ResidentialBusiness

Google is now testing a new accommodations carousel in the search results for hotel-related queries. The new accommodations carousel shows up under the hotel pack.View the full article

Microsoft is testing a new Copilot answer interface and layout in the Bing Search results. Instead of the grid/block design, Microsoft is testing a more bullet point design, and when you hover over each answer, you get the sources overlay.View the full article

In Beyond Anxiety: Curiosity, Creativity, and Finding Your Life’s Purpose, Martha Beck, PhD, writes that “anxiety always lies.” When I asked her why, she highlighted one of the book’s central teachings: When you seek the truth beneath your anxious thoughts, you discover that many of them aren’t real. This newfound awareness is transformative. It dismantles anxiety’s prevailing narrative that in order to be safe, you must live in fear. “So many people tell me: But, the world is in bad shape right now,” Beck shares. “I say: Yes, and doesn’t that require us to show up as our calmest, most committed, and competent selves?” “Anxiety does not do that, it just tells lies that say: Be in a defensive posture. Never think you’re safe. Don’t tell anyone the truth,” she says. “Scare someone and watch them behave. You’ll see that they’re not reacting to reality.” As a bestselling author and Harvard trained sociologist, Beck is often described as “the best known life coach in America.” Her latest book is a comprehensive guide to liberate yourself from anxiety and rediscover your creativity. In our conversation, Beck discusses how to calm your nervous system, reignite your joy, and discover your purpose. This interview has been edited for length and clarity. What do we get wrong about anxiety and how can we adopt a new perspective? It’s this very materialist viewpoint that is dominant in the left hemisphere [of the brain]. It not only says that matter is all that we are. But, also that nothing else exists. When you see a person that way, you start to treat the body and mind like machines that are broken. That’s where the medical model goes. You cut something up and see what makes it tick. You have to kill it to do that. So, you never understand what makes it alive, but you can see how it fits together. We try to pin down the mechanisms and intervene with chemicals or new habit forming—All of it is an attempt to adjust, fix, or alter the machine. We don’t give credit to our anxiety for being sentient. It feels. It’s not mechanical. When you say to something that is a feeling, living, being—I’m going to cut you up, drug you into insensibility, and work against you in every way I can until you’re gone—the very mechanism of life says: I’m going to ramp up my defenses. I’m going to get more frightened. We attack everything about ourselves that we don’t like. It just makes us more frightened. You explain that our brain interprets our thoughts about the past and future as if they are actually happening. How does this impact our mind and body and how can we decrease its potency? It means that we’re in a constant fight-or-flight state—Actually fight, flight, fawn, faint, or freeze. It revs up a system that is meant to be an emergencies-only system. It’s like you have a little firefighter that comes running out, puts out fires, and then goes back to sleep. But, instead of letting them sleep, you’re constantly screaming: Fire, fire, fire! The fear response is running around inside your head going: Where’s the danger? But, since there is no local danger (there’s just a thought), it can’t find the thing to fight. So, it keeps running around in fear, which means that you are constantly secreting stress hormones. We know that when you continuously bathe the inside of your body with stress hormones—that are only supposed to be little bursts of energy when you’re in danger—it leads to all kinds of degenerative illnesses, from cancer to heart disease to autoimmune diseases. The imagination of danger is the primary source of our stress. How can we approach these situations with a more generative response? The first step is always to notice what is happening around you, because this stress response is only meant to deal with physical danger that is present in your environment. When you look around the room and say: In this place right now, there is no bear or murderer. You take a deep breath and a long exhale, because that’s something almost every animal does when it has escaped danger. Then, you come back to the present and start noticing the objects around you, especially if you can appreciate them. The moment that I start to think about that, I start to become preoccupied with what’s around me. Since I’m safe, what fires up is curiosity, connection, and gratitude. Suddenly, I’m in a safe, wealthy environment, no matter where I am; Instead of a terrifying place filled with monsters and constant scarcity. Presence, presence, presence. Come back to where you are. Tell us about the relationship between anxiety and purpose. What do we get wrong about purpose that keeps us from discovering it? The relationship between anxiety and purpose in our culture is that anxiety becomes a very dominant force; something that we culturally believe is going to make us safer. We are going to hang on to whatever makes us feel safe—but also whatever makes us feel anxious—because that is anxiety’s ultimate lie: Without fear, you won’t be safe. So, in order to feel safe, you have to feel afraid. You get in this tight anxiety spiral. If you’re going down a tight anxiety spiral, there’s no way you can move toward anything purposeful. The left hemisphere of the brain creates the anxiety spiral. If you move into the right hemisphere by doing things that are creative, sensory, and proprioceptive, then you turn toward activities that spark your creativity, curiosity, connection, and compassion. Suddenly, instead of running away from everything, you’re moving toward things. There’s aversion and attraction. You will not find your sense of purpose by avoiding things that frighten you. You will find it by moving toward things that give you joy and the experience of abundance. You share research from child psychologist Karyn Purvis that it takes approximately 400 repetitions to create a new synapse in the brain with regular practice and only 10–20 if we’re learning through play. How does dedicated play accelerate mastery? We learn through play. It’s the same for adults as it is for kids. It’s just that kids are given a bit more room to frolic. One study they did for different groups in the 1960s identified 2% of the adults they surveyed as creative geniuses. They gave the same test to 4- and 5-year-olds—98% of them scored as creative geniuses. What is happening in the meantime? A big part of it is that we’re forced not to play. We’re forced to learn a way of learning that is rigid, boring, and monotonous. We can learn that way, but there’s no fun to it. If there’s no fun to it, you can’t remember it. When we’re trying to solve a challenge, you explain that we tend to zoom in and follow instructions; whereas you propose “creating the conditions that are most likely to wake up the sleeping magician in your right hemisphere. The magician will then solve problems for you in ways that will leave your left hemisphere agape in disbelief.” What are those conditions and how can we create them? It’s always by going towards something that is kind to the self and creates comfort, joy, and a sense of gratitude. People used to come to me for coaching and I’d say: Let’s find your joy. But, they were so exhausted from living in a world of joylessness, that the first thing is usually rest; Giving yourself permission to rest is a massive step toward creating this life that you’re going to love. It’s so scary for people. They haven’t yet touched the fertility of the creative state. Getting people to rest is the single most challenging thing that I do as a coach, because the culture does not provide for rest. Once you rest, then you start naturally getting curious about things. You start playing, solving problems, and making things happen. Steve Jobs was obsessed with making insanely great things out of machinery. People like that, whose creativity is fully loosened, they’re the ones who everybody thinks are doing something inaccessible and impossible. It’s possible for all of us. You write: “I know that the most important creative project you’ll undertake—the one you were born to complete—is the shaping of your whole life. As you become more creative than our society deems prudent, you’ll make the choices that will lead to your own greatest happiness, and your best contribution to the world.” What wisdom might you leave us with to begin realizing that vision? Sit down and imagine what you expect as a road going forward, which is probably some blend of what movies, culture, and living with your family has taught you. Think of it as having walls on each side. It may be wide or very narrow. But, see what’s there. What do you expect? Do you expect marriage, children, a job—whatever it is, what is it? Now, imagine that the walls are suddenly gone. You’re in this broad field of nature and history. All these resources are available to you, if you wander off the pathways. Suddenly, people go from—I feel so trapped—to—Holy crap, what am I going to do? This is too much opportunity. But, the biggest mistake that you can make is when people say: I’m going to take life as it comes. I’m not going to make anything up. No, you’re making it up. You’re making your expectations based on your experience. Make up something that makes you happy. View the full article

