A new report has uncovered a community of Roblox players who digitally re-create and play through real-life school shootings.
Known as Active Shooter Studios, or A.S.S., the group has attracted hundreds of fans on Roblox with detailed recreations of horrific mass shootings, including Columbine, Uvalde, and Parkland, according to a report published this week by the Anti-Defamation Leagues Center on Extremism.
The disturbing games are created by anonymous users using Robloxs in-game tools and browser. In one game viewed by Bloomberg, more than 60 players surrounded a school holding pitchforks, chanting the white supremacist phrase You will not replace us. The game has since been removed.
One of A.S.S.s most popular maps re-creates the 1999 Columbine shooting, allowing players to take on the roles of mass murderers Eric Harris and Dylan Klebold. Players can maim and dismember otherssomething nominally prohibited by Robloxs community standardsfighting to the death or eventually committing suicide when police arrive in the game.
The A.S.S. is part of a darker corner of the internet known as the True Crime Community (TCC), an online subculture where followers idolize serial killers and mass murderers. The Columbine shooting is among the events most romanticized by TCC members.
A Roblox spokesperson told Fast Company, Roblox is committed to safety and civility, and our Community Standards explicitly prohibit any content or behavior that depicts, supports, glorifies, or promotes terrorist or extremist organizations in any way. They confirmed that steps are taken to remove material and accounts that violate these standards.
We have a dedicated team focused on proactively identifying and swiftly removing such content, as well as banning the individuals who create it, and we will continue to diligently enforce our policies, they added.
This is not the first time such re-creations have been found on the platform. The ADL previously discovered re-creations of the 2019 mosque shooting in Christchurch, New Zealand. Despite Robloxs efforts, removing these maps often becomes a game of whack-a-mole. According to the report, A.S.S. members have started hosting games on paid Roblox private servers to evade detection.
With over 80 million active users logging onto Roblox dailymany of them children or teensgames that glorify mass violence risk desensitizing players and may serve as a gateway to other extremist content.
However, Roblox insisted the vast majority of users on its platform do not seek out A.S.S. content and that it is not easily searchable. Because of the swift, proactive safety measures we have in place, it is very unlikely users would be exposed to such content on our platform, the spokesperson said.
Combatting content that supports extremist views is an internet-wide challenge, as these individuals constantly try to evade detection, they continued. We work closely with other platforms and in close collaboration with law enforcement to keep content that violates our policies off our platform.
Yesterday was an eventful day for shareholders and employees of Intel Corp. The American chipmaker reported its Q1 2025 results while its new CEO, Lip-Bu Tan, confirmed earlier reports that Intel would be laying off employees. Heres what you need to know about those layoffs and the latest movement in Intels stock price.
New Intel CEO Lip-Bu Tan confirms job cuts
The most devastating news to come out of Intel yesterday was that earlier reports were correct and the company would be laying off employees.
On Wednesday, Bloomberg reported that Intel was preparing to lay off up to 20% of its current workforce. Given that Intel reported having 108,900 employees at the end of 2024, that 20% cut would equate to roughly just under 22,000 people being laid off. The 22,000 layoff figure, if accurate, would be larger than Intels last round of mass layoffs in August 2024, when then-Intel CEO Pat Gelsinger announced 15,000 job cuts.
Intels CEO confirmed the new job cuts in an email he sent to employees on April 24, which Intel then later published on its website. In the email, Tan laid out his desire for Intel to once again become an engineering-focused company so it can better compete in the chip marketplace and begin innovating again.
But in order to refocus the company to one that is engineering-first, Tan said Intel will need to find ways to reduce its existing costs. Some of that cost reduction will come from layoffs. In a poorly subtitled section of his email called Flattening the Organization, Tan said he was a big believer in the philosophy that the best leaders get the most done with the fewest people.
In order to refocus the company on engineering, Tan said, Intel would need to remove its organizational complexity and unnecessary bureaucracy. To this end, Tan said there was no way around the fact that these critical changes will reduce the size of our workforce.
However, Tan didnt state the size of this workforce reductionneither in terms of the number of employees that will lose their jobs, nor in the percentage of Intels workforce that would be let go. That means it is currently unknown if Bloombergs 20% figure was correct.
Fast Company has reached out to Intel for comment on the number of upcoming layoffs.
What Tan did confirm is that the layoffs would happen in Q2which is Intels current quarter. He also said that the company will move as quickly as possible [with the layoffs] over the next several months.
Intel stock price sinks after Q1 earnings results
But Intel employees werent the only ones who got bad news yesterday. Investors did, too. After Intel released its Q1 2025 numbers yesterday, the companys stock (Nasdaq: INTC) is currently down a significant amount in premarket trading this morning. As of the time of this writing, INTC shares are currently down around 6.7% to just above $20 per share.
INTC shares had gained 4.3% yesterday to close at $21.49 before the company revealed its Q1 performance.
