Five years ago, I bought an e-bike. At the time, the motor-equipped two-wheelers were burdened with an iffy reputation. Was it way easier to get up a hill on one than on a bike without a battery? Absolutely. Did that mean people who rode them were lazy or even cheaters? Some cycling enthusiasts thought so.
But what if the boost provided by your e-bike motivated you to make longer trips and more of themall powered, in part, by your own pedaling? Having logged almost 10,000 miles on my Gazelle, Im certain its been a guilt-free boon to my well-being. Data backs me up.
I thought about that recently while reading about a new study conducted at MITs Media Lab. Researchers divided subjects ages 18 to 39 into three groups and had them write essays on topics drawn from the SAT questions answered by college applicants, such as Do works of art have the power to change people’s lives? One group relied entirely on unassisted brainpower to complete the essay. A second group could use a search engine. And the third could call on ChatGPT.
The study subjects wore EEG helmets that captured their brain activity as they worked. After analyzing that data, the researchers concluded that access to ChatGPT didnt just make composing an essay easier. It made it too easy, in ways that might negatively impact peoples long-term ability to think for themselves. In some cases, the ChatGPT users merely cut and pasted text the chatbot had generated; not surprisingly, they exhibited little sense of ownership over the finished product compared to those who didnt have a computerized ghost on tap.
Due to the instant availability of the response to almost any question, LLMs can possibly make a learning process feel effortless, and prevent users from attempting any independent problem solving, the researchers wrote in their report. By simplifying the process of obtaining answers, LLMs could decrease student motivation to perform independent research and generate solutions. Lack of mental stimulation could lead to a decrease in cognitive development and negatively impact memory.
The study reached those sobering conclusions in the context of young people growing up in an era of bountiful access to AI. But the alarms it set off also left me worried about the technologys impact on my own brain. I have long considered AI an e-bike for my mindsomething that speeds it through certain tasks, thereby letting it go places previously out of reach. What if its actually so detrimental to my mental acuity that I havent even noticed my critical faculties withering away?
After pondering that worst-case scenario for a while, I calmed down. Yes, consistently opting for the most expedient way to accomplish work rather than the one that produces the best results is no way to live. Sure, being overly reliant on ChatGPTor any form of generative AIhas its hazards. But Im pretty confident its possible to embrace AI without your reasoning skills atrophying.
No single task can represent all the ways people engage with AI, and the one the MIT researchers choseessay writingis particularly fraught. The best essays reflect the unique insight of a particular person: When students take the actual SAT for real, they arent even allowed to bring a highlighter, let alone a bot. We dont need EGG helmets to tell us that people who paste ChatGPTs work into an essay theyve nominally written have lost out on the learning opportunity presented by grappling with a topic, reaching conclusions, and expressing them for oneself.
However, ChatGPT and its LLM brethren also excel at plenty of jobs too mundane to feel guilty about outsourcing. Each week, for example, I ask Anthropics Claude to clean up some of the HTML required to produce this newsletter. It handles this scut work faster and more accurately than I can. Im not sure what my brain waves would reveal, but Im happy to reinvest any time not spent on production drudgery into more rewarding aspects of my job.
Much of the time, AI is most useful not as a solution but a starting point. Almost never would I ask a chatbot about factual information, get an answer, and call it a day. Theyre still too error-prone for that. Yet their ease of use makes them an inviting way to get rolling on projects. I think of them as facilitating the research before the old-school research I usually end up doing.
And sometimes, AI is a portal into adventures I might otherwise never have taken. So far in 2025, my biggest rabbit hole has been vibe codingcoming up with ideas for apps and then having an LLM craft the necessary software using programming tools I dont even understand. Being exposed to technologies such as React and TypeScript has left me wanting to learn enough about them to do serious coding on my own. If I do, AI can take credit for sparking that ambition.
Im only so Pollyanna-ish about all this. Over time, the people who see AI as an opportunity to do more thinkingnot less of itcould be a lonely minority. If so, the MIT researchers can say We told you so.
Case in point: At the same time the MIT study was in the news, word broke that VC titan Andreessen Horowitz had invested $15 million in Cluely, a truly dystopian startup whose manifesto boasts its aim of helping people use AI to cheat at everything based on the theory that the future wont reward effort. Its origin story involves cofounder and CEO Roy Lee being suspended from Columbia University after developing an app for cheating on technical employment interviews. Which makes me wonder how Lee would feel about his own candidates misleading their way into job offers.
With any luck, the future will turn out to punish Cluelys cynicism. But the companys existenceand investors willingness to shower it with moneysays worse things about humankind than about AI.
Youve 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
Research tells us that high performers thrive on challenges. Stretch projects help ambitious teammates grow their skills, and cross-team initiatives offer greater visibility. Yet, managers are overwhelmed, often unable to curate the bespoke growth opportunities their teams desire.
As a result, seeking career growth opportunities has become the number-one reason people change jobs, according to one survey by Gallup.
If you want more out of your job, youre not alone. The good news is that opportunity is possible without plunging into a challenging job market. But its on you to do the heavy lifting.
Instead of waiting for growth opportunities to be served up, start creating them yourself. Here are three tips to get started.
Define What a Growth Opportunity Looks Like for You
The more specific you can be with the type of opportunity you desire, the more likely you are to get it. Its often helpful to work backward, first identifying the outcome you seek from a growth opportunity, and then considering the viable paths to that outcome.
Do you want to improve your technical skills to ensure you stay competitive?
Are you focused on elevating your human skills, like leadership and communication?
Is your aim to expand your visibility in the organization and develop a stronger network?
When youre clear about the endgame, youre better able to identify growth opportunities that align with your desired outcome. Youre also more confident in saying no to opportunities that dont sync up.
Spell Out the Specifics for Your Manager
Most leaders are eager to support your professional development, but they dont have the bandwidth to curate a list of just-stretch-enough options for you. Do the heavy liftingand make it easy for them to nod along.
When you make a request to your boss for organizational resources, a financial investment, or just the agreement that you can prioritize a developmental opportunity, its on you to spell it out. Whats the opportunity? Why are you asking? What do you need from your boss?
