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Columbia Sportswear just lauched its Endor collection, and I want it all. Inspired by the clothes worn by the rebel squad that took on the Death Star’s shield generator in Return of the Jedi, it’s the latest and largest Star Wars drop from Portland, Oregon-based company. It’s also the best fit for the brand since its Empire Strikes Back‘s Echo Base Han Solo parkas, which I missed back in 2017, and I will forever feel like a dumb Tauntaun for not grabbing one (they run for almost $1,000 each now). [Photo: Columbia Sportswear] The highlight of the collection is General Han Solos Trench, a $600 jacket that mimics the camouflage duster that Harrison Ford wore while leading the strike team on the forest moon. Unlike cheap Amazon costumes, this and the rest of the line is built with actual functional specs, using an Interchange system that pairs a waterproof shell with an inner vest lined with Columbias Omni-Heat Infinity gold thermal reflectors. [Photo: Columbia Sportswear] Yes, the fabric that literally went to space (unlike Ford). Its loaded with fan-service details, including Aurebesh messagesthe basic galaxy alphabetand a Rebel Alliance patch, but its the practical application that matters. You can wear it to sneak into an Imperial bunker or just to survive a rainy commute in Seattle. [Photo: Columbia Sportswear] Six hundred galactic credits for a trench may seem like a lot, but according to Erin Steele, Special Projects Manager for Columbia Sportswear, the Endor drop’s prices are consistent with similar styles in their product line. Steele says that like the other Star Wars drops they developed closely with Disney and Lucasfilm, this clothing line is very far from cosplay. “The Battle of Endor is such an outdoor rich moment in the film, so we were really excited by the range of silhouettes, especially since outerwear is truly our specialty,” she says. “While we leaned heavily on the original costume pieces for inspiration, we identified silhouettes that are modern and wearable for everyday life.” In the movie, she points out, Han is wearing a standard trench layered over his vest and shirt. In their version, they translated those layers into the company’s 3-in-1 multilayer technology, called Interchange. Plus they added a hood that wasn’t in the original. [Photo: Columbia Sportswear] If you want to look more like Luke or Leia speeding through the redwoods, there is the Endor Issue Poncho, which goes for $400. This piece replicates the hand-sprayed camouflage look of the original film costumes, but adds modern waterproofing. [Photo: Columbia Sportswear] For those who prefer something less flowing, the Endor Issue Cargo Vest ($150) and Endor Issue Pant ($130) offer a more tactical, everyday utility vibe. Both feature the collections signature camo print and functional pockets, making them the most wearable items if you don’t want to look like you just walked off a convention floor. [Photo: Columbia Sportswear] There is the $220 Endor Issue Boot, a rugged hiker that has a Rebel insignia on the tongue and comes with two sets of laces, because apparently, even in a galaxy far, far away, shoe customization was a thing, too. And, of course, you can’t do Endor without the anthropophagous murder bears. I hate with a vengeance almost as much as I hate to admit that the Ewok Fleece Jacket is pretty damn cute. It is exactly what it sounds like: a high-pile, ultrasoft fleece jacket that has a Ewok-shaped hood with ears on it. Its available in adult sizes for $80, and in youth ($75) or infant bunting ($70) versions if you have kids. One bit I like: It features original concept art on the chest patch, a nice nod to the Lucasfilm archives. [Photo: Columbia Sportswear] Same technology as the regular Columbia stuff According to Becca Johnson, the company’s special projects director, the Ewok Bunting and Jacket use “tried-and-true plush, cozy fleece, with warmth as the main objective for those styles.” She says that “during testing with kids, they were so well received that they literally didnt want to take them off.” They do look comfy. [Photo: Columbia Sportswear] Although they are clearly Star Wars design, the nature of the Endor drop makes it look like a perfect fit for a company like Columbia. They work just the same, too. Johnson tells me that all these products use their core technologies for body and footwear. “All of these materials have already gone through rigorous real-world testing. We know they perform in dense, damp environments here on Earth, so were confident theyll hold up just as well on Endor,” Johnson says. The collection drops on December 11, 2025. If you are a Columbia Greater Rewards member, you get early access at 6:30 a.m. PST; everyone else has to wait until 7 a.m. PST. Given how fast previous drops have sold out (the Empire Strikes Back Han Solos parka sold out in just six minutes), you might want to set an alarm and hope the Force is with you. Or just wait five years and pay triple on eBay like I am tempted to do with that damn coat every single winter.
