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The automatic door has been reinvented. The home-focused tech startup Doma just announced its first product line: a set of residential doors capable of opening and closing automatically at the sight of an approaching homeowner. Packed with sensors, motors, and facial recognition technology, Doma Intelligent Doors bring automatic functionality and programmable controls to a home’s front doorall without clunky and unsightly equipment. [Image: Doma] Doma is led by founders Jason Johnson and designer Yves Béhar, who previously founded and later sold the smart door lockcompany August Home. The two joined forces again after sharing a frustration with the state of smart home technology. Despite more than a decade’s worth of smart home gadgets like the Nest thermostat, Ring doorbells, and robotic vacuums, the ideal of an integrated, Jetsons-esque automated home has never quite materialized. “It’s a lot of little devices that are peppered around the outside of your home, inside of your home, but nothing that really goes from products and apps to something that’s within the walls, within the systems of the home,” Béhar says. “We decided to move forward from this notion of the smart home, which didn’t really happen, to the intelligent home.” [Image: Doma] Doma Intelligent Doors aim to streamline one of the most common interfaces in the residential environment. But for how often people open and close their front doors, the process has always been manual. A relatively light lift in terms of effort, the simple act of opening and closing a door is not without its challenges. Particularly for people who are living with disabilities or limited mobility, automatic doors can be hugely beneficial. But even those who can open a door easily, a little help can sometimes be handy. “It’s amazing how often you actually have your hands full,” says Johnson. “At least me personally, I always have things in my hands and it’s really nice to have the door open for you. And just as nice as that is, it’s really nice to have the door closed for you.” Doma’s goal is for this type of automation to spread throughout the home. [Image: Doma] Doma’s doors work by recognizing a home’s residents and opening the door when they approach. A doorknob-sized circular screen on the exterior of the door contains the facial recognition sensors that allow the door to open as a resident approaches. Aside from facial recognition, Doma designed the system to operate in five other ways, including Bluetooth, ultra-wideband positioning sensors, access by a scannable QR code, password access through a keypad, or via the internet. A larger screen on the interior side of the door functions as a control panel for locking, unlocking, and temporarily holding the door open, and also functions as an oversized peephole with a live video feed. [Image: Doma] Doma’s motors and closures are integrated inside the door itself, making them compatible with conventional door frames. On the hinge side, the closure attaches to the door frame at a single point, and the system is hard-wired into the home’s electricity. All the door’s components, including a backup battery that can run for up to 30 days, are accessible from the edge of the door. Johnson says this approach was part of the reason he and Béhar started the company. They wanted, he says, “to make technology more blended into the surfaces of the home and disappear as much as possible.” [Image: Doma] The technology behind the opening and closing of Doma’s automatic door was key focus during the design process. “One of the things we really don’t like about existing motorized openers is when you don’t expect it to be to be closing. It starts closing on you and you go to touch it and it and you feel that motor, like it fights you,” Johnson says. The company invented a mechanism using highly sensitive millimeter wave radar sensors that stop the door’s motor the moment it sees a human in its path. They’ve also created what they call an electronic clutch that immediately disengages the motor if the door is pulled or pushed manually. “It operates just like a normal door without any friction or resistance,” Johnson says. “The technical term is motor drag. We have no motor drag and that is something we’ve filed a patent on and we’re very excited about.” [Image: Doma] For its automatic doors, Doma has already partnered with six major door manufacturers: Kolbe Windows & Doors, GlassCraft, MasterGrain, Doors & More, Artema, and Liberty Openings. By the time sales officially launch in summer 2026, the company expects to have another six partners to broaden its offerings. Doma claims its doors will have costs “equivalent to the price of a premium entry door, hardware and electronics purchased separately, depending on style, materials, and configuration.” In early 2026 the company plans to announce a second product line featuring smart windows. Sales are expected to begin in the fall. Using the same open and close technology and a similar approach to automation and user control, the windows are seen as part of a comprehensive package for improving a home’s security, air quality, and climate control. The idea behind Doma is that by connecting various parts of the home to these controls, the technology can automate simple but repetitive tasks, saving effort while also optimizing the interior environment. With windows and doors that can open and close on their own, Béhar and Johnson suggest, a home can react in teal-time to the needs of its users without their having to ask. In conjunction, it’s a closer approximation of the kind of smart home Béhar and Johnson had in mind when they made their first smart device. “Doma really represents a shift from device-centric thinking to environment-centric thinking,” Béhar says. “So it’s not a product you install, it’s really a living system that you inhabit.”