Take a look at the differences between these two requests.
Example A: Id like more professional development opportunities. Are there any conferences or trainings I can go to?
Example B: Ive shared with you my desire to move into a managerial role in the next two years. To ensure Im ready, Im making a proactive effort to develop my leadership skills. Theres a one-day conference next month specifically for leaders in our industry, called X. I would like to attend this conference to elevate my skills, network with like-minded aspiring leaders, and gain insights from other organizations in our space. The cost of attendance is Y, and Id be out of the office for a full day. Ive reviewed the agenda and identified the sessions that I believe will be the most relevant to the future of our organization. Can we discuss this at my one-on-one this week?
Example A is cordial and valid. Example B is strategic and ambitious. Connecting your goals to what the business needs adds urgency and validity to your request.
Even with a well-crafted request, the answer might be no, especially if your request involves a significant investment of organizational time or money. In that event, dont walk away defeated. Reiterate the growth youd like to achieve and why, and ask for suggestions or alternative options.
Give them time to think, be open to the paths they suggest, and know that often theyll end up saying yes to the original request if you continue to bring it up.
Cast a Wide Net
Frontline leaders are often stretched thin, managing large teams and their own mountain of deliverables. When your team is under pressure, your personal growth will not be top of mind for your (likely well-intended) leader.
To safeguard your career trajectory, cast a wide net for growth opportunities, tapping into HR, other senior leaders, and organizations outside your own. For example, if you heard a senior leader talk about an interesting project at a town hall, reach out and offer to help. If you admire the work someone else did on a particular initiative, ask how you can be a part of the next round. You know your leader, your organizations culture, and the line between self-starter and blatant disregard for the chain of command. If needed, run your reach-outs by your boss first.
In some roles, growth opportunities are truly few and far between. Look beyond your organization to challenge your brain: volunteering, industry events, and even hobby-based pursuits will wake up your mind and put you back in the drivers seat.
Waiting for a senior leader to tap you on the shoulder and dub you ready for growth opportunities can cost you years of momentum. The power is in your hands to create the opportunities you want in the job you already have.
The 1994 Frank Darabont film The Shawshank Redemption may be everyones favorite movie to catch on TNT on a rainy Saturday, but its not an obvious place to go looking for money lessons. This quiet film is a meditation on the power of hope to change liveswhich hardly seems like a message one can expect from financial professionals (ahem).
Yet, the story of Andy Dufresnes time in (and spectacular escape from) the Shawshank State Prison provides a blueprint for smart financial choices. And the story of how the film itself gained traction despite a lackluster initial reception can also teach us important money lessons.
What we see: a rock hammer and weekly correspondence
Following his wrongful conviction for murder, Andy Dufresne arrives at Shawshank to serve two consecutive life sentences. He befriends another lifer, Red, who runs an illicit smuggling business. Andy asks him to procure a rock hammer and a large Rita Hayworth poster. (The movie, of course, springs from the 1982 Stephen King novella, Rita Hayworth and Shawshank Redemption.) Andy claims that he wants the rock hammer for carving, and he does indeed create small sculptures with it.
But thats not all he uses it for. By the end of the film, we learn that Andy has spent 19 years digging a tunnel through his wall with the hammer, using the poster to cover up his work. Despite the rock hammer being a tiny tool for work of that magnitude, Andy never gives up his slow, diligent, and methodical approach to escaping.
Andy is equally methodical in his efforts to improve the decrepit prison library. He sends weekly requests to the Maine state legislature for funds to buy used books. After years of relentless effort, Andy secures a $500 annual appropriation for the prison library, granted by the state just to shut him up.
What we learn: be methodical with whatever tools you have
Part of what makes Andy Dufresne extraordinary is his ability to take the long view. Most of his fellow inmates lose themselves in dreary thinking about their imprisonment, but Andy sees an investment opportunity. He recognizes time as a tool. He doesnt have freedom in Shawshank, but he can take advantage of time in a way people on the outside cant.
By recognizing that time works differently on the inside, Andy is able to use the very punishment hes been given as a way to maintain his hope and persist with projects.
Warning: This scene contains coarse language.
What we see: confronting Hadley and becoming Randall Stephens
A few years into his time at Shawshank, while working with a crew of inmates to tar the prison roofs, Andy overhears Captain Hadley, the brutal and vicious lead guard, complaining about having to pay taxes on a $35,000 inheritance. Andy recklessly approaches Hadley and him if he trusts his wife. Hadley responds to the impudent question by rushing Andy to the edge of the roof to toss him to his death, but Andy saves himself by saying he knows how Hadley can minimize taxes on the inheritance.
Andy becomes the unofficial CPA for the prison staff, and as the years pass, Andy also starts helping the warden launder money using his skills with accounting. He also secretly creates a fictitious identity, a businessman named Randall Stephens. When he escapes Shawshank at the films climax, he steals all of the wardens laundered money by posing as Stephens at the bank and withdrawing all of the ill-gotten gains.
What we learn: know when and how to take risks
Ignoring the advice of his inmate pals, Andy risks his life to gain leverage with Hadley. The only immediate reward is a case of cold beer for the rooftop work crew. But Andy is thinking longer-term, as he is from the very first moments of Shawshank Redemption. The risky gambit leads to work that better suits his knowledge and intelligence, providing new opportunities.
His construction of Randall Stephens is equally risky. He knows that the money he is withdrawing is laundered, that Stephens doesnt exist, and that his absence from his cell has probably already been discovered. Though Andy never broke the law before he went to prison, he does so when inhabiting the Stephens persona he invented.
But like the risk of confronting Hadley, pretending to be Stephens is calculated. Andy prepares everything he needs to pull off the ruse ahead of time, using his knowledge and intelligence to mitigate the risk.
The lesson? Risk-taking makes sense when were well-prepared and set up for success.
[Photo: Warner Bros. Entertainment]
What we see: a box-office bomb becomes universally beloved
The Shawshank Redemption famously tanked at the box office, initially earning a measly $16 million against a $25 million budget. Though it was nominated for (and lost) seven academy awards and lauded by critics, the studio had no idea how to market a character study set in a mid-century prison and audiences were apparently confused by the films (admittedly baffling) title.
