris Marszalek plans to launch new site with a Super Bowl ad this weekendView the full article

Valentine’s Day is just a week away, and is one of the most popular holidays for consuming chocolates. But according to two notices from the Food and Drug Administration (FDA), buyers of select M&M products are at risk of adverse health consequences due to undeclared allergens. Here’s what you need to know. What’s happened? On January 26, Beacon Promotions Inc initiated a voluntary recall of some of its M&M products. Beacon Promotions, based in Minnesota, sells third-party products featuring its clients’ logos and branding. Businesses use promotional product companies like Beacon to produce everything from tote bags to chocolate with their logos, which they then give out as freebies to employees or customers. One of the products Beacon offers is packages of candies, including M&M’s. It is some of these M&M products that Beacon produced that the company is now recalling. But according to two FDA enforcement reports, the M&M products aren’t being recalled because there is nothing abnormal about the candy itself. Instead, the promotional M&M products Beacon made that are included in the recalls did not have the required allergen warnings on the packages. The lack of these warnings means that people who are vulnerable to allergens, including milk, soy, and peanuts, may mistakenly believe that M&M candies are safe for them to eat. Class II recall may cause adverse health consequences The FDA’s enforcement reports for both recalls state that each recall is classified as a Class II recall. According to the agency, a Class II recall means the recalled product “may cause temporary or medically reversible adverse health consequences or where the probability of serious adverse health consequences is remote.” What M&M products are included in the recalls? The two recalls cover more than 6,000 units of M&M products. The first recall covers 541 units of the following: Repackaged M&Ms Peanut candies, Net Wt 1.3 oz. Item BB471BG. Lot M1823200 Best By dates: 4/30/2026 Labeled as Make Your Mark. The second recall covers 5788 units of the following: Repackaged M&Ms candies, Net Wt 1.3 oz. Item BB458BG. Lot L450ARCLV03, Best By 12/1/2025 Lot L502FLHKP01, Best By 1/1/2026 Lot L523CMHKP01, Best By 6/30/2026 Lot L537GMHKP01, Best By 9/1/2026. Labeled with the following promotional company names. 1. Next Up, 2. Smith Pro, 3. Jaxport, Jacksonville Port Authority, 4. Climax Molybdenum, A Freeport-McMoRan Company, 5. University of Maryland, School of Public Policy, 6. Liberty University Environmental Health & Safety, 7. Subaru, 8. Trinity Cyb3r, 9. Candy Treats, 10. JSE, Jordan & Skala Engineers, 11. Dropbox DocSend, 12. PP, Prosperity Promotions, 13. Northwest Indian College Foundation, 14. FES Branding Solutions, 15. Berkshire Hathaway Guard Insurance Companies, 16. merry maids Annual 26 Conference, 17. BW, Best Western, 18. Morgan Stanley, 19. tufin, 20. Compliments of Pioneer, 21. A.D. Morgan, Construction Manager, Design Builder, General Contractor, 22. Adobe, 23. xfinity, 24. Fundermax Interiors, 25. White Cup, 26. Acadia Commercial, 27. Aviagen, 28. ORG Expo, 29. Make Your Mark. Where were the recalled products distributed? According to the FDA enforcement reports, the recalled M&M products were distributed in 20 states, including: Arizona California Florida lowa Kansas Kentucky Massachusetts Maryland Minnesota North Carolina New York Ohio Pennsylvania South Dakota Tennessee Texas Virginia Washington Wisconsin What should I do if I have the recalled M&Ms? The FDA enforcement notices do not give specific advice on what to do if you have the recalled M&M products. As a best practice, a prudent course of action is to ensure the recalled M&M products do not fall into the hands of anyone who could be harmed by consuming the improperly labeled products. View the full article