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As the year winds down to a close, with just three weeks left on the calendar, Nextdoor may be the next, last, big meme stock of 2025. Here’s why. What happened? On Wednesday, Nextdoor Holdings Inc. (NXDR) shares rose 49% in early trading, the most in over four years, according to Bloomberg. The gains come on the heels of a series of posts on X on Wednesday morning by investor Eric Jackson, founder of EMJ Capital hedge fund, who described the neighborhood-focused site as one of the most misunderstood platforms in the market” and touted its AI potential: “Nextdoor isnt a social network. Its a neighborhood operating system with AI-native revenue,” as well as its large membership (100 million households in 10 countries). At the time of this writing, Nextdoor was holding steady, up over 17% in midday trading. What is a meme stock? A meme stock is when a company’s stock gains popularity in online forums, often on social media. This can happen when a discussion thread on, say, Reddit, X, or Facebook kicks off a conversation about a company, often leading to the buying, selling, or shorting of shares. A meme stock starts when investors gather on discussion boards and chat rooms, such as Reddit’s r/wallstreetbets, to swap tips and ideas of unconventional stocks they are going to “bet” on. And the efforts of those individuals, collectively, often end up influencing the stock’s share price, either up or down: “Meme stocks can become overvalued relative to fundamental technical analysis,” according to Investopedia, often causing large price swings in either direction. Is Nextdoor the next GameStop? GameStop (GME) is generally considered the first real meme stock. However, it remains unclear whether Nextdoor will be able to sustain today’s double-digit rise.
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Paired with high-deductible healthcare plans, health savings accounts help ease healthcare costs. HSAs are a triple tax-advantaged vehicle in the tax code, allowing for pretax contributions, tax-free compounding, and tax-free withdrawals for qualified medical expenses. However, few owners fund their HSAs to the maximum, and even fewer invest their HSA dollars outside a savings account. Most consumers likely dont fill their HSAs because they lack the financial means; critics note that the HDHP/HSA combination can be less beneficial for lower-income workers. But even wealthy consumers may decline to fully fund their HSAs. Many HSAs charge account-maintenance fees and extra costs for investing in long-term assets. Unlike 401(k)s, where participants are typically captive in employer plans, HSA savers can move money from one HSA to another via transfer or rollover. Below, how to know if your HSA is subpar, and what to do if it is. Valuable tax advantages may come at a price HSAs appear preferable to other tax-advantaged savings vehicles, especially for investors expecting out-of-pocket healthcare expenses. Even in a worst-case scenariousing HSA funds for non-healthcare expensesthe HSA is at least as good as a traditional tax-deferred 401(k) or IRA. Yet HSA expenses and/or investment shortcomings can erode their tax benefits, particularly for smaller HSA investors. Flat dollar-based account-maintenance fees (say, $45/year) hit smaller HSA investors harder, and interest rates for smaller HSAs may be lower. Its worthwhile to conduct due diligence on your HSA, assessing the following: 1. Setup Fees: A one-time fee imposed at account opening, sometimes covered by employers. 2. Account-Maintenance Fees: Monthly or annual fees for maintaining your account, also sometimes covered by employers. 3. Transaction Fees: Dollar-based fees that may be levied when paying for services using the HSA. 4. Interest Rate on Savings Accounts: For people using the HSA to fund out-of-pocket healthcare costs (or taking a hybrid approach), its particularly important to monitor your savings rate of return. Many HSAs offer higher interest rates on larger balances; that argues for building and maintaining critical mass in your HSA. 5. Investment-Related Expenses: Investors may face mutual fund or ETF expense ratios, sales charges, and dollar-based fees for maintaining investment accounts. 6. Investment Choices: Assess the investment lineup on offer to make sure it aligns with your investment philosophy. How to switch out of a poor HSA If your employer-provided HSA is lacking, you have three choices. Option 1: Contribute to an HSA on Your Own If youre enrolled in a HDHP, you can choose a different HSA provider and deduct your HSA contributions on your tax return. Thats more cumbersome and requires more discipline than payroll deductions, so forgoing payroll deductions is usually not the best option. Option 2: Transfer the Money from Your Employer-Provided HSA Into Another HSA Your HSA contribution comes directly from your paycheck and goes to your employer-provided HSA; you can then periodically transfer some or all of that balance into your preferred HSA provider. There are no tax consequences on HSA transfers, and you can conduct multiple transfers per year. You can have more than one HSA, so this approach can work well for employees whose captive HSAs feature decent savings but less-compelling investment options. Option 3: Roll Over the Money From Your Employer-Provided HSA Into Another HSA This is similar to option 2. You contribute to your employer-provided HSA via payroll deduction, then roll over the money to your preferred HSA provider. There are two key differences between a rollover and a transfer. In a transfer, two trustees handle the funds. In a rollover, you get a check that you must deposit into another HSA within 60 days, or it counts as an early withdrawal, and a 20% penalty will apply if youre not yet 65. Multiple transfers are permitted between HSAs, but only one HSA rollover is allowed every 12 months. ____ This article was provided to The Associated Press by Morningstar. For more personal finance content, go to https://www.morningstar.com/personal-finance. Christine Benz is director of personal finance and retirement planning for Morningstar.
