ResidentialBusiness

Just a couple of years ago, pundits were warning of streaming’s demise. From Netflix to Spotify, these companies were burning through cash. How could they keep operating? Now, almost all of the streamers have made it to positive profits. Netflix is the envy of the entertainment industry, while its underlings like Disney+ and Max have also turned around their losses. Last Tuesday, Spotify shares jumped 13% after the company announced its first full year of profitability. There are still stragglers, but on the whole, streaming has formed itself into a successful business model. There’s a lesson here: For emerging tech, there’s value in patience. It took streaming over a decade to get it right, to effectively combine user growth and ad sales in a way that manifested profits. We should expect the same from all of our tech innovators. How streaming became profitable In the late 2010s, things weren’t looking positive for Netflix. Sure, they were making positive profits, but their debt was staggering. The company had amassed $15 billion in long-term debt by the end of 2020; compared to quarterly profits of just around $1 billion, Netflix seemed ready to capsize. CNN’s headline at the time: “Netflix is burning through cash. This can’t last forever.” Now, everyone wants to be Netflix. Their profit margin is now 22%, earning $8.71 billion last year in profits (from some $39 billion in revenue). Remarkably, the business is expanding. They added a record-breaking 19 million subscribers in the fourth quarter of 2024, mostly thanks to the live fight between Jake Paul and Mike Tyson. And their ad tier, which used to be a tiny subsidiary of their business, is now scaling rapidly. It’s good to be in the business of Netflix. The smaller streamers, once the butt of Wall Street’s jokes, are now reaching profitability. Max eked out its first positive profit of $103 million in 2023. Compare that to 2020, where WarnerMedia blamed their $1.2 billion in losses on investments in the streamer. Disney’s streaming division, which compromises both Disney+ and Hulu, just reached their second straight quarter of profitability. In 2022, the division was losing the company over $3 billion. Now, Spotify has joined the club. For years, Spotify failed to put up positive profits. Their losses reached a peak in the second quarter of 2023, when Spotify lost about $256 million. The Wired headline from that year: “Spotify is Screwed.” Now, they’ve reached a full year of positive profits. The virtue of patience with emerging tech The sheer scale of money lost made streamers an easy target. In 2020, when Netflix was saddled with some $15 billion in long-term debt, the company also had a marketcap of $238.89 billion. How could we so blindly trust a company that was burning through money? But these are long-term bets, and the bets eventually paid off. The same could be true for dozens of emerging tech fields of today. Look at AI. OpenAI, the golden child of the industry, lost $5 billion in 2024. And they keep taking on more money, most recently $6.6 billion in new investments and a $4 billion line of credit. How can we justify this? But AI companies (OpenAI chief among them) are betting on the future. AI might not be profitable now, but it will be. It’s hard to trust OpenAI CEO Sam Altman when he makes these grand claims. But, if streaming is any indication, he could be right. The tech market demands patience; not just months of it, but years. View the full article

Chief executive Murray Auchincloss vows to boost performance after activist Elliott takes stakeView the full article

