For many office workers, the typical lunch hour is a sad desk lunch of a sandwich or slop bowl supplemented by a rotating schedule of snacks. According to a poll conducted by Yahoo and YouGov, half of employed Americans regularly eat at their workstations.
And now theyre sharing it all on TikTok.
Office snack content is hooking viewers online with captions such as WIEIAD (what I eat in a day) and what I ate at my 8-4, featuring office workers time-stamped eating schedules. Employees post montages of their morning coffee and breakfast of choice, followed by a time-lapse video of a variety of snacks and beverages consumed at their desk. Some videos have voice-overs, some have light jolly music, and others keep it monotonous, complete with keyboard ASMR.
And if the workers employer offers free food (certainly a step above your tuna on rye in a brown paper bag), theyre sharing that, too.
Rating everything I ate at the office today, one TikTok creator who works at the tech company Carta posted. First, she helps herself to free coffee, followed by a Cocojune yogurt with blueberries. For lunch, she shows a plate of chicken katsu and a range of beverages, including a lime Diet Coke and a Spindrift. The day ends with a protein bar. Her content frequently racks up hundreds of thousands of views. In a separate video, she provided a close-up of the snack selection, due to popular demand. My show is on, one user commented. Another wrote that theyd love to see how much money this saves you eating at work every day.
A day of office lunches may not sound like thrilling source material for social media, but clips of what people are eating at work are an extremely popular content niche. There are more than 1.1 million videos on TikTok with the hashtag #wieiad, varying from corporate snack selections to what workers pack for their lunch from home.
Why these mundane videos are oddly satisfying to watch, whos to say? For some, it may serve as inspiration; for others, it can give a sense of a companys workplace culture and perks. Perhaps we are simply nosy creatures.
Free food at the office has long been a popular perk used to entice employees. In 2022, Meta eventually barred employees from bringing in Tupperware because too many had been stocking up on free food and taking it home with them.
After the pandemic and the end of remote working left many companies seeking ways to entice workers back to the workplace, office snacks and free lunches were among the incentives employers turned to. Because who doesnt love a free lunch? (With the additional benefit for employers of keeping workers at their desks longer.)
A recent change in tax law may throw a wrench in the WIEIAD trend, though: Starting in 2026, meals provided for the employer’s convenience, such as on-site or cafeteria meals, will no longer qualify for a tax deduction, according to professional services firm UHY. Some have suggested the change could apply to office snacks and coffee, too.
Think of all the potential office mukbangs wed be deprived of.
One of Michaels friends told him recently, Im not burned out; Im just feeling empty. She shows up, meets deadlines, and manages to smile in meetings. But her work feels weightless and disconnected from purpose. Shes not alone. Gallups 2025 State of the Global Workplace report found that only 21% of employees worldwide are engaged, and just one in three say theyre thriving. Thats not a blipits a warning signal for leaders and cultures.
When emptiness shows up at work, our reflex is to pathologize: Is this burnout? Do I need a diagnosis? Sometimes, yesclinical conditions require clinical care. However, many of todays struggles are fundamentally philosophical, centered on issues such as purpose, values, identity, and the meaning of life. Those dont always need a medical label; they need better questions.
Why We Need a Different Lens
Disengagement is expensive. Gallup estimates that low engagement costs the global economy $8.8 trillion annually, nearly 9% of global GDP. Manager engagement is also slipping, dropping three points in 2024, with a ripple effect on teams. The human cost? Teams feel flat, leaders are running on fumes, and organizations are mistaking busyness for progress.
Cognitive scientist John Vervaeke refers to our current moment as a meaning crisisa cultural shortfall in making sense of our lives. That frame helps us see that the emptiness that many feel isnt always a disorder; often, its a signal. Therapy is essential when theres a clinical risk. But when the primary challenge is purposenot pathologyphilosophy can be the right first (or parallel) step.
What Philosophical Counseling Looks Like at Work
Philosophy at work doesnt show up as abstract debates about Plato in the break room. It shows up as structured reflection in moments when leaders feel stuck, conflicted, or unclear. Unlike traditional coaching, which often emphasizes goals and performance, or therapy, which focuses on healing emotional wounds, philosophical counseling creates clarityhelping you slow down to examine the ideas, assumptions, and values that drive decisions.
In practice, this means creating a conversational space where leaders can explore the deeper questions that often remain unaddressed in quarterly reviews or strategic planning sessions. Its not about diagnosing or prescribing. Its about holding up a mirror to how you think, and then gently but persistently asking whether those patterns are serving you. Sometimes, testing your core ideas against a contrary philosophical position helps you change your mind, but it also helps you formulate your idea with better precision and focus. So, a philosophical counseling session isnt about advice. Its an inquiry guided by questions like:
What do you mean by success here? (Define the concept before you chase it.)
Which assumptions are you treating as facts? (Surface the hidden rules youre following.)
What obligations follow from your values? (Tie action to meaning, not mood.)