Then a funny thing happened on the way to certain obscurity: The Shawshank Redemption slowly found its audience. But unlike many other box-office failures that became cult classics, this film didnt just appeal to a niche audience. Over the past 30 years, it has become recognized as one of the best movies ever made and consistently tops IMDBs list of favorite films.
Just as Andy diligently works at tunneling through his wall, building the prison library, stealing the wardens laundered money, and making himself indispensable to his best friend Red over a period of nearly two decades, the film showcasing Andys story also took its time to garner the appreciation it deserves.
What we learn: proof of concept can take time
We tend to want instant results as a culture, especially when it comes to investingand Hollywood is one of the worst offenders. If a film doesnt make major bank in its opening weekend, studios may be willing to write it off.
Frank Darabont, Tim Robbins, Morgan Freeman, and the rest of the professionals who worked on The Shawshank Redemption believed in it and gave it their all. The lackluster initial reception must have been incredibly disappointing. But the film is much more than its first three months revenue, as Shawshanks enduring popularity has proved.
Honestly, we need to increase our time horizon for all types of investments, not just Hollywood movies.
When it comes to financial investments, quick returns are typically the province of scams (like the wardens money laundering) or luck (which you cant prepare for). Andys example makes it clear that you should try to invest like the quiet, falsely convicted banker. He does his homework, invests in something he believes in, does as much preparation as possible, recognizes when to take a risk, and uses time to his advantage.
For other types of investments, from your own pursuits to building a business, take a page from the success of The Shawshank Redemption. The right combination of diligence and patience remains the most predictable investment strategy.
It can be easy for consumers to feel like we now live in a two-tier economy: one geared toward showering the wealthy with perks, extras, and exclusive access, and the other for us normies. But one place you might not expect that is at Costco.
Which might explain the mixed reaction to the recent news that, starting June 30, Costco U.S. locations that now open at 10 a.m. will open an hour earlier Sunday through Fridaybut only for certain people. Holders of its Executive Member card, which at $130 a year costs double the standard Gold Star membership fee, are allowed into the store early. (Those fees are up from $120 and $55, respectively, as of last year.) And locations that already open at 9 will now also make that first hour Executive only. (Saturdays its just for Executive members for the first half hour of operation.) All members will be welcome to shop starting at 10 a.m. Monday through Friday and Sunday, and at 9:30 a.m. Saturday, an announcement on Instagram explained.
Some responses to that post suggested that this new Executive perk came across like second-tier treatment for devoted Costco shoppers. Why reduce the value of a regular membership for US members? one asked. Extended hours should be for all members, another argued. As members we all pay to shop there, a third added. Inconveniencing your loyal customers for 30 mins to an hour is actually not cool.
It might seem counterintuitive that a brand so fundamentally tied to bargain hunting, volume discounts, and savvy shopping would have an elite membership level at all. While Costcos product mix has come to include items targeting higher-end consumersfrom fancy champagne to Rolex watches to actual gold barsthe Costco image is tied to the idea that finding a great deal is the ultimate equalizer. The appeal of, say, the chains famous $1.50 hot dog cuts across class lines (at least symbolically).
Costco has long enjoyed a broad and loyal fan base, and over the past year its reputation has seemed particularly virtuous. Its in-house Kirkland brand, already popular, has become arguably even more appealing as shoppers contend with tariff-war uncertainties. More broadly, Fast Company recently named CEO Ron Vechris Visionary of the Year for standing by diversity, equity, and inclusion policies that the company believes are good for business. As Target and other rivals have been dinged for seeming to cave to political pressure, Costco has gotten more popular. Its sales were up 8% in the most recent quarter, just shy of $61 billion and ahead of analyst estimates.
But that includes its Executive tier: It turns out that a remarkable 47% of Costco members pay extra for the black-card Executive level. This currently entails a 2% reward on qualified purchasesmeaning that its actually possible to earn back the extra fee cost if you spend enoughand discounts on some Costco services and Costco Travel deals. In addition to the exclusive shopping time, Costco is also adding a $10 credit for certain home delivery orders (a segment the chain has been pushing, including an Instacart partnership) for Executive members.
Maybe more to the point, Costco rival Sams Clubs elite tier already includes exclusive shopping time (and Costco itself actually had an earlier version of the perk that was discontinued in the peak pandemic era). And notably, Costco has said its Executive customers account for about 73% of its global sales.
In other words, given what those elite, black-card-carrying customers contribute to Costcos business, maybe they deserve more special treatment. Thats certainly how some reacted to that Instagram post announcing the new hours. Nice added benefit to those with the Executive membership, wrote one member. Hope to see more distinguishing benefits down the road. Another added: Finally, something exclusive for Executive members. Others sounded a more appreciative note. Fresh morning hot dogs, one wrote, for me and my black card! Such are the privileges of the Costco elite.
Self-driving vehicle startups have often drawn skepticism for overpromising and underdeliveringsee: Argo AI and GMs Cruise subsidiary, both now in corporate junkyardsbut in early May, one of them achieved a milestone that had long eluded the industry: delivering a truckload of cargo for a paying customer on public roadswith no human behind the wheel.
Auroras May 1 announcement that it had begun commercial deliveries for its first customers, Hirschbach Motor Lines and Uber Freight, on two autonomous semitrailer trucks between Dallas and Houston followed some eight years of work by the Pittsburgh-based firm.
Aurora reached that milestone about half a year later than it had planned last year, owing to extra time needed to complete its safety case testing and self-certification. This is a multiyear journey, says Aurora president Ossa Fisher. A few months seemed minuscule in the grand scheme of both the opportunity that lies ahead of us and what came before.
But barely two weeks after the announcement, the company was back to having safety operators sitting behind the wheels of the two trucks.
In a May 16 company blog post, CEO and chairman Chris Urmson said one of its truck-manufacturing partners, Paccar, had requested that change because of certain prototype parts in their base vehicle platform. He wrote that after much consideration, Aurora respected their request and are moving the observer, who had been riding in the back of some of our trips, from the back seat to the front seat.