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The Phoenix Mercury rebranded for the first time in team history, and the new look is part of a wider trend across the WNBA as teams modernize their logos for a growing league. The new Mercury logo shows an “M” that’s a simplified version of the letter taken from the team’s old script wordmark. The bottom of the “M” is angled up at 19.97 degrees as a nod to the team’s 1997 founding as one of the league’s eight original franchises, and it’s set on a circle with a crescent shadow that represents the planet Mercury. The modernized logo was designed in-house. The rebrand comes at an inflection point for the team, which lost star player Diana Taurasi to retirement in February, and lost the 2025 WNBA championship to the Las Vegas Aces in October. The Mercury are considered the WNBA’s best-run organization, according to an anonymous survey of WNBA players released by The Athletic in July, in part because of their facilities. Mercury President Vince Kozar tells Fast Company, “Our goal is to make it as easy as possible to be a fan.” From left: The teams previous logo, and the new one [Image: Phoenix Mercury] It also comes at an inflection point for the league. Game attendance is at an all-time high, and the WNBA is expanding. The Golden State Valkyries joined last season, with the Portland Fire and Toronto Tempo set to debut next year, and future franchises planned for Cleveland, Detroit, and Philadelphia, which would bring the league to 18 teams by 2030. In a more crowded league, teams are simplifying their branding to stand out. Before the Mercury, the New York Liberty introduced a simplified version of the teams Statue of Liberty logo in 2020 that’s just Lady Liberty’s hand holding a torch. And in 2021, the Seattle Storm dropped a logo showing a detailed Space Needle illustration in favor of a simpler form of the landmark. “What we learned looking at the Storm and Liberty examples was you can do a really clean modernizationone that cleans up the 90s busyness of the logo and streamlines your color schemewithout completely rebooting or reimagining your marks,” Kozar says. [Image: Phoenix Mercury] The mark is the team’s primary logo, but it has other new marks too, including those that set the team name in a futuristic sans-serif font. There’s a global mark that wraps the Mercury logo in a roundel, a “Merc” logo that writes out the nickname over a map outline of the state of Arizona, and a “PHX” logo that Nike created in 2021. Kozar says these additional marks, which will appear on uniforms, courts, and merchandise, “just give our brand so much more depth and diversity.
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Authenticity is currency. You can spend it recklessly and go broke, or invest it strategically and build wealth. Most leaders are choosing bankruptcy without even realizing it. Right now, workplaces are debating authenticity. Some call “bring your whole self to work” a dangerous myth that punishes marginalized employees. Others claim it’s the secret to engagement and retention. Both are rightand both are missing something. Unfiltered authenticity without skill can be destructive. And yes, marginalized employees pay a higher price when they try to be authentic in systems that weren’t built for them. But your team already knows when you’re faking it. That difference between genuine authenticity and performed authenticity determines everythingtrust, safety, retention, innovation. Think about the best leader you’ve ever had. Now the worst. What separated them? Kevin Built Wealth. Nancy Went Broke An employee once described two former managers to melet’s call them Kevin and Nancy. Kevin had emotional intelligence. When you sent an email that landed wrong, he’d follow up: “Hey, I think you meant this . . .” He remembered small details from weeks ago. You felt seen. He operated from a place of genuine care. Nancy was polished. She said all the right things about supporting her team. But over time, you realized it was packagingfriendly but transactional. Like a car salesman calling you “buddy” while steering you toward the close. Surface-level all the way down. The result? People trusted Kevin enough to be vulnerable, to take risks, to bring their full selves. With Nancy, they performed. Stayed professional. Protected themselves. Kevin built wealth. Nancy went brokelosing her best people in the process. The Cost of Going Broke When leaders perform authenticity instead of practicing it, the price is steep. Trust erodes: Employees start second-guessing everything you say. They stop bringing you problems until they’ve become crises. They smile in meetings but vent about you in private Slack threads. Performance declines: When people feel unheard, they stop trying. They do the