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Jeff Bezos once said, “I like to wander.” That may seem counterintuitive in a business world obsessed with speed, but in a relentless pursuit of momentum, many leaders forget that speed without reflection leads to burnout, inefficiency, and poor decision-making. A report by Asana revealed that nearly 70% of executives say burnout has affected their decision-making ability. The paradox is clear: The faster we try to move without reflection, the more we risk burnout, inefficiency, and short-sighted decision-making. Leaders often mistake pausing for procrastination. However, the reality is that strategic pausing is a high-performance leadership move that separates reactionary decision-makers from visionary leaders. Its not about slowing down indefinitely; its about creating intentional space for recalibration so that when we do move forward, we do so with clarity, focus, and impact. The high cost of constant acceleration We live in an era where agility and rapid execution are prized above all else. But speed without strategy is like driving a high-performance car without brakes; eventually, you crash. Consider what happens when leaders dont pause: Burnout skyrockets: More than 75% of employees experience burnout, and leaders arent immune. Urgency breeds exhaustion. Decisions suffer: Without pauses, leaders react instead of strategizingleading to short-term fixes, not long-term solutions. Innovation stalls: Breakthroughs dont come from busyness. They emerge from reflection, setbacks, and unexpected insights. When leaders dont pause, they burn out, make poor decisions, and stifle innovation. But what if the very thing we fearslowing downis actually the secret weapon for sustainable success? Science backs this up. The science behind slowing down Neuroscience supports the idea that structured reflection enhances cognitive performance and decision-making. Harvard Business School research has shown that leaders who regularly engage in structured reflection improve their productivity and performance by 23%. There are two critical ways slowing down improves leadership effectiveness: It activates diffuse mode thinking. When we take breaks from active problem-solving, our brains process information in the background, leading to creative insights and better solutions. It improves emotional intelligence. Leaders who pause before reacting better navigate difficult conversations, manage conflict, and lead with empathykey traits that drive engagement and retention. Jeff Bezos famously introduced the “Day One” mindset at Amazon, a philosophy that ensures the company never becomes complacent. While Amazon is known for rapid execution, its leadership regularly pauses to reassess its strategic direction. Bezos would take time away from operations to think long-term, a practice that helped Amazon evolve from an online bookstore into a global tech giant. I once worked with a biotech leader whose team was stuck in a cycle of continuous problem-solving, trying to rush a product to market. I encouraged them to step back and ask, “What are we missing?” That moment of intentional pausing led to a breakthrough that fundamentally changed the companys approach and resulted in a novel strategy no one had anticipated. The ‘Slow down to speed up’ framework for leaders How can leaders implement this strategy in their own organizations? Heres a practical framework: Pause with purpose: Book a 30-minute “strategy pause” into your weekly calendar. Treat it like a non-negotiable meeting. Ask better questions: Start your next leadership meeting with a single, high-quality question that shifts the teams thinking: What are we missing? Are we solving the right problem? Whats the long-term impact of this decision? Create space for strategic thinking: Encourage teams to step away from constant execution. Googles 20% Time policy, which allows employees to spend a portion of their workweek exploring new ideas, has led to some of the companys most successful innovations, including Gmail and Google Maps. Embrace rest as a performance strategy: Elite athletes know that recovery is as important as trainingthe same applies to leadership. Leaders who take intentional breaks return with sharper insights and renewed energy. Foster a culture of reflection: Implement a 10-minute debrief ritual after major milestones to extract key lessons. Encourage teams to analyze what worked, what didnt, and what could be improved. Sustainable success isnt about moving the fastest; its about moving with the greatest clarity. The leaders who make space for strategic pauses arent the ones who fall behindtheyre the ones who set the pace for everyone else. Before your next big decision, ask yourself: Am I moving fast just for the sake of moving? Or am I creating the space to move forward with clarity? The difference could define your leadership and your legacy.
