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Robert De Niro and Al Pacino are famously close, with a friendship that spans five decades. The actors were first seen together in The Godfather Part II, but their friendship has propelled them to do several other films together, including Heat and The Irishman. Today, they appear in a different creative project: a campaign for the luxury outerwear label Moncler. The campaign is premised on expanding the definition of warmth. Moncler, which is known for creating warm jackets, also wants to be known for the warmth of feeling between friends and loved ones. [Photo: Platon for Moncler] In the imagery for the campaign, De Niro and Pacino are captured in black-and-white by Platon, the renowned portrait photographer who goes by one name. In one image, they’re on a rooftop, looking out at the New York skyline. They also appear in a series of short video clipsalso shot in black-and-whitesitting across the table from one another, occasionally touching hands affectionately. In voice-overs, the actors speak with their distinct, gravely voices. Moncler’s moment The campaign is part of Moncler’s broader effort to immerse itself in the creative world. In 2018, it launched the Genius project, in which it partners annually with 10 creatives across various disciplines who come up with interesting ideas for new products and runway shows. Last year, it featured all of these ideas in an immersive experience called the “City of Genius,” which took place in Shanghai and was attended by 8,000 people. The actor and singer Donald Glover designed an architectural farmhouse inspired by his farm in Ojai, California, along with a collection of clothes perfect for farming. Edward Enninful, the founder of EE72 magazine and the former editor of British Vogue, designed a multisensory performance art piece that showed a weather station being overrun by a sandstorm, a snowstorm, and a windstorm. It was meant to reflect a future of extreme weather and the clothes that we might wear to survive the elements. Moncler also partnered with Jony Ive, the iPhone designer, to design a five-piece outerwear collection that offered a futuristic take on a field jacket, parka, and poncho. Ive’s team also designed an entirely new button made from a clasp with magnets to make it easier to secure and separate layers. Now, Moncler is turning to these beloved actors, now in their 80s, to tell a story about their friendship and creative partnership over the decades. The photography captures their longevity, documenting wrinkles and age spots, while also offering a rare glimpse into their intimacy. It’s a touching portrayal of a softer side of masculinity that contrasts the macho roles the two actors have often portrayed across their careers.
Category:
E-Commerce
Leading in these times isnt easy. Youre expected to be relatable yet reliable, compassionate yet competent, and authentic yet professional. You have to do all of this in an environment where global upheaval, economic uncertainty, and technological changes are creating widespread anxiety. And perhaps you, on occasion, have some stressors in your own work and personal life to navigate? Masking emotions at work is both exhausting and counterproductive. Acting as though everything is fine when its clearly not creates an environment of toxic positivity, erodes trust, and makes it harder for others to be honest. Its also not healthy. As noted in Psychology Today, suppressing our emotions puts us at higher risk of heart disease and hypertension, and causes us to feel less socially connected and satisfied with [our] friends [and] more likely to experience anxiety, depression, and other mental health issues. Of course, we also dont want to swing too far the other way. Oversharing can leave colleagues uncomfortable, reshape how others judge us, or place emotional burdens on the very people were supposed to support. Its important to find ways to be our authentic selves at work, and to do it in a way that is professional and sustainable. Here are three ideas that can help you strike that balance. 1. Model, Dont Vent One leader found herself facing an all-staff call with thousands of employees the day after their city faced a mass violence event. At first, she tried to grit through it, sticking to her agenda and talking points. Eventually, though, she realized how inauthentic it felt not to acknowledge the horrors they had all witnessed. She paused, took a breath, and allowed a few tears. Then she shared from the heart how difficult it was to see their community under attack, how much the staff meant to her, and how grateful she was for their service. It was a rare moment of rawness for herand it landed. Her inbox was flooded afterward with thank-you notes from staff who appreciated her honesty and humanity. What made this effective? She modeled vulnerability without slipping into venting. She displayed honest emotion, but without asking her staff to manage that emotion for her. Its one thing to say, Its been a tough week, and I may be slower to respond. Its another to launch into the details of your family drama in a team meeting. One builds trust; the other may leave colleagues uncomfortable and can call on your employees to provide emotional support that is not part of their job description but which they may not feel able to decline. 