Google is once again showing a local pack in the AI Overviews, formerly known as SGE (Search Generative Experience). Google removed the local pack from those AI Overviews back in September 2023 after having a 5 pack during the early months of SGE. Now, I am seeing them return.View the full article

Precious metal has benefited amid steep sell-off in Wall Street stocks and concern over trade warsView the full article

If optimizing your social media privacy settings feels important but overwhelming, a company called Block Party may be able to help. Founder and CEO Tracy Chou has long been known for advocating for diversity in the tech industry. And like many diversity advocates, and women and people of color in technology, she’s experienced plenty of harassment online, along with outright stalking. She founded Block Party after realizing that tech platforms themselves didn’t make it particularly easy to optimize settings for privacy and security. The initial Block Party product focused on the platform then called Twitter, helping users easily filter out spam, harassment, and other unwanted content, while easily blocking other users based on their on-site behavior. [Image: Block Party] “It completely changed my experience on Twitter,” Chou says. “I felt like I could just use the platform and not feel like there might be an unpleasant surprise every time I checked my mentions.” But while Block Party is still highlighted as a “success story” on X’s developer site, Chou says her company was forced to put that version of the product on hold after the social network imposed new API restrictions after Elon Musk took ownership. The company then pivoted to a new approach, developing a browser extension compatible with Chrome, Firefox, and Edge that lets users automatically update their account settings across 11 platforms, including X, Facebook, LinkedIn, Instagram, Snapchat, Venmo, and Strava. [Image: Block Party] Similar to virus scanning software, Block Party can automatically go through settings on the various platforms, presenting users with a checklist of potential risk factors and offering the opportunity to change them. That could mean activating two-factor authentication on particular platforms, removing location information from LinkedIn profiles, or making Venmo transactions and Strava run maps more private. “As a user, you don’t have to go dig through a million menus and find the right setting to go change,” Chou says. The tool can also help users scrub their social profiles of old material and connections that can impact privacy, including untagging photos, deleting old posts, and bulk unfriending long-forgotten acquaintances on Facebook. Chou says in the current political climate she’s seen interest from current and former federal employees concerned about doxxing, as well as people who plan to make political statements and want to reduce the risk their family members will be found through their social media and targeted for harassment. But, she says, Block Party is designed to be useful to people with a wide variety of threat models and concerns, letting them reap the benefits of using big online platforms while mitigating some of the privacy risks. Chou and her colleagues regularly look at guides to social media privacy, including those published in the popular press and those targeting people with particular needs, like members of the military, to ensure they’re automations can help people with common issues. “We also are scanning through all the settings ourselves, just to stay on top of all the changes and anything happening,” she says. Since the Block Party browser extension essentially automates navigating and clicking through configuration settings, it can develop issues as platforms adjust their own menus. But, Chou says, the company can usually quickly fix any bugs as they pop up—sometimes within a single day—and the tool is designed to be robust enough to gracefully work around malfunctions. [Image: Block Party] Using a browser extension also means Block Party doesn’t require API support from any of the platforms and that it doesn’t need to store user credentials like passwords, since it relies on users logging in as they ordinarily would through their browsers. The service doesn’t store user data unnecessarily and doesn’t access accounts without permission, Chou says. For individual users, Block Party subscriptions start at $25 per year after a seven-day free trial. But the company has also begun offering enterprise plans that include integration with single sign-on platforms and reporting on use within an organization, as employers try to keep workers protected from harassment and potential phishing attacks and internet users in general become increasingly cognizant of security concerns involving social media. “It’s not just the data that’s getting trafficked from marketing brokers,” Chou says. “It’s also just the stuff that we’re putting online ourselves.” View the full article

