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Mad Max mode may sound like something out of a video game, but it is a real-life setting for cars currently plying Americas streets. And it poses genuine danger. In an homage to the main character from George Millers dystopian 1979 film and its sequels, originally portrayed by current Trump supporter Mel Gibson, Tesla created Mad Max mode as an option for vehicles equipped with its Full-Self Driving (FSD) system. The Mad Max icon is a mustachioed smiley face wearing a cowboy hat, bearing less of a resemblance to the films titular vigilante than to Tesla CEO Elon Musks brother, Kimbal. (Warner Bros., which released the films, has not filed suit.) Despite its name, FSD does not enable the car to drive itself. Rather, it is an advanced driver-assistance system (ADAS), capable of changing lanes, making turns, and adjusting speed as long as a human driver remains alert and ready to take over. Other automakers, such as Ford and GM, also offer ADAS systems. Mad Max mode is starkly different from other FSD settings like Sloth and Chill. Teslas using it will roll through stop signs and blast past other vehicles on the road. One driver posted a YouTube video showing his Mad Max-enabled Tesla hitting 82 mph while whizzing by a 65 mph speed limit sign. A social media user wryly suggested that Mad Max should just immediately write you a ticket when you turn it on. Tesla made Mad Max mode available briefly in 2018 and then reintroduced it in October. The National Highway Traffic Safety Administration quickly announced a safety investigation; the agency declined to give an update on its status. Musks company is not the only one programming its vehicles to treat traffic laws as suggestions rather than requirements. Waymos robotaxis (which, unlike ADAS such as Tesla FSD, do not require anyone in the front seat) have been spotted in San Francisco blocking bike lanes and edging into crosswalks where children are walking. In a recent Wall Street Journal story titled Waymos Self-Driving Cars Are Suddenly Behaving Like New York Cabbies, a Waymo senior director of product management confirmed that the company has programmed its cars to be more aggressive. He said that recent adjustments are making its robotaxis confidently assertive. Welcome to our brave new computer-powered future, where companies will determine which road rules are obeyed and which are ignored. We might not like what they decide. Mad Max, unleashed Traffic laws occupy a curious niche in the U.S., where most drivers break them regularly and without consequences. There is this built-in acknowledgment that going 5 miles per hour over the limit is okay, says Reilly Brennan, a partner at Trucks Venture Capital, a transportation-focused investment firm. In other parts of our life, that wouldnt be acceptable, like going 5% over in accounting or when a doctor performs some kind of task. Indeed, many otherwise law-abiding drivers occasionally change lanes without using a turn signal or double park while grabbing coffee, knowing that these behaviors are technically illegal, but believing they are unlikely to result in a crash or fine. Driving more than 25 mph over the speed limit is a different story. Most people avoid doing so unless, say, rushing a child to the hospital, given the risk of getting into a crash or receiving a pricey ticket. But unlike humans, robotaxis and ADAS can violate traffic laws regardless of situational context. Youve taken away the agency of the person to decide whether its reasonable to break the law at that time, says Phil Koopman, professor emeritus of computer science at Carnegie Mellon, who has studied autonomous driving extensively. Furthermore, companies like Tesla and Waymo may be shielded from the consequences of both minor and major traffic violations. The driver of a Tesla running FSD, for instance, is expected to remain alert and ready to take over, and the company claims that the drivernot Teslais liable for mishaps or collisions. You have a company deciding to break the law, but the driver is being held responsible and suffering the consequences, Koopman says. Last August, a Florida jury rejected Teslas attempts to pin crash responsibility on drivers alone, awarding $243 million to the family of a person struck and killed by a Tesla runing Autopilot, the companys less advanced ADAS. Tesla is appealing. Producers of fully autonomous software shoulder more responsibility for their vehicles actions than car companies offering ADAS. Still, accountability isnt a given for them, either. State law in California and Georgia currently does not allow police to ticket vehicles without a driver, though California will close that loophole next year. (A Waymo spokesperson said the company supported Californias change). Everyones a road warrior now Without liability for traffic law violations, companies may program their vehicles to take more risks. Tesla likely launched Mad Max mode to appeal to the companys hardcore customers, says author and podcaster Edward Niedermeyer, who has written