ReportWire

Tag: Business Strategy

  • A CEO Once Told Me His Company Was Stable. Turns Out, He Was Wrong

    He wasn’t arrogant. He was calm. Confident, even. The numbers were solid. The products were respected. Customers seemed loyal. From the inside, everything felt fine, and that was the problem. Stability is not the same thing as longevity anymore—not even close. 

    According to global consultancy EY, the average lifespan of a U.S. S&P 500 company has dropped from about 67 years to roughly 15. That’s not a blip. That’s a warning. Markets move faster, customers change their minds quicker, and yesterday’s advantage becomes today’s assumption. Companies don’t fail because leaders aren’t smart. They fail because leaders wait too long to matter again. 

    Why great products aren’t enough anymore 

    You can build something excellent and still fade. In today’s high-velocity marketplace, success doesn’t come from protecting what works. It comes from anticipating disruption and acting before you’re forced to. The companies that last don’t just sell products—they solve urgent problems in ways that make them the obvious choice. 

    In my experience, whether leaders were building something new or pulling an organization back from the edge, the ones who succeeded shared a handful of traits—not flashy ones, but practical and human ones. They showed up long before a crisis made them necessary.  

    How to build a sustainable company

    Here are seven leadership moves that help companies last when everything else changes: 

    1. Choose optimism on purpose. Belief in the future isn’t naïve. It’s fuel. People work harder when they believe the effort leads somewhere. 
    2. Disrupt yourself—out loud. Challenge your own assumptions in front of others. It gives them permission to do the same. 
    3. Ask better questions, not faster ones. Data is everywhere. Perspective is not. Focus on what should change, not just what can. 
    4. Invite options instead of defenses. Stop asking people to justify the current plan. Ask what else might work. 
    5. Live where the truth is uncomfortable. Know your supply chain. Know your customers. Know where things break. Then deal with it directly. 
    6. Respond like a human, not a brand. Transparency beats spin—every time
    7. Amplify progress instead of protecting control. Share value. Build ecosystems. Abundance compounds faster than scarcity ever did. 

    Longevity belongs to leaders who make their companies matter 

    You can’t slow progress. You can only decide whether it runs you over or carries you forward. The leaders who build companies that last don’t cling to business as usual. They challenge it, speed up change when others hesitate, and create relevance, not just results. 

    The best part? This isn’t reserved for unicorn founders or massive enterprises. Any leader, right where you are, can develop these traits. The question isn’t whether disruption is coming. It’s whether you’ll lead it. 

    Go inside one interesting founder-led company each day to find out how its strategy works, and what risk factors it faces. Sign up for 1 Smart Business Story from Inc. on Beehiiv.

    Peter Economy

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  • Why Leaders Must Inject the Possibility of Error Into AI

    Some jingles stick in your head, and for me, the Safelite tune is one. When you read the words “Safelite repair, Safelite replace,” there’s a good chance you too can provide the background music all on your own.  

    Like other marketing melodies, the aim of Safelite’s is to help you remember who they are and what they do. As a car window replacement company, their branding ditty is a business tool well-conceived and thoughtfully created. As proof, when I recently had a rock kick up and break my car window, my first thought was, “Call Safelite.” That’s when I met Scarlett

    Safelite is the largest and most successful car window repair business in America. Scarlett is Safelite’s customer-facing AI tool. Scarlett is all about efficiently helping you. The tool can offer immediate support, without waiting in a call queue. Scarlett can schedule an appointment for you and file your insurance claim. The tool can also seemingly cover your every need when something goes wrong. 

    If that were the end of the story, you might conclude, especially as a leader of a business speeding to use AI, that it really works. But what if you’re wrong? 

    Seeking perfection by adding imperfection 

    By “What if you’re wrong?” I don’t mean wrong about AI‘s potential to streamline your processes. I’m asking instead how good your AI will be when things in your business go unexpectedly wrong. This isn’t the top-of-mind question most think to ask when rushing to offer AI solutions to keep up with the Safelites of the world. By and large, the nearly singular emphasis is on how AI can enable an organization’s systems to work in the ideal.  

    However, organizations are imperfect. They can’t anticipate every scenario, and they will make mistakes, which isn’t all bad either. Such imperfection is central and indeed necessary, especially when it comes to innovation. If you fail to leave room for error, including in your AI design, you raise the risk of missing out on what you’re after—satisfied and loyal customers who stick with you, even when you mess up. 

    An all-too-common case in point 

    Safelite is far from alone in this oversight. Still, my recent experience with them is a teachable moment. At the start, Scarlett appeared to me to have covered all my needs to get my repair work done. Information about my broken window was taken in detail, from the vehicle’s make, model and identification number, right down to the color of the window tinting. My appointment was easily scheduled in just minutes.  

    Larry Robertson

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  • 5 Leadership Lessons from ‘Professor Messi’

    This article was written by Evan Nierman, an Entrepreneurs’ Organization member in South Florida. He is the CEO of Red Banyan, a global PR firm specializing in brand building, communications training, and crisis management. Nierman drew leadership lessons from Lionel Messi’s actions as he led Inter Miami to the 2025 Major League Soccer Cup championship earlier this month.

    Inter Miami’s recent championship run was a major moment in American soccer, yet its significance extends far beyond the sport and contains important lessons for every organization.  

    The arrival of Lionel Messi changed the team’s belief in what was possible and shows how a leader can influence the performance and mindset of an entire organization. His presence helped the club find a clearer identity, strengthen its culture, and compete at a level it had not reached before. 

    Messi’s approach to winning on the field highlights how strong teams take shape, how confidence grows through daily habits, and how leaders elevate others through calm and steady guidance. His MLS Cup championship run provides a practical blueprint for organizations that want to grow, compete, and perform under pressure to achieve victory. 

    Here are five lessons from Professor Messi that translate directly to leadership and management in any field. 

    1. Success begins with a strong vision. 

    Inter Miami did not build its recent success on talent alone. Before Messi stepped onto the field, the organization had a vision for what it wanted to become. Ownership, guided by David Beckham, shaped the identity of the club and made decisions that aligned with that direction. Messi was a core part of this plan, and the foundation of the team’s success, but not the only key element.  

    This is a valuable reminder for leaders. Exceptional talent thrives when the destination is clear. Vision sets expectations, aligns teams, and provides a shared understanding of what success looks like. When the direction is set, the entire team moves ahead with focus and unity. 

    Entrepreneurs’ Organization

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  • CEOs, You Can’t Afford to Delay on AI Any Longer. Here’s How to Embed It Into Your Business

    ChatGPT made its public debut in November 2022. Before then, artificial intelligence was largely a corporate buzzword or big tech slang. A little more than three years later, AI is no longer jargon; it’s ubiquitous. Everyone uses it everywhere, for everything. Looking down the road at 2030, AI is on track to dominate every aspect of business, from internal operations to external execution. Its potential to holistically transform how work gets done is endless. 

    While there is no question that AI will have a significant impact on the future of work, precisely what AI will look like in four years is yet to be determined. Many futurists suggest what’s to come, spanning grim visions of robots replacing humans to more optimistic images of AI improving the employee experience and providing more work/life balance. As always, the reality probably lies somewhere between the two, in a world where jobs look different.  

    People, however, are still the linchpin to organizational success. Either way, AI will impact every line on the P&L—revenues, costs, operations, people, and investments. It will affect every business leader’s ability to provide their product and/or service competitively. It will also impact their customers and competitors. 

    AI strategy 

    According to Vistage research, nearly three of four small- to midsize-business CEOs use an internally developed strategic planning process. However, these legacy frameworks often fail to accommodate new and emerging technologies. Leaders who don’t have a deliberate approach to integrating AI risk will be left behind and unprepared for the market and economic realities of an AI-powered 2030. 

    Adding AI to strategic planning can be daunting. Its uncharted and quickly evolving nature means there is no playbook or clearly defined destination in place. Add the dynamics of an AI-anxious workforce that is tasked with leveraging tools that they fear will eventually put them out of a job—in effect making people feel as though they are digging their own graves—and it’s no surprise many business leaders are wary about adding AI to their tried-and-true planning processes. However, AI is happening now. CEOs must begin embracing AI rapidly and intentionally to remain competitive—both today and down the road. 

    How to embed AI into your business’s strategic planning 

    Business leaders can begin embedding AI into their strategic planning by focusing on the following key areas: 

    • Market analysis. How is AI reshaping the marketplace, including competitors, pricing, and capabilities? 
    • Competitive advantage. How does it change your unique value proposition that customers will recognize and reward in an environment of rapidly changing customer requirements? 
    • Financial planning. How does it impact your ROI and investment models? 
    • Operational execution. How does it impact your productivity as an organization? How can you leverage employees’ individual productivity gains and how can you automate existing workflows to capitalize on the power of AI? 
    • Skills and tools. What are the skills that your workforce will need to develop. What are the tools they’ll need to thrive in the future? 
    • Governance. How can you ensure you have the right security protocols, data protection, and ethical considerations in place? 

    By diving deep into these six areas, CEOs can begin honing their long-term vision and tactical approach to integrating AI into their business. By developing a strong point of view and blueprint for implementing AI, CEOs can position themselves for long-term gains. Overcoming the hesitation to integrate AI is challenging, and taking AI from experimentation to mastery is no small—nor speedy—task.  

    Make no mistake. AI is here, and it is already actively transforming business. Those who take a proactive approach to AI will be primed for success, whether it’s in 2026, 2030, or beyond. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    The final deadline for the 2026 Inc. Regionals Awards is Friday, December 12, at 11:59 p.m. PT. Apply now.

    Joe Galvin

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  • What Apple Already Knows About Creativity That Small Businesses Can’t Ignore

    Apple has always understood one idea that most small businesses overlook. Creativity grows from speed. Not perfection. Not long planning cycles. But speed. That rhythm of testing, revising, and shipping again is what keeps Apple ahead even when competitors have bigger budgets or louder voices. 

