Every basketball player dreams of making it to the NBA — but for most, that dream goes unrealized.

“When you stop playing, a part of your identity as a basketball player fades,” says Scotty Weaver, a former college hooper turned basketball content creator. “It’s always that feeling of never making it.”

While playing overseas or in semi-pro leagues is still an option, it rarely comes with the recognition that the NBA offers. With The Next Chapter, Weaver is aiming to change that.

Co-founded with fellow basketball creator D’Vonte Friga, The Next Chapter (TNC) is a premier 1v1 basketball league spotlighting some of the most dynamic streetballers in the game. Players go head-to-head for cash prizes in a format reminiscent of cage fighting.

Related: 7 Lessons from Basketball to Help You Succeed in Business

The prologue

Weaver was in the streetball content world long before TNC, starting out working with BallisLife doing content with their East Coast squad, where he met standout player Isaiah Hodge, aka Slim Reaper. They left Ballislife and started making their own street ball content with a group called The Wild Hunt. Weaver would bring his Wild Hunt team to local parks and film five-on-five basketball videos.

“We had a bunch of guys who were characters,” Weaver says. “Slam dunkers, guys doing creative dribbling, big talkers. Everyone brought their own personality and energy.”

The five-on-five format helped draw big crowds, but it made it tough for Weaver to pay the players involved consistently.

“To help pay the team, we asked after the event if they wanted to run some one-on-ones with people at the park,” he explains. “When that video comes out, we’ll post it as the next chapter — and whatever it generates will be how we pay you. So your ability to earn is directly tied to your performance in the video.”

That model incentivized players to talk trash, play flashy and stand out, turning the games into even better content.

They started featuring one of their players, Lah Moon, in a one-on-one after every park run, challenging the best and bravest from the crowd. After a string of undefeated performances, Moon finally met his match in former college hooper Nasir Core, whose dominant showing made him a standout in the community.

Sensing they were onto something, Weaver brought Core in as another featured one-on-one player, laying the groundwork for what would eventually become The Next Chapter. Season One featured seven players, each compensated based on how well their videos performed. They shot all seven episodes in a single day and posted them over several months.

“Season one did great,” Weaver says. “Players started to see how much money they could make on this.”

What began as a way for players to make some extra money has unexpectedly evolved into a potential career path for streetball creators.

“We just paid attention to what people wanted to watch,” Weaver says. “What we’re building is a basketball league — whether it’s one-on-ones, two-on-twos, three-on-threes, or five-on-fives. Right now, we’re focused on ones because they’re far more marketable. But we never want to close ourselves off to the idea of doing it all.”

Related: ‘This is the Future’: WNBA Legend Lisa Leslie Reflects on the WNBA’s Growth and Championing Small Business

The ‘UFC’ of hoops

TNC’s marketing strategy channels the spirit of Vince McMahon and Dana White, building stars by spotlighting unique personalities and skill sets. YouTube phenom Devonte Friga knows this process well, having grown his personal channel to over a million followers.

“We’re trying to build the UFC of one-on-one basketball,” Friga says.

He points to one of TNC’s standout players, J Lew, whom the marketing team cleverly labeled “the internet’s shiftiest hooper.”

“There are so many players like that — each with small, unique parts of their game that define who they are. Take NAS, for example. Online, he’s dominant. He doesn’t just win — he wins big — and makes sure everyone knows it. Then there’s Moon, whose unorthodox one-on-one style is so distinctive that NBA 2K flew him out to capture his crossover move, even though he’s not an NBA player. It’s those little things — the way a player stands out — that turn them into a star.”

The next chapter for The Next Chapter

Although most TNC players are streetballers, the league is experimenting with a new format on June 6: a one-on-one showdown between former NBA players Lance Stephenson and Michael Beasley, with $100,000 at stake.

The matchup will serve as the finale of Season 2, which featured 20 episodes of the two pros coaching opposing squads, building anticipation for their long-awaited faceoff. The event will be available via pay-per-view, a bold move for a league whose audience is accustomed to free content.

Still, Weaver is confident fans will see the value.

“I think it’s about proving to your audience that when you ask them to spend their money, there has to be a clear sense of value — like, wow, I actually got something great in return — rather than, this just feels like the same thing I was getting for free, but now I have to pay for it.”

While some details are still being finalized, Weaver estimates that moving forward, about 95% of TNC content will remain free, with roughly 5% behind a paywall.

While others — like former NBA star Tracy McGrady with his OBL league — have explored the 1v1 basketball space, The Next Chapter is carving its path from the ground up.

“Unlike Tracy’s league, we don’t need to be something big right away,” says Friga. “What we’re building is completely different, and I believe it has the potential to become a billion-dollar industry.”

Disney and Universal have brought the first major AI copyright lawsuit in Hollywood against AI image-generating startup Midjourney.

In a 110-page complaint filed in U.S. District Court in Los Angeles on Wednesday, Disney and Universal accuse Midjourney of copying famous characters from their copyrighted works. The movie studios state that they have sent “cease and desist” letters to Midjourney’s counsel to ask the startup to stop generating material featuring characters developed by the studios. Midjourney has allegedly disregarded their requests.