minimum, knowing their ideas will be dismissed or reworked later. Half-hearted efforts, wasted hours, and endless redos are all symptoms of leadership that performs authenticity instead of practicing it. Psychological safety vanishes: When you fake authenticity, your team learns to fake it right back. No one risks being vulnerable or challenges ideas. Creativity dies quietly in conference rooms where everyone nods along. Your best people leave: Not always loudly. Not immediately. But they start looking. They stop investing. They give you their labor, not their loyalty. For marginalized employees, the cost is even higher: Research shows the toll of code-switching and masking isn’t just emotionalit’s biological. Black adults, for example, “weather” years faster under chronic workplace stress, aging 6.1 years beyond their peers. Ninety-one percent of neurodivergent employees mask their traits at work, and most report burnout as a direct result. That’s what happens when people spend their careers navigating leaders like Nancyconstantly calculating, code-switching, and self-protecting while leadership performs its way through “authenticity.” It doesn’t just drain engagementit literally accelerates aging and drives talent out the door. What Building Wealth Actually Looks Like Kevin didn’t just happen to be authentic. He had the emotional intelligence to make authenticity work. Here’s what that looks like in practicethe four pillars of authentic leadership: Self-Awareness (Know Yourself): Kevin knew his triggers and blind spots. When he got impatient, he recognized it and communicated expectations clearly instead of lashing out. Nancy probably had no idea how she came acrossor worse, she knew and didn’t care. Transparency & Honesty (Show Yourself): Kevin admitted mistakes and shared challenges thoughtfully. Nancy talked about transparency but never revealed anything real. Her vulnerability was scripted. Consistency & Integrity (Be Yourself): Kevin’s actions matched his words whether you were in the room or not. People knew what to expect. Nancy adapted to the audiencewarm in meetings, different behind closed doors. Respectful Adaptation (Balance Yourself): Kevin was authentic without being unfiltered. He knew how to disagree respectfully, to be real without being reckless. Nancy confused polish with professionalism and never learned the difference. Without EQ, authenticity is chaosbluntness masquerading as bravery, oversharing disguised as vulnerability. With EQ, authenticity becomes the foundation for trust, creativity, and growth. Check Yourself Before You Wreck Yourself Here’s the uncomfortable truth: You might be Nancy and not know it. Cognitive dissonance lets us live with a lie. When we forfeit self-awareness for comfort, we convince ourselves we’re being authentic while we’re actually performing. We package our niceness. We script our vulnerability. We say the right words while our team watches our actionsand knows better. If this stirs some discomfort, that’s your cue to practice emotional intelligenceto pause, reflect, and not defend. Try this on Monday morning: Practice the pause. When someone challenges you, do you immediately defendor take a beat to ask, “What if they’re right?” Audit yourself. Do you remember what your people tell you? Do you follow up weeks later? When you admit a mistake, are you learningor just managing your image? These small acts separate the leaders building wealth from those heading toward bankruptcy. The Return on Investment When you invest authenticity wiselywith emotional intelligence as your guidethe returns compound: Trust multiplies: People stop hedging. They bring their full thinking, their wild ideas, their honest concerns. Problems get solved faster because no one’s wasting energy performing. Retention stabilizes: Your best people stay not for perks but for purpose. They don’t just work for youthey work with you. Innovation accelerates: Psychological safety fuels risk-taking. Teams build what mattersnot just what looks good in presentations. Culture sustains itself: Authentic leaders create authentic teams. It spreads. New hires learn what’s truly valuednot what’s written on the wall, but what’s modeled in the room. The difference between Kevin and Nancy wasn’t personality or charisma. It was the willingness to do the inner work required to show up authentically and skillfully. Kevin built wealth because he had the emotional intelligence to make authenticity work. Nancy went broke because she never learned th difference between saying the right words and being real. The question isn’t which leader you want to be. The question is: Which leader are your people actually experiencing?
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E-Commerce
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