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E-Commerce
ByteDances TikTok and CapCut apps are back in the Apple and Google app stores after having been absent from both for nearly a month. And in a sign of just how popular both apps are, both apps have rocketed up the App Store charts. Heres what you need to know about their returnand why you might want to download them again while you can. TikTok quickly becomes most downloaded app Yesterday evening, numerous ByteDance-owned apps unexpectedly returned to the Apple and Google app stores after being absent for nearly a month. This includes TikTok and the video editing app CapCut. Both were removed from Apples and Googles app stores on January 18, just hours before a U.S. ban on the distribution of ByteDances apps came into force on January 19. Within hours of the apps’ return, they quickly shot to the top of Apples App Store charts. As of the time of this writing, TikTok is the No. 1 most downloaded app on the App Store, while ByteDances popular video editor, CapCut, which many TikTok creators rely on to edit their videos, is currently the fourth most downloaded app on the Apple App Store. While both apps are also back on the Google Play store, neither are yet in the top 25 most downloaded free apps chart, according to data from SensorTower. A possible reason for TikToks absence from the Google Play chartsdespite its No. 1 position on Apples chartsmay be because Android users have been able to sideload the app on Android phones since last week. Regardless, both TikTok’s and CapCut’s positions on Apples App Store charts exemplify just how popular the apps are with the general public despite the national security concerns the U.S. government harbors about them and parent company ByteDance. Why are TikTok and CapCut back in the app stores? When President Donald Trump returned to office, one of the first executive orders he signed was an order pausing the TikTok ban. Trump halted the banwhich came into effect the day before he took officeby 75 days in order to give his administration an opportunity to determine the appropriate course forward in an orderly way that protects national security while avoiding an abrupt shutdown of a communications platform used by millions of Americans. But while Trump paused the ban, ByteDances apps did not return to the Apple and Google app stores. One of the main reasons for this is that some legal experts were uncertain about whether or not Trumps administration actually had the power to pause the ban. If it was found the administration did not, and Apple and Google had returned to hosting ByteDances apps on the platforms, both tech companies could have been liable for billions of dollars in fines under the Protecting Americans from Foreign Adversary Controlled Applications Act, the bill passed in April 2024 that authorized the ban. So, whats changed? Apple and Google received a letter from U.S. Attorney General Pam Bondi that assured the companies that the ban wouldnt be enforced immediately, according to a report from Bloomberg. This letter was apparently enough for both tech companies to feel that they are no longer at risk of finesfor the time beingif they once again host the apps on their app stores. You might want to download TikTok and CapCut soon Its important to note that despite the assurances Apple and Google received, and despite TikTok and CapCut being once again available on the app stores, the TikTok ban has not gone away. Right now, its just paused. That pause lasts until the first week in April. If a new deal acceptable to lawmakers and ByteDance is not reached by then, then the TikTok ban will go back into effect unless Congress repeals or alters the Protecting Americans from Foreign Adversary Controlled Applications Act. What this means is that, come early April, you may once again no longer be able to download TikTok, CapCut, and other ByteDance apps. So you might want to do it now while you still have the chanceunless, that is, you’re fine with dropping thousands of dollars on an eBayed smartphone.