a book about the companys history and is currently writing a follow-up. Tesla has a baseline incentive to release all kinds of weird, quirky, unique software updates that cost them almost nothing and fuel their online fan base, he says. Mad Max mode is an example of that, and it happens to also reflect the companys casual attitude toward public safety. Waymos robotaxis do not behave nearly as aggressively as Teslas running Mad Max. But the company faces an incentive to turn its assertiveness dial up a bit, if only to match the expectations of its paying passengers, who have become accustomed to violating traffic laws when they themselves sit behind the wheel. Driving like your grandmotheras writer Malcolm Gladwell described his Waymo passenger experience in 2021isnt exactly a juicy marketing line. Consumers think that these systems should drive the way they drive, Brennan says. Some circumstances clearly call for rule-breaking, such as moving across a double yellow line to navigate around a moving van that is being unloaded. What weve learned through more than a hundred million real-world miles is that appropriate assertiveness is crucial for safety and traffic flow, says a Waymo spokesperson. But other situations are trickier, such as dropping someone off in a crosswalk or bike lane when no parking spot is available. These behaviors may be common practice among human drivers, but they can endanger other road users and certainly inconvenience them. Last year, Waymo received 589 tickets for illegal parking in San Francisco. But the public may have limited patience for computer-powered cars that bend traffic rules or cause collisions. Researchers have found that people are more tolerant of risk in activities they can control (like driving) than those they cannot (like robotaxis). Case in point: A recent outcry erupted in San Francisco after Waymo vehicles ran over a cat and dog. Of course, countless American pets are killed by human drivers, including the estimated 100,000 dogs who die annually after being placed in truck beds. These tensions will not dissipate anytime soon, given how furiously makers of ADAS and autonomous vehicles are working to win over customers. Brennan envisions a future where riders might choose from varying levels of robotaxi assertiveness. Right now, there is just one Waymo setting, he says. But in a few years, there may be three or four settings, and one of them is almost exactly like the way that you want to drive. For that to happen, humans will have to grow accustomed to self-driven cars zooming past speed limits and playing chicken with pedestrians in crosswalks. Companies are designing their autonomous systems to reflect how humans drive, for better and for worse.
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More than 20% of Americans will be diagnosed with mental illness in their lifetimes. They will, that is, experience conditions that influence the way they think, feel, and actand that may initially seem incompatible with the demands of work. Our new research suggests that what people living with chronic mental illnesses need most to succeed at work is for their managers to be flexible and trust them. This includes the freedom to adjust their schedules and workloads to make their jobs more compatible with their efforts to manage and treat their symptoms. For that to happen, managers need to trust that these workers are committed to their jobs and their employers. Were management professors who reviewed hundreds of blog and Reddit posts and conducted in-depth interviews with 59 people. And those are the most significant findings from our peer-reviewed study, published in the October 2025 issue of the Academy of Management Journal. Scouring Reddit posts and conducting interviews We gathered our data from three sources: anonymous blog posts from 171 people, Reddit posts from 781 people, and in-depth interviews with 59 workers employed in a variety of jobs across multiple industries. All these people worked while dealing with chronic mental illness, such as major depressive disorder, generalized anxiety disorder, and bipolar disorder. The blog posts were maintained by a nonprofit concerned with the experiences of individuals living with mental illness. We focused on posts tagged work. To identify relevant data on Reddit, we searched using a combination of the word work with several terms associated with mental illness. Additionally, we restricted our data collection to unsolicited narratives published prior to mid-March 2020 to avoid overlap with the employment changes that occurred during the COVID-19 pandemic. Because this data was gathered from the internet, we couldnt obtain details about participants gender, age, profession, or education. We also recruited people to interview through social media postings, advertising in a public universitys alumni listserv, and contacting an organization that focuses on mens mental health. We also made requests of those wed already interviewed to see whether they had recommendations for other people to possibly interview. The