Unfortunately, investors usually see layoffs as a good thing for a company because when a company lets go of workers, it can save a lot of money. Fewer employees mean fewer associated costs. Yet still, INTC shares are down after the companys Q1 results and layoffs confirmation.
But why?
Intel announced that its Q1 revenue was $12.7 billionessentially flat year-over-year. It also reported a loss equal to 19 cents a share. But those disappointing numbers didnt seem to bother investors as much as Intels quarterly forecast for its current Q2.
Intel issued revenue guidance for its Q2 of $11.2 billion to $12.4 billion. But as Reuters notes, the analysts’ average estimate was $12.82 billion. Many investors thus saw the guidance as an admission from Intel that its turnaround effort will take time.
The company is largely seen to have fumbled the opportunity to take advantage of the AI boom in the early years of this decade, and thus seeded AI chip dominance to Nvidia. Intels Tan is now hoping to make Intel into an AI chip juggernaut, but the companys guidance suggests thats not going to happen overnightand certainly not in the next quarter.
Until yesterday, Intel was one of the few major tech companies in America whose shares were up for the year. INTC closed yesterday at $21.49, up 7.18% for the year. But with its nearly 7% premarket decline this morning, INTC shares are now essentially flat for the year to date.
Looking out to a longer timeline, INTC shares have performed much more poorly. As of yesterdays close, INTC shares had fallen nearly 38% over the past 12 months. Over the past five years, INTC shares were down nearly 64% as of yesterdays close.
Job interviews are the fortune cookies of hiringvague and often misleading. But companies keep using them, despite research suggesting that typical job interviews are mostly unreliable predictors of future job performance, because they give hiring managers the illusion of insight, and a convenient way to validate gut instinct with zero data.
Its not that all interviews are useless; some formats, like structured behavioral interviews with scoring rubrics, including AI-based scoring algorithms that match responses to actual outcomes and future performance, can be moderately predictive. But the typical unstructured interview? Oftentimes, it conveys the illusion of predictability by allowing hiring managers and interviewers to unleash their biases and subjective preferences during the interview, and then reactivate those same biases during their job performance ratings and evaluations of those candidates, once they become employees. Its mostly a personality contest masquerading as a talent evaluation.
The candidates who perform best in interviews are often the ones with the most confidence, charisma, and charm. Unfortunately, these traits are also the calling cards of narcissists, Machiavellians, and the occasional smooth-talking psychopath. What passes for “leadership gravitas” can often be ego dressed in a blazer.
In fact, studies show that narcissists are more likely to be seen as competent in interviewsespecially by less experienced, trained, or qualified interviewers who confuse bravado with ability.. So how do you stand out in an interview without sounding like you’re auditioning for a TED Talk titled “Why I’m Amazing (and You’re Lucky I’m Here)”?
Here are five science-based recommendations:
1. Quantify your brilliance instead of announcing it
Its one thing to say youre a strong leader. Its another to say you managed a team that increased revenue by 35% in under a year during a hiring freeze. Guess which one gets remembered? Vague self-praise triggers skepticism. Data builds trust. Candidates who provided specific behavioral examplesespecially with measurable outcomesare generally rated significantly higher in competence and hireability. Swap generic lines like Im results-oriented for I led a cross-functional team that reduced churn by 28% in Q3. And when you do this, resist the urge to sound smug. If your data is good, it speaks for itself. No need to add a drumroll.
2. Be confident enough to admit what you dont know
Ironically, one of the most confident things you can do in an interview is say, I dont know. Not followed by silence, of coursebut followed by . . . but heres how Id go about figuring it out. This signals humility and problem-solving, a combo thats far more attractive than pretending youve mastered every domain from supply chain to quantum physics. As psychologist and author Tasha Eurich suggests, self-awarenessparticularly awareness of ones own limitationsis a key marker of effective leadership. If you mention a skill you havent mastered, follow it with a brief story of how youve successfully learned something similar.Now youre not just self-awareyoure coachable. In todays volatile and unpredictable job market, people should care less about what you know, and more about your ability, disposition, and willingness to learn in the future.
3. Show you have empathy
Narcissists tend to lack empathy. So, if you want to distance yourself from that ego-obsessed camp, demonstrate that you can see the world through someone elses eyes. Empathy isnt just about being nice in interviews. Its about showing an ability to collaborate, manage conflict, and not derail an entire Slack thread with your emotional immaturity or self-centered delusional rants.Same rule applies to the job interview: When you describe past experiences, include others in the narrative. What were their challenges? How did they feel? How did you adapt your approach to help? How did you realize they felt and reasoned? Ask your interviewer thoughtful questions about the team dynamics, not just your potential title. It shows you care about humans, not just your LinkedIn profile.
4. Let your achievements shine, but dont dwell on them for too long
The bigger the accomplishment, the more chill you should be when you mention it. Theres a fine line between thats impressive and wow, do you talk about anything else? Weve all met someone who peaked in high school sports and never got the memo.