    Guy Kawasaki explained this mindset in his well-known TED Talk on the art of innovation. As the former evangelist at Apple, he described innovation as a simple decision to keep moving when others slow down. He said that great companies jump curves while the rest wait for permission. They release ideas before they feel ready and learn from real behavior instead of internal debate.  

    His message is direct. Do not chase perfection. Chase progress. That is the only way ideas gather strength. 

    Most companies hesitate 

    Small businesses can now work at the same pace thanks to AI. Yet, most founders still hesitate. They wait for the perfect product idea, the ideal plan, or the perfect pitch. They try to outthink the risk rather than outlearn it. Apple never works that way. Apple moves. 

    I was reminded of this during an unexpected call with an old friend from college who now works in an executive leadership role at an oil and gas company and wanted to reconnect. Our quick catch-up chat led to a two-hour follow-up call focused on how to use AI to work smarter and faster. 

    The conversation shifted when he mentioned a research problem that normally drags on for weeks. His team needed detailed confirmation of land and mineral rights—a full chain of ownership through county records. Anyone who has done this kind of work knows the grind. You chase documents across systems that rarely agree. You wait for clerks to respond. You dig for references in databases that feel older than the counties themselves. 

    I told him we could test a different approach. We opened public databases and quickly pulled county records. Then, we used a set of AI tools to run searches in parallel instead of in sequence. The results appeared in minutes. Then, we sought the next round of results. Then, a third. Each pass filled gaps for the next one. What usually takes weeks is now compressed into an afternoon.  

    He kept stopping mid-sentence to say, “This changes everything. I can’t believe it.” By the end of the call, he planned to brief his colleagues. From what I hear, my friend has been talking about it ever since. 

    Apple’s ‘shorter idea to insight’ philosophy 

    This is what Apple understands: Creativity grows when the cycle from idea to insight gets shorter. You learn faster, you trust your instincts, and you can make decisions with confidence because you have new information every few minutes, not every few weeks. 

    The mistake small businesses make is assuming they must think longer to think better. Apple does the opposite. It reduces the cost of testing ideas, which encourages more ideas. AI now gives founders the same ability. You can explore new products without waiting. You can check assumptions without fear. You can shift direction without sunk costs dragging you down. 

    The right answer appears after trial and error 

    In my work as a professor of technology and innovation management, I see this every semester. Students want to move fast, but they fear mistakes. They want the right answer before they begin. I tell them the right answer rarely appears until after they start testing. To help them work at a faster pace, I build custom AI chat tools that act as teaching assistants.  

    The AI chat tools guide students through research steps and planning sequences. They ask questions, push for clarity, and respond in ways that feel natural but never hand over the solution. Students enter the process with scattered ideas, but they leave with clearer direction because the feedback loop is short. They see the path unfold instead of waiting for it to appear. 

    Creativity and speed are the strategy 

    Apple’s real advantage is not design, branding, or marketing. Those aspects matter, but they come later. Apple’s edge is that the company treats creativity like a system that must run every day. The ideas get better because the process never slows. They launch, learn, adjust, and launch again. Continuous cycles. Minimal friction. Constant movement. 

    Small businesses can adopt this rhythm with surprising ease. Start testing ideas the moment they appear, rather than waiting to polish them. Let AI explore multiple versions of a concept before you invest your own time. Use tools that merge scattered notes into early prototypes. Try different customer angles in minutes. If one direction fails, it fails quickly enough to teach you something. Then, you try again. 

    My friend used to think that land research depended on slow procedures and long waits. He thought the only path was the traditional path. After one conversation, he now sees the value of rapid testing. His team can reach accurate conclusions in a fraction of the time. The process changed because the speed changed. 

    What to learn from Apple’s approach to creativity 

    Founders often ask how they can compete with larger companies. Creativity is not about size; It is about velocity. Apple proved this theory years ago. Small businesses can follow the same pattern now that AI is available to anyone with a laptop and an idea. 

    You do not need a perfect plan. Instead, you need the next experiment. You need to shorten the distance between question and insight. As you learn faster, you can grow faster, too. That is the lesson Apple mastered, and the lesson small businesses ignore at their own cost. When you move at the speed of discovery, creativity stops being a mystery. It becomes a habit, and habits scale far better than luck. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    The final deadline for the 2026 Inc. Regionals Awards is Friday, December 12, at 11:59 p.m. PT. Apply now.

    Monica Amadio

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  • A Market Correction, Not a Meltdown, Is Hitting AI

    Years of unbridled AI optimism have given way to strains of skepticism, even within the business and investment communities, as calls of an AI bubble have grown as of late, drawing comparisons to the dot-com boom and bust at the turn of this century. 

    “The concept of an AI bubble is not entirely new,” Ram Bala, associate professor of AI & Analytics at Santa Clara University, told Newsweek. “For more than a year, there has been this discussion [as] the investment numbers almost began to look a little unreal…from billions to trillions.” 

    In the last few months, chip companies saw slowed sales and stock growth, though Nvidia’s recent earnings announcement has assuaged some concerns. Also, the efficacy of AI in the workplace is not as great as most people thought at this point, and the vast environmental costs of this technology are becoming increasingly apparent.  

    A Bank of America survey found that 45 percent of global fund managers said there was an “AI bubble” that could negatively impact the economy. An MIT study made waves with the finding that 95 percent of enterprise generative AI deployments do not achieve financial returns. The International Energy Agency reports that one ChatGPT request uses 10 times more energy than a Google search, and the rise in demand for data centers is a potential strain on the world’s water supply.  

    Those heavily invested in the future of automation and generative technology may have hoped to see greater adoption at this point. The lack of workplace adoption, identified by MIT, Gartner and banking analysts, is driving some of the bubble talk. In many industries, business leaders seem to struggle with the change management focus needed to empower employees to adopt new tech-enabled workflows.  

    “It will take longer than I think currently predicted to see the gains,” Hatim Rahman, associate professor of management and organizations and sociology at Northwestern University, told Newsweek. “Because this is not a plug and play technology. This is a technology that requires fundamentally rethinking change management, adoption of culture, people processes, which, research for decades has shown, takes time.” 

    The proliferation of AI also stokes fears of job loss at a scale that would be ruinous to the economy. While the labor market is certainly unstable and layoffs are occurring at a variety of different companies, attributing that instability to AI at this point would be premature, and inaccurate. 

    “In the last few years, so many people have talked about [jobs] going away, almost every one of those predictions was wrong,” Kian Katanforoosh, CEO of AI startup Workera and a lecturer on machine learning at Stanford University, told Newsweek. “People overestimate the technology and underestimate the human capacity that is needed to integrate that technology. I see that every single day.” 

    Katanforoosh acknowledged that AI has a lot of hype right now, and some people have been benefiting in the investment market. Most of the beneficiaries, however, may be at large chip-making and technology giants, rather than AI-powered startups and their early investors.  

    “Companies that get a massive valuation just for putting AI in their mission statement but fail to deliver could still go to zero,” Samuel Hammond, chief economist at the Foundation for American Innovation, told the Los Angeles Times. “But most of the stock market’s growth is being driven by the large-cap tech stocks like Nvidia and Google.” 

    Today, the internet is a pretty crucial aspect of our personal and business lives, but the pile of investment behind its future was at times misguided. Like the internet, or generative AI, it is a common notion to perceive an emerging technology as capable of changing the world, but following through on that nugget with a successful investment strategy is a different animal.  

    Observers note that government investment, across the world, in data centers, serves to mitigate the financial risks of the infrastructure investments occurring to advance AI.   

    “The question is more about specific numbers, did we go a little bit too high? Now, there’s a correction. In my view, that’s what’s happening,” Bala said. “A short term correction.” 

    The nature of a bubble, whether it is around tulips, businesses with prominent web domains or AI tech company stocks, is that people buy into their financial future, literally, and get burned when the bubble bursts.  

    “Jumping on a bandwagon is predicated on this idea that there is going to be some returns,” Bala continued. “If those returns don’t pan out, that’s when there is a collapse,” like in a housing bubble, “when prices are going up, people keep investing more and more in housing, and the only way that is sustainable is if the house prices keep going up.” 

    If consumer and enterprise demand for emerging AI technology does not rise, a lot of people are going to lose a lot of money. But we’re “still in the very early innings,” Bala cautions. Like with the internet, investments in infrastructure may go unused, but eventually they are filled.  

    Right now, adoption into workflows and wide-scale reshaping of work or consumer processes has yet to occur. But perhaps it is on the horizon, just in a timeline longer than expected. 

    People are very slow to change,” Katanforoosh said. “We’ve seen that in prior cycles of technology.” 

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  • To Gain Impact, Leaders Must Forge a New Perspective

    When it comes to lasting impact, today’s leaders would be wise to remember two pivotal lessons. These lessons have the power to significantly raise their odds of achieving great impact.  

    Vital lessons for leaders

    The first might feel laughable: Remember that the world keeps changing. While seemingly obvious, leaders have an unconscious pattern of downshifting after overcoming change, as if change is a one-and-done thing. Even if unconsciously, they adopt a familiar mantra: “I was tested. I triumphed. Now, it’s safe to relax into a new status quo.” Then, it happens. Change comes once more. Yet, it is different than before and with an ample dose of the unfamiliar.  

    This perpetual cycle is worsened by the tendency of too many leaders to unwisely approach the new challenge in a DIY trial-and-error fashion, fueled by the desire to get quickly back to normal. The pattern is only amplified when change takes form as the volatile, uncertain, complex and ambiguous (VUCA) kind that now dominates. 

    In such times, leaders quickly forget or conclude that while change may feel new to them, past leaders have often encountered something similar. Checking in with their stories is a powerfully simple way to avoid naively rerunning the learning-to-lead gauntlet.  

    This links to the second lesson leaders shouldn’t forget: One of the most potent sources for leadership insights lies in the nonobvious. What does nonobvious mean? Looking outside your network or sector for insights is one plainspoken form of it. Looking beyond your moment in time can also give perspective and distance that can be hard to come by in the heat of the immediate. Combining the lessons, in times of great change, leaders would be wise to look to the nonobvious sources of leadership lessons past.  