This post was written by Alison Green and published on Ask a Manager. It’s five answers to five questions. Here we go… 1. How to work with a jerk who raises his voice, when “that’s just how he is” I work with Fergus, a senior engineer who has a reputation for being “crotchety,” a term I am starting to push back on because it seems to explain away his unprofessional behavior as a personality quirk or something to be expected because of his age. I’m trying to figure out exactly where to draw the line in order for me and my team to consistently push back against his behavior. On our last call, Fergus joined the zoom and immediately declared his team was not involved in the project and explained to me how he thinks it works. He interrupted me several times and raised his voice in an effort to convince me and/or dominate the conversation, while I (a female, somewhat younger non-engineer) patiently explained to him that he was wrong about how it works and his team did in fact need to be involved. The next bit went well, but he did grumpily end the call with, “I can’t believe we didn’t do it the other way.” I suppose I was hoping for an apology. It was exhausting and I really think the raising of his voice is the line I want to draw. The typical response from colleagues and leadership is always, “Oh, that’s just Fergus!” and I am done with it. I don’t think someone should get to yell, just because “they’re like that.” So I need a plan. I want to work out ahead of time what my response should be so that a) I don’t have to decide in that irritating moment that he has crossed a line, and b) I can help my team follow the same plan in the hopes that a united front will be successful. So what’s the appropriate response? Innocently ask if he’s okay and needs a minute to calm down? Firmly ask him to stop raising his voice, right there in the meeting? Email him after the fact to say that I am concerned about the tone of the meeting? Cc his boss? Or ours? Maybe only cc his boss the second time it happens? Cc HR the third time? What are my options here? Should I ask HR for advice on how to handle this, given our apparent history of letting Fergus behave however he wants? In the moment, interject with a calm, “Please stop raising your voice.” The more calm and detached when you say it, the better; you want him to feel like he looks out of control by comparison. It’s possible that alone will be enough; often people who behave like this, especially at work, are used to never being called out on it (because “that’s just how he is”) and so when someone does, it jars them back into behaving more appropriately. So make that your strategy the next few times it happens, and see if he absorbs that he can’t raise his voice around you. If it continues after that, talk to him one-on-one right after the meeting and call it out even more directly: “You kept raising your voice on that call — can you please not do that? It makes the meeting unpleasant for everyone else, and I don’t want to ask people to tolerate that.” I think you have a better chance of success calling it out directly than asking his boss, your boss, or HR to intervene — since apparently everyone else has decided they’ll just work around him. Related: how to deal with a coworker who’s rude to you I have to manage the office jerk 2. Is it true that you can’t take any time off when you’re new? My best friend (who doesn’t work with me) is telling me that since I’m new at my job, my attendance has to be perfect for at least the first year. Doctors appointments on my lunch hour, work when sick, and don’t take any vacation time. I can see it’s a good idea to be conservative with time off for a while, but no time off for a year seems excessive. She says that bosses will tell you to take your time off, but it’s much too risky for a new hire to get a reputation for not being around. She says it’s a known thing. Am I naive to think I can take reasonable time off without getting a bad reputation? Your friend is wrong, and sounds like she’s absorbed some weird messages about work somewhere along the line. Sometimes that happens if someone has worked at really dysfunctional companies; other times it stems from messages they’ve absorbed from their families. It’s true that you shouldn’t expect to take a lot of time off when you’re new to a job, but that means “don’t expect to take a week off in month 2” (although even then, if you negotiated it at the time of hire, it might be fine), not that you can’t go to doctor’s appointments or need to work when you’re sick or take no vacation the whole year. Related: everything you need to know about time off when you start a new job how soon after starting a new job can you take a whole week off? 3. Can I keep my own soap in the office bathroom without others using it? Our daughter was stillborn in 2022 and my husband and I have recently become pregnant again. The hand soap provided at my work isn’t safe to use while pregnant, so I’ve brought my own, but it’s quite expensive. Carrying my own hand soap back and forth from my office to the bathroom isn’t practical or hygienic. How can I mark the bottle in such a way that my coworkers won’t use it and I don’t seem like I’m being dramatic? FYI, none of my coworkers know we’re expecting and I would very much like to keep it that way. I don’t think you can, unfortunately. If it’s in the bathroom, some people will use it and it also risks getting tossed. Can you buy a less expensive option to keep there? (I’m guessing you’re trying to avoid antibacterial soap, and there are a number of low-cost alternatives. If you’re having trouble finding them, talk to your doctor about options.) Another option could be something like soap leaves, which you can slip in your pocket when you head to the bathroom, if you can find suitable ones. 4. My employee made such an odd hiring recommendation that I’m doubting her skills I am retiring in April and while I don’t have a unique job, I have a unique skill set and several people will probably cover my roles. For the administrative part, we’ve pretty much decided what to do, but it’s not finalized. I’ve shared with my staff that the plan is being developed and that I will tell them everything I know as soon as I know it. Yesterday I received an email from Janet, someone I would consider in a more senior position, recommending her coworker (Amy, who I also supervise) for this position. Amy is in no way qualified to do this role. Janet’s heart was in the right place, and I thanked her for sharing but that was all I said. However, now I am looking at Janet and her abilities in a different way. Her assessment of Amy’s skills is way off. Otherwise, I think Janet’s skills are excellent and my advice to my successor was going to be have her on a path to the next level. Now I’m not sure. How do I get out of this mindset? Am I totally overreacting? It’s hard to say without knowing more. How clear is Janet on exactly what that position will be and what it will take to do it well? You said you’ve only really shared so far that a plan is in progress, so is it possible that Janet is envisioning the job being something different? Also, how closely has she worked with Amy? Is she well positioned to have seen Amy’s skills and strengths and weaknesses firsthand, or not? If she knows exactly what the position will be and she’s worked with Amy closely enough that she should know she’s obviously not a match, then sure, that’s concerning (if in fact the next step for Janet would mean a job where she’ll need to hire and manage people). But if either of those factors aren’t present, I wouldn’t let this throw you. If you’re unsure, why not ask her what led her to recommend Amy and approach it from the standpoint of being genuinely curious about her perspective? Who knows, you might hear something that makes it make more sense to you (but if not, that will be helpful info too). 5. How can I push for a standard fee that wasn’t in a contract? I’m a subject expert in my field and was booked to speak for a larger conference this coming spring. The host organization “merged with” (was bought by?) another that will certainly have value differences and make changes. One was to lay off 25+ staff from the original org. Another was to cancel me from the line up (likely because my point of view is not shared by them, but I’m speculating). Thing is, the original org booked speakers without formal contracts, which is unusual, but not unheard of and worked because they had a lot of clout in our field. Everyone knew they’d act in good faith, which is good, since they hold more power in our space. (But you see where this is going.) Normally if an organization cancels me within 90 days of the event, my cancellation fee is 50% of our agreed upon rate. I slotted this event into my schedule to the exclusion of others, began working on my content for them, and am unlikely to fill that space with a new event. This new org has said they’ll pay it, just send my invoice and “executed contract.” I’m reasonably sure they know as well as I that there isn’t one. My judgement is clouded by my distaste for the new org and its values, so while I’m not disappointed to be off the lineup, I’m also not at ease to not at least try to push for the fee. I know they can dig in and just not pay it, but what I’m looking for is the wording that says, “No official contract is not my fault, and was beyond my control, but you should honor what we both know is typical in this scenario, please.” Do you have anything in writing confirming the original agreement — even just emails? An email agreement can count as a written contract in many cases. They could push back since there was no cancellation fee specified in those emails, but you’ll at least be able to document that this was a firm agreement, which sounds like the best you can do. Frame it as, “OrgA always used email agreements like the one attached. Since I held space in my schedule, turned down other work for that time, and have already begun working on my content, I’m attaching an invoice for half the fee, per typical practice.” Also, do you have any contacts from the original org who remain at the new org (or who, even if they’re gone, have some influence there) who would be willing to push on your behalf? View the full article

Pforzheim is a microcosm of migration and economic debates boosting AfD ahead of Germany’s federal electionsView the full article

Automated stores run by global companies such as NewCold have become critical in keeping supermarkets stockedView the full article

The effect of the provision would be reversed pending ministerial sign-off, a Treasury official said View the full article

Disclosure suggests Big Four firm has lost state-owned and finance sector clientsView the full article

Bloc’s 50 spending programmes to be lumped into 3 funds, according to paperView the full article

Lawyers, bankers and many other professionals are now using chatbots to communicate, some without company oversight View the full article

A rally outside the Consumer Financial Protection Bureau headquarters in Washington Monday afternoon boasted 17 lawmakers and roughly 600 attendees, organizers said, who were decrying Trump administration efforts to effectively shutter the bureau. View the full article