One VP I worked with felt behind in her career. She wasnt looking to change jobs; she was questioning whether she should. From the outside, her role was a success story: she was leading complex cross-functional work, mentoring future leaders, and shaping long-term strategy. But because her peers seemed to leapfrog into splashier titles, she had internalized the myth that a career only counts if it moves in a straight, upward line.
Together, we explored economist David Galensons distinction between conceptual and experimental innovators: some leaders peak early with bold, disruptive visions, while others build mastery through experience, iteration, and depth. When she looked at her own path through that lens, she realized her current role was giving her exactly what an experimental innovator needsbreadth, autonomy, and repeated opportunities to refine her craft. Her progress wasnt stalled; it was accumulating.
Once she saw her trajectory as cumulative rather than delayed, the pressure loosened. She didnt need a new job; she needed a new narrative. And with that reframing, her energy and her confidence returned.
Another founder I worked with was trapped in performative productivity, equating worth with constant output. After interrogating his deeper purpose, he shifted from chasing vanity metrics to making value-aligned bets. Hiring became more intentional. Product decisions became braver. And his leadership became far more sustainable.
Practical Steps for Leaders & Organizations
The goal isnt to turn executives into armchair philosophers. Its to equip them with tools that help cut through noise, clarify assumptions, and ground decisions in meaning rather than momentum. Philosophers have long been aware of their reputation for getting lost in thought. As Plato recounts in Theaetetus, Thales once fell into a ditch while contemplating the heavens.
Leaders dont need another abstract framework piled onto their already full plates. Philosophical counseling brings philosophy back to the ground, connecting it with everyday problems and offering clear practices that create space for reflection and insight without derailing productivity. When leaders bring this lens into the workplace, they not only strengthen their own claritythey normalize purposeful inquiry across the culture.
Here are some concrete ways to start weaving philosophy into your leadership tool kit and organizational systems:
Run an Assumption Audit. With a partner, list current dilemmas. For each, ask: What must be true for my conclusion to hold? How else might I interpret the facts?
Institutionalize Socratic Stand-Ups. Once a month, replace a staff meeting with a facilitated dialogue on a first-principles question (e.g., What are we optimizing for?) and publish the reasoning behind the decision, not just the outcome.
Offer a Meaning Map workshop. Help leaders chart their values, obligations, and behaviors. If values dont result in better choices, theyre not valuestheyre slogans.
Use AI thoughtfully. Employees increasingly confide in chatbots. Health experts caution against relying on generative AI for mental health, as it lacks safeguards and nuance. Organizations should establish policies and direct people to seek human assistance when needed.
Return-to-office and hybrid work have scrambled the social fabric. However, micro-rituals matter: leave five minutes for human check-ins on Zoom, host optional philosophy salons, or design in-person days around connction. These arent time-wasters; theyre trust builders.
Philosophy provides leaders and teams with a disciplined approach to thinking about what mattersenabling them to act with clarity, rather than merely coping. Your colleague who feels empty may not need a diagnosis. She may need to reorient her thinking by asking more effective questions. And those questions may be the most practical tools we have for navigating the complexity of modern work.
The Trump administration is spending millions on advertisements aimed at recruiting new U.S. Immigration and Customs Enforcement agents. The ads are so widespread that TV viewers and social media users alike are seeing them everywhere, including on YouTube, Spotify, and LinkedIn.
In one recent ad seen on LinkedIn, a stern-faced Uncle Sam points at the viewer. The message reads: “Join ICE Today” along with the note, “$50,000 signing bonus” at the bottom. Likewise, a 30-second TV spot that originally aired during the 2025 MTV Video Music Awards broadcast in September has been spotted nationwide in the months since. You took an oath to protect and serve, to keep your family, your city, safe, the narrator says in the promotion. But in sanctuary cities, youre ordered to stand down while dangerous illegals walk free.
It’s hard to tell what sets certain cities apart, but the call to action has been specifically targeting Albuquerque, Boston, Chicago, Denver, New York, Philadelphia, Sacramento, Seattle, and Washington, D.C. More recently, the ads have been seen in Atlanta, Dallas, Miami, and Salt Lake City, as well as in San Antonio, Houston, and El Paso, Texas, according to AP News.
The ads are part of the Trump administration’s $30 billion initiative to hire 10,000 more ICE agents by year’s end. According to data from Equis, acquired by Rolling Stone, the Department of Homeland Security has been spending millions to reach more and more Americans. DHS has spent about $2.8 million since March to keep ads running on Meta’s Facebook and Instagram. Since August, the agency has paid Meta another $500,000 to run recruitment ads. DHS also spent $3 million on Google and YouTube ads in Spanish instructing people to self-deport. Ads have been running on Spotify and Pandora as well, but Equis did not have data on how much DHS spent on those ads.