2. Use Shared Language One helpful way to facilitate honesty without oversharing is to develop a team vernacular around well-beinga shared language around that allows individuals to signal what theyre feeling without going into detail that they may not be comfortable sharing. These shorthand tools facilitate conversations on mental health and make it easier for people to be open without requiring them to go into specifics. Ive seen teams use a traffic light analogy, a numeric check-in, or a weather report (its been nothing but storms this week). On one team that was entirely remote, the manager sent everyone a toy cat (an inside joke on the team) that anyone could place so that it was visible on their Zoom screen when they were having a hard day, as a quick, visible indicator that they might need a little extra support that day. One manager was glad that his team had developed this shared understanding on a day when his childs school went on lockdown. He said to his team, Im a 2 today, unfortunately; I may need some help keeping things on track. That allowed him to say what he needed to without having to go into detail while he was still uncertain and anxious. Later, when he learned that everything was okay, he was grateful that he hadnt had to discuss his fears in real time. 3. Find Your People Being authentic doesnt mean being transparent with everyone. In fact, trying to share openly in an unsafe space can backfire. But you do need places where you can process your emotions, including at work. For leaders, that often means cultivating a small circle of trusted peers or mentors who can serve as sounding boards. Look for people who understand your context but arent directly affected by your decisionscolleagues in other departments, peers at your level in different organizations, or professional networks outside your organization. The key is finding those who can hold your confidence, challenge your thinking, and offer empathy without judgment. It may take time to develop those relationships, but its worthwhile to invest in them, and to hold on tight to them once youve got them. Gallup research shows that having a close friend at work boosts engagement, creativity, and performance. Building a trusted circle also protects you from isolation at the top and allows you to show up for your team with steadiness and clarity. Authenticity at work doesnt mean being raw with everyone. It means showing up in ways that build trust, connection, and resilience. Leaders who strike this balance protect their own well-being and create workplaces where others feel safe to do the same. Thats the kind of leadership that helps teams not just endure hard times, but thrive through them.
Category:
E-Commerce
If youre still using Google Calendar like its 2009just punching in appointments and letting it rideyoure leaving productivity on the table.While were all drowning in digital noise, the single best thing you can do is carve out some actual, useful time. These five tricks are simple to implement, and they turn your basic calendar into a surprisingly effective time-management copilot.So, stop scheduling and start planning.The shortcut-iest shortcutsYou know whats less efficient than a two-hour conference call? Constantly clicking the Create button or dragging your mouse to the next available time slot.Instead, just hit the C key on your keyboard.The event creation box pops up instantly, ready for you to title your meeting and select a time. Its basic, but the cumulative time savings of not having to drag the pointer to the left-hand corner of your screen for the ten-thousandth time is non-trivial.Also, while youre at it, hit T to jump straight back to todays date, and check out other useful shortcuts here.Block out Focus TimeWe all have a task list that never ends. You need two hours to write that report, but your calendar is a patchwork quilt of calls, reminders, and quick syncs. If its not on the calendar, it doesnt exist.Carve out some actual work time by scheduling a Focus Time event. Note that for this to work, youll need a Business, Enterprise, Education, or Nonprofit Google Workspace account.In the past, youd just block off the time. Now, Google Calendar has a specific Focus Time event type. Its like a regular event, but it gives you an option to automatically decline any conflicting invitations during that block.Use it, abuse it, and get something done.Color-code your eventsYour work calendar is a mess of identical blue events. Is that blue dot a mandatory team meeting, or just a reminder to take the recycling out? You have to click it to know.Instead, assign a color to specific types of events.When editing an event, change its color next to your name about half-way down the modal. I like to use red for anything thats a Hard Stop or external meeting, green for personal stuff, and yellow for internal work things.Now, when you glance at your week, you can instantly see the type of week youre having: a color-coded visual indicator of your commitments.Schedule meetings without herding catsLets be honest: The absolute worst part of scheduling a meeting isnt the meeting itself, its the five emails and three Slack messages that happen before the meeting, all dedicated to the question, When are you free?Youre not a reservation agent. Use the Find a Time feature instead.When you create an event and add your guests, click on the Find a Time tab right next to Event Details.Google Calendar instantly overlays the schedules of everyone you invited, so you can see exactly who is busy and who is free and at which times. Drag the event block to the first open slot that works for everyone.Build in some breaksThe bane of modern office life is an entire day of back-to-back, 30-minute meetings. No time for lunch. No time for the bathroom. No time for . . . well, anything.Dont be a time miser. Instead, go to Settings > General > Event settings > Default Duration and click the Speed meetings box.This is a subtle but powerful change. Now, when you create an event, it automatically stops five or ten minutes before the hour.You and your attendees get a break and a chance to prep for the next call. In a world insane with meetings, its a small victory for sanity.