“Midjourney, which has attracted millions of subscribers and made $300 million last year alone, is focused on its own bottom line,” Disney and Universal allege.

Related: A 74-Year-Old Needed a Lawyer, So He Used an AI Avatar in Court. It Didn’t Go Well.

Some of Disney’s copyrighted characters include Darth Vader from “Star Wars,” Elsa from “Frozen,” and Homer Simpson from “The Simpsons,” while characters from Universal include minions from “Despicable Me,” Po from “Kung Fu Panda,” and Hiccup from “How to Train Your Dragon.”

According to the lawsuit, only Disney and Universal are allowed to commercialize these characters and build a business around them. However, Midjourney has allegedly allowed its subscribers to generate images of characters like Darth Vader in violation of copyright laws.

Disney and Universal included multiple examples in the complaint of AI-generated images from Midjourney featuring characters from “Cars,” “Shrek,” and other movies.

Disney and Universal are asking for a jury trial, calling Midjourney’s actions “textbook copyright infringement” and stating that the AI startup “threatens to upend the bedrock incentives of U.S. copyright law.”

“Midjourney is the quintessential copyright-free-rider and a bottomless pit of plagiarism,” Disney and Universal allege.

Related: New York Lawyer Uses ChatGPT to Create Legal Brief, Cites 6 ‘Bogus’ Cases: ‘The Court Is Presented With an Unprecedented Circumstance’

Midjourney is a text-to-image AI generator that churns out images in seconds based on user prompts. It sells monthly subscriptions ranging from $10 per month for a basic plan to $120 per month for a mega subscription. The startup was founded in 2021 and has since generated $50 million in revenue in 2022 and $300 million in revenue in 2024.

Midjourney notes on its website that it is “a small self-funded team” with “11 full-time staff.”

While Disney and Universal’s lawsuit against Midjourney represents the first major Hollywood lawsuit against an AI startup, another groundbreaking AI case was filed last week. Reddit became the first major tech company to sue an AI startup, alleging in the complaint that the $61.5 billion startup Anthropic used the site for training data without permission.

AI copyright cases can get expensive, too. Getty Images CEO Craig Peters said last month that Getty has spent millions of dollars in a years-long legal fight with AI image generator Stability AI.

Getty alleged that Stability AI illegally scraped more than 12 million copyright-protected media from its site to train its AI image generator. Getty launched the suit in January 2023; the case is set for an initial trial on June 9.

Before anyone steps into your business, they’re already walking through your digital front door.

And that front door? It’s not just your website. It’s your Instagram bio, your LinkedIn header, your last three Google reviews — and whether you like it or not, people are judging.

This isn’t just a real estate issue. It’s a modern business challenge. In today’s digital age, every entrepreneur, regardless of their industry, faces the same scrutiny. Whether you’re a therapist, a founder, a coach, or a solopreneur, you are being Googled. And more often than not, that quick online search becomes the reason someone either clicks through or clicks away.

Related: Want to Build Trust in Your Business? It All Starts Online

The first (digital) impression is everything

Years ago, if a home looked rough on the outside, potential buyers wouldn’t even bother stepping inside. That’s curb appeal.

Today, your digital presence is your curb appeal. If your website looks like it hasn’t been updated since 2014, if your LinkedIn headline is vague, or if you’ve got a highlight reel of blurry social posts and broken links, you’re leaving opportunity on the table.

And the scariest part? Most people don’t even know what’s wrong.

That’s why my company started doing brand audits. Think of it like a digital home inspection. We review everything: social bios, website copy, email footers, profile photos, consistency, tone, messaging — and yes, even the typos. Because your online presence doesn’t just speak for you. It is you.

What most people get wrong

Thinking good enough is enough. A decent headshot and a few blog posts do not build trust. People want to see you show up with consistency and confidence.

Ignoring alignment. The tone of your website, the energy of your social media, the words in your emails — they all need to point in the same direction. If your audience feels like they’re getting mixed messages, they’ll walk away.

Treating your brand like a one-time project. Your digital presence isn’t something you “set and forget.” It’s a living, evolving asset. And it needs regular care.

Why digital trust matters

In the world of entrepreneurship, trust is the currency that drives business success. Your online presence is often the first interaction potential clients or customers have with your brand. If they don’t trust what they see, they won’t engage further.

Building digital trust involves more than just having a professional-looking website. It’s about creating a cohesive and authentic online persona that resonates with your audience. This includes consistent branding across all platforms, engaging and relevant content and a clear message that aligns with your business values.

Steps to enhance your digital presence

1. Audit your online profiles: Start by reviewing your social bios, website copy, email footers, profile photos and overall consistency. Look for areas that need improvement and make necessary updates.
2. Consistency is key: Ensure that your tone, messaging and branding are consistent across all platforms. Mixed messages can confuse your audience and erode trust.
3. Engage regularly: Your digital presence should be dynamic. Regularly update your content, interact with your audience and stay active on social media. This shows that your business is alive and thriving.
4. Professionalism matters: Invest in high-quality visuals, well-written content and a polished website. These elements reflect your professionalism and commitment to your business.
5. Seek feedback: Don’t hesitate to ask for feedback from your audience. Understanding their perceptions can help you make informed improvements to your digital presence.

