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2025 was a fairly humdrum year for Apple from a hardware perspective. While the companys softwareincluding the 26 versions of iOS, macOS, tvOS, and watchOSgot a major visual overhaul, Apples hardware lineup included just one brand new product: the iPhone Air. But that is set to change in 2026. This year, Apple is expected to release a number of brand-new hardware products, along with some updates to existing ones. And yes, AI will be a focus, too. Heres whatand whento expect from Apple in 2026. iPhone Fold The most anticipated device Apple is expected to release this year is a foldable iPhone. Colloquially known as the iPhone Fold, this device will be the first-ever dual-screen iPhone and will take the form of a book rather than a clamshell device. Rumors are running wild about the devices reported specs, but it is highly likely to feature an industry-first crease-free display, which measures around 7.5 inches when unfolded. Its front-facing folded display is expected to come in at around 5.5 inches. A foldable phone will be an entirely new product category for Apple, and the iPhone makers entry into this market is expected to help foldables go mainstream. Expect the iPhone Fold to debut in the fall. An affordable MacBook MacBooks are amazing laptopsbut theyre pricey. The least expensive MacBook that Apple currently sells is the $999 MacBook Air. But this year, that will change. Multiple reports suggest that Apple will release a low-cost, entry-level MacBook with a display size of around 13.6 inches. Whats unique about this MacBook is that it will reportedly be the first to be powered by an A-series chip. The A series is the chipset found in the companys iPhones. Current MacBooks are powered by the more advanced M-series chips. But the star feature of the new MacBook will be its price. Apple is reportedly aiming to position it to compete with low-cost laptops like Google Chromebooks. Theres no word yet on what that low cost price may be, but it will likely fall somewhere around the $700 range. An LLM Siri New hardware isnt the only thing Apple is expected to introduce this year. The company will also launch a new version of its much-maligned digital assistant, Siri. This new Siri will be powered by a large language model (LLM), similar to those that power OpenAIs ChatGPT and Googles Gemini. The new LLM Siri is expected to be released with iOS, iPadOS, and macOS 26.4 in the spring. Its also a feature that will reportedly power Apples other new 2026 hardware product The HomePad No, this isnt a new HomePod smart speaker. The so-called HomePad is rumored to combine a smart speaker with a touch display (think: HomePod + iPad) and is designed to be a control center for the home. The tabletop device will reportedly let you make FaceTime video calls and control all the smart devices in your home. It is also rumored to be powered by that new LLM Siri that’s mentioned above, which means it will likely be Apples first hardware device that is designed to function as a household AI assistant. As for when you can expect the HomePad, a late spring launch is a good guess, since iOS 26.4 is expected to ship then. A new Apple TV 4K Speaking of the home, Apple is expected to introduce another home-based product this year: an upgraded Apple TV 4K. Apple has not updated the digital media player since 2022, and its current specs, including its A15 Bionic chip, are showing their age. The new Apple TV 4K is expected to include a powerful A18 (or later) chipset that just may be capable of running console-quality games. But more importantly, that chip may also support the new LLM Siri, bringing an AI chatbot and Apple Intelligence to the Apple TV for the first time. The new Apple TV 4K will likely show up sometime this spring. The usual suspects Apple is also expected to upgrade several existing products in 2026. One is the low cost iPhone 17ethe successor to last years iPhone 16e, which is likely to debut in the spring. In the fall, Apple is expected to launch the iPhone 18 Pro series (alongside the new iPhone Fold). Those waiting for the entry-level iPhone 18, however, will need to wait until spring 2027, as Apple is rumored to be moving to a new Pro/entry-level staggered release starting this year. On the iPad front, Apple is likely to upgrade the iPad Air to the M5 chipset, while also releasing an upgraded version of the entry-level iPad and iPad Mini. Multiple Macs are also expected to get the M5 treatment, including the MacBook Air, the 16-inch MacBook Pro, and possibly the Mac Mini and iMac. Finally, Apple will probably release its second-generation of AirTag item trackers, which will feature increased range and precision.