[Photo: Aurora]
The International Brotherhood of Teamsters, the union that represents drivers, would prefer to keep things that wayand has been lobbying lawmakers in such states as Texas, California, and Massachusetts to codify that in regulations. Our position is that all trucks should have human operator requirements, says Teamsters spokesman Matt McQuaid.
A long road ahead
Despite the upshift-downshift progress, however, Aurora is still farther down the road than other companies in this space.
Gartner analyst Jonathan Davenport rates the company as significantly ahead of such competitors as Plus AI, which plans to inaugurate commercial service in 2027 and in early June announced plans for an initial public offering (its second attempt to do so).
Aurora staged its IPO in 2021, which has allowed a much clearer view of its financials than whats available from the likes of another company to make self-driving vehicles a commercial reality: Waymo. And those numbers show that running an autonomous-trucking company isnt cheap: In the first quarter of 2025, Aurora reported a net loss of $208 million. On its Q1 earnings call in May, company executives predicted $175 million to $185 million in quarterly expenses and revenue in the mid-single digits over the rest of 2025.
There’s a big difference between the operating cost today and the operating cost at scale, Fisher tells Fast Company. We are not making money on a per load basis today, and that’s public information.
Auroras plans include not just scaling up its fleet but also upgrading its hardwarefor instance, deploying a more compact version of its FirstLight Lidar sensor. Shrinking the sensing equipment could also help Aurora move closer to its goal of bringing its self-driving technology to passenger cars.
Chirs Urmson, CEO [Photo: Aurora]
We’ll have a next-generation of trucks in a year, she says. We’ll go to tens of trucks and hundreds of trucks and thousands of trucks. And as we reach scale, that’s whn you get the performance metrics to be highly profitable.
Davenport says the plan is indeed feasible, but has some doubts about the timeline. We’re still going to be two or three years, probably, he says. I would still classify it as probably in the development stage of R&D.
Aurora and other firms in the sector benefit from a market problem that needs solving: Traditional trucking companies can’t hire enough drivers to meet demand. But even then, Gartner forecasts that autonomous trucks will make up under 5% of truck fleets worldwide by 2029.
Either snow or rain or gloom of night
In the nearer term, Aurora aims to expand its operating design domainthe conditions under which its trucks can rollbeyond the current requirement of clear daylight. If there’s rain in the forecast, some days we don’t launch, Fisher says. We’re working very rapidly to resolve any and all weather issues and see that happening later this year.
Here, Aurora is following a common route for autonomous-vehicle projects: Start operations in ideal weather, then drive in increasingly less pleasant conditions. Waymo, for example, inaugurated service in sunny Phoenix, but when it opens for business in Washington sometime in 2026 its robotaxis will have to deal with a full spectrum of seasonal weather that, in the case of the occasional blizzard, should keep human drivers off the roads.
Unlocking commercial nighttime operationwhen a driverless truck would theoretically see its greatest advantage, by virtue of not needing to sleepis also on the to-do list for later this summer, Fisher says.
We’ve been driving in night for the last three years, she says of the firms testing. It is all about securing the evidence to close the safety case.
Auroras system already handles limited driving on surface streets to connect highways with the companys terminals. There’s a few things like turning tight corners as an 18-wheeler. That’s harder to do than exiting a highway off-ramp, says Fisher. But it’s a very solvable problem.
Other autonomous-trucking firms have opted to simplify their own operating design domain by staying off public roads. Kodiak Robotics, for example, launched self-driving commercial deliveries on private land in the oil-rich Permian Basin of Texas. Gartners Davenport also points to such closed environments as mines and ports as easier use cases for self-driving trucks. Autonomous haulage trucks in mines, for example, they’re already commonplace, he says.
Aurora, however, is not just committed to operating on public roads but planning to expand its operations outside of Texas. Well be opening up to Phoenix later this year and then, from there, expanding across the south of the United States, Fisher says.
But after 22 or so hours, a truck will have to refuel, which in the case of a truck with no driver means not any old truck stop will do. Aurora plans to build its own in Phoenix to start, after which the company plans to work with unspecified third parties on building facilities to refuel and inspect Auroras vehicles.
[Photo: Aurora]
Rules of the roads
Starting operations only in Texas has simplified Auroras regulatory operating domain, but Fisher professes confidence in Auroras ability to secure more green lights from other states, starting with New Mexico and Arizona and even California, which in April released proposed rules for heavy-duty autonomous trucks.
The more and more conversations we have, and honestly, the more miles we put on the driverless truck, the more welcoming folks are, she says. And so it looks like the tide may be changing even in California.
Fishers case for Auroras safety on the roads evokes that of Waymo. Like that Alphabet subsidiary, Auroras vehicles fuse inputs from an array of lidar, radar, and camera sensorsa distinct contrast from Tesla, which just began very limited robotaxi services in Austin relying on a no-lidar, cameras-only system.
Fisher emphasizes how each type of sensor helps provide a fuller picture: Radar excels in fog, lidar sees farther at night, cameras do better with up-close navigation. That approach to redundancy includes having two identical brains in the back of the cab plus a backup computer that can pull over the truck if the two primary computers fail.
Aurora and other autonomous-mobility developers may not have to worry about state regulations if a provision in the Trump-backed budget-reconciliation bill that would preempt state-level rules on AIand therefore on self-driving vehiclessurvives negotiations between the House and the Senate and the notable opposition of some Republicans.
Fisher, for her part, voices optimism about a federal framework that would allow verification of company safety cases by third-party auditors. Before [Transportation Secretary Sean] Duffy we thought anything at the federal level might be a decade away, she says. We’re now more optimistic that this could be a year or two away, and we would welcome that.
In any regulatory regime, Gartners Davenport emphasizes that companies have to take safety even more seriously with freight trucksstopping distances for one are 65% longer than for a passenger car. The risk associated with operating an autonomous truck is so much greater, he says. But, the analyst adds, the need for automation is also much greater than in taxis: It’s the use case that actually makes the most economic sense.
In recent decades, California residents have experienced a whiplash of weather conditions. After a few years of severe drought, heavy rains came in early 2023 that soaked the state for weeks. That rain led to mudslides, which were worsened by the fact that years of drought had dried out the soil, so it couldnt absorb the rainfall. That rain also then led to an explosion of vegetation growth, which would dry out when the next drought period hit and fuel devastating wildfires.