Related: How to Build Trust and Transparency With Your Customers While Taking Their Data

The role of digital trust in business growth

Digital trust isn’t just about attracting clients; it’s about retaining them. When people trust your online presence, they are more likely to become loyal customers and advocates for your brand. This trust translates into repeat business, positive reviews, and word-of-mouth referrals — all of which are crucial for business growth.

Moreover, a strong digital presence can differentiate you from competitors. In a crowded market, your edge isn’t just what you offer. It’s how clearly and confidently you show up online.

Today, your digital presence is your curb appeal. It’s the first impression that potential clients have of your brand, and it can make or break their decision to engage with you. By focusing on building digital trust, you can ensure that your online presence reflects your brand’s credibility and professionalism.

So, take the time to audit your digital presence, ensure consistency, engage regularly and seek feedback. These steps will help you build a strong and trustworthy online persona that attracts and retains clients.

Because in business, your edge isn’t just what you offer. It’s how clearly and confidently you show up online.

Citigroup is doubling down on its hybrid work policy by giving most of its 229,000-person workforce a remote summer perk.

According to a leaked memo sent to employees on Monday, obtained by Business Insider, Citigroup is giving its hybrid employees the option to work remotely for any two weeks of their choosing in August. Most Citigroup staff are hybrid and work in the office at least three days a week, with only traders and bank branch staff expected to work in person five days a week.

Citigroup’s Chief Human Resources Officer, Sara Wechter, sent the memo, which noted that the perk was part of the bank’s commitment to flexibility and its hybrid work policy.

Related: Citigroup Mistakenly Credited a Customer with $81 Trillion Instead of $280: ‘Inputting Error’

“Our hybrid work model helps us attract and retain top talent and sets us apart from other companies in our industry — and we remain committed to this model,” Wechter wrote.

Wechter added that the bank chose August “because it is traditionally a quieter time for our businesses and clients, when many are already out of the office due to vacations.”

^{Citigroup CEO Jane Fraser. Photo by John Lamparski/Getty Images}

Citigroup last gave employees the option to work remotely for two weeks during the summer in August 2022. The bank has also offered two weeks of remote work every December since 2022.

Employees must work remotely from a location where they have a legal right to work, so this isn’t a “work from anywhere” arrangement.

While Citigroup reinforces its commitment to hybrid work, other banks are pushing for a return to the office. JPMorgan required most of its employees to work fully from the office starting in March, while Goldman Sachs has required it since 2021.

Related: Citigroup Eliminated More Jobs This Week. Here’s Which Roles Were Affected.

Citigroup CEO Jane Fraser has long been a proponent of flexible work. She opted to work part-time as a partner at McKinsey after having her first child, an arrangement she maintained until she departed McKinsey for Citigroup in 2004.

As the first woman to lead a major U.S. bank, Fraser has led a multi-year effort to transform Citigroup by updating its technology and encouraging work-life balance. Since becoming Citigroup CEO in March 2021, Fraser has emphasized that hybrid work was here to stay at the bank.

In March 2021, she created Zoom-Free Fridays at the bank so that employees were not required to take video calls on Fridays. She additionally urged employees to take their vacation time and keep work to standard working hours.

In January, Fraser told directors on a quarterly call that the bank’s hybrid work policy gave it an advantage in recruiting new talent and that the policy would continue.

Related: Here’s How Much 8 CEOs Made in 2024, From JPMorgan’s Jamie Dimon to Disney’s Bob Iger

June 19th is one of the newest holidays on the federal calendar. It commemorates Juneteenth, the day that the last enslaved people in Texas learned that they were free in 1865. Since it was officially declared a national holiday in 2021, most people don’t know much about it or why it’s a day worth celebrating. All that most people know about the holiday is that they get an extra day off between Memorial Day and the 4th of July, and that’s a win for their work-life balance (or work-life blend as I like to call it).

Although Black Americans have celebrated the holiday for centuries, more and more businesses are jumping on board. For many Black Americans, Juneteenth symbolizes freedom and independence from a hard, dark history. But I have good news: the holiday isn’t just for them — it’s for you, too. Companies and employees alike can benefit from celebrating Juneteenth. Here are four reasons why they can benefit, too.

Celebrating Juneteenth gives your employees a much-needed day off and positions your company as the “hero”

Instead of waiting until the 4th of July for a much-needed long weekend, you can offer your employees an extra day off on Juneteenth. Whether it’s a paid or unpaid holiday, giving your employees a break in the summer months gives them a much-needed reprieve from their stressful to-do lists. A recent meta-analysis has shown that holiday breaks and vacations play a crucial role in the mental and emotional wellbeing of your employees. These benefits can extend to improved mental health, enhanced problem-solving, and a boost in job satisfaction. Simply put, refreshed employees are happy employees. Giving workers that additional day off pays dividends toward their productivity and general contentment at the company. And all it costs the business is one working day. Who knew adding one additional day to your company’s holiday roster would have such a positive impact on retention and employee happiness?