It’s no surprise that artificial intelligence is transforming the way we learn, but it also has the potential to add a sprinkling of magic to on-the-job training. Turning the ordinary into the extraordinary is especially beneficial in the skilled trades. We’re already seeing social media inspire the next generation of tradespeople, and AI-based learning programs can help attract, develop, and retain young talent. In the U.S., hiring for skilled roles, including electricians, industrial machinery workers, plumbers, and HVAC technicians, could be more than 20 times the projected annual increase in new jobs from 2022 to 2032. The current pipeline of skilled trades training can’t keep up with the demand for workers, and a significant percentage of high school students interested in training programs find themselves on a waiting list. Employer investments in training and upskilling programs are critical in closing the labor gap. AI training requires a foundational knowledge We have already seen that AI is effective for advanced learning. It synthesizes information, translates it, and creates more personalized learning experiences. However, leveraging AI’s power hinges on one critical ingredient—a strong digital foundation. This is where many employers will fall short. They have traditionally relied on job shadowing, the occasional in-person classroom training, or limited online compliance training. Further, there is a common misconception that skilled workers will be able to learn in the field with an AI-enabled device as their primary means of information. These devices are useful for troubleshooting or serving as a quick reference tool, but they should only be used in conjunction with substantive foundational knowledge. The cognitive load while working makes it incredibly challenging to learn efficiently and effectively. Imagine being in a setting with safety risks, noise, and multiple distractions competing for your attention. At the same time, you’re supposed to be taking in new information, acting on it, and retaining it. But, if that AI-supported in-the-field training was combined with a robust AI-driven digital foundational program, that’s where the magic starts to happen. The most effective training takes place when employees have time to internalize the material, reflect on it, and review it. The need to pair AI with people A digital foundation that combines strategic assessments, core course material, bite-size learning, and digital simulations with real-world scenarios can provide the hands-on learning that is essential in the skilled trades. What’s more, all of this can be done in a safe, controlled environment. AI can communicate big ideas and take on the role of mentor, highlighting what is important, assessing skills, offering support, and providing insights into strengths and weaknesses. AI can serve as a personal learning guide, but it can’t provide emotional support and won’t replace people. Instead, great teachers will use AI along with digital learning to make their emotional interaction more useful. AI is advancing at a rapid pace, and many CEOs are asking themselves what their organization should be doing with AI and when to jump in. The answer is to jump in now. The consequences of not adopting digital learning will only get more severe the longer they wait. Learning is essential for every role and at every age, from the Gen Zers who are increasingly skipping college to existing employees requesting upskilling tailored to their specific needs. A digital foundation is the magic—or missing ingredient—that lays the groundwork for CEOs to address labor shortages, reduce risk, and increase operational efficiency within their workforce. Doug Donovan is founder and CEO of Interplay Learning. View the full article

Former MPC hawk Mann said a half-point cut in interest rates had been needed last week to ‘cut through the noise’View the full article

In today’s evolving workforce, a growing number of individuals are embracing a new identity: the sidepreneur. These are people who, in addition to their traditional jobs, are launching entrepreneurial ventures on the side. They’re not just taking on additional work—they’re creating new opportunities to pursue passions, build wealth, and gain control over their financial futures. From moonlighting chefs to weekend photographers, tech consultants by day, and digital creators by night, sidepreneurs are the embodiment of resilience, adaptability, and entrepreneurial spirit. The rise of sidepreneurs isn’t just a reaction to economic pressures; it’s a reflection of how modern workers are redefining what it means to have a career. This movement is a natural response to a shifting economic landscape—one where workers are increasingly turning their skills and passions into new revenue streams. For many, this dual-pronged approach offers not only financial security but also a sense of fulfillment and independence. Who are the sideprepreners? Kiva’s 2024 U.S. Impact Performance Report revealed that 43% of Kiva borrowers who are U.S. small business owners indicate that their business is a second job or venture. And recent findings from Deputy’s 2024 State of Hourly Work Report reveal that 27% of U.S. hourly workers now hold two or more jobs, with Gen X leading at 33%, followed by millennials, Gen Z, and boomers. Looking at this from both angles it is clear: The sidepreneur movement is real. This movement reflects a broader, structural change. As financial pressures and the desire for flexibility grow, workers of all ages are embracing a multi-job lifestyle, redefining work norms, and creating a diverse labor landscape. The growth of the sidepreneur movement is supported by the ever-growing gig economy, advances in technology, and an overall shift toward improved mental health and wellbeing. A side business often allows people to blend their passions with professional pursuits, but to succeed they need support. To succeed, sidepreneurs need access to capital With unpredictable income and mounting responsibilities, many sidepreneurs struggle to access capital, especially when financial systems remain geared toward traditional credit metrics. Approximately 26 million adults in the U.S. (nearly 10%) are considered “credit invisible,” lacking the credit history to secure traditional financing. Maria Cortes, founder of Tucson-based, Latina and woman-owned brand Di Luna Candles, is an example of that. In 2020, she turned a hobby into a business, all while she was as an essential worker at a bank. “From the start, my mother taught me to be independent, responsible, and to always have a growth mindset,” she told Kiva. In order to pursue her dreams, Maria needed capital, which is usually challenging to come by for small startups. This is where Kiva steps in. Kiva’s microlending platform provides vital financial access to sidepreneurs, who often lack traditional banking resources. Maria received a $5,000 zero-percent interest, zero-fee Kiva loan in July 2022. “Being able to get that capital [from Kiva] was the start of it all,” Maria shared. “My first year, I made about $15,000. My second year, after getting the Kiva loan, I grew that total by about 400%. The third year, I grew it about another 190%.” Maria’s story isn’t just a testament to growth; it’s an illustration of how accessible financing can unlock new pathways to economic opportunity and to power sidepreneurs to succeed. Her story illustrates what Kiva has seen from thousands of borrowers: 83% report improved business success since receiving their loans, and 62% believe Kiva has enhanced their chances of achieving their primary business goals. Additionally, 80% have improved their confidence in managing finances, and 65% report increased revenues. Maria has since opened a Di Luna Candles + Goods storefront in Tucson and is running her thriving business full-time. Navigate the challenges of sidepreneurship While sidepreneurship offers financial opportunities and creative outlets, it’s not without challenges. Modern-day realities of high costs of living, stagnant wages, and limitations such as access to healthcare often create an environment where innovators must turn to sidepreneurship, in lieu of pursuing their business goals full-time. According to Deputy’s research, nearly 41% of hourly workers live paycheck-to-paycheck, making the balancing act of multiple jobs even more taxing. Sidepreneurs are reshaping the workforce, and businesses need to get ready for this generational shift. Businesses that offer flexibility, supportive work environments, and training will do much better in attracting this emerging sidepreneur workforce. Embrace the sidepreneur workforce The rise of sidepreneurs signals a profound shift in the workforce—one that forward-thinking leaders cannot afford to ignore. These part-time innovators embody resilience, adaptability, and untapped potential, offering businesses a unique opportunity to engage a motivated, entrepreneurial talent pool. By investing in tools, resources, and policies that empower sidepreneurs—whether through flexible work arrangements, financial access, or professional development—businesses can fuel this growing movement and reap the rewards of a more diverse and dynamic workforce. Businesses can foster an economy where part-time entrepreneurs can grow into full-time business owners. Supporting sidepreneurs isn’t just good for workers; it’s a strategic advantage for businesses looking to thrive in the future economy. Vishal Ghotge is CEO of Kiva. Silvija Martincevic is CEO of Deputy and board member of Kiva. View the full article

