Technological development is happening faster than ever and changing our lives in fundamental ways. The companies behind all these new gadgets and services are no doubt the greatest corporate success stories of our age. But entrepreneur and investor Azeem Azhar worries that our public institutions haven't kept pace with the industry, which has created an exponential gap between digital haves and have nots. He offers recommendations on how bridge the divide and achieve growth with broader societal benefits. You can hear more from Azeem Azhar on his HBR Presents podcast, Exponential View.

Marco Bertini, marketing professor at Esade Business School, says more and more companies are turning to pricing algorithms to maximize profits. But many are unaware of a big downside. The constant price shifts can hurt the perception of the brand and its products. He warns that overreliance on artificial intelligence and machine learning without considering human psychology can cause serious damage to the customer relationship. And he outlines steps managers should take, including implementing guardrails, overrides, and better communication tactics. With London Business School professor Oded Koenigsberg, Bertini wrote the HBR article "The Pitfalls of Pricing Algorithms."

Companies of every size in every industry and part of the world are basing more of their work around projects. And yet research shows that nearly two-thirds of those efforts fail. Antonio Nieto-Rodriguez, who has studied projects and project management for decades, explains how we can do better. He offers advice on the right way to frame projects, how to structure organizations around them, and pitfalls to avoid. Nieto-Rodriguez is the author of the Harvard Business Review Project Management Handbook and author of the article "The Project Economy Has Arrived."

Companies pay disproportionately high salaries to CEOs and other high-powered professionals willing to live and breathe their jobs, on-call 24/7, ready to pick up and travel. It's a phenomenon Harvard historian and economist Claudia Goldin calls "greedy work" and she says it's a big reason why the pay gap between men and women persists -- because the people typically tasked with caring for kids, the house, or elderly parents simply can't put in as much time and energy at the office. However, she notes, there are signs of change, with younger generations demanding better balance.

Keith Ferrazzi, founder of the consulting firm Ferrazzi Greenlight, led a survey of more than 2,000 executives to study how they reengineered operations during the pandemic. The research identified a kind of extreme adaptability at the team and organizational levels that helped some companies come out on top. Ferrazzi argues that after months of ruthlessly adapting, leaders should continue on a path of resilience and agility to stay competitive in the post-Covid-19 world. And he offers concrete steps to take. Ferrazzi is a coauthor of the new book "Competing in the New World of Work: How Radical Adaptability Separates the Best from the Rest."

Megan Gerhardt, management professor at Miami University, studies the impact of generational conflict on organizations. She says too many leaders see generational lines as a source of division that hurts productivity. But her research shows that age is often an untapped source of diversity. When age-diverse teams are managed well, members share more knowledge, skills, and networks with each other. To foster intergenerational collaboration, she lays out a four-part framework that starts with questioning assumptions and ends with embracing mutual learning. Gerhardt is a coauthor of the HBR article "Harnessing the Power of Age Diversity.”

As the acclaimed documentarian releases a new two-part PBS series about Ben Franklin, he describes how the U.S. founding father transformed himself from teen runaway to newspaperman, then inventor, then political elder. He explains what current leaders can learn from how Franklin approached business, scientific discovery, and his fellow nation-builders. Ken Burns, whose films have covered everything from the Civil War to baseball, also shares insights on how he and his teammates get their own groundbreaking work done.

Underperforming state agencies, a natural disaster, and a pandemic are among the many challenges that faced Massachusetts Governor Charlie Baker and his former Chief of Staff Steve Kadish. Looking back during the final year of the Baker Administration, they say running a government is very different and often much harder than leading a private-sector company. And they share their four-part framework for breaking down complicated problems with many stakeholders to get results. It’s valuable for anyone in public service, as well as for leaders and managers in large organizations hamstrung by bureaucracy and politics. Baker and Kadish wrote the new book "Results: Getting Beyond Politics to Get Important Work Done."