Spending didn’t stop or slow down during the government shutdown, either. According to Newsweek, DHS reportedly kept throwing money at ICE recruitment efforts while millions of workers went without paychecks. Over the three-week shutdown, ICE spent around $4.5 million on paid media. Millions of people are at risk of losing their food stamps and are about to go hungry because of this government shutdown, Natalia Campos Vargas, deputy research director at Equis, told Newsweek at the time. But somehow the Trump administration and DHS and ICE are choosing to spend millions of dollars on ad campaigns. That just feels inherently wrong to me as a taxpayer.”
As ICE has ramped up recruitment efforts, the pushback has been gaining steam. On December 11, Homeland Security Secretary Kristi Noem was grilled by lawmakers about alleged wrongful deportations of U.S. citizens, including military veterans. Noem was confronted with individuals the agency allegedly deported. The secretary left the meeting early and was heckled upon exiting.
Meanwhile, anti-ICE ads combating the pro-deportation narrative have also popped up on various platforms. In one ad from Home of the Brave, Army veteran George Retes, a U.S. citizen, tells the story of his ICE abduction.
My drivers side window shatters. An agent sticks his arm through and pepper sprays me in the face. They drag me out of the car. They throw me on the ground. They zip-tie my hands behind my back,” Retes says in the video, which is airing nationally across streaming platforms. Had they just looked at my ID, they would have seen that Im a U.S. citizen, that Im a veteran. . . . Whats happening right now isnt right.”
Still, while many users may be uncomfortable with the surge in ICE ads online, the organizations running them seem undeterred. A Spotify spokesperson told Fast Company that the ad is part of a broader, well-documented U.S. government campaign running across multiple platforms, including television, streaming, and online channels.”
The spokesperson added that users are able to control their ad preferences. “Spotify is an open platform that supports a wide range of voices and perspectives, even those some people may personally disagree with. That’s why we believe listener control is key to that balance and users can like or dislike specific ads as well as update their ad preferences, including opting out of certain categories such as government.
While there has been a surge in calls for Spotify users to boycott the platform over the ICE ads, as well as over founder Daniel Ek’s investment in Helsing, a German defense company, the platform says there has been “no material impact in terms of cancellations.”
Fast Company reached out to LinkedIn and YouTube in regard to the running of ICE recruitment ads but did not hear back by the time of publication.
Finding the perfect (and legal) image for your blog post, social media update, or presentation is about as fun as doing your own taxes.
You want something high-quality, relevant, and most importantlyfree.
Fear not, budget-conscious content creators. I’ve been using free images for years now, and Ive routinely leveraged three dynamite resources that specialize in stunning, royalty-free imagery.
So, put away your wallets: Were going content hunting.
Unsplash
First stop: Unsplash.
This site is a veritable goldmine of breathtaking, high-resolution photography, all generously contributed by a community of talented photographers.
Whether youre looking for sweeping landscapes, intimate portraits, or artfully arranged still-life photos, chances are good that youll find it here.
The search functionality is top-notch, and the sheer volume of images means you’re almost guaranteed to find something that perfectly fits your needs. Plus, their licensing is super straightforward: free to use for commercial and non-commercial purposes, no attribution required.
Pexels
Pexels is another heavy hitter in the free stock image space, and for good reason.
Like Unsplash, it boasts a massive library of beautiful, high-quality photos and, as a bonus, the site offers free stock videos as well.
The user interface is clean and intuitive, making it a breeze to browse and download. What sets Pexels apart for me is its excellent curated collections.
Need images for a tech blog? They’ve got a collection for that. Looking for food photography? Yep, they’ve got you covered. It’s a great way to discover new and relevant visuals without having to dig through endless search results.
Pixabay
Rounding out our trifecta of free image collections is my personal favorite, Pixabay.
This site is a true jack-of-all-trades, offering not just photos, but also illustrations, vector graphics, videos, music tracks, and even sound effects.
The sheer variety here is impressive, making it a great go-to when you need a little more than just a standard photograph.
Pixabay’s community of contributors is vast, resulting in a diverse range of styles and subjects. Their search filters are also quite robust, allowing you to narrow down your results by orientation, color, and even type of media.
Somehow, it didnt leak.
When I caught up with Rivian founder and CEO RJ Scaringe after the companys AI & Autonomy Day keynote on December 11 at its Palo Alto headquarters, he marveled that the company had managed to keep the events news under wraps until it was ready for its big reveal.
It didand there was a lot to discuss. At the keynote, Rivian unveiled its Gen 3 platform, which will turn the maker of EV trucks, SUVs, and vans into an autonomy company, a focus he says will subsume the whole business of transportation.
Debuting late next year in a version of the upcoming R2 SUV, the Rivian Autonomy Computer platform is powered by a chip the company designed itself, the RAP1 (Rivian Autonomy Processor). The R2s self-driving features will also draw on data from a lidar unit that sits inconspicuously at the top of the windshielda far cry from the spinning lidar towers atop vehicles such as Waymos. (Controversially, Teslas cars dont use lidar sensors.)