This rapid transition between wet and dry weather conditions is a hallmark of climate change, and its also an accelerating climate threat. This phenomenon is called precipitation whiplashes, and the forces that bring these drastic swings between drought and floods are speeding up. In a recent study, researchers say we could see an increase in precipitation whiplashes as early as 2028.
What causes precipitation whiplashes?
Weather systems are constantly swirling around our planet, like the Arctic polar vortex, a swath of cold, low-pressure air that sits at our planets poles; or the El Nio-Southern Oscillation, a cyclical climate pattern that brings a change in winds and sea surface temperatures.
Another one of these weather systems is called the Madden-Julian Oscillation, or MJO. Its a mass of clouds, rainfall, winds, and air pressure that passes over the tropics, moving eastwardly around the planet. Though its above the tropics (and can bring events like tropical cyclones), it impacts weather around the world, including global rainfall patterns, atmospheric rivers, and more.
The MJO circles the planet in periods of 30 to 90 days, and it includes two phases: a period of enhanced rainfall, and then a period of suppressed rainfall. But warming from greenhouse gases is speeding that cycle up, research has already found. In a new study from the Hong Kong University of Science and Technology and published in the journal Nature Communications, researchers used advanced climate models to look more closely at how rising greenhouse gasses could exactly change the MJOs behavior.
Those models predicted a 40% increase in fast-propagating MJO events by the late 21st century, from 2064 to 2099, compared to historical data (19792014). But well start to see that frequency pick up as early as 2028, the researchers note. They also expect not only for this weather system to move faster, but for there to be an increased risk of jumping MJOsmeaning an abrupt shift in the phases between precipitationbeginning before 2030, too.
Why precipitation whiplash can be so dangerous
More frequent fast and jumping MJO events are expected to trigger disruptive weather fluctuations worldwide, the researchers writelike precipitation whiplash: rapid swings between really wet and really dry extremes. Researchers expect the precipitation impacts of these accelerated and jumping MJO events to be unprecedentedly severe.
Around the world, a few areas are expected to be hotspots for precipitation whiplash including central Africa, the Middle East, the lower part of the Yangtze River basin in China, the northern Amazon rainforest, the East Coast of the continental United States, and coastal Argentina, to name a few. These hotspots can result in various forms of cascading hazards, the researchers write, that pose unprecedented stress to ecosystem services, existing infrastructure, water and food security, and human safety.”
Those cascading hazards include events like what California has already witnessed: drought to rain to mudslides to vegetation growth to drought to wildfires. And as MJO events accelerate because of climate change, that will also significantly shorten response times against compound hazards, study author Cheng Tat-Fan says in a statement, catching societies off guard unless adaptation measures are in place.
The impacts of precipitation whiplash, then, should be considered when it comes to future infrastructure, urban planning, and agricultural practices, the researchers say. Fortunately, these fast-propagating MJOs can be a bit more predictable. But still, researchers need to improve their forecast models to better understand this weather behavior. If they do, and if they could then forecast these extremes four to five weeks in advance, that could improve disaster preparedness and save lives.
For architecture enthusiasts, a longtime dream may have just come within reach: A Frank Lloyd Wright home just hit the market, and it could be yours for a cool $2.5 million.
The home, located in Jackson, Mississippi, was designed by Wright in 1948when the late architect was 81for a local oil speculator named J. Willis Hughes and his family. Originally called the Hughes House, the home has since adopted the nickname Fountainhead, courtesy of an elaborate backyard water feature and pool. (Wright was also said to have served as inspiration for Ayn Rand when she wrote her classic novel of the same name.) The three-bedroom home has more than 3,500 square feet of interior space and a scenic view from its position tucked into the wooded hillside. And, while Fountainhead may boast a hefty price tag today, it was originally made to be affordable.
[Screenshot: Sothebys]
The home is one of just around 60 houses that are considered Usonian, a style created and coined by Wright in the 1940s and 50s. Usonian homes were Wrights answer to the postwar era: Designed to be accessible to the American middle class, they tend to make use of simple layouts, open floor plans, and natural materials. Given that Wrights total portfolio of designs includes more than 1,000 buildings, this style is now considered quite rare.
When approaching the homes design, Wright took his cues from the surrounding environment. The contours of the building site determined the homes parallelogram form, which is characterized by a multitude of low, horizontal leading lines. Furnishings like sofas, tables, beds, and dressers are all seamlessly built into the homes auburn wood walls.
The parallelogram design is etched in the floors, and dictates the placement of walls, the size of the doors, and the shape of the spaces, the homes listing on Sothebys International reads. It goes on to note that Fountainhead was built with no stud walls in the house, no Sheetrock, brick, tile, or paint and boasts of exquisite, exceptionally durable Heart Tidewater Red Cypress wood for the walls and ceilings.
According to a report from The Wall Street Journal, the house saw some fairly significant wear and tear during the 25 years that it served as the Hughes family residence. However, the most recent owner, architect Robert Parker Adams, alongside his former wife, Mary, devoted years to restoring the home to its former glory. Adams has lived at the property since 1979.
Ive been here 40-something years; Ive had my experience, Adams told The Journal, adding that he hopes to share his experience and knowledge with the next owner.
We often focus on the visible obstacles stopping women from getting ahead: pay inequality, missed promotions and opportunities, and those boardroom tables with not quite enough seats. Yet there is another, less-visible hindrance to womens career success: our internal habits, harder to name and even harder to shake. The opportunity passed over not because it was out of reach, but because our inner dialogue said it wasnt ours to take. The apology slipped into an email that didnt need one. The shrinking, the over-preparing, and the relentless self-editing.
These arent flaws. They are learned responses to a system that taught women to be capable but cautious, competent but not disruptive, and yes, to have a voice, but not one that was too loud. These unexamined habits are shaping the careers we never meant to build.
1. Confusing competence with visibility
The sabotage: Many women believe if they work hard enough, someone will notice. Excellence in silence is rarely rewarded. Doing exceptional work and not drawing attention to it isnt noble. Its often just an efficient way of handing credit to someone else.