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E-Commerce
Reflecting on her astronomic career rise, one of the leaders I coached once noted, I have always done better when my direct line manager was basically absentalternatively, they were mostly a barrier to my career advancement. She is not alone. At most companies, there are at least some managers who depend on their direct reports so muchnot least because they are actually doing their workthat they end up holding them hostage from moving up. There are also plenty of examples where the same talented employees transition from enjoying star treatment and executive sponsorship to becoming the very target of their line managers, who feel threatened by and jealous of their success, which they are eager to block. This goes beyond the anecdotal, as many scientific studies provide consistent evidence to explain why bosses are often the exact opposite of a champion, mentor, or sponsor to their direct reports, even when their sabotaging and boycotting goes undetected. Reason 1: Your boss doesnt want to let go of a high-performing employee As I found in my book The Talent Delusion, any manager who measures team productivity or collective output reliably will find that a vital few individuals in their team account for a disproportionately high chunk of the output. Just like its essential that they keep such individuals engaged, which may include giving them the star treatment, it is important that they retain them. But, ironically, being part of the vital few also makes you a high potential for the next career level and promotion, which will probably handicap their existing teams, and reduce the accomplishments of their existing manager.Unsurprisingly, research shows that one of the main reasons bosses become blockers of their reports career progression is their unwillingness to sacrifice or compromise their own team (and in turn individual) performance for the good of the employee or the organization. Reason 2: Your boss is blocking your career advancement as a part of office politics At times, career blocking may just be the product of wider organizational politics. For instance, even if your boss doesnt mind losing you despite the fact that they see you as one of the key members of their team, you may be hit by friendly fire if your boss is in a turf war with your potential new manager: think of it as your current and potential future boss fighting over an asset (you), not because they necessarily care about that asset, but because they are locking horns in a battle for power, influence, resources, and status. Its a bit like if you are leaving your husband or wife for someone elseusually a painful event for thembut that someone happens to be their nemesis or archenemyan unbearable provocation. Reason 3: Your boss is waiting for retirement Other times, managerial blocking may be due neither to fears of losing a star performer or vicious organizational politics, but simply due to existing retirement cycles, coupled with an unwillingness to distinguish between tenure and performance, not to mention potential. In other words, most people get stuck because their boss is waiting to retire, even if they have more or less retired from their current duties and role, albeit informally. As Max Planck, describing this in the context of academia, noted that science progressed one funeral at the time. To be sure, many tenured and senior leaders (and employees) are among the top performers in an organization, so there are many arguments to keep them for a long time, even before they reach minimum retirement age. That said, they may still be blocking or delaying up-and-coming employees from gaining a well-deserved career progression, which may risk losing them to other organizations, including their competitors. Reason 4: Your boss isnt willing to fight for you Managers may not be deliberately blocking their employees career advancement, and yet passively contributing to their stagnation. As we know, identifying high-potential employees, which includes the selection of potential future leaders and executives in the most successful organizations in the world isnt a science, but a mix of science and intuition.The intuition part includes the politics of championing and sponsoring people, especially when they report to you. It may well be that your boss likes you, values you, and has no objection to your advancement; however, they may decide it’s not really necessary for them to fight the heated battle for having ones own team members promoted ahead of those of your peers. While other bosses may actively campaign for their employees to be promoted, your boss may think that your achievements should speak for themselves, and that in a normal and rational culture, leaders should be able to make evidence-based decisions on career progression, rather than base it on popularity vote or who has the loudest and most powerful champion or sponsor. Sadly, your boss may be rightlogically and ethicallybut you will nonetheless lose out to some peers who are endorsed by politically active and powerful bosses. Reason 5: Your boss is a narcissist A final reason may be sheer narcissism, particularly vulnerable or insecure narcissism, which is not uncommon among bosses. Interestingly, narcissism may propel bosses to hire people who are just like themselves, and also designate them as successors: look at this brilliantly talented employee I brought into my team, they are amazingoh and they look much like myself. However, when those very bosses feel a competitive threat from those employees, or that more attention is on them than on themselves, they may get defensive and decide to retaliate. Imagine, for example, a manager and a right-hand employee who in some ways resembleat least from a personality perspectiveDonald Trump and Elon Musk; regardless of what you make of their talents, you can see how such romances may be short-lived, and how the amazing highs may be followed by incredible lows. Perhaps it is useful to remember that leadershipthe art of influencing others so they can collaborate effectively and form a high-performing teamis not just about impacting the people who formally report to you, but also your peers and bosses. So, just like we would expect a good boss to avoid the traps discussed above, we would also expect talented and high potential employees to be astute and politically skilled enough to persuade their own bosses to let them go, especially when that is likely to contribute not just to their own personal career success, but also the success of the organization. Managing up, then, ought to include persuading your boss to not be a barrier.
Category:
E-Commerce
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