Category:
E-Commerce
Financial technology is now entering its third act, marked by a significant shift in how platforms and businesses interact with financial services. The first wave brought democratization, with businesses gaining access to online credit and lending tools aimed at leveling the playing field. The second wave moved these products inside platforms, embedding payments and finance into everyday software workflows. Despite their impact, these steps left business owners managing multiple fragmented systems. Today, platforms are in a race to embed financial services; as of 2021, 73% planned to integrate lending features into their software within two years. The opportunity is huge: Such integrations can increase EBITDA, retention, and user acquisition for platforms. Yet, most current efforts stick to static, product-first solutions rooted in earlier fintech phases. The real transformation is reaching its third actplatforms evolving into true financial operating systems (OS): intelligent, integrated, and predictive. This third act is crucial for end users, who want to manage and resolve their financial challenges directly within the platforms they use daily, without juggling separate systems or applications. ACT I: DIRECT-TO-BUSINESS FINTECHS The first phase of fintech focused squarely on increasing access. Online lenders and challenger banks used bureau data and alternative signals to provide credit and unbundle financial services, making them accessible outside traditional institutions. Capital flowed more freely, yet these assets remained siloed: Businesses had to navigate a separate financial stack from their core operations, consuming valuable time and resources. For fintech providers, reaching customers directly was fraught with acquisition costs and operational hurdles, often making profitability elusive. ACT II: SINGLE EMBEDDED SOLUTIONS The second wave introduced embedded productspayments, lending, accounting, and payrolldirectly into existing platforms. Small and midsize businesses could access financing or manage payroll without leaving the tools they relied on for day-to-day operations. Platforms experienced increased growth and retention, but the integrations were narrow. They often addressed only isolated events in the customer journey, like a loan for payroll, without considering broader impacts on cash flow, vendor payments, or inventory management. Most solutions in this stage felt bolted on rather than truly integrated, providing businesses with options but not holistic or proactive solutions. Many fintechs still operate in this single-product mode, mistaking integration for innovations finish line. ACT III: THE EMBEDDED FINANCIAL OPERATING SYSTEM The third act marks a major leap. Instead of simply adding products, the financial OS embeds finance into the entire user workflowmaking it not just about payments or credit, but intelligence. In practice, these platforms anticipate cash flow gaps before they arise, deliver insights in real time, and proactively match users with the best financial tools or resources when needed. Every interaction adds context and intelligence, going far beyond what static loan products or one-off integrations can offer. AI drives this evolution, analyzing unstructured data, predicting financial needs, and constantly improving the OS with every transaction. This approach doesnt just create stickier platforms; it transforms the core experience by reducing the complexity of financial decision-making. For platforms, fully integrating finance means owning the end-to-end workflow, becoming the trusted system of record and deepening user relationships over time. STAKES FOR PLATFORMS The competition to embed fintech at deeper levels is escalating. Platforms that linger in Act I or II will be overtaken by those embracing the financial OS approach. Users are tired of fragmented dashboards and single-point appsthey want systems that remove friction, automate financial decisions, and free up time for growth. Companies that evolve into a financial OS dont just provide servicesthey become indispensable, earning trust and increasing loyalty as financial intelligence compounds with each interaction. THE NEXT ERA Fintechs evolution is about aligning closer to the workflows that drive real value for businesses and consumers. Act I expanded access; Act II brought capital into software. Now, Act III is defined by intelligence and seamless, proactive integrations. Static tools may address temporary issues, but only platforms powered by AI and a true financial OS will define the future. The next era will belong to those that shift from product-centric models to embedded foresight, enabling businesses and consumers to focus on further unlocking their potential. Luke Voiles is CEO of Pipe.