Related: You Need a Real Vacation (And So Do Your Employees)

Juneteenth conversations can strengthen connections and communication within the company

While many people are new to Juneteenth and don’t know much about it, some people have been celebrating it for a very long time. Creating the opportunity for knowledgeable employees and less knowledgeable employees to connect and share facts, history and information about the holiday can not only strengthen connections within the company but also create space for deeper dialogue and more open communication in the future. As a Diversity, Equity and Inclusion (DEI) consultant, I’ve seen employees who would otherwise have nothing to discuss with colleagues other than work topics actually bond and learn something new from one another’s lived experiences. Those extended discussions about non-work-related topics can build stronger employee rapport and nurture company cohesion in subtle yet durable ways.

Related: The 6 Do’s and Don’ts for Engaging in Juneteenth Conversations

Celebrating Juneteenth allows leadership to re-engage employees in the company’s core values

I’ve led my fair share of values-driven meetings, and all too often, just months after the company values presentation, employees forget what they are and why they matter. That’s not the fault of leadership as much as it’s the lack of seeing the company’s values in action. Juneteenth can be an opportunity to practice what your company preaches and show your employees that you truly value diversity, curiosity, collaboration, fairness or any other core value that’s relevant. For example, on Juneteenth, you can encourage your employees to seize the day by volunteering with an organization that promotes diversity or uplifts the wellbeing of Black folks in their communities. This act can encourage your employees to embody the core values of diversity and collaboration. An alternative idea is for leadership to use Juneteenth as an opportunity to send a company-wide email sharing a brief history of the holiday and why it aligns with the organization’s core values of curiosity and fairness. The opportunities are endless to lean into Juneteenth and leverage it as a learning tool and a way to show — not tell — your employees how to exemplify the company’s core values.

Related: Core Values and Practices Are Booster Fuel for Your Business. Here’s How to Establish the Right Ones.

Celebrating Juneteenth reaffirms your company’s commitment to DEI

As mentioned, when it comes to your company values, it’s best to show and not tell. One way to do that is to demonstrate to your employees that DEI is still a priority by holding an insightful group session. I’ve been invited to speak or lead a session around Juneteenth on numerous occasions, and it’s one of my favorite times of the year to show up. Not only are employees already engaged in the topic, but they’re also learning more about it from others and are often more receptive to new information during that period. I come in to help employees recognize how Juneteenth and its history and learnings can inspire the day-to-day business operations, strengthen inclusion efforts at the company and improve overall cohesion. Investing in hosting a speaker or seminar on or around Juneteenth can be a great way to educate, engage, and reiterate your DEI commitments to employees at all levels of the organization.

Final thoughts

Juneteenth is an opportunity for companies to lean in, not lean back. Instead of hesitating around the holiday and what it means for non-Black employees, step confidently into the space of making meaning, connection and a learning experience out of it for everyone. No employees are ever upset about having a paid day off, and a bonus benefit is that they can often enjoy learning something new about the country and our shared history. Companies and employees who treat Juneteenth as more than just a “Black” holiday and instead as an opportunity to rest, reflect, and connect can benefit greatly on the employee wellbeing and productivity fronts.

I started my journalism career in 2004. Within months, it was clear: the industry was changing — fast. Newsroom layoffs, budget cuts, and staff downsizing became routine. Whispers of “impending cuts” turned into annual realities. Every year brought fewer resources, fewer colleagues, and more pressure to do more with less.

Eventually, the tone of the industry changed completely. We went from reporting the news to defending its very existence. I remember being handed scripts to read on-air, asking viewers to “support local journalism.” Imagine reporting on the world while quietly campaigning to save your own job. It was humbling — and revealing.

That’s when I realized I needed a Plan B.

About eight years into my 15-year career as a reporter and anchor for Canada’s largest private broadcaster, I started building a real estate-focused marketing agency. Quietly. In the newsroom, side hustles were frowned upon. Some managers even banned them. It was a strange contradiction: everyone knew the industry was shrinking, but no one was allowed to prepare for what came next.

So I did it anyway.

Over time, that agency grew quietly in the background. And one day, it was big enough that I didn’t need the newsroom anymore. I stepped away — and stepped fully into entrepreneurship.

What I didn’t expect was just how many of my journalism skills would become foundational to building and running a successful business.

Here’s what translated — and why it matters to anyone navigating uncertainty in their career today.

Related: The 3 Biggest Mistakes That Made Me a Better Entrepreneur

Deadlines build more than discipline — they build trust

In journalism, deadlines weren’t flexible. If your segment wasn’t ready by airtime, it didn’t go to air — simple as that. There was no “I’m running a bit behind.” That kind of real-time pressure trains you to deliver no matter what. And more importantly, it teaches you that other people are counting on you to deliver.