    Allow me to tell you a story that exemplifies both teachings. 

    A lesson in leadership past: Vital to the here and now 

    The story, a true one, is about an archaeologist in Northern Arizona, a leader in her field. Her decades-long work focused on ancient native American tribes, seeking to understand how they lived and thrived in the harshness of the desert southwest. Working deep within the labyrinth of the Grand Canyon, she’d come across previously unknown sites of past habitation, sites even current day elders of these ancient peoples were unaware of.  

    She wanted to share with these tribal leaders what she’d found. More precisely, she wanted to show them the pottery shards and arrowheads, the storage granaries and building foundations. In other words, the things archaeologists use to define how past people succeeded and thrived. So, she took the elders deep into the canyon to show them what she’d discovered. 

    At each site, she brought them straight to the artifacts. Each time she did, however, she caught the elders glancing not down at the items but up—up into the rock walls and side canyons. After this repeated at several sites, she confronted the elders. Why, she asked, were they looking up rather than down into the obvious answers she was placing right in front of them? Kindly, patiently and most of all knowingly, they gently smiled and told her. They were looking for water. The real insights, they were teaching her, came from looking up canyon. 

    The power of looking “up canyon” 

    The lesson was simple. Without the essential source of water, none of the rest would have come to pass. No innovative vessels for carrying or storage, no refined hunting tools suited to the terrain, no places of community, no life—nothing. In the desert, they knew, finding drinkable water isn’t obvious. You have to look deeper than you normally would. Instead, you must look in nonobvious places repeatedly. In other words, you must be in the habit of looking “up canyon,” not just where you are and what you do. Change is always present. 

    The truth is, in the business and busyness of today’s VUCA environment, leaders too rarely look “up canyon.” Instead, they obsess over the obvious at their feet, the well-worn and the familiar. However, there’s always a source to anything important that lies deeper.  

    The power of an “up canyon” view in business

    In a fast-moving modern world, this may seem like a distant story to your day-to-day leadership task. In truth, it’s central. Management guru, Peter Drucker, famously pointed to it as the key to long-term success. He boiled it down to a question he advised leaders to repeatedly ask: “What business are we in?”  

    It may sound like a question to which the answer is self-evident. However, an answer with an “up canyon view” is not. His version of looking “up canyon” was to advise leaders to answer the question not once, but five times over, revealing the most fundamental, powerful and important insight layer by layer. It was the unobvious answer, he knew, that reminds a leader where the power to succeed over the long-term actually comes from. It was the best answer, he believed, to guide them through times of change. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Larry Robertson

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  • Why Saying ‘No Returns’ Is Not Profitable, According to Rebel Founder Emily Hosie

    Every entrepreneur faces waste, whether it is inventory, time, or money lost in the shuffle of doing business. Rebel founder and CEO Emily Hosie built North America’s largest returns re-commerce platform by asking how she could turn that waste into profit. This was one of the shocking things I have learned—saying “no returns” is not profitable.  

    Emily’s company partners with retailers to reprocess and resell returned and overstocked items that would otherwise become waste. To date, Rebel has kept more than 25 million pounds of goods out of landfills each year while creating a new source of revenue for its partners. Returns aren’t just a cost of doing business; they can become your next source of profit. 

    On a recent episode of The Big Idea from Yahoo Finance, I sat down with Hosie to explore how she turned one of retail’s biggest headaches into a sustainable and scalable business. Her experience offers practical lessons for any founder who wants to turn setbacks and inefficiencies into growth. 

    Spot the opportunity in waste 

    When Hosie began, she noticed retailers had no efficient way to handle returns. Investors understood excess inventory, but few realized the massive cost of returns. In 2024, U.S. retailers processed $890 billion worth of returned merchandise. Hosie said that figure is expected to reach $1 trillion by the end of 2026. 

    Hosie explained that at first, no company wanted to admit its returns were being thrown away. Her breakthrough came when a large retailer on the brink of bankruptcy finally acknowledged the problem and asked if Rebel could help process its discarded inventory. That moment, she said, proved the model could work at scale. 

    For small business owners, the lesson is to look for inefficiency hiding in plain sight. Know your return rate, audit your return policy, and explore creative ways to resell or repurpose unsold inventory. You might list returned products in your website’s clearance section or move them through a warehouse sale. Waste is rarely just waste. It is often an overlooked resource waiting for someone to manage it better. 

    Educate and build trust 

    Creating a new category required educating three audiences: investors, retailers, and consumers. Investors needed to understand how returns differ from factory overstock. Retailers had to admit they needed a better solution. Consumers needed clarity on what “open box” means and why it offers value. Open-box items are products that were purchased and returned but never used. 

    Hosie built credibility by showing results and using early successes to bring others along. Once one partner trusted the platform, her team used that proof to win the next. When you are selling something new, proof of performance is your best marketing. Teaching your market what problem you solve and showing measurable results builds trust faster than any pitch. 

    Turn risk into resilience 

    Hosie launched Rebel in unusual conditions and kept moving. “It started in our basement,” she recalled. “We had transport trucks dropping pallets of returns on the sidewalk in downtown Toronto.”  

    The timing was far from ideal. Hosie was pregnant, and the pandemic lockdown had just started. “I think there’s never a right time,” she said. If an idea does not work, “then you’ll just go back and get another job.” 

    Her experience shows that flexibility matters more than timing. Founders who start before conditions are perfect learn faster, pivot sooner, and build resilience by necessity. 

    Build loyalty through returns 

    Hosie treated returns as a growth tool rather than a nuisance. “Over 50% of [customers] are discovering a brand for the first time,” she said, describing how open-box pricing introduces shoppers to labels they might not buy at full price.  

    She also found that shoppers who make a return often “buy triple the amount” during the visit. A strong return policy can be part of a healthy customer retention strategy. It keeps people engaged and builds goodwill long after the initial purchase. 

    Hosie’s story shows how rethinking waste can unlock new revenue, new customers, and a healthier business. The lesson is simple: Look where others see loss, educate the market with proof, make your move before conditions feel perfect, and use returns to build loyalty. 

    Elizabeth Gore

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  • What Great Leaders Do When the Ground Keeps Shifting

    A client of mine is going through a rough patch right now. He is an executive for a global manufacturing company. His role requires coordinating resources and teams across the world, with a workload that tripled within two weeks. This means his travel has tripled as well, and he finds himself living out of a suitcase and staying up until 1 a.m. processing invoices and expense reports. 

    This is all against the backdrop of uncertainty most high-level executives and entrepreneurs today can relate to. Reacting to constantly changing tariffs, for example, which requires daily pivots to different suppliers and increased costs. Or difficulty finding the right talent for the right roles, and figuring out how AI fits into everything. 

    “It’s like drinking through a firehose,” my client explained.  

    It may seem impossible to avoid burnout during this time, let alone to keep leading at a high level. How do you stay consistent when the world around you is anything but? Leading through uncertainty means throwing out the old leadership playbook and embracing flexibility instead. Here are six principles to put in your new adaptable-leadership playbook.   

    1. Stop predicting and start adapting.  

    The current moment is proving that making predictions is not a good use of energy or resources. So how do you plan for the unexpected? Start by shifting strategic planning from an annual event to a quarterly check-in. This will allow you and your team to change plans more easily. Build adaptability into your systems by running small experiments with a closed feedback loop. Utilize that in place of giant, system-wide initiatives that are difficult to adjust at a moment’s notice.  

    2. Prioritize ruthlessly. 

    Like my client, many leaders I coach have been managing reactively, putting out fires every day. This causes everything to feel like a priority, and it’s difficult to focus on what’s important through all the haze and smoke. When confronted with a task, email, call, or so-called “emergency,” ask yourself, “What if I just stopped doing this?” Sometimes, the answer is “nothing.” 

    To help narrow down what doesn’t need your time and attention right now, identify three initiatives that are consuming time and resources while delivering little to no impact. Then either put them on pause, or stop them entirely.   

    Think of your workload as a garden. What are the dry weeds that can easily catch fire? What are the plants that hold water in their leaves and inhibit fires?  

    3. Build coalitions, not consensus. 

    When things change quickly, you can’t wait for consensus. By the time everyone weighs in on a decision, things have probably changed again. Instead, aim for alignment on vision, values, and mission—the things that remain steady through turbulent times. Give your people the autonomy to act within those boundaries.  

    Be clear on non-negotiables…and then, get out of the way. Your team will feel empowered, and you’ll be able to clear a bit of your inbox, calendar, and mental load.  

    4. Use AI intelligently. 

    Think of AI as a support partner that never needs time off. Use AI tools to handle routine, low-judgment tasks that can drain you of time and energy, such as reports, expense tracking, and scheduling. This can free you and your team to focus on tasks that are often rejuvenating—things that require creativity, relationship-building, and problem-solving. 

    5. Create “white space” to think. 

    When you’re in that reactive, putting-out-fires mode, you rarely have time and space to just think. Block out two hours of “white space” time each month with your leadership team, and ask questions that can help you build adaptability as a team: “What surprised us recently? What trends or signals are we noticing? What might we be missing?” 

    Invite people from different departments or regions to join you. What are they hearing from clients and customers? What are they noticing in their regions? Widening your perspective can give you more information, and more information makes it easier to adapt. 

    6. Protect your most valuable resource: you. 

    Burnout prevention isn’t a luxury to think about once things have settled down. It’s a non-negotiable. My client has recommitted to going for a morning run before his workday starts, no matter where he is in the world. It not only helps him stay healthy, but it grounds him mentally. He blocks his running time off on his calendar. If weather doesn’t allow an outside run, he hits the hotel treadmill.   

    Consider your own burnout prevention tools—whether they’re exercise, meditation, time in nature, time with friends and family, or whatever helps you feel renewed—as immovable boundaries for yourself and your team. The world isn’t slowing down anytime soon. However, with clarity, adaptability, and care for yourself and your team, you can lead through uncertainty and even find strength in it. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Maya Hu-Chan

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  • How to Tell Whether You’ve Plateaued Because of Purpose or People

    Plateaus don’t mean you’re failing. They mean you’re being called to evolve.