The insight: Hard work that goes unseen and waiting politely for ones turn builds resentment. Being good at your job isnt the same as being known for it, and in competitive environments, what isnt seen often doesnt count.
How to avoid it: Dont wait to be discovered. Learn to self-promote and name what you do, so no one else gets to define it for you. Regularly share winsboth yours and those of othersin team settings.
2. Waiting for certainty
The sabotage: This is self-doubt amplified. When it comes to promotions, unless almost every box is ticked, women are reluctant to put themselves forward. One unchecked box and its a hard stop . . . until next time.
The insight: What if there is no next time? When rejecting an opportunity, what might the perception being sent to your boss be? Your boss isnt a mind reader, magically understanding your thoughts moving back and forth.
Instead, they take it on surface value, assuming youre not so engaged or interested in being here. And hesitations compound over time: not just in missed opportunities, but in lost wealth, confidence, reputation, and influence.
How to avoid it: Adopt a progress, not perfection mindset. Practice tentative boldness and redefine your readiness, taking steps forward and refining as you go.
3. Being modest with achievements
The sabotage: Women often downplay workplace achievements, opting for humility over self-advocacy. The reluctance to self-promote is confused with bragging and arrogance. But being comfortable in naming your achievement is necessary for self-worth.
The insight: What begins as humility can morph into invisibility. Habitually softening your impact and deflecting praise reinforces a narrative where your work is assumed rather than acknowledged. It can train those around you to expect performance without credit. Visibility isnt vanity. Its professional accountability.
How to avoid it: Replace vague self-effacement with concrete contribution. Say, Heres what I contributed to that outcome, rather than, I just helped out a bit. Plus, adopt an internal mantra: Its not arrogance if its accurate.
4. Seeking career advice from the wrong counsel
The sabotage: Turning only to people who mirror your fears instead of challenging your growth. Often these are friends, family, or colleagues. Their intention might be for the best, but they have a bias to protect.
The insight: Whats the point? Friends and family often want to shield us from discomfort. But their advice can reflect their own fears, rather than your potential. And not every colleague has honorable intentions.
Discussions like this can snowball, reinforcing not only why you shouldnt take up the opportunity, but any other advancements, ever. The validation might feel safer, but it doesnt help. Its damaging.
How to avoid it: Seek advice from those who will challenge your thinking, not just nod along. Limit conversations that turn into bandwagoning. Seek to have actions as a result of purposeful career discussions, even if they are micro-moves. Take responsibility for your decisions: When coming to a decision, do you say, I have decided or My partner and I think more often? Clarity begins with ownership.
5. Being busy instead of strategic
The sabotage: Investing in extra work tasks that dont pay dividends. This is saying yes to everything in the name of being helpful while it slowly erodes your capacity.
The insight: Over-functioning is not the same as overachieving. The cost is invisibly paid in missed raises, burnout, and career stagnation. The perception of your busyness might be that you are not in control of your workload.
How to avoid it: Be discerning and politely decline what dilutes your focus. Track value over volume and pick strategic tasks that upskill and serve your growth. Practice saying no not with guilt, but with respect for where youre headed.
Theres a new energy brand on the market, and its betting that the next frontier in caffeine isnt coffee, soda, or any other drink, for that matter. Its the pouch.
Wip is a caffeine pouch, available in 100-milligram and 200-milligram strengths, thats designed to be popped between your lip and gum to provide a quick dose of what it describes as natural caffeine. The pouches come in candy-like flavors, including mint, sour cherry, orange citrus, and strawberry kiwi, all packaged in a brightly colored, hockey-puck-size container.
If any of that sounds familiar, thats probably because, at least in form factor, its pretty similar to the nicotine pouch brand Zyn, which exploded in popularity after gaining traction on TikTok, primarily among young users. Meanwhile, over the past few years, the caffeine market has also been buzzing with a similar demographic.
Energy drinks have gone mainstream, appearing on menus at Starbucks, Dunkin, and Dutch Bros. Older brands like Jolt Cola and Rockstar have gotten supercharged facelifts, while the newcomer Alani Nu notched more than a billion dollars in sales in just one year.
From 2018 to 2023, energy drink sales jumped by 73%. In all, the global caffeine market is expected to reach $28.95 billion by 2030.
Wip is betting on the idea that if consumers are gravitating toward a pouch for their nicotine boost, it might be a major new unlock for the caffeine industry, too.
[Photo: courtesy Wip]
The origin of a new form of caffeine
The idea for Wip was conceived by David Cynamon, a Canadian entrepreneur who is now the brands chairman and a major stakeholder. According to Wip CEO Richard Mumby, Cynamon understood the ubiquity of pouches in other form factors, mainly in nicotine, and recognized an opportunity to expand the consumer category into caffeine.
The brand debuted last summer under the name LF*GO! (alongside a marketing partnership with Mike Tyson), a move that Mumby describes as more of a market test than an official launch. In four months, they got really meaningful traction and realized they needed to bring in the right team to realize the full opportunity of creating an altogether new category for energy and caffeine, he says.
Mumby stepped in as CEO last October. Given the inspiration that Wip is pulling from the nicotine industry, Mumbys previous experience makes sense for this new role: From 2014 to 2017, he served as CMO for Pax Labs, the umbrella company for Juul and Pax vapes.
In less than a year, Mumbys team at Wip worked to create an entirely fresh identity for the brand before it hit the market in early June. The new branding takes a page out of Red Bulls iconic playbook, positioning the product as a tool for athletesand, like Zyn, also a cool accessory.
[Photo: courtesy Wip]
Is the pouch the new energy drink?
From an outside perspective, its easy to see why consumers might choose a nicotine pouch over a cigarette: You can pop one on the go, it has no odor, and, more recently, has become a kind of status-signaling habit among its young male target audience.
[Photo: courtesy Wip]
Its less clear why one might abandon their daily cup of coffee in favor of a caffeine pouch. Mumbys pitch for creating this new consumption category comes down to what he calls the three Cs: confidence, convenience, and cost.