Nothing strikes fear in a leader’s heart more than an upcoming announcement. Yet big changes and announcements are the turning point for many organizations. Whether its layoffs, acquisitions, launches, or reorganizations, the pressure to “get it right” is real. Company performance, team morale, retention, and public image are all on the line. Unfortunately, most leaders rely on advisers and experts when it comes to how, when, and what to communicate. Well-meaning attorneys, publicists, or CFOs typically water down the message, and the company ends up with something that is factual but uninspiring. Oftentimes, that message is also ambiguous with no plan, next steps, or information on how. This isn’t helpful for building morale, or to arm employees with the right information to move forward. To do so, leaders need to strike the right balance of information and inspiration. Here’s how. Step 1: start with the information When change is underway, humans fill a void of information with any number of presumptions and speculation. As our head of culture reminds me often, “People just want to know how it affects them.” She’s right. It’s critical for leaders to share as much information as possible, as soon as possible. Our agency navigated this recently. A longtime client, partner, and friend acquired our business. It was a great acquisition situation, and one we had worked on for years. Yet, we knew for most of our team it would come as a big surprise—and surprise can turn negative in our minds. “This is probably bad. I’m losing my job. This is going to be terrible.” To prepare and help ensure that they understood how this would affect them, we created a list of questions we knew would be top of mind and tried our best to answer them in our initial announcement. We were also upfront about questions we knew we couldn’t answer yet. Lastly, we told them when they could expect more information. Step 2: share ‘why’ with care to build confidence Everyone wants to work for an inspirational leader. In seasons of change, inspiration comes from understanding the “why.” It also comes from leaders who truly care and are able to share their decision-making process with vulnerability and understanding. At the start of the COVID-19 pandemic, I always tried to explain what we were doing and why. We came back to the office sooner than some would have liked and later than others could understand. I knew we had to acknowledge that. Here’s what I had said to our team: “We know some are wondering why the office is still closed and it may feel too cautious to you. Others are still concerned with safety. We’re trying to make the right decision for everyone and for our business. We also know we need to stay at maximum capacity right now because so many of our changemaker clients are in need of our support. So here’s what we’re going to do. . . . ” Acknowledging that I understood how it might feel and that I took their concerns into account allowed me to build confidence and trust with the team. It also helped everyone understand why. Step 3: Tailor the message to your people In communications, we talk at length about tailoring the message to your audience—to your people. The same principle applies when you’re communicating change to your employees. Those in creative industries often lean more into inspiration while those in technical fields typically need more information. I was speaking with a marketing director for a biotech company about our mutual experiences introducing employee ownership to our teams. Her experience with a company of scientists was very different from mine at a creative agency. I told her that we took our team to Disney World for our announcement, while she noted that her team would have considered that “fluff” and preferred a different approach. There is no right or wrong here. The key is knowing your people and what they need to navigate a transition successfully. Your employee’s response is also highly dependent on organizational culture—which comes from day-to-day interactions and operations. Consistent, candid, clear information builds trust. Once you’ve established that, you can lean into more and more inspirational messaging. Without trust, deeply inspirational messaging can seem manipulative and inauthentic. Step 4: Don’t be afraid to showcase vulnerability While you should never make a company announcement about you, a dose of honesty can go a long way. Shortly after our acquisition, I was speaking privately with our team and they wanted to know how I felt. I could hear leadership experts in my mind: “Instill confidence.” But we all know nothing is 100% wonderful or perfect. So instead I told them, “I’m 95% sure this is a great decision.” And I laughed as I said, “The other 5% is just because you can never know.” I watched as they smiled and knew they really believed me, because it was true. We’re all looking for truth and can smell talking points from a mile away. Step 5: know when to mix Information and inspiration Great leaders inform and inspire, but exceptional leaders know just how to mix the two. I remember a leader of a billion-dollar global organization who stood in front of her large team. “This year we are going to double revenue,” she said. Her team cheered. They were highly engaged in the global good their work provided for others, and they respected their leader. She fed into the enthusiasm and continued her pep talk. As the meeting time wrapped up, everyone anxiously awaited for details, but got none. She ended with, “Alright, let’s do this!” No plan or next steps, no information, no how. She lost credibility that day in a big way. Instead of the start of a new level of growth, it became the end of trust and ultimately her role in the organization. Exceptional leaders know that people need both the why and the how—the inspiration and the information—and mix both to meet the needs of their teams. These are the leaders that we love to follow, and work hard for. View the full article

As the 30th season of Major League Soccer (MLS) kicked off last month, the league unveiled an interesting new design addition: Each of its 30 teams sported a custom Apple TV logo on the left sleeve of its uniform featuring the colors and graphic elements of the team’s identity incorporated within the familiar Apple icon. For example, the Chicago Fire version includes the six-pointed star from the city’s flag and the team’s crest, while Atlanta United’s is filled with the characteristic five red and black stripes that adorn the club’s shirt. This effort, part of MLS’s 10-year deal with Apple to stream the league’s matches, represents an innovative step forward in its approach to co-branding. Branding has come a long way from the days of the corporate identity manual strictly dictating how a logo could be used. Although today’s brand guidelines, such as the set released earlier this year by Cash App, often still admonish “Do not alter the logo” and “Do not use with unapproved colors,” there are now caveats: As the Cash App document puts it, “All of the above rules can be disregarded when creating illustrative treatments of the logo for marketing/promotional purposes. In this context, we encourage experimentation and favor expression over restraint.” [Images: Apple] So it’s not surprising that Apple might allow for so many new variations of its logo. But unlike the flexible logo approach pioneered by MTV, or even the identity systems used by MLS and Major League Baseball, in which each team gets a version of the league logo in its own colors (the MLS version sits right above the Apple TV logo on the left sleeve), these latest co-branded little apples are notable in that they represent the outcome of a sort of logo alchemy in which the design components of altogether separate organizations have been recombined into new forms, in a novel way of visually denoting partnerships between brands. They are like the fanciful and unofficial “logo mash-ups” that one can find online suddenly made real. Over history, various sorts of graphically symbolic expressions of partnership or collaboration between different entities have been employed. A friendship between two nations, for example, might simply be represented by a depiction of their two flags crossed at the staffs. In European heraldry, alliances between families through marriage could be expressed by “quartering” a heraldic shield—dividing it into four parts, with the symbols of each family occupying two parts apiece. This explains why the state flag of Maryland is such a glorious mess; it is the banner of arms of Lord Baltimore, with the colors of the Calvert family in the first and fourth quarters, and those of the Crossland family in the second and third. Recent years have seen the emergence of collaborations between brands that are frequently expressed by placing an “x” between the two brand names or logos, as in “Nike x Supreme,” with the “x” often standing for the word “by.” The “x” not only recalls the alliance implied by crossed flagstaffs, but it levels up from mere addition to the more synergistically powerful mathematical operation of multiplication. Other contemporary brand collabs, though, employ division, displaying the logos of the partners separated by a thin vertical line (as Apple Watch did with Nike). Sometimes, though, certain brands and logos are not suited well to sitting next to each other. For instance, when the University of Utah, whose school color is red, named Pepsi its “official beverage provider” in 2017, it came with the stipulation that Pepsi downplay its signature blue color, which is similar to that of Utah’s rival, Brigham Young University. It’s this sort of graphic discrepancy that undermines to some degree Apple’s audacious co-branding with MLS. The relatively small size of the teams’ Apple TV logos and the resulting limitations on the graphic imagery that can be used with them—as well as the fact that they are often the same color as the shirt on which they appear—can make them difficult to see. But, perhaps as with the Maryland flag, the point is ultimately not aesthetic but relational. By creating these 30 junior versions of its logo, Apple is signaling camaraderie with MLS fans in hopes of engendering their goodwill. View the full article

World’s biggest contract electronics manufacturer highlights disruption caused by trade policy to groups including Apple and AmazonView the full article

Google expands Gemini with free limited access to Deep Research, improved Flash Thinking 2.0, and new personalization features. The post Google Opens Gemini Deep Research To Free Users (With Limits) appeared first on Search Engine Journal. View the full article

Mortgage originators are still struggling with profitability, and getting their income and costs to pencil out could mean the company's survival. View the full article