Think of it this way: if youre a big deal, you dont need to say ityour story should do the heavy lifting. Let your success land quietly and let the interviewer be the one who leans in. For example, instead of I turned around a failing division single-handedly, try I was fortunate to be part of a turnaround effort that ended up boosting performance by 40%. In other words, same data, less ego.
5. Read the room
Heres a wild idea: Focus more on the people interviewing you than on your own performance. Read the room. Listen actively. Make eye contact. Nod (at appropriate times, not like a bobblehead). Pause to check if your answers are clear. It sounds basic, but narcissists are notoriously bad at this. They monologue. They steamroll. They mansplain. They circle back to points no one asked about.So if you want to distinguish yourself, be the person who not only speaks wellbut listens even better. For example, after you answer a question, try asking, Did that answer what you were hoping to learn? or Would you like more detail on that? Its called being a kind and socially skilled human, and its rarer than you think.
Final thought: Be the antidote to the ego parade
The truth is, narcissists can be magnetic in interviews. But so can people who are competent, thoughtful, and self-aware. The latter are just more unusualand in far greater demand once the honeymoon phase is over and actual work begins. So, the next time you walk into an interview, remember: You dont have to dazzle with hype.You just have to seem real, competent, and curious enough to connect. Confidence is great, but only if it helps you persuade others that you are competent. In contrast, humility in the face of complexity will make you stand out, because modest competence beats delusional confidence (most of the time).
Lets get one thing out of the way right now: If youre taking photographs with a Polaroid camera in the 21st century, its not because pristine image quality is your overarching priority. In the digital age, the dreamy imperfection of Polaroid pictures is part of their appeal. Theyre never that sharp, and no two come out exactly the same. Even Fujifilms Instax camerasinstant photographys current market-share giantproduce more consistent results.
Still, even people who love Polaroids analog soul and tactile immediacy have their limits. Each shot from an eight-photo film pack costs about $2.25, considerably more than Instax shots. Thats less than it did in instant photographys golden age decades ago, once adjusted for inflation, and you can save by buying multipacks of film. But paying more than two bucks to take a photo is a shock to the walletespecially given that digital ones are effectively free. So youd probably like to get the best pictures your Polaroid camera can muster, or at least avoid outright misfires.
[Photo: Polaroid]
Thats the idea behind the companys newest camera, the Polaroid Flip. At $200, its pricier than the diminutive Polaroid Go ($95), entry-level Polaroid Now ($120), and slightly above-entry-level Polaroid Now+ ($140). The additional investment buys you several features designed to improve your odds of getting pleasing shots in a variety of shooting environments. (Meanwhile, the high-end Polaroid I-2, with its fancy lens and manual settings, is aimed at the select group of photographers who crave more artistic control and are willing to spend $450 on an instant camera.)
The Flip in the cameras name references its most obvious new element, a flippable bar that houses the flash and some LED indicators. Relocating the flash let Polaroid increase its size and distance from the lens, both of which can improve photo qualityjust as they did back when original Polaroid models such as the Sun 600 sported a similar design. That is particularly critical given that instant photos benefit from turning the flash on in pretty much any environment except bright sunlight.
The Polaroid Flips improved flash helps in dimly lit environments.
The Flip upgrades the two lenses used by Polaroids cheaper models to a four-lens system capable of sharper results at a wider range of distances. It also has sonar autofocusing, a technology the company first used almost 50 years ago in one of the worlds first autofocus cameras that works equally well regardless of lighting. None of these features transforms the look and feel of the photos youll get, but they help eke out better image quality in tough conditions.
Along with helping you take better pictures, the Flip has a new feature that prevents you from taking bad ones. If you try to take a photo of a subject thats too close or insufficiently lit, a red light displays in the viewfinder. In extreme cases, the shutter button wont fire at all. Stine Bauer Dahlberg, Polaroids chief product officer, reminded me that one of the most famous original Polaroid cameras, 1965s Swinger, did something similarthough I like its approach even better: If its vetting confirmed you could take a good photo, you saw an affirmative YES in all caps.
Compared to Fujifilmwhich offers several hybrid Instax cameras melding digital sensors and film outputPolaroid seems happy, so far, to stick to its traditional roots. The Flip does connect to Polaroids smartphone app via Bluetooth, opening up options such as exposure compensation and manual control of aperture and shutter speed. But even if you adjust some of the settings on your phone, the resulting photos are still analog through and through.
Functionally and aesthetically, most 21st-century gadgets bear little resemblance to gear of the 1970s and 1980s, unless theyre going out of their way to embrace a retro vibe. By contrast, a citizen of 1985 transported to 2025 would unhesitatingly identify the Flip as a Polaroid camera. Yet its striking resemblance to the models of yore doesnt feel like an act of nostalgia. Why mess too much with something that still works? The classic Polaroid design did, and does. Pressing the red shutter button and listening to the whirring as the photo emerges from the slot in front is still a satisfying experience. Take someones photo, and theyll be curious how it turned out in a way thats less common with smartphone photos. Even a Polaroid camera thats just sitting on your desk provokes questions and smiles.