US president says move will ‘mean a lot more business for America’View the full article

When the news first broke, I was appalled three times after hearing about the death of UnitedHealthcare CEO Brian Thompson. First, that this man was gunned down in the streets and his killer was at large. Second, when I learned that UnitedHealthcare rejects 33% of its claims, over five times that of competitors like Kaiser Permanente, which has a 6% claims rejection rate. Lastly, what shocked me most was seeing some people in a comedy Facebook group I’m in celebrating his death. One post featured a meme saying, “I hope he dies,” in response to news that he was shot. I get it, late-stage capitalism is brutal and unfeeling. The instinct to not care about those who seem to care so little for us is understandable. But here’s where the irony hits me: The people dancing on Thompson’s grave are vilifying someone for doing the very job our system incentivized him to do. CEOs of public companies are hired to maximize profits, not to act as moral arbiters. Would I like to see more ethically-driven leadership? Absolutely. But I’d wager that some of those grave dancers would reject just as many claims if it meant trading bank accounts with Thompson. That’s the laziness of this so-called revolution. The same people electing the same congresspeople who do nothing to fix our broken healthcare system are directing their rage at a single individual for being a disappointing product of the systems we voted for. A rigged system, or a reflection of us? Day after day, I hear complaints about the rigged system of the stock market. And let me be clear: I don’t disagree. The deck is often stacked against retail investors. But the complaints often miss a critical point: Finance is the highest-stakes game in the world. Do we complain about the inequalities of flying coach while others enjoy first class? Why, then, do we lament trades transported in different routing classes? Here’s what’s more frustrating: Many of these same critics entrust their money to brokers who openly prioritize hedge funds—their real customers—over retail traders. Remember the trading halts during the meme stock frenzy? That’s the price of free trades. For the past 14 years, I’ve dedicated myself to creating tools that level the playing field for retail investors. Tools that are transparent, data-driven, and free. These tools rely on live options markets to work. You know what undermines this transparency? The push for 24-hour trading. While it may sound futuristic, it primarily benefits institutional players, whose algorithms thrive in low-liquidity environments. These systems don’t sleep, they’re robots designed to manipulate prices during hours when there’s less liquidity, making price discovery harder for everyone else. At the end of the day, this push isn’t about empowering retail investors, it’s about maximizing control for those already at the top. Pick up your shovel I taught myself accounting as a teenager to land my first hedge fund job. I’ve spent years building a platform designed to empower everyday people. At times, I’ve had no money in my bank account and had to move back in with my parents. If you want change, real change, it starts with effort, not excuses. Voting in leaders who care about healthcare reform is a start. Refusing to give your dollars and attention to companies that exploit you is another. But let’s stop pretending that cynicism and complaining are substitutes for action. The death of Brian Thompson is not a revolution, even if you think his sons deserve to lose their father. And perhaps even if more billionaires deserve to die, that is not going to solve the systemic problems that will just replace those billionaires with other billionaires. Real change requires picking up your shovel and holding your elected officials accountable—not dancing on graves. A final thought If we truly want to revolutionize our systems, it starts with us—our choices, our votes, and our willingness to confront uncomfortable truths and come up with ideas that actually fix them. Until then, the lazy revolution will remain just that: lazy. George Kailas is CEO at Prospero.Ai. View the full article

Study shows Americans trust AI more than social media, with young men expressing the highest confidence. The post Public Trust In AI Surpasses Social Media, Rutgers Study Finds appeared first on Search Engine Journal. View the full article