On the morning of January 14, 2025, just hours before my stress test during an annual physical, I received devastating news from a colleague at a global financial institution. A 45-year-old Black man, a highly respected managing director at our firm, had unexpectedly died from a heart ailment. While texts of grief poured in from mourning colleagues throughout the day, I was struck by a sobering realization. I had become disturbingly accustomed to hearing such tragic news about successful Black men in professional circles. Just a few months earlier, another industry peer—the first Black chief information officer of a major U.S. bank—suffered a debilitating stroke that left him paralyzed on the left side of his body. Thankfully, his wife was nearby and rushed him to the hospital in time to save his life. He was only 48 at the time of the stroke. In late February, another good friend of mine—a fit, strapping young Black man in his late 30s who works as a creative for an NBA team—suffered a stroke. He’s had to endure multiple surgeries since then to stop bleeding in his brain. A similar tragedy struck my family 23 years ago when my uncle, Juan Simpson died suddenly of a heart attack during the Christmas holidays. He was 48 years old and had been a senior executive at Ethicon Endo-Surgery Inc., Johnson & Johnson’s surgical device division. At the time of his death, my uncle was flying high in lonely, rarified, high-pressure air. Back then, white men held 95% of all executive-level positions in corporate America. Each of these men is a shining example of what people of color can achieve in the corporate world through education, hard work, connections, and a bit of luck. Yet their tragic experiences raise some pressing questions for Black corporate men and their families. Is climbing the corporate ladder riskier for Black men? And what steps must Black men take to safeguard their physical and mental health while working in high-pressure environments? Black men’s experience in corporate America Today, Black men have the second-lowest life expectancy of all racial groups in the United States, with only Native American/Alaska Native men living shorter lives, according to research by KFF. And while studies show that education and higher socioeconomic status improve health outcomes for other groups, (including Black women) the opposite is true for Black men. In fact, the more successful Black men become, the greater the likelihood they’ll experience anxiety and depression. Both of these often serve as triggers for negative health outcomes. I can personally attest to this after suffering from both anxiety and gastroesophageal reflux disease (GERD) due to the stresses of trying to succeed in my first job as a stock market reporter for Thomson Reuters. Corporate America offers many advantages—six-figure salaries, generous health benefits, and a means to a comfortable retirement. If you’re fortunate, you can do intellectually satisfying work while forging deep friendships along the way. But in exchange for these benefits, there are potentially deadly stressors that may affect Black men’s bodies differently than their non-Black peers. Everyone who works in corporate America is faced with the challenge of managing stress in a sustainable way. It’s part of the game. But for Black people, especially Black men, it can be a matter of life and death. How Black men can safeguard their health while working in the corporate world 1. Find the right doctor An alarming 2011 study by the University of Michigan found that a majority of Black men don’t go to the doctor. The reasons why so Black men avoid the doctor, the research notes, is that we often find doctor’s visits stressful. There’s also a widespread belief that doctors don’t provide adequate information on how to make the right lifestyle changes to improve our health. We also put off routine doctor’s visits due to distrust of the American healthcare system. This is due to well-documented historical reasons. It’s also because many Black people in this country report enduring at least one negative experience with doctors, like having to speak up to get proper care. Many also find that their medical provider doesn’t take their pain seriously. But it’s imperative that Black professional men do their homework to find a doctor they’re comfortable with. Blackdoctor.org, Blackdoctorsusa.com, and Findablackdoctor.com are all helpful resources. 2. Therapy is a big help For those of us who’ve managed to get our foot in the door and establish careers in corporate America, the people in our lives may see us as Superman. But while Superman can rejuvenate himself in his fortress of solitude, we can’t always solve our emotional challenges by ourselves. We can benefit from seeking psychological counseling, which can prevent the development—or worsening—of mental health issues. 3. Prioritize time with friends My closest friends were the center of my world throughout my 20s. Little did I know back then how hard it would be to sustain all those relationships as the demands of corporate and family life came calling. We’re in the midst of a loneliness epidemic in our country. A former U.S. Surgeon General has said that loneliness is as damaging to our health as smoking. Men are especially vulnerable to the dangers of loneliness. This is because many of us struggle to express our feelings or forge genuine connections with others. But it’s important to remember that we’re social creatures. True friends are a key component to living a healthy, well-rounded life. To maintain my relationships, I’ve begun to prioritize them just as I do other important aspects of life. My hangouts, which used to happen spontaneously, are now planned, and logged onto my Outlook and shared family calendar. The demands of climbing the corporate ladder as a Black man in America can be overwhelming, but it doesn’t have to come at the expense of our health and well-being. By acknowledging the unique pressures we face and taking proactive steps to prioritize our mental and physical health, we can create a sustainable and fulfilling career. Seeking the right healthcare provider, embracing therapy, and nurturing friendships are just a few ways we can start building resilience against the stress that often accompanies success in corporate America. At the end of the day, our lives—both professionally and personally—are far more valuable than any career milestone. It’s time for Black men to take control of our health, foster a supportive community, and redefine what success truly means. View the full article

Building a high-growth business is all about timing and making the right moves at the right moments. Whether it’s knowing when to expand into new retail spaces or recognizing a buzzy product that can skyrocket your brand, the journey is full of strategic decisions and challenges. As founders scale their businesses, they must navigate everything from cash flow management to mastering social media. Each of these elements plays a crucial role in determining how a business can not only grow but thrive in a competitive market. This past weekend at the Fast Company Grill at SXSW, Danielle Guizio, owner and designer of Guizio; Kat Hantas, cofounder of tequila brand 21Seeds; and Stacey Tank, CEO of Bespoke Beauty Brands (owner of KimChi Chic Beauty and Jason Wu Beauty) shared their secrets behind their fast-growing companies. Leverage social media smartly Guizio emphasized the transformative power of social media. “I look at social media as if it’s our new age billboard and our resume,” she said. “So anything you’re putting on social media, it’s who you want to present to the viewers and to the consumers and also in a business sense as well.” Hantas agreed, highlighting how 21Seeds strategically used Pinterest to connect with their target consumer. “We wanted to find [the consumer] where she was to discover us and then make sure that we were available in distribution in retail,” Hantas said. “We also had the benefit of other women. The beauty of women is when they find something they like, they want to tell people about it. Jessica Alba found the brand; Katie Couric found the brand—and then they started posting about us on social media.” Tank further supported this idea, pointing to the growing influence of social commerce platforms. “My confidence to transact as a consumer is so much higher because I can also be entertained by that content,” Tank said. “TikTok Shop went from nothing [when it launched in September 2023] to tens of billions of dollars in 18 to 24 months. It’s bigger than Nordstrom. It’s bigger than Ikea. It’s bigger than Kohl’s in the U.S. And I think there’s no turning back now.” Think about Cash Management and Customer Satisfaction Tank stressed the critical role of cash flow management in growing a business. “I say cash is queen,” she said. “We all want to retain equity and not take on debt. So you have to know how much cash you have.” Beyond financials, Tank explained the need for businesses to stay customer-focused. “You have to keep your customer right at the center and make things they’re going to love,” she said. “There’s a creative tension with startups where they say you have to put things out into the world before they’re ready. And I hear that, but whatever you put in the market, it has to delight your consumers if they’re willing to spend their hard earned money and try your product.” Take your time to grow fast Guizio provided insight into managing production and understanding factory capabilities. For example, the factory she uses to make her corsets isn’t the same as the one that makes her spandex stretch skirts. It may take more of an effort in managing production, but to Guizio it’s all about making that investment for long-term growth. What’s also key is taking the time to understand your consumer. “I put in the work this past year traveling to China to Japan to Alabama to Dallas, really understanding [my customer] from top to bottom, understanding her essence, her aura,” Guizio said. “We’re living in a generation where, especially on Instagram, we’re seeing brands come to life and succeed extremely fast, even within two years,” added Guizio who started her company 10 years ago. “But I took my time and I did everything very strategically. I do feel like there is an aspect, an element of just taking your time and understanding your business and really understanding your consumer.” Be your own PR Hantas shared her advice on the importance of being your own brand advocate. “As founders of small companies that are scaling quickly, you have got to connect all the dots,” Hantas said. “You get a placement in a magazine or anything, you got to send it around everywhere. Send it to your buyers, your prospective buyers, your retail partners. You got to send it to potential investors, actual investors. You have to be your own PR agent and connect all those dots. It’s fake it till you make it, make everything seem bigger than it is.” View the full article