Companies offer sponsorship programs to help a more diverse group of high performers and future leaders advance. But the efforts can often misfire. Herminia Ibarra, professor at London Business School, says that’s because these arranged developmental relationships can lack authenticity and meaningful paths for action. She explains the key distinctions of mentorship and sponsorship and recommends that companies focus on two vital qualities: public advocacy and relational authenticity. Ibarra wrote the HBR article “How to Do Sponsorship Right.”

Over the past few years, organizations around the world have invested in diversity, equity, and inclusion initiatives with varying results. But to achieve lasting change, they'll need to commit to that work for much longer, says Ella Washington, organizational psychologist and professor at Georgetown University’s McDonough School of Business. Her research shows that companies move toward DEI maturity in five stages (aware, compliant, tactical, integrated, and sustainable) and each takes time to work through. She explains why some organizations get stuck, and how to overcome those challenges. Washington is author of "The Necessary Journey: Making Real Progress on Equity and Inclusion" and the HBR article "The Five Stages of DEI Maturity."

Managing rapid growth is a huge challenge for young businesses. Even start-ups with glowing reviews and skyrocketing sales can fail. That’s because new ventures and corporate initiatives alike have to sustain profitability at scale, according to Harvard Business School senior lecturer Jeffrey Rayport. He has researched some of the biggest stumbling blocks to long-lasting success and explains how to make the tricky transition out of the start-up phase successfully. With professors Davide Sola and Martin Kupp of ESCP Business School, Rayport cowrote the HBR article “The Overlooked Key to a Successful Scale-Up.”

Unless you're famous - or want to be - you might not think of yourself as a brand. But whether you're in a meeting or on social media, interviewing for a job or asking for a promotion, the way you carry yourself conveys a certain image to the people around you. Jill Avery studies marketing and is a senior lecturer at Harvard Business School, and Rachel Greenwald is a professional matchmaker and dating coach. Together, they explain why a strong personal brand is important for professional success. They walk us through how to think about reputation, identify core values, and project our authentic selves. Avery and Greenwald wrote the HBR article “A New Approach to Building Your Personal Brand.”

When it comes to solving complicated problems, the default for many organizational leaders is to take their time to work through the issues at hand. Unfortunately, that often leads to patchwork solutions or problems not truly getting resolved. Instead, Anne Morriss offers a different framework: to increase trust and transparency and the speed of execution to truly tackle big problems. Morriss is an entrepreneur, leadership coach, and founder of the Leadership Consortium. With Harvard Business School professor Frances Frei, she wrote the new book, Move Fast and Fix Things: The Trusted Leader’s Guide to Solving Hard Problems.

When a company, division, or product line has been struggling for some time, it can feel nearly impossible to get things back on track. But big turnarounds are possible, provided you have a team willing to work hard, be creative, and embrace change. When he was president and CEO of Marvel, Peter Cuneo oversaw the resurgence and sale of the media company, but even before that he had a long track track for turning around many types of consumer-facing businesses. He shares the strategies that work best for shaking up organizations and teams and boosting their performance. Cuneo is also the managing principal of Cuneo and Company.

Unwelcome employee turnover can create big problems for managers, teams, and organizations, so it's important to understand the real drivers of attrition. New research from Ethan Bernstein, associate professor at Harvard Business School, and Michael Horn, cofounder of the Clayton Christensen Institute, points to a host of push and pull forces that cause workers to jump ship and also outlines better retention strategies. They are the coauthors, along with Bob Moesta, of the HBR article "Why Employees Quit" and the book Job Moves: 9 Steps for Making Progress in Your Career.

In the dynamic realm of real estate, success hinges on the ability to attract, recruit and retain top talent. Reflecting on my early days in the industry, the memories of my first listing, first buyer and inaugural closing flood back. Those experiences instilled in me a profound sense of confidence, akin to the surge that…

The post Mastering Recruitment: Lessons from a Real Estate Journey appeared first on RISMedia.

Managing new entity and payer enrollment with payers can be a complex, time-consuming process for health care organizations. Whether launching a new practice, merging with another entity or expanding into new markets, the administrative burden of enrolling with insurance payers and Medicare/Medicaid is significant. From navigating payer-specific requirements to meeting tight deadlines, it’s easy for...