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Rumors have been circulating online that Microsoft is preparing to cut tens of thousands of jobs. TipRanks reported that the company is considering massive layoffs this month, potentially eliminating between 11,000 and 22,000 roles across the Azure Cloud, Xbox, and global sales teams. According to The Seattle Times, the claims appear to have originated on anonymous online forums like Reddit and Blind before rapidly spreading across Bluesky and X, drawing widespread attention and, in turn, swift denials from Microsoft executives. Microsofts chief communications officer, Frank X. Shaw, took to X to refute the rumors, calling them 100 percent made up/speculative/wrong. He also responded to a post suggesting the layoffs would materialize in weeks, sarcastically replying, “i eagerly await.” Jez Corden, editor at Windows Central, also pushed back on claims, writing on X, false on the Xbox side at least. Large-Scale Microsoft Layoffs Are Not Unprecedented The company carried out significant workforce reductions in 2025, cutting more than 15,000 employees between May and September. In July alone, Microsoft laid off roughly 9,000 employees. At the time, Phil Spencer, head of Xbox, wrote in a memo to staff that the cuts were necessary for the companys longevity, arguing they would increase agility and effectiveness. Microsofts recent layoffs reflect the growing financial demands of artificial intelligence. AI itself is not necessarily replacing workers. Rather, the sheer cost of building AI systems is forcing budget restructuring, leading to cuts. During the 2025 fiscal year, Microsoft spent approximately $88 billion developing its proprietary AI systems. As investment in AI continues to surge, the company has increasingly looked to trim costs elsewhere to offset that spending. Go inside one interesting founder-led company each day to find out how its strategy works, and what risk factors it faces. Sign up for 1 Smart Business Story from Inc. on Beehiiv. Leila Sheridan This article originally appeared on Fast Companys sister publication, Inc. Inc. is the voice of the American entrepreneur. We inspire, inform, and document the most fascinating people in business: the risk-takers, the innovators, and the ultra-driven go-getters that represent the most dynamic force in the American economy.
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Youve put in the hours, delivered results, and earned the respect of your peers. But when it comes to moving up, the biggest obstacle isnt performance or policyits your boss. Managers often hold disproportionate power over career mobility. Research shows they can become the gatekeepers who decide who advances and who stalls. Gallup finds managers account for up to 70% of the variance in engagement, and half of employees say they left a job to escape their manager. Add to that the fact that companies fail to pick the right person for the job 82% of the time, and its clear why bad bosses cost organizations billions in lost productivity, stalled growth, and attrition. Take Tiffany, a senior director at a global consumer goods company. After years of strong performance, she was eager to step into a vice president role. Her track record spoke for itself: She built high-performing teams, led revenue-driving initiatives, and earned praise across the organization. Yet, every time a new opportunity surfaced, her boss deflected it. We still need you here. Lets revisit this next year. Tiffany realized she had to look beyond her immediate manager to advance. Weve seen this scenario repeatedly (Jenny as an executive advisor and learning and development expert, and Kathryn as an executive coach and keynote speaker). When your boss is blocking your promotion, its tempting to see it as a dead end. But you have more agency than you think. These six strategies can help you shift the dynamic, expand your influence, and chart a path forwardwhether inside your current organization or beyond it. 1. Become Non-Essential by Building Succession One of the most common reasons managers stall promotions is that they cant imagine losing their top performer. Managers often block promotions to avoid weakening their own team. To overcome this, flip the script by making yourself replaceable, not immediately, but by showing that youre developing others who can take on parts of your role. Build a succession bench, delegate stretch assignments, and document processes so your leader can envision someone succeeding you without disruption. Ask yourself: Who could step into my role tomorrow if I left? What does my boss rely on me for, and who can support them once I am promoted? How am I preparing others on my team to thrive without me? What knowledge or processes should I document to make my absence less disruptive? When Tiffanys boss argued that she couldnt move up until she scaled her impact here, she built a succession planning matrix mapping her key responsibilities against potential successors, with a development plan for each. The point wasnt that she could leave tomorrow with a perfect replacement, but that she had a structured approach to grow leaders behind her, removing one of the most common excuses managers use to stall promotions. 