France just unveiled its charming new TGV Inoui trains, and they’re a jealousy-inducing reminder that America’s rail travel renaissance can’t come fast enough. The TGV Inoui is a high-speed rail system, running at around 200 miles per hour, that connects France’s major cities as well as providing connections into Italy, Spain, Belgium, Luxembourg, and Germany. This Tuesday, the manufacturing company Alstom and the TGV’s operator, SNCF Voyageurs, revealed the brand-new fifth generation TGV Inoui interior design at Paris’s Gare de Lyon. [Photo: Alstom] The new train, which is slated to hit the rails in 2026, includes a delightfully colorful aesthetic, an ultra-sleek bar car, and expanded accommodations for wheelchair users—and its further proof that, for now, America’s rail system might as well be in the dark ages. [Photo: Alstom] An interior fit for a ’70s space age mood board According to Alstom, a team of more than 2,000 designers started entirely from scratch to create the new TGV Inoui cars, which are constructed in a modular format that allows them to be reconfigured in less than a day to suit the particular needs of each trip. The trains are made from 97% recyclable materials, have a 20% higher seating capacity than previous iterations (up to 740 passengers), and are 20% more energy-efficient than the fourth generation trains. [Photo: Alstom] While most trains tend to incorporate a monochromatic palette of gray or blue, the TGV Inoui cars are a fun experiment in color and shape. Designed by the French agency AREP and Japanese design firm Nendo, the cars feature a soft palette of primary red, blue, and yellow hues accented by rounded shapes. The combination of these comforting colors with the train’s sleek metallic fixtures lends the whole interior a kind of ‘70s space-age aesthetic. According to a press release, the designers used the concept of “flow” as a guiding principle, looking to water currents in nature to inform the placement of furniture and colors. [Photo: Alstom] “[The train] makes its way through the landscape, rather like the flow of a river,” the release reads. “The designers played with the idea of depth inside, with a strong horizon line running through all the elements and giving the impression of the surface of water. The flow is inspired by the soft shapes of pebbles and objects polished by water, which can be seen in the details of the seats and the lamp, as well as the use of darker materials in the lower section and lighter ones above.” [Photo: Alstom] One of those polished details—the table lamp—has been a constant fixture in all past TGV train designs, but AREP and Nendo have taken it up a notch. In the new cars, the lamps are the brightest element of the whole interior, rendered in a crisp canary yellow that’s meant to serve as “a touch of humor” in every room. [Photo: Alstom] The bathrooms have been enlarged and touched up with a frosted window that lets in natural light. Shockingly large stairwells allow passengers to pass easily from the first to second floor. The bar car has been expanded to take up two stories, with a self-service grocery section (including full-size drink coolers) on the bottom floor, and an upstairs bistro space with booth-like seats for passengers to enjoy their meals. [Photo: Alstom] And, for the first time ever, the train now incorporates a boarding platform that allows wheelchair users to enter the space autonomously, as well as adding more accessible seating options and signage. It’s a design approach that goes beyond maximizing square footage to consider the travel experience of all riders. [Photo: Alstom] Why can’t we have this in the U.S.? While French citizens are enjoying the new TGV designs, American Twitter is busy lamenting the lack of similar transit options in the U.S. Under a tweet showcasing the new train cars, one user wrote, “Trains would be the elite form of public transit in the US if they were fast,” to which the original poster responded, “sad state of things for the country that was literally built by railroad.” [Photo: Alstom] As France moves on to its fifth generation of high-speed trains and, Japan has also added yet another innovative bullet train to its already advanced arsenal. The U.S. has yet to truly embark on building high-speed rail infrastructure. The closest we’ve come is Amtrak’s Acela route in the Northeast, which still travels at only 160 miles per hour. Most other Amtrak trains don’t move much faster than the average car. To be fair, we are getting a bit closer to embracing passenger rail travel. Amtrak had a record-breaking year in 2024, moving an all-time high of 32.8 million riders between October 2023 and September 2024. The company is aiming to double its ridership to 66 million by 2024 through building new routes, updating some of its fleet with faster trains, and modernizing its amenities. Meanwhile, the private rail service Brightline has gained popularity in Florida and is currently constructing a line between Las Vegas and L.A., which is slated to become the country’s first truly high speed railway. Even with these advances, the U.S. is still light-years behind countries like France, Japan, Switzerland, and China. For now, we’ll have to content ourselves with gazing longingly at the TGV Inoui and dreaming of a cross-country train trip that doesn’t take 96 hours. View the full article