    Entrepreneurs’ Organization

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  • How Great Leaders Turn Constraints Into Creative Breakthroughs

    When I first started working with creative teams on brand strategy, I thought giving them total freedom was generous—a blank page, endless options, and opportunity to go wild! Turns out, the blank page wasn’t freeing. It was terrifying. 

    The blank page panic disappears 

    Once I added a few guiding themes—a purpose, a feel, a tone—everything changed. Ideas began to flow, laughter came back, and creativity soared. I learned that constraints don’t kill innovation—they ignite it. 

    Psychologists have found that when resources are scarce, creativity often increases. This happens because people are forced to make new connections and use what they have in fresh ways. Constraints focus energy. When that energy uplifts and connects, creativity flourishes. 

    Leveraging ambiguity 

    Leaders live this truth every day. They operate in ambiguity, making decisions without all the information. It’s uncomfortable, and it’s also what keeps leadership alive. The uncertainty can add energy, curiosity, and even a sense of adventure when met with love-fueled openness. 

    When more constraints means more creativity 

    Some of the greatest innovations happen when the CFO says no to more money, more people, or more time. Instead, the team has to dig deep. Take IKEA. Their challenge wasn’t just to make nice furniture. It was to make beautiful furniture that’s affordable. Shipping full-size furniture was a cost trap, so they flipped the problem: flat-pack boxes, self-assembly, and minimal waste. That constraint became a global business model and invited the world to pronounce Swedish names! 

    Consider Southwest Airlines. They couldn’t afford the traditional airline model with multiple plane types and first-class service. Their response: one aircraft (the 737) and all coach seating—plus ultra-efficient operations. Simplicity became their superpower until they met their kryptonite

    In tech, look at Hugging Face, the company behind DistilBERT. Massive AI models like BERT were too expensive and slow to run. So they built a smaller, faster version that kept nearly all its intelligence. 

    The “yes, and” mindset 

    The second ingredient is the improv-inspired mindset of “Yes, and.” In improv, you don’t reject your partner’s wild idea—you accept it and build upon it. “Yes, it’s a spaceship… and it’s also a bakery!” That simple rule keeps scenes alive and ideas flowing. 

    In business, it’s the same. For example, at Pixar, the Braintrust meetings embody a “yes and” mentality. Ideas aren’t shut down. They’re built upon. That culture of exploration and iteration helped transform early story sketches into landmark films such as Toy Story and Finding Nemo

    Know when to say when  

    “Yes, and” isn’t about saying yes to everything. Love-powered leaders know when to pivot or pause. Wisdom lies in knowing when to stop chasing an idea and start learning from it. That’s still “yes, and”—just with humility and awareness. 

    Reflection questions 

    • When have constraints sharpened your creativity? 
    • How might uncertainty become a source of energy instead of stress for your leadership team?
    • Where could you replace “Yes, but…” with “Yes, and…” in your leadership? 

    5 steps to embrace constraints 

    1. Embrace constraints.
      Define a few creative boundaries. They focus imagination. 
    2. Practice “Yes, and.”
      Try five minutes of additive thinking in your next team meeting. No “buts” allowed. 
    3. Spot positive energy.
      Watch for moments when your team lights up—that’s your creative flow. 
    4. Welcome uncertainty.
      Treat not knowing something as an adventure, not a flaw. 
    5. Celebrate creative courage.
      Recognize both breakthroughs and graceful exits. 

    Team talk 

    At your next meeting, run a quick “Yes, and” session around a real challenge. Build upon each idea for five minutes. Then reflect on what shifted—in energy, ideas, and connection. 

    Your innovation challenge 

    If innovation had a dating profile, it would say: “Likes: limits, laughter, and love. Dislikes: endless budgets and buzzwords.” Less clutter, more connection. When you and your team bring curiosity, trust, and love-led energy to what’s already in your hands, the ordinary turns extraordinary. 

    Love-powered leaders don’t wait for perfect conditions. They create them, even with constraints. So when the next “no” arrives—no more budget, no more time, no more certainty—take a breath and smile. You might be standing at the starting line of something remarkable. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Moshe Engelberg

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  • Catholic Health CEO: How to bend health care’s cost curve

    This is a preview of the October 30 edition of Access Health—Tap here to get this newsletter delivered straight to your inbox.

    Good morning. Halloween is tomorrow, and I still don’t have a costume. I might just don a suit and tie and say I work in private equity. Boo!  

    Tricks aside, PE investments are a polarizing topic in the health care industry. Research has consistently condemned PE firms for buying up hospitals and sucking staff and patients dry. Acquisitions often result in more hospital-acquired infections, patient falls and diminished overall care quality, according to studies published in JAMA (here’s one from 2023, and another from this year). They’re also associated with rising care costs

    The evidence doesn’t look good, but some proponents of PE acquisitions argue that they’re better than the alternatives. Hundreds of U.S. hospitals are at risk of closure. Without a quick cash infusion, many American communities could lose access to care. 

    Love them or hate them, we have to talk about them. Fourteen states now have pre-transaction review laws for health care deals, five are specifically regulating private equity investment in the industry, and a handful of other states are considering similar legislation to increase oversight.  

    Some states with existing laws are tightening the reins. On January 1, California’s Office of Health Care Affordability (OHCA) will start reviewing health care transactions involving PE firms and hedge funds. That heightened scrutiny will impact acquisitions in the nation’s most populous state—and will serve as an interesting case study for others that consider following suit.  

    This week, I spoke with Sean Sullivan, a partner in the health care group at the law firm Alston & Bird, about the forthcoming changes in California. He counsels both providers and investors as they navigate the changing regulatory landscape. 

    State regulations like California’s sprout from the longstanding “corporate practice of medicine doctrine,” Sullivan told me. Essentially, he said, they’re aimed at “ensuring that there’s not improper profit influence or corporate influence over the professional practice of medicine.”  

    But governments, both state and federal, are under mounting pressure to keep PE firms in line. For the past 20 years or so, there have been increasing news reports around corporate investors’ profit motivations putting patients at risk, according to Sullivan.  

    “From my perspective as a health care attorney that works for a lot of those providers and works for a lot of those investors, that’s not what they’re doing,” he said. “They’re really trying to drive efficiencies and make patient care better, and provide better access to communities across the country.” 

    Regardless of either parties’ intention, the “scary and depressing” stories coming out of PE-acquired hospitals and nursing homes have driven some skepticism, Sullivan said.  

    After January 1, he expects that health care deals in California will take longer to close.  Any health care entity undergoing a material change transaction will need to provide 90 days’ notice to the state, which will have to be built into the acquisition timeline. The parties may also consider building extra time in, just in case the deal is implicated.  

    This could also attract unwanted publicity for unfinished deals, leading to even longer delays as organizations push off their state filing date, Sullivan said.  

    “We’re going to have to provide this notice to the state of California, which is then made public on California’s website,” he said. “A lot of entities don’t necessarily want their deals to be made public, especially before they close.”  

    While Sullivan doesn’t expect this to halt transactions in California, he does anticipate seeing fewer of them after January 1.  

    “I do think that it is going to result in a bit of a cooling off,” he said. “I think that a lot of investors are going to think twice before doing a deal in California, or maybe if they’re doing a deal that involves facilities or practices in a lot of different states, they may think twice about whether or not they want the California operations to be included in the deal.” 

    “They may just carve California out because this notice provision is too much of a hassle to deal with.”  

    What are your thoughts on PE activity in the health care industry? Email me at a.kayser@newsweek.com and let me know. 

    In Other News

    Major health care headlines from the week

    • Microsoft AI included a few health features in its Copilot Fall Release. The popular large language model (LLM) will now offer credible sourcing for health-related questions through a partnership with Harvard Health Publishing. It also has updated care navigation features, providing more accurate search results when users ask about providers in their area.  
      • I spoke with Dr. Dominic King, vice president of health at Microsoft AI, about this new version of Copilot: “We’re seeing about 50 million health sessions a day on Microsoft’s consumer services, Copilot and Bing, and we feel a heavy responsibility to do a very good job there,” he said.  
      • Get the full scoop at Newsweek. 
         
    • Flu season is fast approaching—but the ongoing government shutdown is causing delays in disease tracking, which is typically monitored by the Centers for Disease Control and Prevention (CDC).  
      • That’s a problem for hospitals and health care providers who rely on the CDC’s dashboards for predictive analyses and resource allocation.  
      • And if the government doesn’t resume tracking soon, we could find ourselves in a “very destructive cycle” that hinders health planning around the globe, Epidemiologist Dr. W. Ian Lipkin told Newsweek. Click here to read more
    • The Food and Drug Administration (FDA) is taking action to develop biosimilar medications faster and cheaper. Biologics make up 5 percent of prescriptions in the U.S. but account for more than half of the country’s total drug spend, according to a Wednesday news release from the Department of Health and Human Services.  
      • At a Wednesday press conference, FDA Commissioner Dr. Marty Makary said these changes have the potential to save Medicare and Medicaid “billions of dollars.” 
      • The FDA released a draft guidance aimed at simplifying biosimilarity studies and “reducing unnecessary clinical testing.” The agency also plans to make it easier for biosimilars to be developed as “interchangeable” with brand-name biologics.  
      • “We want to see more competition, more choices,” Makary said. “When the first biosimilar came on the market seven years after Humira’s patent expired, prices really didn’t go down. Call it an implied collusion of prices. But it takes, typically, until two or three biosimilars come to market to see the prices really drop.” 
    • Yale New Haven Health has reached an $18 million settlement in a class action lawsuit over a data breach.  
      • The breach occurred in March and was one of the largest this year, affecting more than 5 million individuals. Get the full story at Newsweek.  
         