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E-Commerce
OpenAI said Tuesday it has picked Slack CEO Denise Dresser as its first chief of revenue, a message to wary investors that the ChatGPT maker is serious about making a profit from its artificial intelligence technology. OpenAI said Dresser will oversee global revenue strategy and help more businesses put AI to work in their day-to-day operations. Dresser had already spent more than a decade at Salesforce when the software pioneer announced in 2020 it was buying work-chatting service Slack for $27.7 billion. She helped integrate Slack into the software company before Salesforce CEO Marc Benioff picked her as CEO in 2023. Salesforce said in a statement that it was grateful for Denises leadership during her 14 years at Salesforce. Rob Seaman, Slack’s chief product officer, will take over her responsibilities on an interim basis. OpenAI CEO Sam Altman earlier this month set off a code red alert in an internal email to employees to improve its flagship product, ChatGPT, and delay other product developments. OpenAI first released ChatGPT just over three years ago, sparking global fascination and a commercial boom in generative AI technology and giving the San Francisco-based startup an early lead. But the company faces increased competition with rivals, including Google, which last month unleashed Gemini 3, the latest version of its own AI assistant. Altman has said ChatGPT now has more than 800 million weekly users. But the company, valued at $500 billion, doesnt make a profit and has committed more than $1 trillion in financial obligations to the cloud computing providers and chipmakers it relies on to power its AI systems. The risk that OpenAI wont make enough money to fulfill the expectations of backers like Oracle and Nvidia has amplified investor concerns about an AI bubble. OpenAI makes revenue from premium subscriptions to ChatGPT, but most users get the free version. OpenAI introduced its own web browser, Atlas, in October, an attempt to compete with Googles Chrome as more internet users rely on AI to answer their questions. But OpenAI hasnt yet tried to sell ads on ChatGPT, which is how Google makes money from its dominant search business.
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Even in an age when it is rather common to invite people, including leaders, to bring their whole self to work, what is actually rewarded at work is being our best self, in the sense of trying to be at the best of our behaviors, and fulfill as much of our potential as we can, as often as possible. Importantly, many if not most people still compartmentalize their personal self as something separate from their work persona or professional self, even if both can co-exist as salient, albeit different, dimensions of their self-concept. Indeed, this aligns with the science of self-complexity, which basically shows that we inhabit multiple selves, in the sense that our identity is composed of different roles, habits, and adaptations which are activated as the situation demands, in response of each pertinent or particular environmental requirements. So for instance, even if you adore your boss, it would be unwise to mistake them for your spouse: just because they give you feedback doesnt mean they want to hear about your weekend argument over who forgot to buy toilet paper, nor should you expect them to give you a gold star for behaving like a functioning adult for eight consecutive hours. Likewise, no matter how warm, empathetic, or inclusive your team may be, your colleagues are unlikely to respond well if you treat a project review like bedtime routine: for example, nobody wants to be tucked in after a PowerPoint or be asked whether they brushed their teeth before updating the CRM. {"blockType":"mv-promo-block","data":{"imageDesktopUrl":"https:\/\/images.fastcompany.com\/image\/upload\/f_webp,q_auto,c_fit\/wp-cms-2\/2025\/10\/tcp-photo-syndey-16X9.jpg","imageMobileUrl":"https:\/\/images.fastcompany.com\/image\/upload\/f_webp,q_auto,c_fit\/wp-cms-2\/2025\/10\/tcp-photo-syndey-1x1-2.jpg","eyebrow":"","headline":"Get more insights from Tomas Chamorro-Premuzic","dek":"Dr. Tomas Chamorro-Premuzic is a professor of organizational psychology at UCL and Columbia University, and the co-founder of DeeperSignals. He has authored 15 books and over 250 scientific articles on the psychology of talent, leadership, AI, and entrepreneurship. ","subhed":"","description":"","ctaText":"Learn More","ctaUrl":"https:\/\/drtomas.com\/intro\/","theme":{"bg":"#2b2d30","text":"#ffffff","eyebrow":"#9aa2aa","subhed":"#ffffff","buttonBg":"#3b3f46","buttonHoverBg":"#3b3f46","buttonText":"#ffffff"},"imageDesktopId":91424798,"imageMobileId":91424800,"shareable":false,"slug":""}} The science of transilience And yet, there are actually some