In business, that same mindset is a competitive advantage. When you consistently meet deadlines—for clients, collaborators, or even yourself — you build a reputation as someone who can be trusted. In a world full of flakiness, that trust is rare and valuable.

Clarity is the most underrated communication skill

As a journalist, my job was to take something complicated — legislation, economics, crime stats — and make it clear, fast. I learned how to break down ideas so that a viewer with no background knowledge could still understand the story.

That skill carried straight into business. Clients aren’t looking for more information — they want clarity. They want someone who can explain things in plain language, with confidence and precision. If you can do that, you’ll win attention and loyalty, even in crowded markets.

Reading the room is a business skill, not just a social one

Every newsroom has an unspoken energy. Some days are tense. Others are collaborative. You learn to read body language, anticipate reactions, and adjust your tone accordingly. Sometimes you learn the hard way — by saying the wrong thing at the wrong time. But eventually, you get good at it.

That emotional intelligence became essential in business. Whether I’m in a sales call, a client pitch or a team check-in, I rely on that same ability to gauge the room. Knowing when to speak, when to pause, and when to pivot isn’t just nice to have — it’s how you build rapport, close deals and lead people.

Your visual presence sends a signal — whether you like it or not

In television, how you show up is part of the job. Lighting, clothing, posture, eye contact — everything matters. You’re trained to think visually because you’re being seen, not just heard.

As a business owner, I carried that forward. Whether I’m on a Zoom call, recording video content, or meeting a client in person, I think about how I show up. Not because I care about superficial polish, but because I understand that presence builds credibility. People make snap judgments. Being intentional about your appearance — your energy, tone, body language — is part of your brand.

Asking smart questions leads to better outcomes

Great interviews don’t happen because the journalist talks a lot — they happen because they ask questions no one else thought to ask. They listen. They dig. They help the subject get to something real.

That skill set applies almost everywhere in business. Whether I’m onboarding a client, hiring a new team member, or troubleshooting a campaign, asking thoughtful, open-ended questions makes all the difference. It leads to insights, not just answers. The better your questions, the more valuable your results.

Content creation isn’t a buzzword — it’s a daily practice

Before “content marketing” was trendy, journalists were doing it every day. Writing headlines. Filming segments. Recording voiceovers. Editing clips. We were creating daily, on deadline, with quality and consistency.

When I pivoted into business, that content muscle was already built. I could write fast. I could shoot video. I could find the story angle. That made building a content-driven agency much easier. But more importantly, it helped me communicate my value consistently — through blogs, videos, emails, and social media.

Storytelling is the bridge between facts and emotion

At the core of every newscast is a story. That doesn’t change in business. In fact, the need for narrative is even more important. Because people don’t buy based on data — they buy based on belief.

Whether I’m crafting a brand strategy, writing a sales page or scripting a webinar, I’m asking: What’s the story? What’s the tension? What changes by the end? Who’s the hero? Storytelling isn’t fluff. It’s structure. It’s how you help people care.

Research before you speak — it builds credibility

Journalists don’t get to make things up. We’re trained to dig for sources, verify facts and back up every claim. That instinct — to validate before publishing — translated directly into business.

When I make marketing recommendations, I don’t rely on gut feeling alone. I cite trends, pull performance data, reference case studies. That research-backed approach builds trust — and helps clients feel more confident in their investment.

Related: Why Entrepreneurship Is Better Than Any Personal Growth Book

Writing is a business superpower

In journalism, you write every day. Scripts, voiceovers, headlines, tweets, captions. You learn how to write tight. You learn how to write with impact. And you learn how to match your voice to your audience.

In business, that’s been one of the most useful tools I’ve carried with me. Clear, persuasive writing helps across the board — website copy, email campaigns, pitch decks, client reports. Especially now, when so much content is AI-generated and generic, human writing that’s sharp and intentional really stands out.

Working under pressure is the ultimate team test

Television isn’t a solo act. Every show depends on producers, editors, camera operators, and anchors working in sync, under tight deadlines. If someone drops the ball, everyone feels it.

That taught me how to lead under pressure — and how to hire people who can handle it too. In business, things go sideways. Clients change direction. Launches break. The ability to stay calm, adapt and keep moving is what separates amateurs from professionals.

The bottom line

When I left journalism, I thought I was walking away from a shrinking industry. What I didn’t realize was that I was walking into something I’d been preparing for all along. Entrepreneurship wasn’t the opposite of journalism — it was the evolution of it. The same skills that helped me succeed on-camera helped me succeed in business.

So if you’re in a profession that feels uncertain right now, I’ll say this: look closely. You’re probably building skills that will serve you long after your current role ends. You might just be gathering the exact tools you’ll need for the next chapter.

Don’t wait for a crisis to start your Plan B. Build it now, even if it’s in the margins. That quiet side project, that weekend freelance gig, that small experiment — it might be the thing that gives you security when the job no longer can.

Only 21% of employees worldwide are engaged at work. Let that sink in. In today’s workforce, more than half of employees (62%) feel disconnected from their work, while 17% report being actively disengaged. This isn’t a motivation problem — it’s a meaning problem. And it signals a critical opportunity for leaders to rethink how we create environments where people can thrive.