Rivian also showed off a new voice-controlled user interface called the Rivian Assistant that will be available as an update for its current vehicles as well as for the R3. A bet on the future of car interfaces shifting toward talking rather than tapping on screens, it features integration with Google Calendarhinting at the kind of productivity-related features that might become more useful as cars take over more of the work of driving themselves.
I spoke with Scaringe about all these topics and more. Our conversation has been edited for length and clarity.
At least in broad strokes, how much of what you announced today was part of the original Rivian vision and road map?
Well, that was 20 years ago. But something like today is the result of many thousands of people working on it for the last few years. Development on the platforms we showed today started in 2022.
One of the threads connecting a lot of your news is you doing stuff yourself rather than being dependent on other parties. Was there a period where you werent sure which way to go?
Maybe the way to answer that is that when we launched in 2021, we had what we call our Gen 1 architecture. And it was a very different approach than what went into our Gen 2 and, of course, what’s going into our Gen 3.
We had a perception platformsome of which was our own, much of which was not our ownthat fed into a planner, which was our own, and made a set of rules-based decisions around how to drive the vehicle. It was very basic driver assistance: low level two features. And by virtue of that being the architecture, we had a natural limit. We realized that as we approached the launchthat the world was going to shift away from these more deterministic and classical systems to a true AI-based system.
Its sort of ironic. When we say self-driving, we might think historically it’s always been AI. But in the beginning, actually, there was no AI. Some of it was very sophisticated if-then statements with good machine vision.
What its shifted to now is true AI, and that happened in the early 2020s. As that was happening, we came to the view that we needed to completely shift our approach. And when we made that decision in early 2022, we approached it as a clean sheet.
With that clean-sheet approach, it was, Let’s design our own perception platform. Let’s design our own compute platform with Gen 2, leveraging Nvidia as a supplier of the chips themselves, the inference platforms themselves, and go build a data flywheel that will allow us to build a neural net-based approach. The vehicles ultimately launched in the middle of 2024, a little less than a year and a half ago.
And then, in parallel to that, we also kicked off some big hardware efforts, the biggest of which is an in-house chip. To go from zerono chip design team, no chip in-house, no chip IPto launching a chip takes time, it takes many hundreds of millions of dollars, it takes a very, very large organization. But we made the decision in 22 and we’ve been working towards it. Somehow, it didnt leak. But it’s now nice that we can talk about it publicly and it’s going to be in the vehicles next year.
An AI-centric approach required this vertical integration of perception. It doesn’t necessitate owning compute, but owning compute allows you to deliver it at a lower cost level and, in our case, a higher performance level.
We just have such a conviction that [autonomy] isnt just a part of the auto industry. If you look out a little bit, this is the whole business. And so we built this view that where we deploy most of our R&D should be this category.
Was it completely obvious you needed lidar?
There’s a thinking around lidar that needs to be shed, which is that they’re expensive and mechanically complex. The old Velodyne lidars, even what you see on the roads today, they were really complex sensors. But they’re now very low cost, extremely reliable, and solid-state based.
Ten years ago, the best-performing lidar you could buy was maybe $70,000. Five years ago, it was maybe $5,000. Today it’s in the low hundreds of dollars. And so it’s become so cost-effective at turning the entire fleet into a ground truth fleet. It’s really helpful for training your cameras, especially in adverse conditions.
When you peel back the onion and you look at the cost trajectory of the sensor, it’s become this sort of strange debate, because Tesla’s taken such a stance on it. But it wasn’t really a debate. If it was a $10,000 sensor, it would’ve been a different story. But when it’s a few-hundred-dollars decision, it’s much easier to make.
Your new assistants Google Calendar integration made me realize that if I don’t have to spend quite as much time thinking about driving, there’s a lot of opportunity to be productive in the car. To what degree are you trying to build a richly powerful assistant?
Google Calendar is just one of what will become many instances of integrations. Today there’s a limited set that have been set up to go agent-to-agent. But any platform that’s going to truly survive, and not just get gobbled up by an AI platform, will need to become very, very capable in terms of enabling agent-to-agent. Effectively like SDKs [software development kits] that just make it very easy to plug in. The goal is that essentially any app that you might want to use, we’ll be able to plug into our agents and it’ll be seamless.
So you can reach across apps like you saw today. You talked to the car, the car was able to reach into Google and find the calendar. We were able to tell it to move something, and it reached back to Google through an agent and moved eveything around. It’s the tip of the iceberg.
All these things will start to become so natural where the car becomes like a personal assistant. If you want to move your schedule or order food or schedule someone to come to your house to fix the plumbing, all this stuff just becomes very, very easy to do. And if you are no longer driving the car, you may want to be able to use the car to help you with more of these things.
Do you have any sense as to what the future looks like in terms of robotaxis and autonomous private vehicles coexisting?