The Consumer Financial Protection Bureau (CFPB) is in the Trump administration’s crosshairs. Employees at the CFPB, an agency designed to protect consumers from unfair financial practices, were ordered to stop all activities in recent days by new acting director Russell Vought, who is also serving as the director of the Office of Management and Budget, a position he was confirmed to by the Senate along party lines last week. Vought reportedly closed the CFPB’s headquarters and told employees to stop working, according to the Wall Street Journal, as the administration ramps up efforts to shut it down—or at least declaw it to some degree. The CFPB, which Congress created in the wake of the 2008 foreclosure crisis and the Great Recession, has long been a political target of Republicans, and with full control of the federal government, the Trump administration is evidently going after it in an attempt to deregulate the financial system. While Trump himself can’t unilaterally get rid of the CFPB—only Congress can do that, as Congress was the body that created it—it’s unclear what happens next. Experts say that while the CFPB’s work is on pause, the rules and regulations that the CFPB has put into place are still on the books. “It’s not vanishing into thin air,” says Kimberly Monty Holzel, a partner at Goodwin’s financial services, consumer financial services, and fintech practices, who previously worked at the CFPB for four years. “We have orders with active orders from the CFPB,” she says. “Those orders don’t terminate.” She adds that the firms regulated by the CFPB—which include banks, debt collectors, financial payment platforms, and more—still need to “act in good faith cooperation with the government,” and that though what’s happening may be surprising or alarming, consumers should remember that there are still numerous other regulating bodies that are still active. “The CFPB is not the only regulator—consumers can still go to the FDIC, the OCC, the Fed,” she says. “And states still regulate banks, too. There isn’t a vacuum of regulation.” However, the Trump team has reportedly floated the idea of dismantling some other regulators, like the FDIC, too. Mixed signals Other experts say that what’s happening at the CFPB is a prime example of the mixed signals coming out of the Trump administration. “They told people to go home and not work at the office. At the same time, they’re saying to other government employees ‘no more remote work,’” says Jeff Sovern, a Michael Millemann professor of consumer law at the University of Maryland’s Francis King Carey School of Law. “They have said that they’re trying to eliminate waste, so they’re gutting an agency that generates huge returns to consumers, $21 billion annually, and yet costs less than $1 billion per year to operate.” “It’ll generate more waste,” he adds. So what exactly is the administration doing then? “The whole thing makes no sense unless you see it as an attempt to eliminate or curtail agencies that they don’t like,” Sovern says. As noted, many Republicans have long been miffed about the CFPB, which has, over the years, done things like cut overdraft fees, change mortgage lending rules, compensate fraud victims, establish a database for consumer complaints, and much more, typically to the benefit of consumers. The agency polls very strongly across both parties, with support from three-quarters of Republicans in recent years. Even so, many Republican lawmakers have made it a target, “even though it’s been wonderful for their constituents,” says Sovern. Sovern also has a warning for voters: The CFPB was born out of a financial crisis, and if it’s stymied, the consequences could be dire. “The bureau was created in 2010 because we had the Great Recession, and one of the things that led to the Great Recession was predatory lending,” he says. “Congress recognized that we needed an agency to protect consumers,” he says, because the agencies tasked with doing so weren’t getting the job done. “If we get rid of the CFPB, we run the risk of another Great Recession.” ‘Less safe from financial traps and scams’ While a sequel to the Great Recession may not occur immediately, one thing is clear in the short term: Putting the CFPB’s work on pause does mean that consumers are in a more perilous position than they were before. “Across the country, people in my family and your family are less safe from financial traps, scams, and mistakes than they were a few weeks ago,” says Chris Peterson, a law professor at the University of Utah. The CFPB’s work is “the way that we ensure that companies are complying with the law,” he says, “and the people who do that job are now cooling their heels instead of protecting the public.” Peterson echoes Sovern in that he thinks the public should be more outraged by what’s happening, particularly because the CFPB was created as an act of law—and taxpayers have paid for it to do its work. “It’s a government service that we all paid for, and that is required by federal law to be provided to us all. And now that’s been suspended without a law that authorizes it. It’s not consistent with the constitution,” he says. “We don’t have an experience quite like this in the history of the country,” Peterson adds. “It’s ambiguous as to what happens next.” Holzel says that she thinks the CFPB will resume some activities at some point, and that what’s currently happening may be a sort of payback by the Trump administration on behalf of players in the financial industry who felt that the Biden administration’s CFPB had gone too far, and acted too aggressively in recent years. “The past four years had very aggressive leadership, and very liberal views on their authority to touch certain areas, which are disputed,” she says. “People are not happy about the past four years because they felt like it may have been good for consumers, but chaotic for banks—banks that were trying to follow the rules in good faith.” As for whether those in the industry are happy with what’s happening? “I’m hearing different things as to whether or not it’s a good thing,” Holzel says. View the full article