My biggest quibbles with the current Polaroid experience are with the film, not the camera. The company still hasnt quite gotten its quality back to where it was before the old Polaroids near-death experience early in this century. Nor do photos develop anywhere near as quickly as the old ones did and Fujifilm Instax ones do today. Keeping up with demand for film packs also seems to tax Polaroids production capacity: Earlier this week, the classic white-frame version was out of stock on the companys website. (Its back as I write this, and usually seems easy enough to find at retail.) Dahlberg told me Polaroid is still working on film improvements: There are a couple of things that we’re doing right now that are going to be more visible soon.
Now, at some point in every article about Polaroid in the 21st century, it has been obligatory to marvel at the factthat instant photography is still a thing and that the companywhich went bankrupt twice and once abandoned camera and film productionremains extant. Such wonderment seems less and less essential. After all, its been almost two decades since a band of enthusiasts calling themselves the Impossible Project took over the only remaining Polaroid film factory. That last-moment gambit eventually led to it acquiring the Polaroid brand, launching new cameras, and securing shelf space in places such as Best Buy and Target. Fujifilms Instax, meanwhile, never stopped booming.
Human beings, it turns out, still like to take instant film photosincluding people who werent even alive in Polaroids heyday. At this point, its safe to say the medium isnt going anywhere. If you want to partake in it, the Flip is one of the best options Ive seen, and certainly worth the $60 premium over Polaroids Now+. Its available for purchase on the companys site and will be in stores next month.
You’ve been reading Plugged In, Fast Companys weekly tech newsletter from me, global technology editor Harry McCracken. If a friend or colleague forwarded this edition to youor if you’re reading it on FastCompany.comyou can check out previous issues and sign up to get it yourself every Friday morning. I love hearing from you: Ping me at hmccracken@fastcompany.com with your feedback and ideas for future newsletters. I’m also on Bluesky, Mastodon, and Threads, and you can follow Plugged In on Flipboard.
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The average adult spends five hours and 48 minutes each day looking at their phones. Heineken thinks thats way too much time and has launched a new campaign encouraging people to put their devices down and socialize more in person.
Ideally, with a beer of course.
With consumers spending 88 days per year scrolling on their phones, the Dutch brewer this week is kicking off a Social Off Socials marketing blitz thats built around the premise that adults acknowledge they spend too much time online, but also feel trapped in a vicious cycle of social media addiction.
Heineken commissioned a study of 17,000 adults of legal drinking in the U.S., U.K., and seven other international markets and found that more than half of adults feel overwhelmed keeping up-to-date with social media. Nearly two-thirds say they are nostalgic for the 1990s when there were no smartphones.
Social Off Socials will include a TV ad spotwhich counterintuitively, also appears on social mediaand stars singer Joe Jonas and influencers including Dude with Sign, Lil Cherry, and Paul Olima.
The spot depicts empty highways with abandoned cars, quiet streets, and influencers who are freaking out because they arent getting any views or likes from their content. Where is everybody, Jonas screams. It turns out they are all at the bar, sans phones and having a great time.
Championing social life is at the core of what we do, says Nabil Nasser, global head of the Heineken brand, during an interview with Fast Company. And addressing the barriers to social life, the enemies of social life, is at the core of this campaign.
One of those enemies, which Heineken has been confronting for some time, is excessive use of the phone thats driven by doom scrolling on TikTok, Instagram, and other social media channels. Too much reliance on technology is a theme that also appeared in Heineken’s The Boring Phone and Forgotten Beers ad campaigns last year.
Boring Phone, in particular, leaned on the insight that some consumersin particular those from the Gen Z cohortwere eschewing the smartphones and instead buying flip phones to help curb their online addiction. Heinekens Boring Mode mobile app blocked notifications, the functions of the camera, and other apps for a set period of time to help users unplug.
Gen Z needs to hear this
Heinekens survey found that Gen Z is even more addicted to their phones than older generations, with daily usage rising to six-and-a-half hours for that demographic. One in 10 spend over 12 hours each day looking at their phone screens. Gen Zers are also more likely to say they feel drained by the amount of time they spend speaking to other people online.
Gen Zers are aware there is a time and a place for technology, says Nasser. And they also long for real-life connection as well.
Four out of 10 adults surveyed by Heineken also reported that they speak to people on their phones more than they do in real life, and even with all those connection points, three in five say they feel lonely. That ties into the loneliness epidemic thats become a rising concern among health care professionals, including former U.S. Surgeon General Vivek Murthy.
Bars, hotels, restaurants, and stadiums can play a role in helping mitigate those feelings of loneliness.
Last year, Heineken announced a $50 million investment in revitalizing U.K. pubs, a reaction to high inflation. The investment also points to Heinekens own business interests in keeping spaces open where consumers can meet and talk around a beer. Thats especially key in mature markets like the U.S., where brewers are facing competition from ready-to-drink cocktails and non-alcoholic beers, resulting in lower consumption of traditional ales.