I definitely think they’ll coexist. Theyre anything but mutually exclusive. The existence of level four [autonomy] is what enables both of them, and the technology from a level four point of view is the same. We’re focused on the tech, and the initial instance planned is a personally owned vehicle. But it doesn’t preclude us from doing robotaxis or rideshare.
Rideshare today is such a small percentage of miles. I used to be of the view that we’d go from 99% of the world’s miles being in personally owned vehicles to 50% being in personally owned ones and the other half of the world’s miles being in shared. Maybe that happens, but I think it’s probably more likely to go from 99% to 90%. Maybe that’s because I have kids now, and the complexities of car seats and soccer balls and soccer outfits.
I think it will be different country to country. When you look at the wealth level in the United States, if you can afford a car today, a lot of people would still rather own one and have the simplicity of it always being available for them and their family. But I actually don’t need to have a strong conviction on this either way. If theres a heavy shift in the model of consumption, we’re equally ready for that.
Im surprised how much attention the business model gets. If one end of the spectrum is traditional ownership as we know it today, and the other end of the spectrum is pay as you go, we’re not being very imaginative. There are going to be a lot of things in the middle. Maybe I own the vehicle during the daytime and somebody else uses the vehicle at night. Maybe the vehicle’s mine during the week and another family’s during the weekend. Maybe the vehicle’s shared among five or six people as opposed to infinitely shared.
There’s just going to be a spectrum of new ways to consume mobility, the moment the vehicle can drive itself. And our view is we’re going to exist across that entire spectrum. But the only thing that’s absolutely certain that’s necessary for any point on that spectrum is level four. Robotaxis dont work with level three. Personal level four obviously doesn’t work with level three. You need level four. So that’s what we’re focused on.
At the Exceptional Women Alliance (EWA), we bring together accomplished women who mentor, support, and challenge one another to grow as leaders, women, and as human beings. Each month we highlight one of these extraordinary voices and the insights that define her approach to leadership and life.
This month I spoke with Mindy Mackenzie, former interim CEO of Beautycounter, longtime advisor to portfolio companies at The Carlyle Group, and Wall Street Journal bestselling author of The Courage Solution: The Power of Truth Telling with Your Boss, Peers, and Team.
Mindys leadership philosophy challenges the belief that progress requires constant motion. She believes the most important work begins in stillness, in the willingness to pause, listen, and lead from purpose and authenticity rather than pressure.
Q: You say sitting still can feel like agony, and you highly recommend it. Why?
Mindy Mackenzie: Most of us are addicted to motion. We fill every moment because slowing down forces us to face what is really happening inside. Sitting still, truly being with yourself, can feel unbearable at first. It is uncomfortable, but it is also where truth lives.
If you can sit quietly, even for a few minutes, you will start to hear what is real instead of what you are performing. That is the beginning of clarity.
Q: Why is this so hard for successful women leaders?
Mackenzie: Because we have been conditioned to equate busyness with value. High-performing women often measure their worth by what they accomplish. The problem is that when you stop, you have to confront the question underneath it all: Who am I when I am not producing?
I think a key concept is understanding who you are outside of your role. Many leaders do not know that answer, and that lack of separation between identity and achievement is what makes stillness so uncomfortable.
Q: How can leaders start practicing stillness in a real way?
Mackenzie: You do not need to go to a monastery or sit in 17 yoga retreats. It does not take five hours a day. Sit in your closet for five minutes. Set a timer. Just get in touch with yourself and allow whatever comes up.
When I work with executives, I remind them that they are human choosers. Every day you have the choice to lead from pressure or from presence. I ask one question: What do you choose right now?
It sounds simple, but it changes everything.
Q: You draw a connection between leadership and parenting. How do the two overlap?
Mackenzie: Parenting teaches humility, patience, and listening before responding. Those skills are exactly what leadership requires.
At home, I often ask my family, on a scale of one to 10, how are you feeling about this? I use the same approach in business. The answers usually surprise me. You think you know where someone stands, but you do not until you ask.
That question opens real dialogue. It moves a conversation from assumption to understanding. In leadership, that shift builds trust, and trust is the foundation of every strong culture.
Q: How do you define authentic impact?
Mackenzie: Real impact comes from genuine care. I even use the word love in business, which makes people squirm, but I genuinely love the people who work for me and they know it.
I’ve paid attention to the bosses who have sucked the energy out of the room versus the bosses who have given energy. True, amazing impact that lasts on people’s lives comes from leaders who bring that conscious intention to how they show up. That’s the measure of leadershipthe energy you give, not the energy you take.
Q: What do you want leaders to take away from this approach?
Mackenzie: Telling yourself the truth about how you really feel is tremendously hard, and it is a radical act of courage. All of these concepts are so easy to say, and they are a lifetime’s work.
We need to be reminded because we forget, we get caught up. What can you do? Just try to pause and go, what is happening here? What am I choosing right now? And then not judge it or beat yourself up with self-flagellation. The old way is saying I’m not good enough, I’m bad, I’m wrong. The new way is just acknowledging how you feel and letting it be okay.