The post Why it’s Simpler for Health Care Organizations to Outsource Payer and Entity Enrollment appeared first on Anders CPA.

With all the complications of running a cannabis business, it’s easy to forget that cannabis is a plant: a living organism with its own genetics that takes care and cultivation to grow. To get all the various strains that now fill our stores, there are things a grower can do to improve those genetics and...

The post Outsourcing Tissue Culture for Cannabis Growers: Eliminate Risk, Boost Yield appeared first on Anders CPA.

Despite some optimism that the US truck freight market would begin to recover from continued downward pressure during Q3 2024, U.S. Bank freight metrics showed challenges remain for motor carriers with shipments and spending softer in Q3. Shipments were off 21.2 per cent YoY, one of the largest drops. The bank’s national shipments index fell by 1.9 per cent in Q3 after a 2.2-per cent drop in Q2.

ITMA ASIA + CITME 2025, set for October in Singapore, has nearly sold out its 60,000 sqm exhibition space with strong interest from 731 global tech providers. The event, supported by CEMATEX and CTMA, will showcase innovations tailored for Asia’s growing textile hubs. Key sectors include finishing, spinning, and knitting, highlighting sustainable tech and automation trends.

Anders was recognized on Missouri Lawyers Media’s 2021 Reader Rankings list for Forensic Accounting Providers. As one of the top three firms honored on the list, Anders was nominated and selected by the readers of Missouri Lawyers Media in an annual ranking of top businesses and firms in the legal profession. The Anders Forensic and...

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We all know that the past year has driven innovation throughout the economy. As business conditions shifted in early 2020, innovators across the globe were forced to use any means to keep their organization open. The digital transformation we have seen in our society over the past year is not going away anytime soon, so it’s important for leaders and visionaries...

The post 10 Ways to Automate Business Processes Using a Tool You Already Have: Microsoft Power Platform appeared first on Anders CPA.

There was that time when I was 25 year old, I was planning my wedding, and I had just passed the bar exam. I was hired as a deputy district attorney fresh out of law school where I began a career as a prosecutor working 50 hours a week, carrying a heavy caseload, and appearing…

Protein powders, yogurts, and bars make hitting our protein targets easy, but can contain UPFs. Here's what happened when health reporter Rachel Hosie quit them for a week.

Countdown to Sounds of Australia; nominate your favourites today!

Sound of the 80s: The Fairlight Revolution, next Friday at the NFSA!

Generative AI (GenAI) applications will increasingly transform organizations' IT platforms. Companies of any size that opt to create robust apps on their own, however, are in for a protracted, complex, and expensive experience.There's a better way: Buy into what I call a GenAI ecosystem from a vendor in whose tech you are already invested. These ecosystems are comprised of the sum of services customers mostly need to build and launch robust apps.

By enabling greater productivity and accelerated software development timelines, no code/low code is on the rise.

Together, they empower organizations to unlock the full potential of their data and teams

Features allow enterprises to gain insight from corporate data with graphical categorizations and support for Sharepoint and NAS Environments

By infusing cameras with advanced AI technology, Video AI Agents enable cameras to identify, reason, and trigger responses to real-life incidents without requiring human intervention

Tagging the content at the article and sub-article level will make it easier to surface content more precisely relevant to the SSP community

PeerGFS improves productivity and availability while minimizing recovery time in disaster scenarios

Cloud-based BMC Helix and Control-M deliver mission-critical capabilities for today and set up future AI use cases for success

Luggage repair and claims specialist selects Rootstock Manufacturing Cloud ERP to transform global operations and support future growth??

Arcitecta extends its reach to the museum and cultural asset market

Creatio works to transform legacy processes that impact enterprise productivity

Quadient's digital automation platform will help design, create, and seamlessly manage thousands of daily customer communications

We are in the earliest stages of Agentic AI, and, much like the early days of RPA and GenAI, there's a lot of excitement but also a lot of uncertainty. While the potential benefits are enormous? streamlined operations, lower costs, fewer human errors?there are equally important concerns about job displacement, bias in AI decision making, and a lack of transparency in how these systems operate.