Protecting the bar makes business sense, but it also makes sense for our communities and consumers, says Nasser. It is a place where people go to socialize.
Heinekens new ad campaign was filmed in South Africa and developed by the brewer along with creative agency LePub, which is part of French ad giant Publicis Groupe. Jonas, who stars in the spot, filmed his scenes amid his busy touring schedule. Jonas will also appear at an in-person event, hosted by Heineken in Manhattan, that promotes disconnection.
The intention is that when Jonas performs his new song, Heart by Heart, the crowd will unplug and simply enjoy the moment.
The musician says there are benefits to being online, including socializing with friends, and finding new music and artists. But Jonas adds that he was enticed to appear in the campaign because he liked the idea of encouraging people to be on their devices less frequently.
I could be using that time to meditate, or reading or writing, or pick up a guitar, says Jonas. Find a healthier balance. And spend time with friends, which is why I think the ad that we built really came easily to all of us.
He recalls a recent visit to the Masters Tournament, which is held at the Augusta National Golf Club, where cellphones are prohibited. Moments of panic would set it when hed find himself in a line, with no phone to reach for. And youre like, Oh wait, Im fine, I can be without my phone for another hour, says Jonas.
Dubai, the go-to destination for influencers, is now doubling down on its biggest market with the launch of its very own influencer academy.
Jointly funded by the Dubai Department of Economy and Tourism and a travel content creation agency, the Beautiful Destinations Academy offers three months of social media training for students, aimed at bolstering Dubais tourism industry. The academy is still accepting applications for four budding influencers, who will be paid to travel and live in the city starting next month.
A promotional video by Beautiful Destinations describes the program as an elite training environment where we invest in you to support Dubais unparalleled vision for the future of tourism. Successful applicants will typically train five days a week, with modules covering photography and cinematography, editing and color grading, sound effects, AI tools, industry regulations, and professional development as a travel content creator. At the end of the course, students will receive a certificate from Dubai College of Tourism, with the really special ones offered a full-time job at Beautiful Destinations.
All expenses, including flights and accommodation in a luxury serviced apartment, are covered, along with a livable income for the three-month program. Students will also have access to shoot at some of Dubais most stunning and exclusive locations, normally reserved for celebrities and royalty.
Jeremy Jauncey, CEO and founder of Beautiful Destinations, told The Independent: I want to share what Ive learned with the next generation and give others the chance to experience the coolest career in the world. And theres no better city than Dubaiwhich has inspired Beautiful Destinations creators since our earliest daysto do this in. You dont need to be an expert to applywere looking for raw, hidden talent.
He added: We want to equip young people with the skills to build a solid future in travel content creation, to take advantage of this fast-growing sector. You dont need expensive equipment or formal training just a desire to turn your social media hobby into a dream career.
Issam Kazim, chief executive of Visit Dubai, told The Times UK that the academys launch is a testament to our commitment to fostering creativity, innovation and excellence in the tourism sector. Dubai welcomed a record 18.72 million international visitors last year and recently introduced the “golden visa” (a new visa that allows influencers to live in the UAE sponsorship-free), along with a Dhs 150 million (about $40 million in USD) government support fund to aid influencers.
Given that over half of Gen Zers aspire to be influencers, where better to make that happen than the influencer hotspot of the world? Applicants must upload a 60-second video on travel culture or adventure on Instagram, tag @BeautifulDestinations @VisitDubai #BDacademy, and complete an online form before April 24 to be considered for the first cohort.
It has taken a little over five months and has been anticipated for several weeks, but it now appears increasingly likely that the bromance between Elon Musk and Donald Trump is nearing its end. Musk is reportedly planning to step down from his role overseeing the Department of Government Efficiency (DOGE).
During Teslas latest earnings call this week, Musk said, my time allocation to DOGE will drop significantly next monththough he noted that he still intends to dedicate some time to government issues going forward.
The announcement came as Tesla reported surprisingly poor results, and Musks pivot appeared to serve as a parachute for a business in freefall. Following his remarks and amid expectations that he would now refocus on Tesla, the companys share price rose. This was an off-ramp for Musk out of the Trump White House, says Dan Ives, managing director and senior equity research analyst at Wedbush Securities. The global brand damage, political firestorm, and perfect storm chaos over the past few months will now end this volatile political chapter for Musk.
What Musks departure means for the quasi-governmental agency hes leaving behind remains uncertain. Trump has heavily promoted the potential cost savings DOGE would deliver to U.S. taxpayersthough it’s unclear whether Musks actions have genuinely produced the savings touted by the administration. If Trump hasn’t got bored with DOGE, theres still a chance that he might send a check to voters with a nominal saving, says Bruce Daisley, a former Twitter executive. He’s never expressed much interest in the midterms, so its possible this won’t be of interest by then.