2. Build Allies and Sponsors Beyond Your Manager McKinsey highlights how those outside the managers circle of trusted lieutenants” are often excluded from promotion. You cant depend solely on your manager. Promotions often depend as much on organizational politics as on performance. Start by identifying five to seven decision-makers and influencers who may shape your promotion. Conduct a reputation audit to learn how they perceive your impact. Ask: What three words best describe me when you think about my work? Where do you see me adding the most value to the organization? If you were advising me on career advancement, what should I work on next? A common mistake is relying only on mentors. You also need sponsors who will advocate for you in closed-door conversations. Research shows sponsorship accelerates mobility, particularly for women and underrepresented groups. Tiffany realized that while her boss was hesitant, other senior leaders already valued her contributions. By mapping her own Career Board of Directors, she identified mentors, sponsors, peers, and even high-potential juniors who could amplify her influence. This broader network helped her case reach beyond the approval of one person. 3. Reframe Success as Shared Success Some managers resist elevating talent because they feel overshadowed. Research found managers sometimes sabotage talented employees to protect their own job security, status, or to minimize competition. To reduce this perceived threat, make your success their success. Shift the narrative. Frame wins as team wins. Recognize your managers role when presenting in senior meetings and show how your advancement reflects their leadership. As Ralph Nader once said, The function of leadership is to produce more leaders, not more followers. Tiffany began reframing her language. Instead of saying, I drove a digital transformation, she positioned it as Our team delivered this milestone with my managers guidance. That subtle shift improved her relationship with her boss. Reflection questions: How can I position my progress as a reflection of my managers leadership? What opportunities exist to spotlight shared wins rather than individual wins? 4. Demonstrate Leadership Beyond Your Role Promotions signalreadiness for a broader scope, not just excellence in your current job. Step into enterprise-level priorities such as cross-functional projects, task forces, or initiatives that align with executive goals. Visibility beyond your department shows youre already operating at the next level. Tiffany used the Promotability Index self-assessment to identify growth opportunities across the five dimensions: self-awareness, external awareness, strategic thinking, executive presence, and thought leadership. She then led a high-visibility, cross-functional digital transformation task force directly aligned with executive priorities. The initiative stretched her skills and reframed how senior leaders perceived her readiness. 5. Take Charge of Your Own Development Many managers arent proactive in developing direct reports. Waiting for them to chart your path can stall your growth. Own your career development: Seek out stretch assignments, request targeted feedback, and invest in your own learning. Signal your commitment to continual growth rather than relying on your managers bandwidth or interest. Tiffany knew she couldnt count on her boss to sponsor her development. She pursued external executive education, engaged mentors, and worked with an executive coach who facilitated a 360-feedback process to uncover blind spots. That proactive approach made her growth undeniable and less dependent on her managers discretion. As Wayne Gretzky said, You miss 100% of the shots you dont take. 6. Know When Its Time to Move On Despite your best efforts, some managers will remain blockers. If the system consistently denies your advancement, evaluate whether its time to move elsewhere. A lateral move inside the organization or an external opportunity can reignite your trajectory. Dont mistake loyalty for strategy. Sometimes the fastest route up is out. For Tiffany, the turning point came when she realized her bosss reluctance wasnt temporary. Even with succession planning, sponsorship, and expanded visibility, he continued to defer her advancement. Armed with a clear development plan and strong enterprise-wide relationships, she began exploring external options. When a VP role opened at a competitor, her preparation gave her the confidence and the credibility to step in and succeed. When your boss blocks your promotion, it can feel personal and permanent. In reality, its often about perception, politics, or structural gaps rather than your ability. By preparing successors, cultivating sponsors, reframing wins, demonstrating enterprise leadership, investing in your own growth, andwhen necessarymaking the hard choice to move on, you expand your options and reclaim your agency. As weve seen in our work with executives across industries, a blocked path doesnt have to be the end of the road. With the right strategy, it can be the beginning of a new one.
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E-Commerce
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