Getting invited to a first-round interview is exciting. It’s a chance to highlight your interpersonal skills, tell your story, and share how you would be an asset to their team. “The first interview is your chance to make a great first impression—but more importantly, it’s where you can build a genuine connection,” says Niki Jorgensen, general manager of client implementation at Insperity. To make the most of your first interview, experts recommend researching the company, practicing common interview questions so that you allow your personality to shine through, and create a connection with your interviewer. But here are some other ways to give yourself an extra edge—and make it to the next round: 1. Find your magic hour Before scheduling an interview with a recruiter or hiring manager, consider when you naturally perform at your best, Jorgensen recommends. Are you most energized and clear-headed in the morning, or does your creativity peak in the afternoon? Once you identify your magic hour, she suggests working to secure that time slot for a more effective conversation. “Aligning with your natural rhythm ensures you’re poised to perform at your best,” says Jorgensen. 2. Create your logistics plan in advance We all know that GPS directions aren’t foolproof and that offices can be difficult to find, so if you have an in-person interview, make sure you know how to get to the interview location in advance, says April Brasher, HR knowledge adviser with the Society for Human Resource Management. “It’s helpful to do a test-drive beforehand to estimate travel time, then add an additional 30 minutes on the day of the interview to account for traffic, accidents, or parking,” she explains. Planning exercises like this are indeed part of interview prep. “Arriving early gives you extra time to prepare,” she also notes. However, don’t arrive to the interview more than 15–20 minutes before the scheduled time to avoid making the interviewer feel rushed, Brasher cautions. 3. Tailor your attire with a subtle message Try and incorporate a hint of the brand or company you’re interviewing with through a well-chosen accessory or a color that aligns with its brand identity, says Jorgensen with Insperity. This gesture subtly shows enthusiasm. “It’s less about wearing head-to-toe branded gear, but more about signaling subtly that you understand and appreciate the company ethos,” she says. Plus, as an added benefit, it can also serve as an icebreaker. “For example, if you were interviewing for a job at Wilson Sporting Goods, you may throw on your branded Wilson pullover, while still looking professionally put together,” says Jorgensen. 4. Articulate how you can improve a company on day one Employers aren’t just looking for skills on a résumé; they’re seeking problem-solvers, good communicators, and individuals who can help drive the business forward, says Joe Galvin, chief research officer with Vistage. “The best candidates walk into an interview already proving their value—not just talking about it—and they rise to the top by successfully connecting the dots between their experience and the company’s challenges,” Galvin says. These candidates research the company, understand its competitive landscape, and are ready to discuss how they can contribute from day one, he says. 5. Lean into AI Touting your AI skills in a job interview is necessary these days, says Galvin. “AI proficiency is a competitive advantage today, but will be a must-have requirement tomorrow,” he says. In your interview prep, weave in your AI expertise to show you are at the forefront of technology and innovation. 6. Practice and dig deeper Job seekers should role-play and practice interview exchanges to hone their craft and boost communication skills. “Candidates should find a mentor, friend, or even use AI to rehearse their answers until they’re fully polished,” says Galvin. Plus, be ready to respond to out-of-the box questions and be well-versed to answer queries about the company, its services, and mission. “The job market is competitive. However, the candidates who do their research, communicate with impact, and demonstrate real business value will stand ahead of the pack,” says Galvin. 7. Prepare your interview exit strategy As you research both the company culture and the person who is interviewing you, a vital component of interview prep is to plan how you’re going to leave your interviewer with a strong closing impression. “Prepare thoughtful questions for the end of the interview that show genuine interest in the company culture, the responsibilities of the role, the future trajectory of the position, and any other topics not yet addressed,” says Brasher. In a pool of competitive candidates, experts say such preparation can distinguish you and leave a positive final impression with your interviewer. View the full article

Without a clear picture of the capacity of your team or workforce, you can't accurately estimate timelines, track budget, or predict what will get done when. This makes project failure much more likely. Effective workforce capacity planning can help you avoid this—here's how to do it. The post What Is Workforce Capacity Planning? Tips & Examples appeared first on The Digital Project Manager. View the full article

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This post was written by Alison Green and published on Ask a Manager. It’s four answers to four questions. Here we go… 1. Should people be fired for big, public mistakes? I’m curious about your thoughts on Major League Baseball’s recent blunder. They released a new series of hats that have the logo imposed on top of the team location. For the Texas Rangers, they did not think through the word they would create. Tetas is a slang word for breasts in Spanish. If you were managing a team that let this slip through, how would you handle it? Would people be fired for something like this? I’m not a fan of firing people for single mistakes in their work (conduct is in a different category), unless there’s something about the mistake that goes to their fundamental fitness for the job. If someone was already struggling, sure, this could easily be the final straw — but if the person responsible was otherwise doing a good job and you were happy with their work previously, there’s no point in firing someone for one blunder (even a big one). In fact, if the person is generally conscientious, there’s a good chance that they’re now more valuable to you than they were a month ago because they just learned a massive lesson that’s likely to stick with them and be incorporated into their work going forward. Also, with this kind of mistake, there were presumably many people who signed off on the design and should have caught it before it was finalized. It points to a need to change their processes so it can’t happen again, not to firing a dozen people for missing it. 2. Managing a former friend I am struggling in my current toxic workplace and I’m keen to get a new job, but opportunities in my niche technical field and local area are rare. One such job has come up this week and whilst it’s not directly what I do now, I think I would be a viable candidate and would be happy working at this new organization. However, I met with the hiring manager who outlined the current team, which includes a friend who I have not spoken to in a year due to her professional behavior (breaking confidentiality and getting former colleagues into trouble, basically acting like she is in Mean Girls). It’s so awkward! I can’t imagine being her manager and supporting her when I feel like she is lacking in values that are core to professional conduct. Should I still apply for the job and hope I can skate past the awkwardness? Or save myself the trouble? The hiring manager mentioned that line management could be discussed; I have wondered if confiding in him would make me look dramatic. This may all be moot if I don’t even get an interview but I’d rather make an informed decision. Can you get yourself to a place where you can manage her fairly and objectively? If not, you should pass up the job; it’s not fair to anyone (definitely the ex-friend, but also the rest of the team and the organization hiring you to manage her) to come in already knowing that you’d be hindered by the history in a pretty significant way. But I don’t think it’s impossible to walk into a situation like that and manage fairly! You’d need to keep in mind that people can change and she may have learned some lessons in the last year and be willing to give her a fair shot at showing that she has. If you see that she hasn’t, you’d need to address that the way any good manager would (and you would benefit from knowing what to be looking out for, just like with the letter about the chaos employee earlier this week), but you’d need to come in with an open mind. You’d also likely need to have an air-clearing conversation with her when you start, along the lines of “I know we have history but as far as I’m concerned, we’re starting fresh.” If that feels impossible, pass this one by. If you do apply, I think you’d need to disclose to the hiring manager that you know the team member but have fallen out of touch. I wouldn’t share much more than that because of the risk of it just seeming like capital-d Drama, but if you don’t disclose it at all, it’s likely to come out at some point anyway and will seem very weird that you didn’t. (Be aware that if you do that, they’re likely to ask the employee about you … but from a minimizing-drama standpoint, if there’s anything to be aired out there, it’s better for it to be now rather than after you’re on the job.) 3. Executives winning company raffles I work for a company with about 500 employees. Every year the company hosts a large professional conference and all employees are required to attend. On the final day of the conference, door prizes are awarded. This year, the organizers had each attendee put their name tag in a box, and names were drawn at random to determine the recipients of the prizes. The prizes ranged from books by presenters to gift cards to one large prize that was worth close to $1,000. When the prizes were announced, four of them, including the large final prize, went to people who work in senior management. This rubbed me the wrong way and I want to know if I’m off-base to think that the most senior staff members shouldn’t be entering raffles like this. I was able to see the drawing from my seat and there didn’t appear to be any cheating. I just don’t feel like their names belonged in the drawing to begin with. I’d much rather see an administrative assistant or the entry-level recent college grad walking out with a prize than someone whose salary is ten times as large. What are your thoughts? You are not off-base. Senior level managers should not enter raffles where they’ll be competing for desirable prizes with lower-paid employees, and the optics if they win a big-ticket item are really bad. The gracious move would have been for them either not to enter or, when they won, to decline and ask for a new pick to be drawn. 4. Is it weird to suddenly start going by a nickname a year into my job? I’ve been working in a remote job, my first full-time job in my industry, for a little over a year now. The entire time I’ve worked there, I’ve gone by my legal name, Anne. I use it in my email signature, and pretty much everyone I am in contact with addresses me as such. However, in my personal life, I go by Annie pretty much all the time. I put Anne in my email signature when I first started because I’m pretty new to the professional world and it seemed like the savvy thing to do, but now seeing how many people I am in contact with use their nicknames in the professional world, I’m more inclined to use my nickname. Since I’ve worked at this job for over a year and have gone by Anne the whole time, would it be weird to suddenly switch my email signature to Annie? I’m mainly concerned with it seeming weird to my boss, who is the primary person I’m in contact with at my job. Especially since it’s remote, it feels so much more awkward to slyly switch my name in my email signature and hope everyone catches on. It will not be weird! Switch your email signature to Annie. You can either leave at that, or you can say to your boss, “By the way, I should have said this when I started but I actually prefer Annie so I’ve changed it in my email signature and didn’t want you to be confused.” And yes, it’s totally fine to go by nicknames at work. Not, like, Keg Master or Big Balls, but a normal name that’s just a diminutive? Yes. View the full article