Cary Cooper, professor of organizational psychology at the University of Manchester, believes Trump will continue DOGEs work by appointing another entrepreneur or business titan to lead the agency. Hell appoint another business guy, no question about it, he says. Any new head of DOGE may not feel bound by Musks infamous five things email, which demanded government workers justify their roles by reporting five achievements from the past week. Still, Cooper believes the mission will carry on. It may have been Musk who led the way, but I think Trump wants that to happen as well, because he perceives the civil service to be left of center, Cooper says. DOGE remains Trumps tool for pushing that agenda.
As for the businesses Musk is returning to, opinions are divided. Teslas reputationand share pricehave suffered amid sweeping layoffs and controversial decisions that have impacted many American families. Ives and Wedbush Securities believe Musks stint in government and his perceived callousness will reduce long-term demand for Teslas electric vehicles by as much as 10%. (Musk did not respond to Fast Company‘s request for comment.)
Still, despite Tesla’s recent financial setbacksincluding a near-10% drop in revenueIves remains optimistic about the company’s future. This was the time to close one dark chapter and open a brighter one for the Tesla story, with autonomous and robotics front and center, he says.
Some view Musks exit from government and return to the private sector as a strategic move to salvage his personal brand. His brand is damaged, Cooper says. He is seen as an extreme right-wing person who cares nothing except about helping the wealthy like him to survive. While Musk may have held such views for years, it was his highly visible government role that solidified them in the public eye.
Because of that, the challenges facing the entrepreneur and worlds richest man are only growing. But Musk has faced crises beforeand is likely to try everything to turn things around. Musk is almost certain to try to pull a rabbit out of a hat of merging xAI with Tesla to position Tesla as an AI business, Daisley says. There’s a much bigger multiple [there], and his talk of robotics gives another horizon to chase rather than the EV one that he’s currently losing ground on.
Mel Robbinss best-selling book, The Let Them Theory, has captured the imagination of millions of people, earning critical acclaim and resonating deeply with those seeking peace in a chaotic world. The core premise is simple yet powerful: let people be who they are, let them make their own choices, and most importantly, dont waste your energy trying to change others. Its a philosophy of radical acceptancean invitation to stop being burdened by the expectations, behaviors, and opinions of those around us.At first glance, this mindset seems liberating. Who wouldnt want to shed the weight of trying to control the uncontrollable? In a time where burnout is rampant and people are constantly drained by personal and professional obligations, the Let Them philosophy offers a reprievea way to step back and prioritize emotional well-being.And yet, as compelling as this idea may be, it raises an important question: Is letting them always the right approach?
The Appeal of Letting Go
Theres undeniable wisdom in Robbinss message. Far too many people spend their lives tangled in the choices and behaviors of others, investing enormous emotional energy in situations they have no real power to change. Parents stress over grown childrens choices. Friends stay in draining relationships, hoping people will evolve. Professionals lose sleep over colleagues attitudes and behaviors.In these cases, Robbinss philosophy is a wake-up call: Stop trying to fix what isnt yours to fix. Let them.Let them be irresponsible. Let them be distant. Let them succeed, let them fail. Let them love you or walk away. Let them hold on to outdated beliefs. Let them go down a path you dont agree with. The argument is that by surrendering control over others, you reclaim control over yourselfyour happiness, your peace, your emotional freedom.Its an enticing philosophy, and for certain moments in life, its the exact right thing to do. But what happens when letting go becomes an excuse for disengagement? What happens when let them is applied too broadly?
When ‘Let Them’ Becomes an Excuse
If Let Them is about relinquishing control over what we cannot change, then where does that leave the things we can change? What about the injustices in our world? What about the relationships that are worth fighting for? What about the responsibilities we carry toward our families, our communities, our workplaces?There are times in life when letting them isnt the right answerwhen stepping back is an abdication of responsibility, not a path to freedom. If a colleague is sabotaging team morale, do you simply let them? If a friend is struggling with self-destruction, do you let them spiral? If a system is broken, do you let it stay that way?The truth is, some things are worth our time and effort. Some battles are worth fighting. Some people are worth engaging with, even if change isnt immediate or easy. To withdraw entirely under the banner of Let them is to risk apathy in moments that require action.
A Luxury Not Everyone Can Afford
Then theres another realityLet Them is a philosophy that, in some ways, is easier for those who have already secured success, influence, or financial stability.For a young professional trying to establish a career, the idea of simply letting things happen may not be practical. For parents raising children, letting them doesnt always workyou cant let a child make every decision unchecked. For leaders steering a company, a community, or a movement, stepping back at the wrong moment can mean failure, chaos, or even harm.The ability to disengage from unnecessary drama is a privilege, one that grows more accessible with financial independence, career success, and age. Its no coincidence that many of the most enthusiastic adopters of this philosophy are those who have already reached a place where they can afford to say, Time is precious. I wont waste it.In fact, this may be the true strength of Let Themnot as a universal directive, but as a philosophy particularly well-suited for those in the later stages of life. For those who have already built their careers, raised their children, fought their battles, and established their reputations, Let Them can be a tool for cutting away unnecessary distractions and spending their remaining years in peace.But for those still climbing, still building, still fighting? Let them might not always be the right answer.