pretty clear benefits in applying certain skills or dispositions from one of your identity dimensions to others, and that includes the surprising potential for transferring parent skills to both management and leadership skills. In fact, there is a powerful but largely unknown science of transilience, the process of extrapolating aspects of one of your roles or self-concept dimensions to others. Recent empirical research validates this intuition with hard data. A study found that leaders who are supportive parents produce measurably better outcomes in their teams: higher employee performance, more voice behavior (employees voluntarily sharing ideas), and greater willingness to cooperate. The mechanism? Experiences of care and emotional support inherently developed in parenting roles transfer directly to leadership effectiveness. Parenting skills, translated Here are five ways in which parenting skills may come in handy to boost your leadership effectiveness: 1. Patience as a performance multiplier: Parenting teaches you very quickly that progress rarely unfolds on your preferred timeline. Toddlers dont walk when you want them to, teenagers dont reply to messages when you need them to, and nobody in between ever hurries because you said please. Good leaders internalize the same logic. Teams learn at different speeds, projects require repetition, and people need space to make mistakes before they improve. In both domains, impatience is the illusion that reality will adjust to your mood; patience is the skill of adjusting your expectations to reality. Developmental psychology introduces the concept of “scaffolding”: building temporary support structures that help someone achieve just beyond their current level[1]. Good parents instinctively identify their child’s “zone of proximal development” and provide calibrated support. Transformational leaders do the same: they identify where each person is ready to grow, provide coaching without doing the work for them, and gradually step back as competence develops. This requires the same calibrated attunement that parenting demands. 2. Clear boundaries create psychological safety: Parents know that children thrive with consistent expectations and predictable guardrails; ambiguity breeds anxiety and chaos. The same is true at work. Teams feel safer when the rules of engagement are clear, when no really means no, and when leaders enforce boundaries reliably rather than arbitrarily. A boundary at home might be a bedtime; a boundary at work might be a deadline. In both settings, structure reduces stress, and consistency builds trust. Our own research in attachment theory predicts that both parents and transformational leaders fulfill two critical functions: they provide a “secure base” from which people can explore confidently, and a “safe haven” to return to when difficulties arise. This isn’t about creating dependency. Studies show that when people feel psychologically secure – knowing support is available if needed – they actually become more autonomous, creative, and willing to take risks. The leader’s availability enables independence, not dependence. 3. Listening beats lecturing: Every parent has learned the hard way that lecturing a child rarely produces enlightenment; it mostly produces eye rolls, resistance, or creative reinterpretations of your instructions. Leadership isnt much different. People follow more readily when they feel heard, understood, and included in the problem-solving process. Just as a good parent listens to what a child is trying to say, a good leader listens to the concerns behind employees objections – because you cant influence what you havent first understood. 4. Modeling behavior is more powerful than mandating it: Children copy what you do, not what you say; telling them to share nicely while you shout at traffic sends a very different message. Adults are not immune to this principle. Teams take behavioral cues from leaders: if you stay curious under pressure, they will too; if you treat others with dignity, so will they; if you panic, micromanage, or blame, the contagion spreads instantly. Parenting teaches you that you are always on stage; leadership simply gives you a bigger audience. 5. Encouragement fuels growth more than criticism: Parents quickly discover that reinforcing effort not just outcomes keeps children motivated and resilient. The same dynamic applies to adults: people double down on behaviors that are noticed and valued. A leader who acknowledges small wins, progress, and perseverance cultivates a culture where people want to stretch themselves. Think of encouragement as the organizational equivalent of the proud look what you built! moment with a child – a small gesture that accelerates confidence, capability, and engagement. The bad parenting connection Perhaps more obviously, there are some clear parallels between bad leadership and bad parenting. Here are some rather striking similarities: 1. The Because I said so manager: Just as authoritarian parents shut down questions with rigid commands, authoritarian leaders mistake obedience for alignment. They confuse compliance with commitment and then wonder why nobody shows initiative. 