interviews took place in 2020 and 2021. Speaking with people from all walks of working life About 37% of the people we interviewed identified as women, and their average age was 41.5 years. Approximately 80% of them identified as Caucasian, 3.5% Black, 3.5% Hispanic, and less than 2% identified as either Indian, Korean American, mixed race, or Middle Eastern and North African. About 3.5% chose not to answer. They held a variety of jobs, including lawyer, professor, touring musician, consultant, teacher, real estate manager, chief technology officer, salesperson, restaurant server, travel agency manager, graphic designer, tester for manufacturing plant, chemical engineer, and bus driver. Several worked in tech fields. When the employees who we studied were trusted and given flexibility, they became better able to do their jobs while also attending to their well-being. Employees who had lived with their condition for years used what we call personalized disengagement and engagement strategies to manage their symptoms. That refers to the fact that people with mental illness respond best to different coping strategies depending on their own preferences and symptoms, instead of using generic techniques they learned from self-help resources or peers. Examples of personalized disengagement strategies ranged from leaving workspaces to meditate to taking a walk to finding a quiet space to cry. Engagement strategies included immersing more deeply into work and having conversations with co-workers. These coping strategies will sound familiar to most people, including those without any chronic mental health conditions. But workplaces dont always give employees, regardless of their disability status, the flexibility and self-determination necessary to enact their strategies. In fact, a recent survey by Mind Share Partners found that nearly half of employees didnt even feel like they could disconnect from their jobs after working hours or while on vacation. Many employees also told us that they benefited from trust and flexibility in the period after they were diagnosed, when they needed to explore different therapies and treatment techniques. When managers allow for flexibility, trust workers to do what they need to do to address their symptoms, and convey their compassion, employees with chronic mental illness are more likely to keep their jobs and get their work done. Affecting most employers Mental illnesses became more prevalent in the aftermath of COVID-19, especially among adolescents and young adults. So, if youre an employer, chances are that our research is relevant to your workforce. Depression, a common mental illness, had an estimated cost of US$1 trillion annually in lost productivity in 2019, the World Health Organization has estimated. People with anxiety and mood disorders, including bipolar disorder and major depressive disorder, may periodically have symptoms that interfere with their ability to do their jobs. And while doing those jobs, they risk being stigmatized by co-workers who may know little about mental illness or be judgmental about people with those chronic conditions. That adds further stress beyond what others would experience at work. Employee assistance programs could be falling short In response, many employers offer benefits to help employees cope with mental and emotional problems, such as employee assistance programs, mental-wellness app subscriptions, and stigma-reduction efforts. These one-size-fits-all initiatives can help improve functioning for those with occasional or short-term emotional problems, and they can help improve leaders ability to respond to employees distress, which s crucial. But as a whole, they are not enough to solve the problem. Employee assistance programs, which nearly all big companies offer, have not proved systematically helpful to workers in achieving their goals. One study found that they reduced employees absences but did not reduce their work-related distress. Another study even found that workers who used these programs became more inclined to leave their jobs. Not missing out on peak performers Contrary to stereotypes, people with chronic anxiety and depression, such as those we studied, are generally as capable of success in the workplace as anyone else in the right context. Extremely high performers, such as the late actor Carrie Fisher and the Olympic swimmer Michael Phelps, are two such examples of people with a mental illness who were top achievers in their field. If you were a manager, wouldnt you want people of this caliber working for you? If so, then its important to create the right conditions, which many employers fail to do despite their best efforts. Needing more mental health support Companies will face increasing pressure to support those with mental illness and other mental health challenges. Monsters 2024 State of the Graduate Report found that Gen Z employees (people born between 1996 and 2010 and are currently in their teens and 20s) are increasingly prioritizing support for mental health at work, with 92% of 18- to 24-year-olds surveyed wanting a job where they are comfortable discussing their mental health at work. This trend suggests that employers wishing to attract top entry-level talent will need to effectively support mental health, highlighting the importance of continuing to research this issue. Sherry Thatcher is a Regal Distinguished Professor of management and entrepreneurship at the University of Tennessee. Emily Rosado-Solomon is an assistant professor of management at Babson College. This article is republished from The Conversation under a Creative Commons license. Read the original article.