    Pulse Check

    Executive perspectives on key industry issues 

    Earlier this month, I sat down for a Pulse Check with Dr. Patrick O’Shaughnessy, president and CEO of Catholic Health: a six hospital, $3.6 billion integrated health system based in Rockville Centre, New York.  

    In addition to his work at Catholic Health, Dr. O is involved in health care policy at the state and national levels—he previously served as chair at the Greater New York Hospital Association, and is up for election as the chairman of the Healthcare Association of New York State. Plus, he is part of the American Hospital Association’s strategy working group.  

    I spoke with Dr. O about health care reform, payer-provider tensions and the growing burden of chronic disease. We spoke on October 6, but his remarks feel all the more timely five weeks into the government shutdown; read on for a portion of our interview.  

    Editor’s Note: Responses have been lightly edited for length and clarity. 

    I know that bipartisan health care reform is a major priority for you. At the government level, where do you see the most opportunity for both parties to come together and solve industry issues? 
     

    I think it’s about how we come together to generate better value, right? When you look at health care’s annual spend relative to GDP, it is not sustainable. So on one side of aisle, we have concerns over escalating costs, and how do we deliver better value, and yet on the other side, equally as important, we see stressing to make sure that those that are most disadvantaged have access to care, and that we protect programs like Medicaid, and certainly make sure we continue to invest in Medicare, which millions and millions of people rely on for health care coverage.  

    I always say, if we want to bend the cost curve, we need to bend the disease curve, and so we really need to look at how we can delay or better manage chronic disease, since chronic disease is the biggest cost driver. You’d be surprised: it’s not just linearly related to health care services or health care access, but it’s also related to the different programs needed to support our communities, things like making sure folks have access to healthy food, adequate screenings and that their environments and their ecosystems are healthy.  

    When you look at [government] programs like Healthy People, it’s not just reinventing and reinvigorating the health care system, but a variety of other community based programs that can help get people more centrally involved with their health care and committed to all the things they need to do to stay healthy.  

    I think [we need to get] people from both sides of the aisle to see the commonality in what we could achieve if we focus on delivering better outcomes and basing payment for services—which should be across the entirety of the landscape, not just the commercial environment, but the governmental payer landscape as well. How do we incent for outcomes and for real value and make sure that we do not have fraud, waste and abuse, but at the same time that we don’t cut key programs that already are very disadvantaged and are upside down, meaning not even needing reimbursement rate lifts to be commensurate with inflationary cost growth?  

    Each year, Alexis, even just in our health system, we see between a three and four percent increase in expenses, and that could be as much as $350 million of expenses. That’s just inflation. So we’re working real hard on how [to] reduce expenses without impacting services. A lot of it looks at how can we be more efficient in level of care, where people go to receive their care within our health system. How do we better manage chronic disease and move care from being episodic to more continuous, and navigating patients effectively and then really engaging people in their health.  

    Despite all the great work that we’ve done—and I say we as [a] health care [industry]—if a person is not involved in their health care, it’s going to be really hard to move that needle. So much of what we can do today is screenable, it’s modifiable, but if people are not engaged in their care, it’s going to be very hard to change behavior, and then we see, unfortunately, more and more growth of chronic disease at a younger, earlier age, which creates tremendous burden on an already overburdened health care system.  

    Let’s zero in on that chronic disease piece for a moment. What are you doing at Catholic Health to better care for patients with chronic disease? How about at a broader level, through your work at the New York Hospital Association and the American Hospital Association?  

    The first part is to identify those that are at risk and to get upstream of the development of the disease. There’s a big difference in total spend if we identify somebody that’s on a pathway to become what we call a “polychronic,” someone that has three or more chronic diseases. That leads to debilitation over time and increased spending and, quite frankly, not a good quality of life for the patient. 

    So as an example, we’re screening people earlier. Even Medicare has a program called Annual Wellness Visit where it actually will incent providers—and there’s payment tied to this—to query patients Medicare beneficiaries in for at least a once per year annual comprehensive checkup, and then to build an individualized care plan for them. [At that wellness visit,] we have the ability to identify people earlier who may be prediabetic, who may have unrecognized hypertension that is creating risk for them for further chronic disease such as atherosclerosis, and many times, these things are unrecognized for years.  

    At Catholic Health, we built a lot of these tools into how we screen patients, and not just existing patients, but patients within the community. We offer a lot of community screenings. We have beautiful state of the art mobile clinics that we actually go out into communities, and we screen people, and you’d be amazed at what you find in people that are not even aware that they have [a problem]: as an example, an elevated hemoglobin A1C that is moving them closer to being an adult onset diabetic, or borderline hypertension, or an abnormal lipid profile.  

    At the end of the day, the two biggest drivers of chronic disease, morbidity and mortality are cardiovascular disease and cancer, and we have the ability to screen for the overarching majority of these ailments early on, even genetically. [Catholic Health is] using different AI-based tools to engage with patients and then have them come in for more proactive blood work, imaging and diagnostic testing to gage what their risk profiles are, and then to create an individualized care plan.  

    Now that may cost a little bit more upfront, but we believe we have a better ability then to manage disease, catch it earlier, bend that disease trajectory and prevent exacerbations of care. And we’re seeing it already. You look at what an emergency room admission costs, it could be $15,000 to $18,000, but if we can get to somebody before they reach a multiple chronic disease state and decompensate, we can manage them in an outpatient, ambulatory setting for a fraction of that cost. It means better quality of life for the patient, reducing unnecessary hospitalizations. And when you look at the volumes and numbers, that can save the health care system billions of dollars.  

    Our care has been too fragmented. It’s been too siloed between episodes of care. People fall through the cracks [of the health care industry because] it’s a difficult system to navigate, so we’re building out navigation models and navigation experts that can connect [those episodes of care]. And believe it or not, some of that is going to be digital. It’s going to be bot driven, where we can actually query patients and or potential patients, and get a sense for what their concerns are, and then what tests we should be thinking of for them.  

    And I think when you cascade that up to the agencies and advocacy groups that are involved with this, it really then ties into, how do we incent around payment mechanisms that align around quality, value and outcomes of care? Unfortunately—and I’ve been doing this a long time—the majority of time being spent now is actually just fighting reimbursement cuts, and more will be coming. We all understand, the cost expense and the growth in expenses, and we’re working hard to reduce those, but at the same time, I think the payment paradigm needs to shift and be more centered around those parameters. 

    What role do health systems play in beginning to shift that paradigm?  

    As a $3.6 [billion] integrated health care delivery system, that’s mission driven to us [at Catholic Health]. We have an obligation to the communities we serve to provide best in class care to everyone, irrespective of their ability to pay.  

    For us, [we’re] working with our agencies and working with our elected officials, [to] get them to understand the financial stressors and pressures we’re facing, and also to make sure they understand what some of the biggest drivers of expenses are in the health care system. As an example, within our industry (especially coming out of the COVID period), we saw double digit expense-based growth with many of our suppliers and contracted services agencies. How can we work together to leverage opportunities for cost savings and to deliver, again, an overall reduction in expenses that do not impact the bedside? That’s been a big, big opportunity that we’re addressing at the same time, while we’re making the salient and most needed investments to deliver best in class care. 

    C-Suite Shuffles

    Where health care leaders are coming and going

    • The Centers for Medicare and Medicaid Services (CMS) tapped Dan Brillman as deputy administrator, directing the Children’s Health Insurance Program (CHIP).  
      • Brillman is a former U.S. Air Force Reserve pilot, and spent the last 12 years as co-founder and CEO of Unite Us: a tech platform that enables health systems, governments and non-profit organizations to measure social determinants of health and supports care coordination.  
      • On the heels of the news, Unite Us promoted its other co-founder, Taylor Justice, to the helm.
    • Janet Hadar will join the University of Alabama at Birmingham (UAB) Health System as chief operating officer on January 12, 2026.  
      • Previously, she was the president and CEO of the University of North Carolina (UNC) Hospitals.  
    • Microsoft AI selected Dr. Matthew Nour to lead behavioral health.  
      • He currently works at England’s University of Oxford as a senior clinical researcher in computational psychiatry and also serves as a consultant psychiatrist for the Oxford Health NHS Foundation Trust, according to his LinkedIn profile. 

    Executive Edge

    How health care execs are managing their own health

    Today’s insights come from an unexpected source: Rob Lowe. Yes, the actor. You may know him from his roles in “The Outsiders,” “Wayne’s World,” “The West Wing” and “Parks and Recreation.”  

    But he’s taken on a new project, an arguably less-glamorous one. He wants to increase enrollment in clinical trials, and he’s partnered with Eli Lilly to do it.  

    I spoke with Lowe earlier this week about his advocacy efforts and what they mean to him (you can read the full article here). But while we were chatting, I learned that he was the primary caregiver for his mom during her battle with stage 4 breast cancer. He was in his mid-30s at the time, balancing the demands of his career with the demands of his home life.  

    Here’s what Lowe told me about walking that tightrope. He’s not a hospital exec, but like many of you, he has a lot of eyes on him. And I heard echoes of previous conversations with health care leaders in our conversation—sometimes it takes a crisis to make high-achievers reevaluate their priorities.  

    I hope you find his insights valuable; I know they inspired a reality check for me this week.  

    Editor’s Note: Responses have been lightly edited for length and clarity. 

    • It’s funny when you get a diagnosis of cancer, whether it’s you or a family member or someone you love or a friend. Everything changes in an instant. You want to talk about realigning your priorities—that’ll do it. It becomes the most important thing in your life. 
    • “The more people you have around you who can support you, the more access you have and—I can’t underline it enough—the more questions you ask of your caregivers, the more likely you are to have better results and have a better journey.  
    • “Like everybody when they get that diagnosis, it became a full function [for me]. And you know, you also have to keep the train running. That’s a real balancing act, for sure.” 

    CEO Circle

    Insights from health care thought leaders around the world

    Before you go, learn how university hospitals are sharing their knowledge across Latin America in this thought leadership piece from Dr. Victor Raúl Castillo Mantilla, CEO and president of the Hospital Internacional de Colombia and a member of Newsweek’s CEO Circle. 