Larraine Segil is founder, chair, and CEO of The Exceptional Women Alliance.
Ford Motor said on Monday it will take a $19.5 billion writedown and is killing several electric-vehicle models, in the most dramatic example yet of the auto industry’s retreat from battery-powered models in response to the Trump administration’s policies and weakening EV demand.
The Dearborn, Michigan-based company said it will stop making the F-150 Lightning in its electric vehicle form, but will pivot to producing an extended-range electric model, a version of a hybrid vehicle called an EREV, which uses a gas-powered generator to recharge the battery. The company is also scrapping a next-generation electric truck, codenamed the T3, as well as planned electric commercial vans.
Instead, Ford said it will pivot hard into gas and hybrid models, and eventually hire thousands of workers, even though there will be some layoffs at a jointly owned Kentucky battery plant in the near term. The company expects its global mix of hybrids, extended-range EVs and pure EVs to reach 50% by 2030, from 17% today.
Ford will spread out the writedown, taken primarily in the fourth quarter and continuing through next year and into 2027, the company said. About $8.5 billion is related to cancelling planned EV models. Around $6 billion is tied to the dissolution of a battery joint venture with South Koreas SK On, and $5 billion on what Ford called program-related expenses.
The automaker also raised its 2025 guidance for adjusted earnings before taxes and interest, to about $7 billion, up from a previous range of $6 billion to $6.5 billion.
Fords shift reflects the auto industrys response to waning demand for battery-powered models, after car companies plowed hundreds of billions of dollars into EV investments early this decade. The outlook for electrics dimmed significantly this year as U.S. President Donald Trumps policies yanked federal support for EVs and eased tailpipe-emissions rules, which could encourage carmakers to sell more gas-powered cars.
U.S. sales of electric vehicles fell about 40% in November, following the September 30 expiration of a $7,500 consumer tax credit, which had been in place for more than 15 years to stoke demand. The Trump administration also included in the massive tax and spending bill that passed in July a freeze on fines that automakers pay for violating fuel-economy regulations.
Rather than spending billions more on large EVs that now have no path to profitability, we are allocating that money into higher-returning areas, said Andrew Frick, head of Fords gas and electric-vehicle operations.
The F-150 Lightning rolled off assembly lines starting in 2022 with much fanfare comedian Jimmy Fallon wrote a song about the truck. Ford increased production of the model to meet an influx of 200,000 orders, but sales havent kept pace. The company sold 25,583 Lightnings through November of this year, a 10% decrease from the prior-year period.
The successor to the F-150 Lightning, the T3 truck, was supposed to be built ground-up for production at a new complex in Tennessee, and be a core part of Fords second-generation EV lineup. Ford is now replacing production of the EV pickup with new gas-powered trucks starting in 2029 at the Tennessee factory.
Ford effectively killed the entirety of its announced second-generation of EV models with Mondays announcement. For its future EV lineup, the company is shifting focus to more affordable EV models, conceived by a so-called skunkworks team in California. The first model from that team is slated to be priced at about $30,000 and go on sale in 2027. This midsize EV truck is being built at Fords Louisville plant.
(Corrects the location of the battery plant to Kentucky, not Tennessee, in paragraph 3)
Nora Eckert
AI is quickly moving beyond rote tasks and into the realm of bigger-picture decisions that once relied only on human judgment. As companies treat AI as a thinking partner, the technology also introduces new risks. But the efficiency gains are hard to ignore, and companies are going head first into adoption.
Its very much like a chief of staff or a senior adviser, says Stacy Spikes, CEO of cinema subscription service MoviePass. To Spikes, AI platforms are a second or third set of eyes, helping him approach vendors or handle tricky people-to-people situations. He says he treats AI as a sounding board, not a decider.
Im not letting it make the decision for me, or letting it predetermine what I’m going to go in and do, but I’m having it give me a better understanding, he says.
Spikess experience shows the tension companies face as they roll out early use cases. AI can help employees act quickly and with greater precision, but organizations are still weighing what works and what doesnt, where the guardrails should be, and how to prevent judgment from slipping into autopilot.
Across industries, leaders are now testing the interplay between AI and human judgmentand developing the processes that let the two work together.
AI as a strategic partner
Spikes embeds AI into his executive workflow. He likens it to how large firms use management consultants to map scenarios and risks, as well as act as a sounding board. He uses AI to help with complex decisions across people dynamics, situational gray areas, and selecting external partners or service teams: It could, for example, offer advice on handling disagreements between colleagues or partners, or offer alternate perspectives that challenge someones initial point of view.
I’m constantly having conversations with different AI tools, says Spikes. Ill give them information and have stand-up conversations with themalmost like a full research team, the way you would use McKinsey or PwC consultants. He says hell come to a fork in the road of decisions and uses AI to decide this pathway or that pathway.