What organizations that depend on dynamic documents really need are solutions that work seamlessly across all platforms. This way, organizations can eliminate compatibility issues and reduce most?if not all?of the costs that are associated with restricted formats.

An Enterprise CSP offers enterprise-grade custom AI models for driving growth

If its happening within the International Drive Resort Area...youll find it here!

Sometimes, data loss just happens. When it does, here are some free data recovery tools that could help you get back your lost data.

Here are some resources and platforms you can start outsourcing by providing business travel services to optimize your business operations.

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Your brand. Yes. Your personal brand. It starts there. It is everything you do to influence the experience someone has with you and your business. Anything you offer that someone can see, hear, touch, smell or taste will dictate how they feel about you. It is every email and text you send. Every phone conversation.…

The post Mastering Marketing: How to Build a Strong Personal Brand and Win More Clients appeared first on RISMedia.

  Cryptic Studios is an industry leader in the development of free-to-play massively multiplayer role-playing games on PC and console including Champions Online, Star Trek Online, and Neverwinter.  We bring these popular properties to life with innovative gameplay mechanics, gorgeous graphics, and impressive sound to create an engaging and immersive player experience.  We have adopted a flexible work policy that allows options for onsite work in our Los Gatos, CA studio or fully remotely from anywhere throughout the US. Come and join us! Cryptic Studios is currently seeking a Staff Core Software Engineer.  The creation and operation of massive multiplayer online games requires a wide range of innovative technologies.  As a Core Software Engineer, you can help define and drive improved workflows and engine features for Cryptic’s game development teams.   Every day you could be: * Collaborating with world-class artists, designers, and engineers to build game systems and powerful tools for the creation of fantastic virtual worlds and gameplay. * Extending systems to meet the ever-changing needs of a massively multiplayer online game. * Upgrading our workflows to improve team productivity and enhance content for customers. * Analyzing performance of key systems and refactoring or re-implementing them to perform and scale better under load. * Working in a custom, state of the art, client-server game engine and tool suite. * Researching and introducing new technologies to all engineers and management.     Systems you might work on     * Core components of Cryptic's game client/server architecture, including simulation technologies (AI, cloth, movement, physics), and audio/visual technologies (animation, audio, visual effects). * The many in-engine tools used to build content for our games. * Integration with platforms such as Xbox Live, PlayStation Network, Steam, and Epic. * Internal improvements to keep up with the latest software development tools * Graphics team support   What we need to see: * 5+ years of experience programming and debugging. * 1+ year of professional experience programming and debugging with C/C++. * Solid understanding of pointers and memory management. * Working knowledge of asynchronous systems such as multi-threaded or multi-process systems. * Ability to work comfortably within a large pre-existing code base * A passion for delivering great work. * Clear and concise communication skills. * Bachelor's degree in Computer Science or related field (or equivalent experience). * Must be eligible to work in the United States.   What we’d like to see: * Experience in the video game industry and with MMO’s is a huge plus! * Worked on a team developing software that shipped in a finished product. * 2+ years of game development experience. * In-depth knowledge of and experience with games.   C/C++ Programming Cryptic’s software engineers work almost exclusively in a high performance, cross-platform C/C++ code base.  In addition to problem solving skills, this job requires a high degree of proficiency with pointers and memory management and the interview process will test for these skills. (Java and C# are not utilized in this job.)   What Cryptic Offers * Remote Work Options - Anywhere Within The US * A fun tight-knit team where your contributions will have a major impact * Full-Time role * Paid Holiday, Sick Time & Paid Time off * Health Insurance & Perks: Medical, Dental, Vision * Company social events  * Pet-Friendly Environment  