Here’s what’s striking: It’s not just about pay. Or perks. Or even flexible hours. According to the latest State of the Global Workplace report, 50% of employees are watching for or actively seeking a new job, and meaningful work is consistently among the top factors driving these decisions.

This is where most leaders get it wrong. In today’s workforce, culture is no longer a bonus — it’s a baseline. The modern employee is asking: Does this work matter? Do I matter? If the answer isn’t clear, they’re already halfway out the door.

Related: The Key to Employee Engagement Is Purpose. Here’s Why — and How to Foster It in Your Workplace.

The leadership clarity gap

The disconnect between what leaders think drives engagement and what actually does is staggering. Research reveals that while most executives believe their organizations provide clear purpose, only about a third of employees experience that purpose in their daily work. This perception gap explains why so many well-intentioned engagement initiatives fail.

In my own leadership journey, I’ve found that clarity isn’t just a nice-to-have — it’s everything. Leadership isn’t about charisma or command; it’s about being deeply grounded in your own values and purpose. When that happens, people don’t need to be pushed, they’re naturally pulled toward something meaningful.

The manager connection

Here’s what I see too often: managers who want to lead well but were never given the tools. According to Gallup, 70% of team engagement comes down to the manager, but most have never had real training. So instead of leading with purpose, they’re left guessing.

And when managers are unclear, so are their teams. That’s not just a statistic; it’s a signal that we’ve prioritized the wrong things. If we want people to stay, grow, and contribute at a high level, we need to start by equipping the people we expect to lead them.

From transactional to transformational

The shift from transactional to transformational leadership doesn’t require a radical overhaul, it starts with small, consistent actions grounded in purpose. I’ve seen teams change dramatically simply because a leader started having honest conversations, listening more deeply or sharing the “why” behind the work.

The data reflects this: Employees who have meaningful check-ins with their managers are nearly four times more likely to be engaged. Those who feel their opinions matter are far more likely to bring their full selves to the work.

But at the core, it’s not about stats — it’s about connection. Transactional leadership keeps people compliant. Purpose-driven leadership makes them come alive.

Related: Workers Are Disengaged. Here’s How Employers Can Win Them Back.

Beyond the quarterly cycle

One of the most revealing insights from my work with leadership teams is that engagement isn’t primarily driven by compensation or even work conditions. The real differentiator is leadership clarity, the extent to which employees understand how their work contributes to something larger than themselves.

This explains why so many well-compensated professionals still feel disconnected from their work. It’s not about the paycheck; it’s about the purpose. And purpose isn’t something you can manufacture with team-building exercises or mission statements on the wall. It emerges from authentic leadership that connects daily tasks to meaningful outcomes.

The path forward

So, what does this mean for you?

If you’re a leader still relying on perks, pizza parties and performance bonuses to drive engagement, it’s time to rethink your approach. Ask yourself: Do your people know why their work matters? Do they feel seen and heard? Do you?

Purpose isn’t a perk. It’s your leadership advantage, the one thing competitors can’t replicate. And in a world where disengagement is the default, leaders who get this right will be the ones who win.

As workplace research makes clear, the great workplace shift isn’t about resignation or quiet quitting. It’s about purpose seeking its proper place. Leaders who recognize and respond to this fundamental human need won’t just retain their teams, they’ll unleash their full potential.

Related: 5 Ways Employee Engagement Makes Your Company More Competitive

The ripple effect

Here’s what happens when you get this right: Engaged employees don’t just stay longer, they become your strongest advocates. They refer top talent, go the extra mile without being asked and create the kind of culture that competitors can’t poach or replicate. I’ve watched organizations transform not through expensive restructures or flashy initiatives, but through leaders who finally understood that their people weren’t looking for more benefits. They were looking for more meaning.

The companies thriving in today’s market aren’t the ones with the best perks packages. They’re the ones where Monday morning feels different because people wake up knowing their work matters. Where managers have real conversations instead of checking boxes. Where purpose isn’t a poster on the wall, but a living, breathing part of how decisions get made.

Every day you delay this shift, you’re not just losing talent. You’re losing the battle for the future of work itself. The leaders who act now, who choose connection over control and purpose over process, won’t just survive the engagement crisis — they’ll use it as their competitive advantage while everyone else is still wondering why their people keep leaving.

“Growing up in LA, I’ve always been aware of the wildfire risks that come with living in Southern California,” Marina Lee, a 21-year-old computer science student at the University of Southern California, tells Entrepreneur. “But the urgency truly hit home when my grandmother found herself in the evacuation zones during the recent LA wildfires back in January — she called me because she got an evacuation alert on her phone.”

^{Image Credit: Courtesy of Apple. Marina Lee.}

Lee recalls being overwhelmed by the situation and unsure of what to pack, where to go and how to stay updated. Realizing that so many other people were probably experiencing the same confusion and fear, she decided to build an app to solve the problem: EvacuMate.