    This is a preview of the October 30 edition of Access Health—Tap here to get this newsletter delivered straight to your inbox.

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  • Before You Greenlight That Next Project, Ask These 3 Questions

    You value the truth, facts, and data. So why do so many businesses still operate in a fog of guesses, assumptions, and hopeful extrapolations? It’s a shaky ground on which to build strategy. 

    I don’t believe most business leaders sidestep the truth on purpose. It’s just that getting to the hard facts is time-consuming, expensive, and often doesn’t reflect the story they want to believe. That’s not deception. That’s business as usual, and it’s a problem for sustainable growth. Even the best-intentioned plans fall apart when they’re built on wishful thinking dressed up as facts. As a leader, your job isn’t just to tell the truth. It’s to know when you’re working with facts and when you’re not. 

    Beliefs versus facts 

    Too often, people confuse beliefs with knowledge. They build business cases on what they think customers want, what they assume budgets will allow, and what they hope partners will agree to. They take a few data points and fill in the gaps with confidence, enthusiasm, and narrative. I’ve done it myself. 

    Early in my career, I was part of a team that pursued a large enterprise client we were convinced needed our solution. We had a few signals: a conversation at a trade show, a mention in an article, maybe a half-remembered comment from a contact. However, we had nothing direct—no clear articulation of pain, no confirmed budget, and no real proof of interest. 

    Still, we believed our solution was a great fit. We believed we could help. So, we charged ahead, pouring hours into slide decks, product customization, and internal meetings. We prepared our pitch presentation for the close. When the client passed, we were stunned. How could they say no when we had worked so hard? 

    Looking back, the answer is obvious: We were selling into a fantasy. We never actually confirmed what they wanted, needed, or were willing to pay for. We skipped the uncomfortable work of getting to the truth. 

    A common decision-making strategy error 

    That kind of mistake isn’t rare. It’s everywhere. Teams make decisions every day based on a mix of facts, stories, assumptions, and hopes without separating the pieces or naming the difference. When the plan collapses, it’s easy to blame the market, the competition, or the customer.  

    However, in the example above, we didn’t fail because of one bad decision. We failed because we didn’t challenge our assumptions. We decided based on bad input. The real risk isn’t just failing. It’s spending enormous energy pursuing something that never had a shot and never learning the lesson about why it didn’t work. 

    Interrogating your way of thinking 

    So, what’s the fix? It starts with discipline. You must train yourself and your team to interrogate your thinking. You must ask yourselves: What do we actually know? What are we assuming, and what are we hoping for? 

    This doesn’t mean slowing everything down or demanding perfect certainty. Business moves fast, and sometimes you need to act before all the data is in. However, there’s a world of difference between acting fast with eyes open and plowing ahead without saying out loud what you’re missing or assuming. 

    A high-functioning culture of truth knows how to navigate that difference. It doesn’t punish uncertainty. Instead, it names it. It teaches people to distinguish between fact and inference, between evidence and guesswork. 

    Also, it empowers leaders to say things like:

    “We don’t know this part yet. Here’s what we’re assuming.”

    “We have some indicators, but let’s validate them before we commit resources.” 

    “We’re betting on this based on partial information. Let’s set a check-in point to confirm we’re right.” 

    A truth-telling strategy 

    Clarity doesn’t mean waiting. It means being transparent about what’s known, what’s guessed, and where the risks live. This is especially important in the age of fast decks, faster decisions, and AI-enhanced data storytelling. 

    Teams can now build incredibly convincing narratives in hours. However, a strong story doesn’t make something true. It just makes it believable. That’s why the best leaders constantly push for understanding, not just persuasion. They slow down just enough to ask the right questions. They reward people not for being right, but for being clear about what they do and don’t know—and that clarity pays off. 

    A shift from ambiguity to transparency  

    Studies from the American Psychological Association and Gallup show that organizations with higher transparency and truth-telling practices outperform those that operate in ambiguity. Teams are more engaged, decisions are faster, and trust goes up when people don’t feel like they’re being sold a story. If this sounds familiar, how might you shift your culture? 

    Start by auditing your thoughts. Pick one project or decision in motion and ask: 

    • What parts of this are proven or validated? 
    • What parts are assumptions, inferences, or hopes? 
    • Where are we most likely to be wrong? 
    • What’s one small step we could take to get more truth before going further? 

    This habit of truth-checking your input won’t slow you down. It’ll actually make you faster in the long run. Because nothing kills momentum like chasing the wrong thing for too long, only to find out it was never real.

    Truth isn’t just a leadership value. It’s a performance strategy. Get clear, separate facts from fiction, and make sure your next move is built on something solid. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Robin Camarote

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  • Three Ways to Build Client Trust, According to Celebrity Photographer Michael Muller

    On a recent episode of The Big Idea from Yahoo Finance, I sat down with Michael Muller, the award-winning Hollywood and environmental photographer behind some of the most recognizable celebrity portraits and Marvel movie campaigns. His work has also taken him into refugee camps and shark-filled oceans, giving him a rare perspective on what it takes to connect with people in every situation. I first met my lifelong friend on Mt. Kilimanjaro, and he later joined me to document refugee stories for the United Nations Foundation. 

    Our conversation on The Big Idea centered on one question every entrepreneur faces: How do you build client trust? According to PwC’s Trust in US Business Survey, 90% of business executives think customers highly trust their companies while only 30% of consumers actually do.  

    The foundation of trust 

    Muller explained that trust often begins before the first project even starts. “I am a vault,” he explained. “I have to earn someone’s trust in 30 seconds or they’re not going to give me the photo I want to get.” 

    For entrepreneurs, those early moments with a client can determine whether it becomes a one-off engagement or develops into something long term. Muller is not intimidated by celebrities and says he treats everyone equally regardless of their job. Building trust, he added, means showing respect, making eye contact, and avoiding starting off with excuses about your business.  

    Avoiding missteps 

    Over the years, Muller has had opportunities to sell photos or salacious stories to make a quick buck, but that isn’t his style. Trust can take years to build and seconds to lose. Muller said the fastest way to lose trust is to lie. “I hate liars and I hate lying,” he said. If you make a mistake, then fess up and move forward with honesty.  

    Muller warned against making assumptions and reminded entrepreneurs that communication is key. He also emphasized the importance of respect. 

    Taking care of yourself 

    You can’t build strong relationships if you don’t have a healthy one with yourself. Muller has a holistic approach to avoid burnout. His self-care toolkit includes ice baths, sauna sessions, meditation, breathwork, and gratitude. He avoids gossip and encourages listening more than talking. 

    Whether you are running a small service business or managing global clients, the fundamentals of trust remain the same: deliver promises, communicate clearly, and show respect for the client’s perspective. Muller’s career proves that when trust is at the center, relationships can grow into something far bigger than a single project, as evidenced by our friendship that has lasted more than 15 years. 

    Elizabeth Gore

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  • Strategic Objectives Alone Won’t Drive Change. Here’s the Value in Specific, Measurable Actions

    You’ve sat through those strategy presentations. The ones with the slick slides, the ambitious objectives, the carefully crafted mission statements. Leaders nod, teams take notes, and everyone leaves feeling…something. Inspired? Maybe. Perhaps, overwhelmed is a better description. Possibly confused. 

    Then, Monday happens. Someone asks, “So what does this actually mean for how I do my job?” And the room goes quiet. The problem is strategy documents are essentially wish lists without behavioral translation. 

    The strategy-execution chasm 

    Leadership teams invest months crafting strategic objectives. They debate every word, metric, and timeline. The final document is a masterpiece of corporate aspiration. However, they stop short of the most critical step—defining the specific mindsets and behaviors required to bring those objectives to life. You’ve shown them where to go, but not how to get there. 

    A financial services company I worked with had set a strategic objective to “become the most customer-centric bank in our region.” Beautiful sentiment. They measured it through NPS scores and customer retention rates. However, when you walked through their branches or called their service centers, you saw the disconnect immediately. 

    Employees were still being primarily evaluated on sales metrics and transaction speed. Their behaviors reflected what actually mattered to their performance reviews, not what the strategy document claimed mattered. When a customer had a complex issue, representatives rushed through scripted responses rather than taking time to understand the underlying need.  

    Why? Because their schedule allowed eight minutes per interaction, and their bonus was tied to how many products they could cross-sell. The objective said, “customer-centric.” The behaviors screamed, “transaction-focused.” Nobody had translated what customer-centricity actually looked like in specific, observable actions. 

    Why leaders skip the behavioral blueprint 

    The gap isn’t accidental. Leaders avoid behavioral translation for several reasons: 

    • It feels too prescriptive. There’s a belief that smart people should figure out how to execute strategy on their own. Defining specific behaviors feels like micromanagement. 
    • It’s genuinely difficult. Translating lofty objectives into concrete actions requires deep understanding of how work happens, not how you imagine it happens from the executive suite. 
    • It exposes philosophical divides. When you start defining what “innovation-driven” or “customer-obsessed” looks like behaviorally, disagreements that were hidden under vague language suddenly become visible. One leader thinks innovation means taking calculated risks. Another thinks it means following proven methodologies. 
    • It demands accountability. Once you’ve defined specific behaviors, you can measure whether they’re happening. That makes everyone uncomfortable, leaders included. 

    What translation looks like 

    For example, a common strategic objective is, “Drive innovation across the organization.” 

    Most companies stop there, maybe adding some metrics around new product launches or R&D investment. Then, they wonder why innovation doesn’t materialize. Here’s what the behavioral translation might include: 

    • Overall mindset shift
      From “don’t bring me problems without solutions” to “problems are opportunities for discovery.”  
    • Leadership behaviors that exemplify it
      When someone raises an issue without a solution, ask exploratory questions rather than dismissing the concern. Share stories of failures in leadership meetings, focusing on what was learned.  Allocate 10% of team meetings to discussing ideas that didn’t work and why. 
    • Employee behaviors that exemplify it
      Experiment with one new approach each quarter, documenting results. Spend time with customers outside formal feedback sessions. Propose improvements to existing processes, even small ones. Build on others’ ideas rather than immediately critiquing them. 
    • Supporting changes needed
      Adjust performance reviews to include “experiments conducted” as a metric. Create protected time for exploration that isn’t consumed by urgent tasks. Change approval processes to enable faster small-scale testing. 