Hell run scenarios related to ambiguous judgment calls through multiple models to compare perspectives, before stepping in himself. He says no sensitive data is shared with LLMs; when hes working with his team or vendors, he often asks for ideas on handling challenging milestone situations, including when the company has set goals or KPIs and misses them. The AI doesnt replace his decision-making; rather, it simply gives him more insight with which to make a decision.
He points to a recent case with a contractor he let go. The work ended in the first week of the month, but the contractor insisted on being paid for the full month. Spikes ran the scenario through two different AI models. One gave a firm, black-and-white answerprorate the work and move on. Another tool framed the issue more gently, emphasizing the persons past contributions. While Spikes ultimately held to his earlier decisionprorating the paymenthe says the AI conversations influenced the tone, leading him to approach the discussion with more empathy.
He thanked the vendor for their earlier work but explained that prorating was necessary to maintain fairness across the team, especially since people talk, he pointed out. But had he not consulted AI, he may not have been nudged toward that balance. Asked whether AI changed the underlying decision, Spikes says no, but it influenced his tone.
It made me a little bit kinder than I would have been.
Supporting day-to-day decisions
Elsewhere, companies are weaving AI into operational decisions to give employees clearer visibility and speed up decision making.
Dave Glick, Walmarts senior vice president of enterprise business services, says corporate teams use an internal AI tool called the associate super agent. It works like a single front door: employees ask a question, and the system quietly hands it off to small, task-specific tools in the background.
One use case is when employees want to understand what went wrong with a shipment or delivery. A shipment might arrive without a corresponding purchase order or end up at the wrong building; the AI system gathers data from multiple sources to piece together what likely happened.
Many of these tasks are sort of detective work, Glick says. This purchase order showed up at the wrong building, or this shipment showed up and we dont have a purchase order for it. So, the AI pulls everything together and shows them what likely happened.
Glick emphasized that the human remains in control and can override any conclusion the AI suggests. What used to require digging through multiple databases is now compressed into a much faster preliminary review, with the AI assembling the data before the employee makes the call.
Ultimately, the value of AI comes down to its ability to find and assemble the right data; if the data isnt clean, AI cant meaningfully support a decision.
Marne Martin, CEO of expense-management software firm Emburse, noted that AI works best when the decision is repeatable and the data feeding it is clean. If you have more than 3.5% of inaccurate or highly biased data in your model, you will not get to the accuracy that you can just trust AI, she says.
Similarly, Infosys CTO Rafee Tarafdar says the IT services firm ties AI reliance to risk: the higher the stakes and the shakier their confidence in the model for a given use case, the more a human needs to step in.
Is it risky to over-rely on AI?
The efficiency gains from using AI are early wins, but researchers caution that exposure to AI can change how people act, prompting them to defer to either AIs judgment too much or default to more control-oriented responses.
In an interview, University of Massachusetts Lowell associate professor of management José-Mauricio Galli Geleilate says his research shows that consulting AI turns your framing of the problem and how you see the problem, nudging leaders more towards control, like punitive or surveillance-oriented solutions.
His co-author Beth Humberd, also an associate professor of management at UMass Lowell, describes the effect as a kind of psychological distancing: when managers turn to a machine instead of a colleague, you dont have the human cues that you would have in asking another person for their thoughts, she says, which make you pause and consider the person on the other side.
Léonard Boussioux, an assistant professor of information systems at the University of Washingtons Foster School of Business, says his research shows people can quickly fall in line with AI because the models are really good at crafting sound arguments, and humans tend to trust anything that feels logical and well-articulated.
To curb these effects, researchers say organizations need to build in frictionby forcing people to slow down, questioning the output, and bringing in human context that AI cant capture.
Companies say theyre using I to augment but not replace human judgment. And as adoption grows, many are still figuring out where the handoff will be.
For many, the hurdle may be more cultural than technical: forcing employees to question AIs output, while getting comfortable with its integration into daily workflows.
AI is a level up from where we normally are, says Spikes. A CEO now has another counselor that is limitless in its ability to pull in data and information.
it’s informing me, and it’s giving me a wider point of view.
LinkedIn is often seen as the purview of recruiters and thought leaders. But the professional networking platform is quietly attracting a rather unexpected audience.
According to recent data, 18- to 24-year-olds now make up 20.5% of its user base. That tracks, as college students and recent grads enter a cutthroat job market, eager to build a personal brand and online résumé that might help them stand out from the competition.
Whats more surprising is that high schoolers are also getting in on the game younger than ever, treating the platform as a means to get ahead. High school students are discussing how having a professional online presence before even beginning a career is simply showing initiative. Sharing volunteer work, internships, and professional goals where future employers can see them (and keeping brainrot slang content on TikTok) shows ambition, some argue. The pressure to hit 500 connections is real.
LinkedIn opened its doors to users 13 and up back in 2013, long before todays teens were even online. But Gen Z and Gen Alpha are coming of age in a world where career anxiety starts early, as social media feeds them an endless scroll of entrepreneurs, side hustlers, and monetizable passions complete with six-figure salaries, however unrealistic it may be.