Swingline, a leading name in workspace tools, is marking its 100th anniversary with the launch of three new and refreshed stapler models. The milestone release includes the return of the Swingline CUB Compact Metal Stapler, the debut of the Swingline Vintage Plier Stapler, and a vibrant color refresh of the best-selling Swingline 747 Business Premium Desktop Stapler. Since 1925, Swingline has been a staple in workspaces worldwide, known for its combination of durability, efficiency, and timeless design. “For a century, Swingline has been at the heart of workspaces, delivering tools that combine reliability with stylish design,” said Brian Klein, Senior Manager at ACCO Brands. “As we celebrate this milestone, we’re not just honoring our legacy—we’re looking ahead. These new staplers reflect our commitment to evolving with our customers’ needs, offering modern functionality with a fresh, stylish twist.” New Stapler Models and Features Swingline CUB Compact Metal Stapler A classic reborn, the Swingline CUB Compact Metal Stapler returns with a modern design tailored for today’s hybrid professionals. This compact stapler features an all-metal construction with a powder-coated finish for durability. It staples up to 20 sheets at a time with jam-free performance. Available in Electric Blue, Rio Red, Periwinkle, Matte Black, and the Target-exclusive Arctic White, the CUB combines functionality with bold color choices. Swingline Vintage Plier Handheld Stapler The Swingline Vintage Plier Stapler brings back a time-tested tool with ergonomic improvements. Designed for handheld use, it provides superior control, making it ideal for retail, pharmacy, food service, and hospitality industries. The metal-bodied stapler features a 25-sheet capacity and a retro-inspired Rio Red finish, adding both practicality and nostalgia to the workspace. Swingline 747 Business Premium Desktop Stapler – New Colors The Swingline 747 Business Stapler, an enduring office icon, is receiving a fresh lineup of contemporary colors. Originally introduced for the brand’s 75th anniversary, the 747 has maintained its reputation for strength and reliability. Now available in new colors—including Electric Blue, True Blue, Graphite Grey, Arctic White, Lavender, Blush Pink, Matte Black, and the Target-exclusive Sage Green—these join the classic Gloss Black, Rio Red, Polished Chrome, and Polished Gold models. With a 30-sheet capacity and a Jam-Free Guarantee, the 747 remains a workplace essential. Availability and Retail Options All three stapler lines are backed by a limited lifetime warranty and a jam-free guarantee when used with Swingline Premium Staples. Customers can find these newly launched models at retailers such as Amazon, Office Depot, Staples, Target, and Swingline.com, with select colors and models available exclusively at certain stores. Image: Swingline This article, "Swingline Celebrates 100 Years with Launch of Three New Stapler Lines" was first published on Small Business Trends View the full article