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Thomas Kuhn was a philosopher whose groundbreaking 1962 book, The Structure of Scientific Revolutions, is credited with bringing the term paradigm shift to pop culture. Kuhn described how scientific communities stick to established paradigms, even as evidence of their limitations mounted. Widely accepted paradigms for understanding and interpreting knowledge dont crumble under the weight of mere data. Instead, they tend to persist until a crisis emergeswhen anomalies become so disruptive that a shift to a new paradigm is unavoidable. Zoning was established in the early 20th century as a way to protect homeowners from unwanted industrial developments nearby. It was pitched as a way to separate heavy industry from residential areas, which made practical sense at a time when factories polluted neighborhoods. Early industrial cities were notorious for their noise, filth, sickness, and all-around misery. The wealthy had options, so theyd put some distance between themselves and factory life. You can imagine that the elite would want to guarantee never having to deal with the industrial riffraff. Zoning would give such guarantees. You can also imagine that social workers and other empaths would want to guarantee the poor and middle class had the same separation from the dirty parts of a city as the elites had. Zoning would give such guarantees. {"blockType":"creator-network-promo","data":{"mediaUrl":"","headline":"Urbanism Speakeasy","description":"Join Andy Boenau as he explores ideas that the infrastructure status quo would rather keep quiet. To learn more, visit urbanismspeakeasy.com.","substackDomain":"https:\/\/www.urbanismspeakeasy.com\/","colorTheme":"blue","redirectUrl":""}} But zoning wasnt used merely as a tool to separate heavy industry from residential zones. Local power brokers segregated all the land usesseparating single-family homes from apartments, office buildings from retail, residential from retail, and so on. The regulatory framework became so normalized in America that its hard for people to imagine life without it: Without zoning, my neighbor might build a strip club and a paper mill. Unintended consequences Normal science, the activity in which most scientists inevitably spend almost all of their time, is predicated on the assumption that the scientific community knows what the world is like. Much of the success of the enterprise derives from the communitys willingness to defend that assumption, if necessary, at considerable cost. As Kuhn wouldve predicted, the normal science of zoning has produced a number of anomalies that increasingly contradict zonings purported benefits. Housing Expense and Shortage: By restricting a variety of housing sizes and types, zoning codes limit the supply of housing, driving up prices and making places unaffordable for many residents. Environmental Degradation: Zoning encourages urban sprawl by pushing residential development outward into zones that are only practically reachable by car. Zoning codes create low-density, car-centric development, at great expense to our natural environment. Social Segregation: Zoning is a devilish segregation tool. Throughout pre-zoning history, cities had opportunities for people from all walks of life, social standing, and economic standing. Economic Stagnation and Opportunity Costs: By prohibiting a mixture of land uses in a neighborhood, zoning limits economic activity, making it difficult for small businesses to thrive in residential neighborhoods or for residents to access amenities without a car. Car Dependency: Neighborhood pharmacies are outlawed, so you drive to CVS just to get a birthday card. Neighborhood restaurants are outlawed, so you drive your kids to Chick-fil-A. Neighborhood salons are outlawed, so you drive to get your nails done. A resilient paradigm Changing a paradigm isnt just about accepting new facts, its about challenging an entire worldview, and thats something humans are generally reluctant to do. And in spite of all its harms, the zoning paradigm remains resilient among the experts because: Planning departments are organized around zoning administration. Professional credentialing still lionizes zoning codes. University programs train students to use zoning for the greater good. Thousands of attorneys specialize in zoning law. Lobbying pressure remains intense from industries that benefit from strict land-use policies. There are powerful incentives to preserve