In the span of three plays in the second quarter of the most-watched event on television, Kansas City Chiefs quarterback Patrick Mahomes was sacked multiple times before launching the football soaring through midair—only for it to be intercepted and returned for a touchdown by his opponent, the Philadelphia Eagles. And as that series of unfortunate events unfolded for the Chiefs at Super Bowl LIX, it seemed America rejoiced. As one X user wrote before the big game: “The amount of people I know who will be rooting for the Eagles simply because they don’t want the Chiefs to win is a beautiful thing. Hate conquers all.” Hate conquering all certainly seemed to be the storyline of Sunday’s spectacle. The Eagles handily destroyed the Chiefs, a team whose successful season has been muddied by overexposure and controversy. And during the halftime show, Kendrick Lamar publicly embarrassed his rapping peer Drake, an artist that much of the country has turned against. From the game itself to the diss-filled halftime show, people who love to hate enjoyed their evening as “schadenfreude” defined much of the night. The word schadenfreude has its roots in German—schaden meaning harm, freude meaning joy, and schadenfreude then meaning happiness found in the misfortune of others. And Americans have certainly embraced the act in recent years: Schadenfreude’s popularity has grown exponentially since the start of the millennium, according to Google’s word-use tracker. The Super Bowl was no exception. A three-peat denied The Chiefs might have been “the most hated team in the NFL” when the Super Bowl aired. It seemed much of America wasn’t necessarily rooting for the Eagles to win, but rather against any happiness for Kansas City. After Philadelphia’s victory, one X user celebrated: “THE GREAT EVIL HAS BEEN DEFEATED.” The dynasty-in-progress had won the last two Super Bowls, and this year they became the first team in NFL history to make a third consecutive Super Bowl after winning the first two. Had they won Sunday’s game, they would have been the first team in NFL history to “three-peat” (win three times in a row). But many viewers didn’t want to see that happen. The Chiefs’ unpopularity is in part due to perceived referee favoring. Many of the Chiefs’ victories this season have been decided by questionable, game-changing referee calls. And although the NFL commissioner vehemently denied any “rigging” allegations, that didn’t stop fans from making them. After one questionable playoff win, even rapper Lil Wayne declared to his 34 million X followers that he hates “the cheating azz Chiefs”. The cheating allegations may not have any merit, as data shows the Chiefs don’t receive nearly as much help from referees as many assume. But haters have found other reasons to dislike the team; New York Magazine columnist Jake Nevins wrote that although the Chiefs may not be cheaters, they are “boring and swagless, smug and exasperating.” As Super Bowl LIX progressed and the Chiefs struggled to put anything together offensively, the delight at the loss only grew. Statistically, Mahomes had one of the worst quarterback games in Super Bowl history. Fans in Philadelphia responded by gleefully burning a puppet of Kermit the Frog—a character many have said sounds exactly like Mahomes—in a bizarre sort of effigy. Ultimately, the Chiefs lost in an even more embarrassing manner than the final 40–22 score suggests. And broadcasters knew that would make many viewers very happy. Nick Wright, a talk-show host known for his obsession with the Chiefs, posted Monday morning that his eventual broadcast about the loss would be “undoubtedly delightful for everyone but me.” And the joyfully hateful comments followed: One user responded, “can’t wait to hear you cry today,” and another said, “you deserve it.” Pop star Taylor Swift, too, had her turn in the haters’ spotlight: The Super Bowl stadium erupted into raucous boos after she popped up on the jumbotron. Since the singer began dating Chiefs tight end Travis Kelce in late 2023, the NFL has faced criticism for featuring too much footage of Swift during its game broadcasts. (But, maybe Swift shouldn’t feel too bad: Eagles fans have also famously booed Santa Claus.) A winning diss track CNN claimed that “Drake lost worse than the Chiefs” at Super Bowl LIX. And based on Kendrick Lamar’s spite-fueled halftime show, that may be true. When the NFL announced that Lamar would be headlining this year’s halftime show, many immediately knew the centerpiece of the performance would be the critically beloved (and now Grammy-winning) diss track of Drake: “Not Like Us.” The feud between the two rappers has been ongoing since 2013. And on the largest stage of all, with millions of eyes and ears on him, Lamar took the opportunity to spotlight rumors that his rapping rival has a tendency to date younger women. During the show, Lamar rapped: “Say Drake, I hear you like ‘em young,” and told viewers, “hide your little sister from him.” His diss track also includes a lyric calling Drake a “pedophile,” and while Lamar didn’t say the word out loud during his performance, the audience gladly did it for him, yelling and cheering. The world noticed this joyous hate on full display. As one X user put it: “A whole stadium calling you a pedophile during the Super Bowl has to be rock bottom, right?” And the diss wasn’t limited to the lyrics. Lamar also brought on tennis star Serena Williams as a guest for the halftime show, who performed a “crip walk” dance during “Not Like Us.” Williams and Drake were rumored to have briefly dated in 2011 and 2015, and Drake has publicly dissed the athlete in two of his songs. The audience—and social media—went wild. But as the “hater-bowl” concluded, there were many victories to celebrate genuinely, not spitefully. Eagles quarterback Jalen Hurts overcame the odds to win his first Super Bowl after losing to Patrick Mahomes two years ago. Philadelphia’s running back Saquon Barkley also won his first Super Bowl after a tumultuous departure from the New York Giants. And before the game even started, the broadcast began with a moving tribute to victims of the New Year’s Day terrorist attack in New Orleans, with two survivors taking the field as honorary captains. View the full article

Everyone has a favorite moment from Super Bowl LIX. Eagles fans likely will long cherish the decisive victory over the Chiefs. Some will discuss Kendrick Lamar’s game-changing halftime show. Me? I was happy to see Puppy Monkey Baby again. The former Mountain Dew mascot, which made its disturbing debut in 2016 and was widely hated by pretty much everyone, was part of DoorDash’s 2025 Super Bowl commercial, a spot that crammed in more corporate mascots than anyone thought possible. For some reason, that stirred some nostalgic feelings in me and I took to Facebook to post “I, for one, am THRILLED to see the return of Puppy Monkey Baby!!!” That’s when things got weird. I made the post, basically, to amuse myself. A short while later, during a less interesting commercial break, I decided to see if any of my friends were equally excited about the weirdest of all possible mascots. (They were, for the most part, not.) However, I had received a notification from Meta saying I could manage invites to friends on and off Facebook by creating an event – and it had taken the liberty of choosing the time, date and informational copy for this event, which it dubbed “Puppy Monkey Baby Returns!” “The wait is over!,” the page read. “Puppy Monkey Baby is back and better than ever! Join us for a fun-filled evening of laughter, joy, and excitement as we celebrate the return of our beloved Puppy Monkey Baby. With special performances, giveaways, and surprises, this is an event you won’t want to miss!” “This preview,” it added in small print at the bottom, “was generated by AI.” Ah. Yes. Of course it was. On the one hand, this made sense. Puppy Monkey Baby looks like something an AI system would generate when it’s in the midst of a hallucinogenic fever dream. And perhaps keywords like “baby” and “thrilled” led the system to think I was about to become a father and wanted to celebrate. But where in the heck did it get the idea there would be special performances? And giveaways? Not only was I learning about a party I hadn’t planned for a nightmare-fuel corporate mascot, but I had to offer prizes to people who came? When Fast Company contacted Meta, a spokesperson for the company confirmed that it was a new feature. “This feature can help people create events directly from their Facebook posts through AI suggestions,” said a Meta spokesperson. “You can choose to either edit or disregard a suggested event and provide feedback on the quality of the AI-generated suggestion, which helps us improve the experience.” Meta has said in the past that its AI systems are still a work in progress. The company, on Monday, was expected to begin carrying out a series of company-wide layoffs, reducing its headcount by as much as 5% as it prepares to spend $60 billion on AI development in 2025. One upside, I suppose, is that at least Facebook didn’t automatically invite any of my friends to this non-existent party, which was scheduled for 5:00 p.m. the next day. (Good thing, too! The time it gave me to prepare would have meant a menu largely made up of leftover buffalo dip and some cold pizza.) I looked online to see if I could find if anyone else had seen their posts seemingly transformed into an invite. There weren’t many (and none, that I could find, whose mystery invites revolved around Puppy Monkey Baby), but I wasn’t entirely alone. One user’s political post in January saw him getting the strange notification about managing invites for friends. Invites are kind-of, sort-of hot once again, following the introduction of Apple’s Invite app for iCloud+ subscribers. Meta has never been shy to clone features of other tech companies (i.e. Instagram Stories, which had many of the same characteristics as Snap, and Reels, which is presented as an alternative to TikTok). That said, there’s no evidence that Meta is looking to extend its invite or event segment beyond its current walls. Meta’s in a fight with Google, Microsoft, X, OpenAI and more for supremacy of this burgeoning market and is looking for ways to incorporate it into people’s lives. This misfire, though, should serve as a warning to Meta and those other companies. Sometimes it’s best to make sure your experiments are locked in the lab when you’re still working on them. Otherwise, well, you could end up with a different sort of Puppy Monkey Baby. View the full article