He argues that consumers want to have confidence in the quality of their caffeine (a need that Wip purports to meet by deriving its caffeine from green coffee beans); they want the convenience of a handsfree caffeine option; and they want a cheaper caffeine fix (a 15-pouch pack costs about $8, or about 60 cents per serving).
For an emerging brand or category, sometimes you have to go to the periphery to find these unmet needs, Mumby says. But in caffeine, they’re really at the heart of the product.
[Photo: courtesy Wip]
Branding the caffeine pouch
To get the public on board with this novel form of caffeine intake, Mumby says he had a few main goals with the new branding. First, he needed to clearly articulate what caffeine pouches actually are, and establish a brand name that consumers could easily remember. He also needed a high-energy look to compete in an already saturated category. In collaboration with the branding agency Studio George, his team checked the first box with Wip, a name designed to be short, zingy, and catchy.
You can’t will consumers to do it, but I wouldn’t be disappointed if I heard somebody walk into a bodega and say, Do you have any mint Wips, or refer to having to Wip their way through a workout, Mumby says.
For the wordmark, Studio George opted for a forward-leaning, slanted bold font with jagged edges, meant to convey a sense of momentum. The packaging features flavor-signaling neon colors, metallic silver, and pops of energetic yellow, clearly evoking the world of sports branding.
Mumby imagines Wip as a product that could see mass adoption, but its specifically marketed as a companion for athletes and others whose pastimes involve using their hands. Someone headed to the gym, for example, might prefer a Wip over the “cumbersome” proposition of packing energy drinks in their bag, Mumby explains. “Also, a cup of coffee on a construction site is hard to put down and not have dust get into it,” he says. “If you work with both of your hands, you need dexterity. The form factor just lends itself to some obvious solutions.”
On first glance, Wip does look strikingly like a nicotine product, especially given its rounded packaging and hardcore aesthetic. Mumby says the brands main strategy to ensure consumers dont get confused is to incorporate clear signals at the point of sale, including by labeling the pouches as clean caffeine on display units. Currently, Wip is available online, on Amazon, at convenience stores in Florida and Arizona, and at some smaller athletic stores across the country.
[Photo: courtesy Wip]
I Wip my way through this article
Before writing this story, I gave Wip a try for the first timespecifically, the 100-milligram mint flavor. While Ive never tried a Zyn, and therefore cant compare the two, this experience was akin to sucking on an abnormally sweet Altoid, or maybe a less-powerful Listerine strip. It wasnt unpleasant (and it did prevent the onset of a morning caffeine headache), but it also wasnt my personal favorite way to consume caffeine. Still, I could see how the form factor might be convenient as a pre-workout boost or a pick-me-up on the job.
[Photo: courtesy Wip]
My main concern with Wip, actually, is how easy it is to consume. One of the 200-milligram pouches is equivalent to about two cups of coffee. A standard 8.4-ounce Red Bull contains just 80 milligrams of caffeine. Pop two max-strength Wips, and youve just hit the maximum amount of caffeine that the Mayo Clinic defines as safe for the average adult, likely in significantly less time than it would require to chug five Red Bulls.
When asked about Wips safety, Mumby says the brands website and social media sets out clear guidelines on safe caffeine consumption, including the 400-milligram limit. Its worth noting, however, that theres no such information on the package itself. While I didnt experience any adverse effects from my 100-milligram Wip, Im not sure I want to know what it might feel like to mindlessly have one too many. For now, Im sticking with coffee.
Have you ever admired a leader so dialed into their long-term mission that it seems nothing can shake their focus? Every move appears premeditated, every milestone perfectly timed. Now think about a leader who seems to always be in step with the moment. Their company launches timely features, aligns instantly with market shifts, and always feels fresh.
For every leader who succeeds through single-minded focus, there are others whose obstinacy has led them and their organizations to arrive at a destination that is no longer desirable. And while adaptability can be a gift, it also leads many organizations to shift strategies with each change in the winds without ever hitting on a true contribution.
This tension between structure and adaptability isnt just theoretical; its a foundational dynamic that has shaped industries for decades. Approaches to enterprise software development provide a useful way to gauge whether youre leaning too far in either direction.
Balancing Your Leadership Approaches
Early on in the history of the software industry, a waterfall strategy reigned supreme. Road maps guided development, with possible major platform releases happening every one to two years, version releases quarterly, feature sets monthly, and bug fixes weekly. Teams operated with near-military precision towards long-term goals, broken down into shorter term deliverables.
But as the pace of change accelerated, that model began to break down. Agile software development emerged, favoring speed, iteration, and real-time user feedback. Short sprints (often 60 to 90 days) determined what was going to be released. Each sprint on a project added features, fixed bugs, and adapted to feedback from the previous release. Unlike with waterfall, employees from across agile teams were empowered to fix things and make many changes without going through their chain of command to get approval.
In our coaching work, weve seen that the same push and pull between waterfall and agile playing out in leadership styles and company cultures. Some leaders operate like agile systems: adaptive, fast-moving, iterative, and with a distributed decision structure. They respond quickly to new data and arent afraid to pivot when the market shifts. Others take a waterfall-inspired approach: structured, methodical, deeply focused on long-term outcomes, and more rigidly hierarchical. They chart a course and stick to it, often prioritizing consistency over speed.
Neither mindset is wrong, but over-indexing on either one can create serious blind spots. Agile thinkers risk spinning in circles when they follow the tides. Waterfall thinkers risk charging toward goals that become outdated or foundering on unsolvable problems. For executives, the ability to integrate both approaches is no longer optionalits essential.
Heres how to strike that balanceand why your teams future may depend on it.
1. Assess your own leadership style
In our coaching conversations with leaders, we often start by asking them to reflect on whether they naturally lean toward structure or spontaneity. We can expand on their natural preference by administering a personality profile survey as well. Are they more likely to build a road map and stick to it, or pivot at the first sign of change?
Developing this self-awareness isnt about labeling or even changing your styleits about recognizing where you need balance. If you default to agile thinking, ask yourself: Are we making measurable progress? Or changing directions without setting a course? Are we building anything lasting? If you favor waterfall thinking, ask: Is our goal still relevant? What feedback are we ignoring? Which market changes do we need to take into account?