the system, even among professionals who privately acknowledge its failures. Kuhn observed that paradigms persist not because they work well, but because entire careers, departments, and professional identities are built upon them. Challenging zoning means threatening not just an idea, but the livelihoods and expertise of countless people. Much like a fundamentalist belief system, zoning has developed a language of justification that makes it difficult to challenge. Clever defenses like preserving neighborhood character or protecting property values are invoked to defend restrictive zoning policies, even when these policies have been proven to harm the vast majority of people. Zoning defenders use language not to inform, but to deflect and manipulate. A tipping point Kuhn would say a paradigm shift requires a moment of crisis, a point at which the old framework can no longer explain or accommodate the reality of a situation. I think were getting there with zoning, because the accumulating anomalies are becoming too severe to ignore. Scientific revolutions reshaped how we understand the world. A zoning revolution has the potential to transform our small towns, big cities, and sprawling suburbs in positive ways we have yet to fully imagine. We have 100 years of evidence that zoning has brought more harm than good. {"blockType":"creator-network-promo","data":{"mediaUrl":"","headline":"Urbanism Speakeasy","description":"Join Andy Boenau as he explores ideas that the infrastructure status quo would rather keep quiet. To learn more, visit urbanismspeakeasy.com.","substackDomain":"https:\/\/www.urbanismspeakeasy.com\/","colorTheme":"blue","redirectUrl":""}}
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Dead cartoon owls, brain-rot cookie content, fake rebrands, and library thirst traps. Welcome to the era of DGAF branding. In this episode of FC Explains, Grace Snelling breaks down why major brands and public institutions are ditching polished ads for chaotic content and seeing massive results. From Nutter Butters unsettling TikToks and California Pizza Kitchens fake midlife crisis to Duolingo killing its iconic owl and libraries going viral with memes, this episode explores how being weird online has become a serious marketing strategy. We look at the numbers behind these stunts, the cultural forces driving them, and why leaning into chaos can sometimes cut through the noise better than a Super Bowl ad.
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Inbox pinging. Deadlines stacking. Morale slipping. One choice could change everything. These 11 books unpack the decisionsand strategiesthat distinguish great leaders. Learn something new every day with Book Bites, 15-minute audio summaries of the latest and greatest nonfiction. Get started by downloading the Next Big Idea app today! Inspire: The Universal Path for Leading Yourself and Others By Adam Galinsky Every leader leaves their mark on the hearts and minds of a workforce. This can go one of two ways: leaders can leave behind a legacy of inspiration, or infuriation. Based on thousands of perspectives collected from around the globe, Adam created a systemic formula for choosing and earning the lasting impact you want to have on others. Listen to our Book Bite summary, read by author Adam Galinsky, in the Next Big Idea app or view on Amazon. Why Are We Here?: Creating a Work Culture Everyone Wants By Jennifer Moss Leaders dont need to take a ton of time overhauling company culture to create workplaces where employees want to spend their time. Simple shifts and incremental changes can foster community, fuel purpose, boost productivity, and deliver meaning to every team member. Jobs that employees actually like are the ultimate capitalist business strategy. Listen to our Book Bite summary, read by author Jennifer Moss, in the Next Big Idea app or view on Amazon. Lead Well: 5 Mindsets to Engage, Retain, and Inspire Your Team By Paula Davis To increase well-being, motivation, engagement, resilience, or the many words that describe thriving teams, we must understand that leadership behaviors drive employee experience. We need to advance the conversation beyond individual remedies for burnout and address root causes of stress and disengagement. Listen to our Book Bite summary, read by author Paula Davis, in the Next Big Idea app or view on Amazon. No One Is Self-Made: Build Your Village to Flourish in Business and Life By Lakeysha Hallmon A legacy of wealth, health, and purpose only comes from building villages that flourish, and thats why nourishing community is critical for anyone ambitious. Our greatest work is achieved when it is pursued in support of collective power. Listen to our Book Bite summary, read by author Lakeysha Hallmon, in the Next Big Idea app or view on Amazon. Youre the Boss: Become the Manager You Want to Be (and Others Need) By Sabina Nawaz No leader wants to become a clueless jerk after obtaining a new position of power. But the pressures that come with becoming a boss can make it difficult to maintain their humanity, humility, and