    Notice the specificity. These aren’t suggestions but observable behaviors you can coach to, recognize, and measure. 

    The collaboration contradiction 

    A technology company client set an objective to “break down silos and increase cross-functional collaboration.” They reorganized into matrix structures. They implemented new collaboration software. They measured meeting attendance across departments. Eighteen months later, silos were stronger than ever. Why? Because the behaviors that actually got rewarded hadn’t changed. 

    Engineers were still evaluated entirely by their individual code contributions. Product managers owned success metrics for their product alone. When cross-functional conflicts arose, leaders sided with “their” team rather than solving for the company objective. What was missing was a mindset shift from “protect my function’s interests” to “optimize for the customer’s needs.” 

    Before proposing a solution, talk to at least two people from different functions that engage with customers. In disagreements, reframe debates around customer impact rather than functional preferences. Share credit explicitly when presenting work that involved multiple teams, framing around customer outcomes. 

    Leaders should openly ask, “What did other functions contribute?” when reviewing accomplishments. They should make trade-offs based on holistic customer experience, not departmental lobbying. Also, they will include cross-functional and customer feedback in every performance evaluation. Lastly, they will model asking for input outside their domain of expertise. 

    The company eventually did this work, after a painful year of wondering why their reorganization had failed. Once behaviors were defined and reinforced, collaboration significantly improved. 

    The discipline of specificity 

    Translating strategy into behavior requires uncomfortable specificity. It means answering questions like: 

    • What does someone do differently tomorrow to be successful with this objective? 
    • What’s a meeting that would look fundamentally different? 
    • What would cause someone to hesitate or feel conflicted if they’re operating the old way? 
    • What would we see less of if this behavior is taking hold? 
    • What would customers notice before we told them anything changed? 
    • What metric would move in the first 90 days if behaviors actually shifted? 

    These questions feel tedious because they are. They’re also the only path from strategic aspiration to operational reality. The most effective leaders I’ve encountered don’t stop at defining objectives. Instead, they obsess over behavioral translation. They ask themselves, “If someone shadowed me for a day, would they see me modeling this?” They work with teams to identify what successful execution actually looks like in practice. 

    Your strategy is only as good as your behavioral clarity. 

    The next time you review a strategic plan, ask yourself, “Could someone use this document to change what they do tomorrow, not theoretically, but practically? Would they know what conversations to have differently? What old habits should we abandon?” 

    If the answer is no, you don’t have a strategy. You have aspirations, and aspirations without behavioral translation are just expensive wish lists that make everyone feel busy while changing nothing at all. The hard work isn’t writing the objective. It’s defining what living it actually looks like. 

    This article was originally published on LinkedIn.

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Andrea Olson

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  • If Leaders Want to Create, Serve, and Connect With People, a Business Revival Is Essential

    In the era of early business—long before stock tickers and shareholder reports—the spirit of goodwill fueled the mission. Picture the shepherd trading wool for olive oil to sustain his community or the potter shaping bowls so her neighbors could share meals. Today, the life-giving spirit of business has given way to meetings about meetings that produce more meetings, chasing likes and followers as leadership KPIs, and bowing to the gods of quarterly earnings. The joy of creating and serving? Leaders checked it at the door long ago.

    Revival is a deliberate return to the original purpose of enterprise: to serve life, create meaning and joy, and connect people through exchange. It’s profitable too. 

    Good news. Revival is underway again! 

    In the agoras of ancient Greece, business was woven into civic life. Reputation, community, and the joy of exchange built trust and prosperity. Medieval guilds during the 12th and 15th centuries upheld standards of quality and mutual support, protecting both craftsmen and customers. Quaker businesses in the 19th century, like Cadbury, built model communities where dignity, fairness, and profitability thrived together. These were not side notes but revivals of business grounded in humanity and joy.  

    Today, the same spirit is in Patagonia’s purpose-driven culture, Ecosia’s reforestation-through-search model, and USAA’s unwavering service to members while thriving financially. Revival is a return to what’s always made business worth doing. 

    Questions for leaders to ask themselves

    • Where have you lost the spark of joy and buried the original spirit of business under “business as usual”? 
    • What’s one outdated practice—personal or organizational—you could revive to bring more life into work? 
    • If your company held a revival, what would you celebrate and what would you respectfully retire? 

    Why it matters now  

    • Gallup’s recent workplace report shows global engagement sliding. Translation: fewer people feel alive at work. 
    • Top talent is leaving uninspired workplaces. Translation: top talent won’t waste their best years where purpose is missing. 
    • Revival drives innovation and profitability. Translation: love and joy at work aren’t soft. They’re competitive advantages. 

    The bottom line is revival is not optional. It’s a business necessity. 

    5 steps to revive your business

    1. Dust off your why.
      Reconnect with the deeper reason your business exists. Share it. Clarity brings vitality. 
    2. Spot life-giving moments.
      Notice when joy, care, or genuine connection shows up. Shine a light on it and multiply it. 
    3. Release the draining stuff.
      End practices that sap energy—pointless reports, toxic meetings, or reviews that feel like obituaries. 
    4. Experiment with traditions.
      Revive a meaningful old practice—team lunches, storytelling, or celebrating small wins. See how it renews culture. 
    5. Build for belonging.
      Design rituals that weave connection into daily work—shared gratitude, check-ins, or recognition that make people feel seen. 

    How to implement a revival strategy with your team 

    Take five to 10 minutes at your next meeting and ask one of the “mirror” questions above. No fixing, just listening. Agree on one tradition to revive and commit to trying it this week. Invite each person to share one moment when they felt most alive at work and what made it possible. 

    A revival challenge for you 

    Revival takes courage. It’s leadership stripped of buzzwords and rebuilt on timeless truths. It is about being awake to what business really is: a way to serve life, generate meaning, and yes, create joy. Imagine walking into work and feeling energy instead of dread, anticipation instead of boredom, connection instead of isolation. That’s strong and practical leadership. That’s revival. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Moshe Engelberg

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  • How to Avoid Extreme Positions and Strike a Balance While Negotiating

    One of the most important communication strategies I learned for negotiating came from my former therapist, Keith Witt. Up till then, my communication style had gotten me into trouble in my relationships with romantic partners, family members, and business colleagues. Witt later did a TED talk on the topic: “Two Rules for Guys.” If you want to have a successful conversation with someone, avoid extreme positions. Basically, don’t be a bully or a doormat.  

    I took the wisdom to heart and now I have successful, better relationships with partners and my children, and a great rapport with my business partners and clients. In fact, people often call me the “people whisperer” in tense situations and business deals because of my calm, focused, and empathetic communication style, which took years to learn. 

    As a talent agent, media attorney, and professor at USC Gould School of Law, I teach my students and clients how to effectively communicate in their negotiations. I’m also working on a new book—TILT the Room, coming out in 2026—which explains how you can use timing, influence, leverage, and trust to better negotiate. 

    Avoid being a doormat. 

    This idea seems obvious at first. Doormat is what you call people you walk over to get your way. No one aspires to be a doormat. So, how do people become doormats? People pleasers want to be nice. They don’t want to disappoint people. When you’re a doormat, you give away all your leverage in a negotiation.  

    Once you lose that, it’s really hard to get it back. Ever say yes to your child who is begging for another lollipop? Well, if you say yes once, they’ll keep on asking. Check out random intermittent reinforcement studies, and this will make even more sense. 

    However, you can be nice—as in polite, courteous, and respectful—while still being strong. As one of my business partners says, “Clear is kind.” I always advise my students, “Be firm yet gracious” when they are asking for something, stating a position, or negotiating. 

    Avoid being a bully. 

    The other extreme in negotiating is being a bully. These people take, take, and take from doormats and everyone else. Many people perceive the bully as having a strong negotiating stance because the bully often gets what they want. 

    Being a bully can work in the short run. However, in the long run, being a bully will cause problems. Sometimes, taking too strong a stance can kill the deal, and winning the deal with strong-arm tactics the first time can kill trust, along with any future deals. 

    Strike a balance in your communication style. 

    When negotiating, I advise clients and students to strike a balance between being a bully, or strong, and a doormat, or nice. You can be firm and kind at the same time. How do you do this? 

    For example, when in negotiations, whether it’s a business deal or a legal mediation, I’m always positive. I use gracious language. When things aren’t going well, I will say something like, “Hey, we’re halfway through the day. We’ve barely made any progress. It feels like we’re butting heads on this, and I’m concerned we’re not going to get this done today.” 

    It’s way better than being a bully and saying, “Hey, take it or leave it,” and walking out the door. Also, it’s better than the alternative of being a doormat and saying, “Let’s just get this done. What do you need?” 

    I also practice listening to everyone thoroughly to show I understand. That means rephrasing what they say to show understanding and asking probing questions about their ideas. This way, you can understand their position, call some things out that might be causing differences, and do it all in a different way. It’s a great way to keep everyone on track. 

    If you avoid extreme positions in negotiating, you’ll have more success in the long term. Moreover, you’ll build better relationships—and not just in your business life. It can also help strengthen your relationships with friends and family. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Ken Sterling

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  • Free Webinar | On-Demand: From Bottlenecks to Breakthroughs: 5 Barriers Stalling Entrepreneurs—and the System That Removes Them | Entrepreneur

    Every founder eventually hits the same growth killers—isolation, decision fatigue, skill overload, stalled momentum, and a lack of real accountability. In this on-demand session you’ll see why these five barriers show up and why quick fixes rarely stick.

    You’ll also be introduced to The Boardroom, Entrepreneur Media’s new six-month mastermind that pairs you with a hand-picked peer group and expert mentors who turn those obstacles into weekly breakthroughs.