2. The inconsistent rule-setter: Parents who punish a behavior one day and ignore it the next produce anxious, confused children. Leaders who do the same create cultures where people waste more energy interpreting the bosss mood than doing their actual job. 3. The distracted, phone-addicted caregiver: A parent who nods absentmindedly while scrolling sends a clear message: Im here, but not really. Leaders who multitask through meetings, check emails while someone speaks, or listen with one AirPod in convey the same emotional absenteeism. 4. The praise-inflation expert: Some parents shower children with empty praise to avoid conflict; the workplace equivalent is the leader who never gives honest feedback, inflating performance reviews until they become meaningless. In both scenarios, reality eventually delivers the correction the adult avoided giving. 5. The helicopter micromanager: Just as hovering parents undermine a childs autonomy and problem-solving skills, micromanaging leaders suffocate initiative. Both end up producing dependency, resentment, and a deep fear of making mistakes, which ironically reinforces the very behavior they complain about. A rich laboratory In the end, parenting offers an unusually rich laboratory for understanding human behavior, motivation, and development, precisely the same ingredients that make leadership effective. What parents learn through necessity, leaders can apply with intention: patience, boundaries, attentive listening, behavioral modeling, and encouragement are not soft skills but core mechanisms for eliciting growth in others. And the darker sides of parenting (inconsistency, distraction, micromanagement, avoidance) map almost perfectly onto the classic derailers of bad leadership. The parallels arent coincidental; they reflect universal principles of how humans respond to authority, structure, and care. Multiple streams of research now converge on this point. Studies demonstrate that parenting and transformational leadership share core psychological processes: both develop through creating secure bases for exploration, both transfer caregiving orientations across domains, and both produce similar developmental outcomes in their “followers”, whether children or employees. The science is clear: this isn’t metaphor, it’s measured mechanism. This is why transilience matters: the ability to draw on one dimension of the self to enrich another is a feature, not a flaw, of our complex identities. Rather than pretending our roles exist in sealed compartments, we are better off asking what each role teaches us about being more effective, more humane, and more self-aware in the others. Parenting doesnt make you a leader, but it can make you a better one if youre willing to notice the patterns, learn from the mistakes, and apply the lessons where they matter most: not just at home, and not just at work, but across the full constellation of selves that make you who you are. That doesnt mean, of course, that the next time you interview for a leadership role you should brag about being a parent, or showcase the number of children you have as evidence of managerial brilliance. Most people are still unaware of transilience and the value of transferring skills from one identity domain to another, so the connection will likely be lost on them. Still, the real advantage lies not in announcing your parental status but in internalizing the lessons it quietly teaches: managing emotions under pressure, nurturing growth, setting boundaries, and modeling the behavior you hope to inspire. These are not résumé lines; they are capabilities that, when consciously activated, enhance your effectiveness as a leader far more than any abstract leadership competency model ever could. {"blockType":"mv-promo-block","data":{"imageDesktopUrl":"https:\/\/images.fastcompany.com\/image\/upload\/f_webp,q_auto,c_fit\/wp-cms-2\/2025\/10\/tcp-photo-syndey-16X9.jpg","imageMobileUrl":"https:\/\/images.fastcompany.com\/image\/upload\/f_webp,q_auto,c_fit\/wp-cms-2\/2025\/10\/tcp-photo-syndey-1x1-2.jpg","eyebrow":"","headline":"Get more insights from Tomas Chamorro-Premuzic","dek":"Dr. Tomas Chamorro-Premuzic is a professor of organizational psychology at UCL and Columbia University, and the co-founder of DeeperSignals. He has authored 15 books and over 250 scientific articles on the psychology of talent, leadership, AI, and entrepreneurship. 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