As a result, early signs have shown that Gen Z and Gen Alpha may have stronger entrepreneurial aspirations than previous generations. A new survey of 2,002 Gen Z and Gen Alpha users (ages 12 to 28) by social commerce platform Whop found that more than half are already using the internet to earn money through digital side hustles like selling vintage clothing, streaming video games, and posting on social media.
And its paying off. Gen Alpha members report making an average of $13.92 per hour from digital pursuits, well above the federal minimum wage. When teens are bringing in the equivalent of a $28,000 salary before they can drive, its no wonder they want a professional profile to match.
For some teens, the platform acts as a great equalizer. LinkedIn can connect students, especially those who dont come from wealthy or well-networked backgrounds, to mentors, internships, and career paths they might not otherwise be aware of. Tools like LinkedIn Learning offer free courses in leadership, coding, design, and more.
Yet, comparison culture is rampant across social media. And LinkedIn is no exception. The pressure of worrying about future careers is taking grip younger and younger.
As the World Economic Forum’s The Future of Jobs and Skills report estimated back in 2016, 65% of children entering primary school that year will likely work in roles that didnt even exist yet. The same will most likely be true another decade from now. If you dont even know what job youll be applying for when you graduate, theres really no use worrying too much about it.
After all, you only are 15 once.
Stretch fabrics are notoriously hard to process. When your old leggings wear out, they will probably end up in a landfilleven if you try to drop them off for recycling. But a Manhattan startup has developed a new material that could finally make this corner of the apparel industry circular.
Theres a reason why billions of pounds of textiles ends up in landfills, says Gangadhar Jogikalmath, cofounder and chief technology officer of the startup, called Return to Vendor. When we dial it down to the microscopic scale, it’s because everything that we wear has blends of yarn put together to create this apparel nylon blended with spandex, wool with nylon, cotton, polyester.
Any fabric blend is hard to disassemble, and stretch fabric is especially challenging. You cant shred it, says Jogikalmath. The spandex melts at a lower temperature, gums up the recycling machinery, and your recycling system really suffers from having even a small amount of spandex in it.
To tackle the challenge, the startup has spent the last four years designing fabric that uses a single materialnylonand transforms it so that a material with fibers that normally wouldnt stretch suddenly can. Then, at the end of its life, since its a mono material, it can easily be recycled and turned into new fabric for new clothing.
[Image: RTV]
Making stretch fabric from a single material
Jogikalmath, who started his career as a protein chemist, took inspiration from the way that proteins are structured. Normally, nylon has tight hydrogen bonds that make the material stiff and resistant to stretching. Using a protein-inspired approach, the startup re-formulated the structure so that the molecules can slide past each other under stress and then spring back when the stress is released.
After making a proof of concept and raising a seed round of funding from Khosla Ventures, the team went through years of R&D. This year, it worked with a mill that specializes in stretch fabric to make samples of the final material. They were equally as excited with the results, says CEO and cofounder William Calvert. And now were putting it through the paces where it can be commercialized.
With the use of the startups chemistry, the material can be made in any mill that makes nylon yarn, not just those that specialize in stretch. After the yarn is made, it can be made into fabric without adding any new machinery or process changes, meaning that it could easily scale up, unlike some other novel materials.
The material is made from recycled nylonturning old fishing nets or carpet into new fiberand is already at cost parity with virgin nylon. But the cost will keep going down the more its recycled; as brands collect their old clothing for recycling, the next generation feedstock will cost even less.
Theres strong demand across multiple categories, says Calvert, from athleisure to intimate apparel and outdoor wear. Brands are now beginning to test it in pilots. When I put it on LinkedIn, the brands started calling, says Jogikalmath.
A bigger vision for circularity
To ensure that final garments are fully recyclable, the company has also redesigned smaller components like zippers and buttons so they’re also made from 100% nylon. (One designer, Willy Chavarria, has already worked with the startup to use some of these materials to make baseball hats, swim trunks, and eyewear.)
The startup’s basic approach for stretch fabrictweaking nylon so that the material has new characteristicscan also be used in applications outside apparel. The company is currently working with a large motorcycle brand to make new injection molded parts, for example.
The company will work with brands to get back the clothing that’s made with its material at the end of life. Brands can include a label so customers know that the garment or other product is fully recyclable. “We want to be the ‘Intel Inside’ of circularity,” says Jogikalmath.
In the fashion world, where brands are continually looking for new ways to cut their carbon footprints, the stretch fabric has the potentially to quickly scale. “When you have a huge carbon savings, when it’s recycled, it’s recyclable, and it comes in at cost and performance parity, why wouldnt they adopt it?” says cofounder and chief recycling officer Adam Baruchowitz. “It’s a complete win for them, and for everyone: for the brand, for the customer, for the planet.”