The Media School at Indiana University Bloomington invites applications for a Lecturer, Senior Lecturer, or Professor of Practice position in game design (appointment dependent on professional experience and impact in the field). We seek candidates with senior experience in the game industry as well as a deep understanding of game design and/or systemic design. The ideal applicant will have some teaching experience and technical skill in some portion of the production pipeline. Applicants with little or no classroom experience are still encouraged to apply and should discuss their interest and preparedness to teach students at the college level. A bachelor’s degree is required and an advanced degree preferred, though significant professional experience will be considered in lieu of an advanced academic degree. The candidate may teach courses on the game industry, advanced design classes, special topics courses based on their expertise, and support students through their sequence of capstone courses. Duties will include teaching and service to the game design program with the potential for leadership within the program, including directorship of the degree.    Applications should include a cover letter, curriculum vitae, teaching statement, diversity statement outlining contributions and commitment to equity and inclusion, and a list of academic or professional references. Applications will be reviewed immediately, and the position will remain open until filled. Applications received by October 28, 2022, will be given full consideration. Interested candidates should submit application materials online at https://indiana.peopleadmin.com/postings/13810. The expected start date is August 1, 2023.    Indiana University is an equal employment and affirmative action employer and a provider of ADA services. All qualified applicants will receive consideration for employment based on individual qualifications. Indiana University prohibits discrimination based on age, ethnicity, color, race, religion, sex, sexual orientation, gender identity or expression, genetic information, marital status, national origin, disability status or protected veteran status. Diversity and inclusion are central to The Media School’s mission.    Indiana University is located in Bloomington, Indiana, a vibrant city full of cultural life, diversity, and opportunity, with a population of some 85,000 people from all over the world. It is not uncommon to bump into world-renowned poets, professors, musicians, and researchers at one of the city’s notable local restaurants, cafes, or breweries. IU Bloomington is home to a lively arts community, with independent local theaters, university orchestras, and one of the best university cinemas in the country.     Questions regarding this position or the application process should be directed to the chair of the search committee, Will Emigh, Interim Director of the Game Design Program, at wemigh@indiana.edu. See more about The Media School at https://mediaschool.indiana.edu/index.html.  

Job Description: Responsibilities include teaching, advising and working with undergraduate and graduate students. Candidate will: sustain an active record of scholarship in an area that intersects with digital art or video games; participate in the development of courses and curricula; and contribute to service activities such as outreach to high schools and serving the School, College, and University on committees. Initial responsibilities include engagement with the LSU Cain Center to aid in video games and esports curriculum development for the Digital Design & Emerging Media Pathway. Candidate will also maintain a commitment to ensuring an inclusive and collaborative environment that promotes diversity and creative freedom for those involved in the digital art and video games entangled communities.   Required Qualifications:● Master’s degree, doctorate, OR combination of bachelor’s and commensurateexperience/practice in a field relevant to digital art and video games.● An equivalent combination of education and experience in digital art and video games sufficient to successfully perform the essential duties of the job.   Additional Job Description: Special Instructions To receive full consideration, please provide the following: (1) a letter of application (cover memo) with a narrative description of your background, interests and qualifications for the position (3-page maximum). Describe courses you are qualified to teach and/or classes you have taught in the past, your research interests and scholarly activities, and relevant practice experience. Submissions must also include: (2) a curriculum vita; (3) the names, addresses, telephone numbers, and e-mail addresses of three references; and (4) links to or examples of at least 3 scholarly/creative works. A copy of your transcript(s) may be attached to yourapplication; however, original transcripts can be provided prior to hire. Please attach ALL documents in a single PDF under the Resume/CV section of your application. Application review will begin immediately, and will continue until a candidate is selected. The position will remain open until filled.   More information about the College of Art & Design, School of Art, Digital Art concentration, and Digital Media Arts & Engineering program are available at http://design.lsu.edu, http://art.lsu.edu, http://digitalart.lsu.edu, and http://dmae.lsu.edu.     Special Instructions: The School of Art at Louisiana State University seeks a full-time, tenure-track Assistant Professor in the area of Video Games & Digital Art. The successful candidate will be an innovative and dedicated practitioner and educator, with demonstrable skills in video game and digital art related fields which fall within the broad academic scope and research/creative activities of the School of Art and Digital Media Arts and Engineering programs. Candidates withclear evidence of potential for excellence in teaching, research, and service are encouraged to apply.   Posting Date: August 9, 2022   Closing Date (Open Until Filled if No Date Specified):   Additional Position Information: Background Check - An offer of employment is contingent on a satisfactory pre-employment background check. Benefits - LSU offers outstanding benefits to eligible employees and their dependents including health, life, dental, and vision insurance; flexible spending accounts; retirement options; various leave options; paid holidays; wellness benefits; tuition exemption for qualified positions; training and development opportunities; employee discounts; and more!   Essential Position (Y/N):   LSU is an Equal Opportunity Employer: LSU believes diversity, equity, and inclusion enrich the educational experience of our students, faculty, and staff, and are necessary to prepare all people to thrive personally and professionally in a global society. We celebrate diversity and are committed to the principles of diversity and inclusion. We actively seek and encourage qualified applications from persons with diverse backgrounds, cultures and experiences. To learn more about how LSU is committed to diversity and inclusivity, please see LSU’s Diversity Statement and Roadmap. Persons needing accommodations or assistance with the accessibility of materials related to this search are encouraged to contact the Office of Human Resource Management (hr@lsu.edu).     HCM Contact Information: Questions or concerns can be directed to the LSU Human Resources Management Office at 225-578-8200 or emailed HR@lsu.edu