Swingline, a leading name in workspace tools, is marking its 100th anniversary with the launch of three new and refreshed stapler models. The milestone release includes the return of the Swingline CUB Compact Metal Stapler, the debut of the Swingline Vintage Plier Stapler, and a vibrant color refresh of the best-selling Swingline 747 Business Premium Desktop Stapler. Since 1925, Swingline has been a staple in workspaces worldwide, known for its combination of durability, efficiency, and timeless design. “For a century, Swingline has been at the heart of workspaces, delivering tools that combine reliability with stylish design,” said Brian Klein, Senior Manager at ACCO Brands. “As we celebrate this milestone, we’re not just honoring our legacy—we’re looking ahead. These new staplers reflect our commitment to evolving with our customers’ needs, offering modern functionality with a fresh, stylish twist.” New Stapler Models and Features Swingline CUB Compact Metal Stapler A classic reborn, the Swingline CUB Compact Metal Stapler returns with a modern design tailored for today’s hybrid professionals. This compact stapler features an all-metal construction with a powder-coated finish for durability. It staples up to 20 sheets at a time with jam-free performance. Available in Electric Blue, Rio Red, Periwinkle, Matte Black, and the Target-exclusive Arctic White, the CUB combines functionality with bold color choices. Swingline Vintage Plier Handheld Stapler The Swingline Vintage Plier Stapler brings back a time-tested tool with ergonomic improvements. Designed for handheld use, it provides superior control, making it ideal for retail, pharmacy, food service, and hospitality industries. The metal-bodied stapler features a 25-sheet capacity and a retro-inspired Rio Red finish, adding both practicality and nostalgia to the workspace. Swingline 747 Business Premium Desktop Stapler – New Colors The Swingline 747 Business Stapler, an enduring office icon, is receiving a fresh lineup of contemporary colors. Originally introduced for the brand’s 75th anniversary, the 747 has maintained its reputation for strength and reliability. Now available in new colors—including Electric Blue, True Blue, Graphite Grey, Arctic White, Lavender, Blush Pink, Matte Black, and the Target-exclusive Sage Green—these join the classic Gloss Black, Rio Red, Polished Chrome, and Polished Gold models. With a 30-sheet capacity and a Jam-Free Guarantee, the 747 remains a workplace essential. Availability and Retail Options All three stapler lines are backed by a limited lifetime warranty and a jam-free guarantee when used with Swingline Premium Staples. Customers can find these newly launched models at retailers such as Amazon, Office Depot, Staples, Target, and Swingline.com, with select colors and models available exclusively at certain stores. Image: Swingline This article, "Swingline Celebrates 100 Years with Launch of Three New Stapler Lines" was first published on Small Business Trends View the full article

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Consider a self-employed entrepreneur who racked up thousands of dollars in medical bills after a visit to the emergency department due to lack of employer-sponsored health insurance. Or the entrepreneur whose business never got off the ground—not because they lacked skill or demand, but because the burden of complicated taxes or owing money they didn’t expect made them walk away before they could even get started. This sentiment underscores how current policies can deter potential entrepreneurs from leaving traditional employment. Despite all of this, in recent years, solopreneurship—the practice of running a business without a team or employees—has grown drastically, alongside general entrepreneurship. The U.S. averaged 430,000 business applications per month in 2024. That’s 50% more than in 2019. And according to the Small Business Administration, the number of non-employer businesses has grown 84% since 1997. There are 28.5 million non-employer businesses in the U.S., representing roughly 82% of all small businesses in the country. This includes freelance writers, designers, consultants, e-commerce entrepreneurs, influencers, virtual assistants, and photographers. Despite having no employees, solopreneurs face many of the same challenges as small business owners: funding, healthcare, taxes, and compliance. Here are three policy areas and practices they can put into place to ensure their long-term success. 1. Access to capital Solopreneurs are more likely to use personal capital to start and sustain their business. Unlike larger companies that can attract investors, solopreneurs often struggle to secure significant external funding due to their smaller scale. And in many cases, they are simply unaware of the resources available to them. There are a few possible solutions to addressing this challenge. First, government can increase the support for and awareness of tax-deductible business loans, which allow solopreneurs to deduct interest on personal loans used for business expenses. This includes traditional business loans like SBA loans, equipment financing, and business lines of credit. It also includes personal loans and home equity loans used for business, such as a solopreneur taking out a $20,000 personal loan to buy equipment and cover marketing costs. If the annual interest paid on the loan is $2,000 and the entire loan is used for business, the full interest payment can be deducted from taxable income, reducing overall taxes owed. Another option is a phased reduction of the self-employment tax. One of the biggest financial burdens for new solopreneurs is the self-employment tax, which is 15.3% (covering Social Security and Medicare) on net earnings. The government could implement a phased reduction of self-employment taxes for new solopreneurs, gradually lowering the self-employment tax burden for individuals just starting their own business. This approach could provide financial relief and additional capital during the crucial early stages of business growth. It also gives solopreneurs time to establish consistent earnings before facing full tax liability. 2. Healthcare and social safety net security Healthcare, retirement savings, parental leave—these are all benefits currently tied to a person’s job. This has been described as “job lock” as it suppresses entrepreneurship, innovation, and ultimately economic growth. Despite this, we are still seeing a massive rise in solopreneurship— meaning there is a large segment of the workforce that has to navigate these critical social safety net programs on their own. The first solution is to reform the current health reimbursement arrangement (HRA), including an individual coverage HRA (ICHRA) and a qualified small employer HRA (QSEHRA). While they were designed as a flexible way for small businesses to help employees access health insurance, the system has major flaws—one is that they are not currently available for self-employed individuals. These individuals struggle to deduct healthcare costs because they lack employer-sponsored insurance. HRA reform could allow them to use pre-tax dollars for health expenses, reducing their taxable income. HRA reform could be a game-changer for solopreneurs and S-corps, making healthcare more accessible, affordable, and tax efficient. Another potential solution is to exempt health insurance premiums and retirement savings contributions from self-employment tax calculations. Right now, solopreneurs pay self-employment tax on all earnings, including money used for health insurance and retirement. Creating this exemption would lower the overall tax burdens on these individuals without reducing the benefits. 3. Compliance and tax support Running a business as a solopreneur is extremely rewarding when it comes to flexibility, being your own boss, and doing what you love. But it also comes with its own set of compliance and tax challenges. And while there are some tax advantages to working for yourself that are not available to those who work for others, it can get complex. Business owners need to be aware of different tax deadlines, eligible deductions, and how to efficiently structure their finances to benefit from lower tax rates. This will always be important, but there are proposals making their way through Washington to make it easier on solopreneurs. Right now, anyone who works for themselves faces the burden of directly paying their estimated taxes on a quarterly basis and managing a lot of the calculations on their own. There are also long-term economic security implications of not remitting payroll taxes, which reduces the Social Security benefit, plus Medicare, to a certain extent. Because of this, many self-employed workers—solopreneurs, freelancers, etc.—would prefer to have taxes withheld from their earnings instead. This would reduce the risk of calculation errors and help them avoid penalties. Businesses that pay self-employed individuals for their work could withhold the taxes by adding their withholding to the taxes they already pay for their employees. This would allow solopreneurs to better manage their cash flow and alleviate the frustration of having to estimate withholdings, save for future tax payments, and navigate those payments four times a year. The rise in solopreneurship and self-employment isn’t just a trend; it’s a fundamental shift in how people choose to work these days. Supporting entrepreneurs in their business endeavors and reducing complexities for them would encourage more small business creation, which ultimately strengthens and lifts the overall economy. Tomer London is cofounder and chief product officer of Gusto. The Fast Company Impact Council is a private membership community of influential leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual membership dues for access to peer learning and thought leadership opportunities, events and more. View the full article