Category:
E-Commerce
Nothing is certain, least of all employment. It might be more traditional and financially responsible (initially) to be hired on as a full-time employee. But dont be fooled into believing that its more secure. Most U.S. employment is at-will, and given the waves of return-to-office mandates and layoffs over the last year-and-a-half, the longstanding perception that employees are safer if theyre directly employed isnt really justified. It may be easier, but it certainly isnt more stable. And so its no secret that there are talented individuals seeking to break away from that merry-go-round. (I was one of them, a decade-plus ago.) Thats why weve seen a huge uptick in the last five years of employees opting for freelance or flexible work. Yes, it started because of shifting pandemic realities and constraints, but its continued through the Great Resignation as employees stood up and demanded more from their employers. In 2016, a Freelancing in America study found that 55 million Americans, or 35% of the U.S. workforce, was independently employed. Since the pandemic, the freelance economy grew to include an estimated 64 million Americans. Today, its not just the workers benefiting from the flexibility of independent work. A 2024 poll found a 260% jump in freelance overseas contracting from North American companies, signaling that independents are no longer a staffing backup plan for savvy corporations. Smart leaders are leveraging independents to make their workforces more agile as part of their core business strategy. WHAT IT TAKES TO BECOME SUCCESSFULLY INDEPENDENT Thats a lot of opportunity to secure diverse, flexible work as an independent. However, to be truly effectiveand stand out from an increasing pool of freelancerspursuing independent work must be an active, consistent choice that regularly puts your creativity and flexibility on display. Heres how to stand out from the pack. Diverse opportunities: No one asks a musician why they dont only play in one club. No savvy investor would intentionally invest all their money into one stock and its not smart for an established artist to exclusively show in one gallery. Independents should take the same approach by exploring diverse opportunities for gainful client work. Pipeline: A successful independent is proactive by always pursuing a series of contracts, projects, and connections. Landing one contract and sticking with it is not enough. An effective independent knows it takes time to build a pipeline and that work may come in waves, so set up a few retainers, but never stop pitching or networking. The most important KPI in a client relationship isand always will betrust. And that takes time to build. Organization: The ability to keep multiple plates spinning also applies when doing the actual work. With more than one gig comes more than one stakeholder and more than one schedule. You must be organized, remain attentive, and never stop the hustle. Creativity: Expert project management means nothing without a healthy penchant for creativity. The strongest independents are creative problem solvers. They respond to a problem by pausing, asking only necessary questions, and then brainstorming solutions and mirroring those back to their stakeholders. Flexibility: Flexibility is a core expectation of freelance life, but it means more than varied schedules. A truly flexible independent is used to working across diverse teams to complete projects. If scope and specs shift, they flex in tandem, used to the variables which bring change. Because those plates? They can spin at different speeds and different directions, all at once. Self-awareness: Independents are also self-aware. They know what theyre good at, and they know how to sell their skillset, their credentials and their experiencebecause ideally, they never stop doing it. Successful indies dont undersell themselves because they understand that their reputation is not something they should bargain away. Whether a monthly retainer or a one-off project, they know their rates, and they stick to them. They also know that you reap what you sow. Theres a direct correlation between what you get out of something, and what you put into it. Indies know where their value lies. Resilient: Most of all, successful independents are resilient. Freelance work comes with its fair share of rejection. By staying savvy and thick-skinned, independents can not only survive but thrive through job market instability because they accept work when theyre able and hustle the rest of the time. I like to think of things in terms of baseball oddsif you are successful at one-third of your at-bats, youre doing a hell of a job. A TWO-WAY STREET Life as a successful freelancer is a two-way street. Independents understand that the way their work benefits not only them, but the companies that contract with them. Freelance talent enables companies to pull in higher level talent across various degree fields for less than the total cost of full-time employees. Plus, theyre able to invest in and tap talent when they need it, skipping the whole hire/layoff cycle which typically accompanies a challenging economic climate. In the end, everyoneincluding large companiesbenefits from the flexibility of an independent mindset. Justin Tobin is founder and president of Gather.
Category:
E-Commerce
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