During a recent coaching conversation a senior marketing leader at large hospitality company expressed frustrations about her proposed product launch, a new menu item, being challenged by her colleague who runs operations. He thought a different item would be faster, easier, and aligned to what customers recently told him they wanted. Her team had spent the last six months toward brand alignment, market research, product iterations, testing, launch planning, and marketing planning and were now finally ready to do something. Her waterfall approach and his agile approach were in conflict. Both made great points. In the end, they struck a balance between both proposals and management styles.
2. Understand when culture amplifies leadership style
As a leader, you have to ask whether your company culture reflects your style or balances it. A culture determines how people behave naturally, on average, even when a leader is not in the room. Do people tend to work in a structured manner, with long-term goals in mind, always talking about progress against objectives? Or, does it feel like people question the current state, proposing new ideas and take initiative without seeking executive approval. Crucially, if the culture leans in a particular direction, how easy and safe is it for people who lean the other way to challenge the others. A lot of can depend on whether the company typically hires and promotes a type that matches the leaders biases or whether it embraces individuals who bring unique perspectives and skills to the workplace.
When you build a corporate ethos in your image, you magnify your own tendencies in ways that create a harmonious work environment. People are not likely to argue with your decisions, because they reflect their own opinions as well. Day-to-day, that can be pleasant. In the long-run, though, it creates problems. If the leadership and organization are all Agile, then chaos may manifest. A slow-moving Waterfall culture may stall innovation.
Take Boeing as an example; it continued reliance on a hierarchical, Waterfall-style of leadership and development culture has been widely criticized for contributing to recent crises. The rigid, top-down approach delayed necessary changes in engineering and quality control, despite repeated warnings from employees and whistleblowers. The 2024 mid-air panel blowout on an Alaska Airlines 737 MAX reignited scrutiny, and internal documents revealed slow, structured processes that resisted fast adaptation or real-time feedback. The Waterfall mindsetprioritizing schedules, approvals, and internal reporting linesled to safety risks, brand damage, and regulatory backlash.
In contrast, consider Netflix. In the late 1990s, they recognized an inefficiency in the movie rental business. Leaders in this space had significant overhead costs from the physical stores from which people rented and returned movies. By allowing customers to select movies online and have then delivered, they created an economy of scale. Building this business required attention to detail and customer service. Yet, the company remained sensitive to technology trends. They realized that they were essentially sending computer files through a low-bandwidth connection (the U.S. Mail) and disrupted their own business model by pivoting to streaming. Further realizing that many companies could develop streaming models, they pivoted again to content creation. Becoming a content creator requires a lot of expertise, and so they had to implement this model using a more traditional Waterfall approach. This balance between Agile and Waterfall approaches has enabled Netflix to remain a significant force in the market.
The takeaway? While a particular cultural and leadership disposition around Waterfall or Agile may b the natural to the organization and may have served it well for many years, great leaders are aware of those tendencies, and build a culture that can challenge the status quote and balance, when needed, Agile and Waterfall approaches to yield healthy (if sometimes uncomfortable) debate.
3. Combine long-term vision with real-time feedback
A 2024 meta-analysis in the Journal of Entrepreneurship, Management and Innovation found that agile leadership has a significant impact on organizational outcomes, team effectiveness, collaboration, and innovation. But the key isnt to replace long-term thinking entirelyits to layer agility on top of it.
Thats why the most successful leaders use both mindsets. They know when to zoom outbuilding toward five-year goalsand when to zoom in, listening to customer feedback or shifting based on real-time performance indicators. New Balance has done this exceptionally well, maintaining its long-term manufacturing commitments in the U.S. while evolving its brand to meet changing consumer tastesa move that helped drive a record $6.5 billion in sales in 2023.
A CMO we coached recently calls her approach glocal marketingthe balance between local and global marketing, which includes honoring the long term brand promise (Waterfall) while still connecting, through customization, at the local level to what is relevant and popular at that moment in a particular area (Agile).
At the team level, this looks like maintaining a steady mission while adapting tactics. At the leadership level, it means pairing clarity of purpose with the humility to course correct.
4. Build balanced teams that challenge your defaults
Theres a method in psychology to measure individual tendencies known as need for cognitive closure, and it provides a useful way to think about your own leadership approach.
People high in need for closure prefer action to thinking, so they tend to react to situations and engage with available information, which is characteristic of an agile approach. People low in need for closure prefer thinking to action and typically mull over information, which often leads to the focus on long-term goals characteristic of a waterfall style.
Understanding your own tendencies as a leader as well as those of your trusted associates is valuable, because it gives you the opportunity to balance your team to include those with a range of levels of need for closure to ensure your team isnt heavily biased toward either the agile or waterfall style. You can measure these tendencies with the Need for Closure scale. It will help you to see whether the people you work with tend toward High (i.e., Agile) or Low (i.e., Waterfall) Need for Closure.
If you find that your team tends to be biased more toward reaction or more toward deep thought, you can use timelines to help overcome those tendencies. For example, if your team tends to react quickly, set a deadline for finalizing a decision thats far enough out to allow your team the time and space to slow down and proceed carefully and thoughtfully. In contrast, if your team often deliberates too long and gets stuck in long-term patterns, an earlier deadline can push them to make decisions more quickly.
Dont surround yourself with people who think exactly like you. Instead, build teams that stretch your instincts, pressure-test your assumptions, and help you operate at both 30,000 feet and ground level. Often, peoples preferences reflect hidden assumptions that they themselves may not be aware of. Being forced to justify your strategic decisions explicitly in conversations brings those assumptions to the forefront. In addition, these strategic choices may sometimes reflect reasoning gaps that these conversations will also bring to light.
Navigate with intention
The best leaders dont choose between agile and waterfallthey learn to navigate the tension and switch gears with intention. Agility without direction leads to burnout. Direction without agility leads to obsolescence.
So, ask yourself: Are you leaning too far in one direction? What conversations, feedback loops, or partners could help you rebalance? Because real leadership isnt about having a single styleits about learning when to move fast, when to slow down, and how to bring your team with you, every step of the way.