Related: She’s Been Coding Since Age 7 and Presented Her Life-Saving App to Tim Cook Last Year. Now 17, She’s on Track to Solve Even Bigger Problems.

Lee’s EvacuMate helps users prepare an emergency checklist of essential items, upload copies of important documents via their iPhone camera roll and import emergency contacts through their iPhone’s contacts list. The app also allows users to monitor air quality levels and put together a first-aid kit.

^{Image Credit: Courtesy of Marina Lee}

It took Lee about one month to develop the app and submit it to Apple’s Swift Student Challenge, a competition that invites students across the globe to enter their original app playgrounds built with Apple’s Swift coding language.

Most students begin preparing their submissions months in advance, so the deadline “felt a little tight,” Lee notes. However, she was ready to rise to the occasion, having started her coding journey in middle school and completed several projects in the years since.

Related: Apple Is Making a Major Change to Its Operating Systems Across All Products. Here’s What We Know.

As a “very creative” person, Lee first focused on the app’s design and layout, she says. Then she turned her attention to the practical features. Lee asked friends and family for feedback as she worked on EvacuMate, and the “very collaborative process” allowed her to engage with her target audience and understand how they’d interact with the app.

^{Image Credit: Courtesy of Marina Lee}

“I  definitely look forward to meeting other Swift Student Challenge winners [at WWDC].”

Out of this year’s 350 winning submissions, Lee was selected as one of the 50 distinguished winners invited to attend the Worldwide Developers Conference (WWDC) at Apple Park. The 2025 conference, which takes place in-person and online from June 9-13, kicks off with CEO Tim Cook‘s keynote address and will showcase the company’s new technology and software.

Some of this year’s other distinguished winners include Taiki Hamomoto, 22, of Japan, whose app Hanufada Tactics teaches users how to play the traditional Japanese card game; Luciana Ortiz Nolasco, 15, of Mexico, whose app BreakDownCosmic offers a virtual gathering place for astronomy enthusiasts; and Nahom Worku, 21, who grew up in Ethiopia and Canada and developed the app AccessEd, which provides learning resources that are available with or without Wi-Fi connectivity.

Related: This 17-Year-Old High School Student Has a $20,000-a-Month Side Hustle — and It All Started With a Skill He Learned in Class

“I  definitely look forward to meeting other Swift Student Challenge winners [at WWDC] and other developers in general from across the world,” Lee says. “Throughout my years of involvement in the hackathon community, I’ve been able to build lasting friendships and connections with students from all across the world, but it was only through a virtual setting. So attending this conference would really bring that experience in person.”

Lee is currently interning as a front-end engineer at Amazon in Seattle, Washington. The role focuses on web design and building user interfaces, a process that, like coding, also gives her the chance to get creative, she says. She hopes to pursue similar work that allows her to merge her passion for creativity, art and coding after she graduates from college.

Related: Meet the 16-Year-Old Stanford Intern Whose AI Project Could Save Your Life — Plus 5 Other Young Tech Visionaries Recognized By Apple

Other young people who want to learn how to code and potentially pursue an engineering career should consider participating in hackathons, 24-48-hour events where students collaborate on projects and attend workshops, Lee says. Lee recalls being intimidated at first, but the experience laid the foundation for where she is now.

“I met some new friends that I still keep in touch with to this day,” Lee says. “[The experience] allowed me to learn more about coding and become more involved in the hackathon community. I started organizing some [hackathons] myself and mentoring at other hackathons. It’s a good first step in coding and really allows you to [join] the community.”

If you got a job offer in Massachusetts, could you afford to move there? What about Hawaii? Financial site SmartAsset used the most recent data available (February 2025) from the MIT Living Wage Calculator to gather the basic cost of living, including necessities like housing, food, transportation, and income taxes, to find how much salary it takes to live “comfortably” in each state.

Researchers applied the cost of living in every U.S. state to a 50/30/20 budget (50% for needs, 30% for wants, and 20% for savings) to sort the list. Unsurprisingly, Hawaii was found to be the most expensive state for a single adult to live comfortably.

Related: Here’s How Much a Family of 4 Needs to Live ‘Comfortably’ in Every U.S. State, According to a New Report

Living “comfortably” is defined as earning enough money for needs like housing and wants like trying that pricey restaurant, while still being able to put away money for long-term savings. According to the report, it takes a minimum salary of $124,467 for a single adult to live comfortably there.

According to a 2023 report from Hawaii Governor Josh Green, the Aloha State’s housing market is the most expensive in the nation, and an annual income of $252K would be needed to afford a median-priced new home.

West Virginia, meanwhile, was found to be the cheapest state for single adults, where a salary of “only” $80,829 is needed to live comfortably. Housing in West Virginia is 27% lower than the national average, and utilities are 6% lower, according to RentCafe. Still, this means that in the entire U.S., having a salary under $80,829 means you won’t be “comfortable.”

Here are the 10 most (and least) expensive states for a single adult with no children.