    Key takeaways:

    • Replace isolation with a curated advisory board

    • Slash decision fatigue using repeatable frameworks

    • Escape skill overload through expert playbooks

    • Restart stalled growth with high-leverage tactics

    • Close accountability gaps so goals become wins

    Register now for instant access and start mapping your path from bottleneck to breakthrough.

    About the Speakers:

    Jason Feifer is the editor in chief of Entrepreneur magazine and host of the podcast Problem Solvers. Outside of Entrepreneur, he writes the newsletter One Thing Better, which each week gives you one better way to build a career or company you love. He is also a startup advisor, keynote speaker, book author, and nonstop optimism machine.

    Jacqueline “JJ” Jasionowski blends luxury-brand rigor with entrepreneurial speed. After 17 years at BMW Group leading growth, training, and CX initiatives, she launched Shift Awake Group to deploy tech-forward training that lifts customer satisfaction and revenue. A Certified Professional Coach and expert facilitator, JJ builds behavior-shifting systems—reducing friction and driving measurable outcomes.

    Every founder eventually hits the same growth killers—isolation, decision fatigue, skill overload, stalled momentum, and a lack of real accountability. In this on-demand session you’ll see why these five barriers show up and why quick fixes rarely stick.

    You’ll also be introduced to The Boardroom, Entrepreneur Media’s new six-month mastermind that pairs you with a hand-picked peer group and expert mentors who turn those obstacles into weekly breakthroughs.

    Key takeaways:

    The rest of this article is locked.

    Join Entrepreneur+ today for access.

    Entrepreneur Staff

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  • How a $10,000 Investment in AI Transformed My Career and Business Strategy | Entrepreneur

    How a $10,000 Investment in AI Transformed My Career and Business Strategy | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    In 2023, I took a gamble that paid off beyond expectations: a $10,000 investment in AI education, a decision that reshaped my career and business strategy. Despite my background in accounting and business, diving into AI and machine learning was uncharted territory. But before we dive into the impact of this decision, here’s a little background about me and some of what I did in 2023.

    One thing that I want to stress for those reading this article is that you don’t need to go to school for artificial intelligence, machine learning or data science to be truly great at leveraging it. Sure, having a formal background will never hurt, but it should not deter people who are interested in this field from exploring it. I can attest to my statement because I went to school for a B.S. in accounting and a master’s in business administration, obtained a CPA license in New York State, and then pivoted my career through self-learning business intelligence and AI/ML data science consulting–building a business securing over 135 clients in less than a three year period from scratch — some of which include clients like Microsoft, Tory Burch, U.S. Army, Danaher, etc.

    Why am I saying all of this?

    Well, on November 30, 2022, I met ChatGPT3 for the first time, but I was just another end user. I wasn’t this AI subject matter expert or guru who could break concepts down for people and develop business strategies for AI implementations yet. I was simply present for the initial debut of the large language model technology era and cared enough to want to know more because it was at this point that I knew this technology would change the world forever.

    My mind began to contemplate how generative AI would disrupt many career paths, but it would also create an abundance of opportunities for individuals and companies that know how to use it effectively. Immediately, I started searching online for courses that I could learn about generative AI, and unfortunately, at the time, there were none available, but I didn’t let that stop me. I just started with understanding the basics of AI/ML, even without the deep learning or generative component and signed up for two certificate programs at Massachusetts Institute of Technology, where one focused on building data science solutions leveraging machine learning and AI. The other one focused on building AI products and services and deploying them into production.

    Additionally, I took a few courses on Udemy that focused on how to use the OpenAI APIs and learned important prompt engineering techniques, such as the COSTAR framework. Lastly, I invested in some subscriptions to AI tools such as Midjourney via Discord and others, which enabled me to join a network of other creatives who want to use this technology. I joined plenty of networking groups online across various platforms, which enabled me to soak up information and updates at a rate that was far faster than any media outlet could provide. In total, all of this education bundled to nearly $10,000, but it was an investment that was 100% worth it. Here are three key reasons why:

    1. Network expansion

    During my education reinvestment phase, I identified my go-to AI networks for updates and idea exchanges. This serves as a tremendous resource, especially as the pool of individuals within these networks is so diverse, representing companies, products and services across various industries. This network has led to additional referrals and opportunities to expand business and collaborate with others on projects in an informal setting. As a result of this network, I built an active community on Discord and LinkedIn group of IT AI/ML professionals across various industries of over 400 professionals and have partnered with a couple of them on some innovative AI projects.

    2. New service lines

    After I truly began to understand and see how generative AI worked and what skills people and businesses lacked to effectively deploy solutions and strategies of this nature, I was able to build a team within my business that understands the market need for companies who are looking to adopt generative AI solutions. This decision enabled me to open additional service lines within my business, bringing additional value to our existing client base and referral partnerships and winning new work in the marketplace that previously did not exist. For example, I started offering playbooks for enterprises on Copilot deployment strategy, as well as training and education for SMBs on prompt engineering, doing company-specific webinars tailored to their business needs.

    Related: I Tested AI Tools So You Don’t Have To. Here’s What Worked — and What Didn’t.

    3) Now an official paid speaker in AI

    Some say it would be their dream to get paid to speak. It’s an amazing thing for me to be able to say that I am a paid speaker for foundations, SMB organizations, women entrepreneur groups and other networks at a rate of $5,000 a gig. It was because of my reinvested education, along with client experience in this space, that I could parlay my understanding and knowledge over every genAI project I worked on or a concept I firmly understood into a brand new revenue stream I had not yet considered before. I remember my first paid event — it was a webinar for over 70 SMB owners, and I had the pleasure of broadly sharing the impacts of AI across businesses and industries, giving them lots of ways to consider the impacts of the technology and how it may relate to their day-to-day lives. My goal was to provide them with as much value as possible, and based on the responses and feedback, that goal was achieved.

    This journey taught me the value of continuous learning and adaptation in the fast-evolving world of AI, and for those who are reading this, your next game-changing business strategy could be just one learning experience away.

    My motto has and will always be simple: If you’re going to do something that you believe in, why not go all in?

    Jacqueline Ann DeStefano-Tangorra, CPA, CFE, MBA

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  • Toyota is crushing it with hybrid vehicles as Tesla’s rough start to year hits net worth of Elon Musk, who dismissed them as a ‘phase’

    Toyota is crushing it with hybrid vehicles as Tesla’s rough start to year hits net worth of Elon Musk, who dismissed them as a ‘phase’

    Elon Musk’s Tesla is off to a difficult start in 2024, and it’s probably no surprise to Akio Toyoda. The Toyota chairman has long been skeptical of electric vehicles hype, steering his company to focus more on hybrids. That’s turned out to be a smart strategy.    

    Tesla shares are down about 24% year-to-date, knocking Musk off his perch as the world’s richest man, an honor now bestowed upon French luxury tycoon Bernard Arnault.

    Investors did not react well to Tesla’s fourth-quarter earnings, when the EV maker warned that this year’s sales growth might be “notably lower” than last year’s—not reassuring when it cut prices in 2023 to prop up demand. In California, a key market, registrations of Teslas actually fell in the fourth quarter, the first time that’s happened there in more than three years. 

    Toyota, by contrast, can’t make its hybrids quickly enough, and demand for them is strong without price cuts. The Japanese giant was the world’s top-selling carmaker for the fourth year in a row in 2023, selling 11.2 million vehicles globally, a respectable 7.2% increase from the previous year.

    Tesla sold 1.8 million vehicles, in comparison, jumping an impressive 38% year over year.

    Hybrids over EVs 

    Toyoda, however, does not believe that electric vehicles will take over the world. Last month, he predicted that adoption of EVs will peak at just 30%, saying they’ll share the roads with hybrid, gas-guzzling, and hydrogen-powered cars.

    Hybrids, meanwhile, have been on a tear, not just for Toyota but for other automakers as well, including Ford and Honda. From January to November in 2023, hybrids accounted for 9.3% of new light vehicle registrations, beating EVs by 1.8 percentage points, reported Reuters, citing S&P Global Mobility data, and Toyota was the biggest seller of hybrids in the U.S., with more than a third of the those registrations.

    Edmunds wrote on its website in mid-December that the hybrid market share in the U.S. increased to 9.7% in November 2023, a 99% jump from the year prior, whereas the EV share increased just 25%. “The transition to full EVs has slowed, and hybrids are the more comfortable choice for the majority of Americans seeking electrified options right now,” it added.

    For many consumers, hybrids have the feel-good factor of burning less fuel than normal cars—friendlier on the environment and the wallet—without the range anxiety and other doubts surrounding EVs. (Hybrids maximize efficiency by alternating from gas to battery power.) It also helps that hybrids are priced much closer to traditional cars than are EVs.

    Toyota, which will report earnings on Tuesday, with analysts expecting a strong quarter, does sell EVs, but despite their rapid sales growth they make up just a sliver of its shipments.

    The carmaker has taken pains to emphasize that it is not “anti-EV” but rather lets consumers choose which type of vehicle they want and offers each king. Toyoda hinted at his philosophy a few years ago when he said, “Toyota is a department store of all sorts of powertrains. It’s not right for the department store to say, ‘This is the product you should buy.’”

    To be sure, Toyota has its problems, among them recent recalls and, last month, the suspended shipments of 10 vehicle models due to testing irregularities for engine certifications. And some industry observers fear the auto giant will be caught flat-footed if consumers switch the EVs faster than it expects. 

    But it clearly called things right with regards to hybrids, if not in the long run then certainly for now.

    In 2011, Musk laughed at the electric vehicles made by Chinese rival BYD, which recently passed Tesla in global EV sales. And in 2022, Musk dismissed hybrids as a “phase,” saying it was “time to move on” from them. 

    But many car buyers, we now know, do not feel the same way.

    Subscribe to the Eye on AI newsletter to stay abreast of how AI is shaping the future of business. Sign up for free.





    Steve Mollman

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