After buying Twitter and taking a chief role in the Trump administration, the world’s richest man now has his sights set on a new target: tech industry darling OpenAI. In a move first reported on by The Wall Street Journal, Elon Musk apparently delivered a $97.4 billion bid to buy the nonprofit that controls OpenAI to the company's board on Monday morning. In addition to Musk, the offer has backing from venture capitalists, including Hollywood media mogul Ari Emanuel and Palantir co-founder Joe Lonsdale, so he isn’t going it alone. Still, it would be a major move for Musk, who has publicly beefed with OpenAI and worked to develop his own alternative in X’s Grok. The offer also follows OpenAI’s announcement, alongside President Trump, of Project Stargate, a plan to invest $500 billion in building out the U.S.'s domestic AI infrastructure. Again, OpenAI is not alone in this initiative, having garnered financial support from SoftBank, Oracle, and MGX, as well as technology support from Nvidia, Arm, and Microsoft. In other words, if the purchase were to go through, OpenAI’s partners would now suddenly have some quite unexpected new faces to contend with. The offer comes amidst OpenAI CEO Sam Altman’s attempt to restructure the nonprofit into a for-profit company as well as an effort to raise $40 billion in funding, which would place the value of the startup at over $340 billion. Altman has already posted a curt message on X declining Musk’s offer, and joking back that OpenAI would be willing to buy the former Twitter for $9.74 billion. This Tweet is currently unavailable. It might be loading or has been removed. While, OK, brutal, Altman’s response might not be the end of the offer, as the CEO still has to contend with fellow board members: OpenAI’s structure means no board members hold direct equity in the company, which makes voting on such decisions a team effort. Additionally, Microsoft already owns a minority economic interest in the company, and it’s possible the company would no longer wish to pursue this relationship under new leadership. For what it’s worth, this isn’t Musk’s first time wrangling with OpenAI. The billionaire actually co-founded the nonprofit arm of OpenAI alongside Altman in 2015 before departing in 2019. OpenAI later wrote that Musk said the group’s “probability of success was 0.” Now, it appears his attitude has changed. In a statement his lawyer provided to The Wall Street Journal, Musk said “It’s time for OpenAI to return to the open-source, safety-focused force for good it once was.” View the full article

Administration will grant no exclusions to any products, officials say, raising risk of trade warView the full article

HP recently unveiled a new lineup of AI-powered business PCs and workstations designed to enhance productivity and streamline high-performance workflows. The latest devices, including the HP EliteBook Ultra G1i, HP ZBook Ultra G1a, and HP Z2 Mini G1a, integrate advanced AI capabilities aimed at professionals across industries. HP’s latest EliteBook Ultra G1i introduces AI-enhanced collaboration and performance features, targeting business leaders who require seamless computing experiences. Equipped with Intel Core Ultra 5 and 7 processors, the device boasts up to 48 TOPS of NPU performance to accelerate local AI workloads, enabling faster presentation creation, email personalization, and multitasking across power-intensive applications. The EliteBook X G1i and EliteBook X Flip G1i models offer additional flexibility for professionals working in dynamic environments. The EliteBook X Flip converts between laptop, tablet, and tent modes, featuring an OLED display and HP Rechargeable Active Pen support for enhanced creativity. Security and efficiency remain key priorities, with built-in HP Wolf Security and HP AI Companion, which allows users to personalize PC settings and optimize workflows. HP has also expanded its workstation lineup with the HP ZBook Ultra G1a and HP Z2 Mini G1a, built for professionals managing resource-intensive tasks such as 3D design, graphics rendering, and AI modeling. The ZBook Ultra G1a is the world’s most powerful 14-inch mobile workstation, featuring an AMD Ryzen AI Max PRO processor, 16 desktop-class CPU cores, and up to 128GB of unified memory architecture. Designed for on-the-go performance, it offers a long-lasting battery and AI-enhanced privacy features. For professionals needing compact yet powerful hardware, the Z2 Mini G1a delivers high-density computing with a small footprint, making it suitable for desk setups, rack-mounted installations, and mobile deployments. It features AMD Ryzen AI Max PRO processing power, 96GB of GPU-assignable RAM, and an internal power supply for seamless workstation integration. HP Thunderbolt 4 G6 Docks: Smarter Connectivity HP is introducing the world’s first docks with proximity activation, allowing professionals to automatically power on their PCs upon approach. The HP Thunderbolt 4 G6 Docks offer high-speed connectivity, remote manageability, and secure device protection through HP Wolf Security. The docks are available in three configurations, with power delivery ranging from 100W for mainstream workers to 280W for high-performance users. Availability and Pricing HP EliteBook Ultra G1i – Available later this month, starting at $2,019 HP EliteBook X G1i – Available in February, starting at $1,999 HP EliteBook X Flip G1i – Available in February, starting at $2,249 HP ZBook Ultra G1a – Available in spring 2025 (pricing TBA) HP Z2 Mini G1a – Available in spring 2025 (pricing TBA) HP Thunderbolt 4 G6 Docks – Available in April (pricing TBA) Poly Voyager Legend 30 & 50 Series Headsets – Available later this month, starting at $101.95 HP 400 Quiet Wireless Mouse – Available in May, priced at $29.99 Image: HP This article, "HP Expands AI-Powered Product Line with New EliteBook and Z Series Workstations" was first published on Small Business Trends View the full article