The Game Design department of New York University’s Tisch School of the Arts seeks to fill a full-time faculty position starting in the 2023-2024 academic year.   Join the NYU Game Center—a passionate community of game creators, researchers, and educators who are committed to building the world’s greatest game design program, to teaching the next generation of game innovators, and to furthering games as a meaningful cultural form via game design as creative practice.   We are seeking applicants for an Assistant Arts Professor (non-tenure, continuing contract) position to start in September 2023 and serve as part of our faculty on an ongoing basis. Applicants must have professional experience in one or more of the following domains: game design, game development, and creative direction. Ideal candidates should have creatively led and released multiple game projects, whether in large-scale commercial games (AAA), indie games, and/or artistic projects centered on play. Hands-on familiarity with game engines such as Unity, GameMaker, and Unreal is preferred.   As part of Tisch School of the Arts, Game Center faculty are expected to combine teaching with an active, ongoing professional practice and/or research in the world of games. We are looking for candidates who are active participants in the field, doing original and innovative work as independent developers in solo/consulting practice or as part of larger teams. Ideal candidates would have experience speaking or writing about their own and/or other game creators’ work from a critical perspective and should be able to draw on their professional experience to create a compelling and effective learning environment. Previous teaching experience is not a requirement, but it is a strong plus. The NYU Game Center is a highly collaborative environment where decisions about the operations of the department are made collectively whenever possible; leadership and consensus-building skills are also highly valued.   We are actively seeking applicants that have a commitment to equity-forward teaching practices and who recognize and embrace the values of inclusivity and diversity, both in the classroom and in game development.   Whether you are an industry veteran with triple-A experience who wants a chance to share your knowledge of the complex craft of game development or an independent developer exploring the experimental edge of game aesthetics, we want to talk to you about joining the NYU Game Center. . Duties: Duties include teaching five courses a year, student advising, and participation in departmental and school-wide committees. On-going professional work while teaching is expected. Includes an excellent benefits package.   Applicants must provide a cover letter, full C.V., and three letters of recommendation with contact information for each recommender. All these materials must be submitted by November 1, 2022.   For more information, please visit: https://tisch.nyu.edu/faculty/faculty-positions.      Finalists will be asked to submit a portfolio of creative work, to provide selected course syllabi and teaching evaluations if applicable, and to give a short lecture on a topic of their choice to NYU Game Center students and faculty.   NYU is an Equal Opportunity Employer and is committed to a policy of equal treatment and opportunity in every aspect of its recruitment and hiring process without regard to age, alienage, caregiver status, childbirth, citizenship status, color, creed, disability, domestic violence victim status, ethnicity, familial status, gender and/or gender identity or expression, marital status, military status, national origin, parental status, partnership status, predisposing genetic characteristics, pregnancy, race, religion, reproductive health decision making, sex, sexual orientation, unemployment status, veteran status, or any other legally protected basis. Women, racial and ethnic minorities, persons of minority sexual orientation or gender identity, individuals with disabilities, and veterans are encouraged to apply for vacant positions at all levels.