Be Selective, Then Commit
So where does this leave us? If we reject a total embrace of Let Them, do we go back to exhausting ourselves in battles we cannot win? Do we spend our lives trying to fix people who dont want to be fixed?Of course not.The balance lies in discernmentin knowing when to let go and when to lean in. Not every battle is worth fighting, but some are. Not every relationship is worth saving, but some are. Not every system is worth engaging with, but some demand our full attention.The key isnt to detach from everything but to be highly selective about where you invest your energy. And once you decide something is worth your time, you dont go halfwayyou go all in.Ive never been one to do things halfway. I dont believe in a life of passive observation. I believe in engagement, in purpose, in fighting for what matters. And while I agree that some thingssome peopleare best left to their own devices, I also know that meaningful change requires effort. If everyone simply let them, where would progress come from?
Lead Them
Theres real value in Let Them, but like all philosophies, its not one-size-fits-all. It works best when applied strategicallywhen used to free ourselves from unnecessary burdens while still engaging with the things that truly matter.For those in the final chapters of life, those who have earned the right to be selective, it may be a mantra of peace. But for those still in the fightbuilding, growing, leading, advocatingthe call isnt to let go entirely. The call is to choose wisely, and when the moment demands it, to step in fully.Because sometimes, the answer isnt Let Them. Sometimes, the answer is Lead Them.
Leaders of todays workplace recognize coaching as a core leadership skill. More and more companies are expecting managers to actively develop their employees and support their growth through regular development conversations.
For leaders who embrace this responsibility, coaching can be incredibly rewarding. But its not always clear how to do it well. Most managers feel comfortable helping employees build technical skills or prepare them for their next role. But when it comes to coaching social and emotional skills, leadership qualities, or behavioral changes, many leaders get stuck. Because the path to success is less clear-cut, more complex, and requires sustained effort over time.
How to coach for behavioral change
As companies increasingly expect managers to step up as coaches, were seeing more and more resources that help leaders build their coaching skills. Doing that requires leaders to learn how to build trust, ask open-ended questions, actively listen, and provide constructive feedback. Frameworks like the GROW model provide a structured approach to coaching conversations.
But when it comes to coaching employees on behavioral changes and social-emotional skills, many managers hit a wall. Traditional coaching methods dont always work. Thats where an evidence-based frameworkoriginally used by executive coachescan help.
The Development Pipeline
The Development Pipeline, created by David Peterson and Mary Dee Hicks, breaks down the often complex process of personal growth into five essential conditions for lasting development. Its a game-changer for managers because it helps them diagnose and address where employees might be stuck in their development process.
This method relies on five key elements to facilitate behavioral development: Insight, Motivation, Capability, Practice, and Accountability. Think of them as interconnected pipelineseach one needs to stay open and balanced for growth to happen. If one element is blocked, progress can stall.
As a manager, keeping these five conditions in mind will help you guide your direct reports through meaningful conversations. Heres how you can help facilitate the presence of these conditions in your regular coaching chats as part of your one-on-ones
1. Insight: Do they understand what to develop and why it matters?
Development starts with awareness. Employees must recognize the gap between their current behaviors and desired outcomes.
Sabina, a Customer Success Director, wanted to help one of her team members exude more confidence in high-stakes meetings. In their one-on-one, Sabina highlighted specific moments where this happened and discussed the impact. This helped her direct report see why building confidence was crucialnot just for herself, but not to undermine her credibility and influence. They made it a specific development goal.
2. Motivation: Are they motivated and committed to making a change?
Even with insight, change wont happen without motivation. Employees need to see personal value in their development goals.
One way to gauge motivation is to ask, On a scale from 1 to 10, how motivated do you feel to work on this?. Pay attention to verbal and nonverbal responses to gain a greater understanding of how motivated your employee feels to put in the time and effort it takes to change. The key is ensuring the goal aligns with what matters most to them. That means their values, career aspirations, and measurement of success in their role.
3. Capability: Do they know how to improve?
Employees need clear, practical ways to develop a skill or shift a behavior. Without knowing how to improve, insight and motivation alone wont lead to progress.
Naomi, a Product VP, needed to coach an employee on receiving feedback without shutting down. The employee wanted to handle feedback more gracefully but didnt know where to start. Together, they broke down the goal into small actionable steps: proactively asking for feedback, deeply breathing while listening, taking notes, visualizing feedback landing in front of her, and looking at it more neutrally from a distance. Doing this allowed the employee to move from awareness to action.
4. Practice: Are they actively experimenting and refining?
New behaviors require practice and repetition. Employees need opportunities to test, tweak, and refine their skills in real situations.
Michael, an Engineering VP, wanted to support his direct report in being more positive and encouraging in team discussions. So they worked on being more positive in meetings. First, he focused on recognizing team contributions. Later, he practiced framing ideas more constructivelyacknowledging a colleagues perspective before sharing his own. Over time, this intentional practice made positivity more of a habit.