Most Expensive States for a Single Adult With No Kids to Live Comfortably

1. Hawaii

Income needed for a single adult, 2025: $124,467.20

2. Massachusetts

Income needed for a single adult, 2025: $120,140.80

3. California

Income needed for a single adult, 2025: $119,475.20

4. New York

Income needed for a single adult, 2025: $114,691.2

5. Washington

Income needed for a single adult, 2025: $109,657.60

6. New Jersey

Income needed for a single adult, 2025: $108,992.00

7. Maryland

Income needed for a single adult, 2025: $108,867.20

8. Virginia

Income needed for a single adult, 2025: $106,704.00

9. Colorado

Income needed for a single adult, 2025: $105,955.20

10. Connecticut

Income needed for a single adult, 2025: $105,164.80

Least Expensive States for a Single Adult With No Kids to Live Comfortably

1. West Virginia

Income needed for a single adult, 2025: $80,828.80

2. Arkansas

Income needed for a single adult, 2025: $81,078.40

3. South Dakota

Income needed for a single adult, 2025: $82,160.00

4. North Dakota

Income needed for a single adult, 2025: $82,284.80

5. Kentucky

Income needed for a single adult, 2025: $83,574.40

6. Oklahoma

Income needed for a single adult, 2025: $84,281.60

7. Ohio

Income needed for a single adult, 2025: $84,780.80

8. Alabama

Income needed for a single adult, 2025: $85,280.00

9. Louisiana

Income needed for a single adult, 2025: $85,321.60

10. Mississippi

Income needed for a single adult, 2025: $86,320.00

Click here for SmartAsset’s full report.

Apple announced sweeping changes to its products on Monday, the first day of its annual Worldwide Developers Conference (WWDC).

Notably, the iPhone maker confirmed rumors that it is changing how it names its software updates. Instead of using a version number, Apple will use a system with a number that represents the year after the update is released. Apple’s next update will be iOS 26, arriving in the fall for most Apple users.

The naming change applies to all Apple products. For example, the next iPad update will be named iPadOS 26, and the next MacBook update will be called macOS 26.

Related: This College Student Wanted to Help People During the LA Wildfires. She Built a Practical App in Just 1 Month — and Won Apple’s Annual Competition.

Apple announced other changes, like a new design and AI features. The company has made all of the new features available for testing starting on Monday through the Apple Developer program, with a public beta version to be released next month and a broader update rolling out this fall.

“We continue to advance each of our platforms with more ways to harness the power of Apple Intelligence, as well as a beautiful new design, our product experiences become even more seamless and enjoyable,” Apple CEO Tim Cook said during the event keynote.

Here are some interesting new capabilities Apple debuted on Monday.

1. A new design with Liquid Glass

Apple made its biggest design update ever, with a new design element called Liquid Glass. The translucent element, which Apple used to craft new buttons, switches, tab bars, and notifications across its products, looks like glass on the screen and takes on the color of its environment.

“This is our broadest software design update ever,” Alan Dye, Apple’s vice president of Human Interface Design, stated in a press release. “It combines the optical qualities of glass with a fluidity only Apple can achieve, as it transforms depending on your content or context.”

Apple has integrated Liquid Glass components into its redesign, including translucent menus that respond to a user’s perspective of the screen and a new lock screen with a Liquid Glass time.

^{Liquid Glass time on the lock screen. Credit: Apple}

Apple’s new Liquid Glass design applies to iOS, iPadOS, macOS, watchOS, and tvOS for a unified look.

2. Live Translation will be integrated into the iPhone

Apple is bringing Live Translation to Messages, FaceTime, and Phone to translate text and audio on the spot. The AI-powered feature is backed by Apple-built AI models that run entirely locally, so personal conversations are never uploaded to the cloud.

Live Translation means that users can talk to each other in different languages, and have the translation appear on the screen in real-time. For example, when a user receives an iMessage in another language, they can opt for that message to be translated into their preferred language. On FaceTime, a user can hear someone talking in another language while following along with translated live captions.

^{Live Translation on FaceTime. Credit: Apple}

Live Translation could help overcome language barriers for business calls and personal calls alike.

Related: Own a Pair of AirPods? Listen to This — New Apple Tech Will Translate Languages During Conversations in Real Time

3. Visual intelligence gets sharper

Apple is bringing more AI capabilities to the forefront with visual intelligence. Users can tap into their iPhone cameras and use what they see to ask ChatGPT questions. They can also search Google or Etsy to find products similar to what they are looking at.

Visual intelligence also recognizes when a user is looking at a poster of an event, and can extract the data to add as an event on their calendar.

Related: Apple Is Reportedly Developing AI Smart Glasses to Compete with Meta and Google

4. Workout Buddy on Apple Watch

Apple is adding an AI workout companion to the Apple Watch called Workout Buddy.

Workout Buddy considers metrics tracked by the Apple Watch, like heart rate, pace, distance, and previous workouts, and leverages this knowledge to motivate users during their workouts with verbal encouragement.

For example, when a user starts their run, Workout Buddy could say, “Great job starting your run. This is your second run this week.”

Workout Buddy will be available for workout types like indoor run and outdoor cycle.