HP recently unveiled a new lineup of AI-powered business PCs and workstations designed to enhance productivity and streamline high-performance workflows. The latest devices, including the HP EliteBook Ultra G1i, HP ZBook Ultra G1a, and HP Z2 Mini G1a, integrate advanced AI capabilities aimed at professionals across industries. HP’s latest EliteBook Ultra G1i introduces AI-enhanced collaboration and performance features, targeting business leaders who require seamless computing experiences. Equipped with Intel Core Ultra 5 and 7 processors, the device boasts up to 48 TOPS of NPU performance to accelerate local AI workloads, enabling faster presentation creation, email personalization, and multitasking across power-intensive applications. The EliteBook X G1i and EliteBook X Flip G1i models offer additional flexibility for professionals working in dynamic environments. The EliteBook X Flip converts between laptop, tablet, and tent modes, featuring an OLED display and HP Rechargeable Active Pen support for enhanced creativity. Security and efficiency remain key priorities, with built-in HP Wolf Security and HP AI Companion, which allows users to personalize PC settings and optimize workflows. HP has also expanded its workstation lineup with the HP ZBook Ultra G1a and HP Z2 Mini G1a, built for professionals managing resource-intensive tasks such as 3D design, graphics rendering, and AI modeling. The ZBook Ultra G1a is the world’s most powerful 14-inch mobile workstation, featuring an AMD Ryzen AI Max PRO processor, 16 desktop-class CPU cores, and up to 128GB of unified memory architecture. Designed for on-the-go performance, it offers a long-lasting battery and AI-enhanced privacy features. For professionals needing compact yet powerful hardware, the Z2 Mini G1a delivers high-density computing with a small footprint, making it suitable for desk setups, rack-mounted installations, and mobile deployments. It features AMD Ryzen AI Max PRO processing power, 96GB of GPU-assignable RAM, and an internal power supply for seamless workstation integration. HP Thunderbolt 4 G6 Docks: Smarter Connectivity HP is introducing the world’s first docks with proximity activation, allowing professionals to automatically power on their PCs upon approach. The HP Thunderbolt 4 G6 Docks offer high-speed connectivity, remote manageability, and secure device protection through HP Wolf Security. The docks are available in three configurations, with power delivery ranging from 100W for mainstream workers to 280W for high-performance users. Availability and Pricing HP EliteBook Ultra G1i – Available later this month, starting at $2,019 HP EliteBook X G1i – Available in February, starting at $1,999 HP EliteBook X Flip G1i – Available in February, starting at $2,249 HP ZBook Ultra G1a – Available in spring 2025 (pricing TBA) HP Z2 Mini G1a – Available in spring 2025 (pricing TBA) HP Thunderbolt 4 G6 Docks – Available in April (pricing TBA) Poly Voyager Legend 30 & 50 Series Headsets – Available later this month, starting at $101.95 HP 400 Quiet Wireless Mouse – Available in May, priced at $29.99 Image: HP This article, "HP Expands AI-Powered Product Line with New EliteBook and Z Series Workstations" was first published on Small Business Trends View the full article

With an accurate idea of how much effort your team needs to put in to complete all the necessary deliverables for the project, you'll get an accurate picture of the resources, time, and budget needed to successfully deliver your project. Here's how to estimate effort and why it matters. The post What is Effort Estimation: A Guide for Project Managers appeared first on The Digital Project Manager. View the full article

The National Weather Service has issued a winter storm watch from Tuesday morning until Wednesday morning, as back-to-back winter storms are predicted to affect much of the nation this week. A total of three winter storms will bring snow, ice, and rain to more than 40 states, with 29 million Americans facing a winter alert in the Central Plains, the Midwest, the Ohio Valley, and the Mid-Atlantic regions. Winter Storm Harlow is expected to bring ice and snow Tuesday morning into Wednesday to the Ohio Valley, spreading east to the Mid-Atlantic, according to the Weather Channel. This first storm will start in the Central Plains and bring rain and ice to Oklahoma and Arkansas and moderate snow from Kentucky to Maryland, per NBC News. The mid-Atlantic (Washington, D.C. and Baltimore) may get 3 to 6 inches of snow, Philadelphia may get 2 to 3 inches, and New York City around an inch. Winter Storm Iliana is forecast to bring even more wintery mix from Wednesday into Thursday to the Plains and Midwest including Denver, Kansas City, and Oklahoma City, and across the Northeast on Thursday, according to the Weather Channel. This second storm should bring light snow to Colorado, then moderate to heavy snow from Kansas to Michigan, with the heaviest snowfall predicted for Chicago, “anywhere between 4 and 8 inches of snow,” NBC Chicago meteorologist Alicia Roman said. The storm will then travel north, exiting to Canada, and along the way, bringing snow to Boston and the rest of New England, and turning to rain down the coast to Raleigh, North Carolina, per NBC News. Both storms combined are expected to result in large snow totals, and could cause flooding in the South, according to ABC News. A third storm is set to impact California later in the week, bringing heavy rains and high elevation snows, possibly resulting in flash flooding, with the threat of mudslides “across the burn scars of Southern California” on Thursday, according to the National Oceanic and Atmospheric Administration (NOAA). View the full article