5. Accountability: Are they following through?
Progress stalls without follow-ups. You need to conduct regular check-ins to keep the momentum going. Simple questions like How is it going with [goal]? Whats getting easier? Whats still challenging? What do you want to focus on next? help reinforce commitment.
The importance of keeping development on track
At any given time, your employee may be stuck in different parts of their development. As their manager, your job is to identify the bottleneck and provide specific support. Are they lacking insight? Do they need a clearer action plan? Do they require more practice opportunities?
By focusing your coaching conversations on the specific condition that needs reinforcement, you can help them sustain progress. You dont need to know this ahead of your conversation, but you can explore this together by asking open-ended questions and fully listening to what emerges.
Remember, meaningful development doesnt happen overnight. It requires your support along the way. Regular, short coaching conversationsrooted in curiosity and attentive presencecan make a significant impact over time.
Branded is a weekly column devoted to the intersection of marketing, business, design, and culture.
This week Chipotle Mexican Grill announced plans to crack a market that already has plenty of Mexican-food options: Mexico. Specifically, the Colorado-founded, California-based burrito concern said it would work with Mexican firm Alseawhich operates Latin American and European locations of various chains, including Starbucks, Dominos Pizza, and Burger Kingto begin opening Chipotle restaurants in Mexico by early 2026.
Its a confident move at a time when many fast-casual chains are struggling, and businesses in general are scrambling to game the fallout from the Trump administrations ever-evolving tariff regime. On Wednesday Chipotle posted mixed results for the first quarter of 2025 that it attributed mostly to economic headwinds as consumers remain cautious about spending in the volatile trade atmosphere: Comparable-store sales are slightly down, and the revenue of $2.88 billion fell slightly short of analyst estimates.
Still, the chains quarterly revenue was up 6.4% over last year, thanks mostly to opening new locationsand expansion abroad is one way it says it will continue that strategy. Chipotle currently has more than 3,700 locations, and while most are in the U.S., it also has a presence in Canada, the U.K., Germany, France, and the Middle East. In short, the chain clearly seems focused on international growth.
[Photo: Chipotle]
Still, while plenty of U.S. restaurant brands have gone global, selling an Americanized version of local cuisines hasnt always played out well. Dominos Pizza spent several years trying to hook Italians on its speedily delivered pies before concluding that infiltrating one of the worlds proudest culinary cultures wasnt going to happen. And in a more direct comparison to Chipotles plans, Taco Bell has made two attempts to sell an American version of Mexican food to actual Mexicans. Both fizzled.
Taco Bells first venture into Mexico began in 1992, when it already had thousands of U.S. locations but relatively few abroad. The problems, according to a Vice timeline of the chains Mexican forays from 2017, included a mismatch between its menu offerings and the expectations of Mexican diners: Crisp-shelled tacos were an anomaly there, for instance, and had to be rebranded as tacostadas in an attempt to reference tostada crunch. The bigger problem may have been a lack of demandlike bringing ice to Antarctica as one Mexican cultural critic put it at the time. Within two years, the chain withdrew.
It tried again in 2007, this time opening in a higher-end shopping mall (next to a Dairy Queen) near Monterrey and making no particular attempt to be authentic, even keeping french fries on the menu. As one Taco Bell marketing executive put it, the chain would not pretend to be Mexican food. It would simply be Taco Bell food, with an emphasis on value and convenience. Foolish gringos, one Monterrey food writer commented dismissively at the time. Taco Bell withdrew again.
Chipotle hasnt addressed this comparison directly (and declined to comment to Fast Company), but its statement about the Mexico venture alludes to an emphasis on authenticity in its appeal to the Mexican palette, promising its offerings will resonate with guests in Mexico,” according to Nate Lawton, chief business development officer at Chipotle. “The country’s familiarity with our ingredients and affinity for fresh food make it an attractive growth market for our company.” Alsea CEO Armando Torrado added that his firm would leverage its vast knowledge of the Mexican consumer.
Chipotles menu doesnt seem to have tacostada-level issues, but some Mexican-food experts have questioned the chains authenticity in the past, complaining that its burritos are a mass-market take on the form, emphasizing heft over variety. And its current hit offering, a honey chicken burrito, sounds suspiciously tailored to American palettes.
Still, its worth acknowledging that, Mexico aside, Taco Bell today has more than 8,000 locations around the world, including hundreds in Central and South America. And U.S. chains have of course spread across the planet, sometimes adjusting their menus market by market (McDonalds famously tweaks its menu in different markets to add local flavor, like teriyaki chicken sandwiches in Japan and a dosa masala burger in India).
Chipotle has reportedly worked for years to diversify its ingredient and farming supply chain across the Caribbean and Latin America as well as the U.S., but still sources roughly half its avocados from Mexico, making them tariff vulnerable. Given how unpredictable global trade rules are becoming, and Chipotles stated growth goals and strategy, it makes sense that the chain would try to diversify its customer base beyond the United States. Whats less certain is whether Mexican diners are looking to add Chipotles burritos to their diet.