grip on reality. With the right tools, everyone from managers to executives, can turn pressure into clarity, power into connection, and act with thoughtfulness and courage at work. Listen to our Book Bite summary, read by author Sabina Nawaz, in the Next Big Idea app or view on Amazon. Masters of Uncertainty: The Navy SEAL Way to Turn Stress into Success for You and Your Team By Rich Diviney High performance under pressure isnt limited to Navy SEALs. Its not about being fearless or superhuman. Its about tapping into human capabilities that we all possesscapabilities that can be trained, honed, and applied in any environment. Listen to our Book Bite summary, read by author Rich Diviney, in the Next Big Idea app or view on Amazon. Meaningful Work: How to Ignite Passion and Performance in Every Employee By Wes Adams and Tamara Myles The best burnout prevention, retention remedy, and workplace satisfaction guarantee comes down to meaning. Without feeling directly connected to the meaning behind a job, and without feeling seen for their contributions, people disengage and stagnate. Growth and innovation rely on leaders ability to build teams that know and feel their worth, individually and as a unit. Listen to our Book Bite summary, read by coauthors Wes Adams and Tamara Myles, in the Next Big Idea app or view on Amazon. The Psychology of Leadership: Timeless Principles to Improve Your Management of Individuals and Teams . . . and Yourself! By Sebastien Page Peak performance is a dangerous, albeit rewarding, adventure. There are plenty of hurdles on the path to sustainable success that can damage well-being or hinder positive outcomes. The Psychology of Leadership identifies timeless pillars of strong, ethical, lasting leadership. Listen to our Book Bite summary, read by author Sebastien Page, in the Next Big Idea app or view on Amazon. The Devil Emails at Midnight: What Good Leaders Can Learn From Bad Bosses By Mita Mallick The silver lining that comes from working for several bad bosses? You can learn what not to do as a leader. From every bad boss comes a valuable lesson about how to manage teams and contribute to a companys success. Listen to our Book Bite summary, read by author Mita Mallick, in the Next Big Idea app or view on Amazon. Headamentals: How Leaders Can Crack Negative Self-Talk By Suzy Burke, Ryan Berman, and Rhett Power Leaders arent failing because they dont have a strategy or skill. They are stuck because of their internal battlestheir self-talknot because of the challenges happening with customers or in the market. Headamentals is about directing that inner voice so that it becomes a competitive advantage and helps you build great teams. Listen to our Book Bite summary, read by co-authors Suzy Burke, Ryan Berman, and Rhett Power, in the Next Big Idea app or view on Amazon. Moral Ambition: Stop Wasting Your Talent and Start Making a Difference By Rutger Bregman What if everything weve been told about having a successful career is wrong? Rutger Bregman thinks most of us are wasting our working lives and argues we should stop trying to get rich and start trying to solve the worlds problems instead. Listen to our Next Big Idea podcast episode interviewing author Rutger Bregman, or view on Amazon. The Key Ideas in 15 Minutes If you are going to get anywhere in life, you have to read a lot of books, Roald Dahl once famously said. The only trouble is, reading even one book from cover to cover takes hoursand you may not have many hours to spare. But imagine for a moment: What if you could read a groundbreaking new book every day? Or even better, what if you could invite a world-renowned thinker into your earbuds, where they personally describe the 5 key takeaways from their work in just 15 minutes? With the Next Big Idea app, weve turned this fantasy into a reality. We partnered with hundreds of acclaimed authors to create Book Bites, short audio summaries of the latest nonfiction that are prepared and read aloud by the authors themselves. Discover cutting-edge leadership skills, productivity hacks, the science of happiness and well-being, and much moreall in the time it takes to drive to work or walk the dog. I love this app! The Book Bites are brilliant, perfect to have in airports, waiting rooms, anywhere I need to not doomscroll You guys are the best! Missy G. Go Deeper with a Next Big Idea Club Membership The Next Big Idea app is free for anyone to tryand if you love it, we invite you to become an official member of the Next Big Idea Club. Membership grants you unlimited access to Book Bites and unlocks early-release, ad-free episodes of our LinkedIn-partnered podcast. You also gain entry to our private online discussion group, where you can talk big ideas with fellow club members and join exclusive live Q&A sessions with featured authors. For a more focused learning experience, we recommend a Hardcover or eBook Membership. Every few months, legendary authors and club curators Malcolm Gladwell, Susan Cain, Adam Grant, and Daniel Pink select two new nonfiction books as the must-reads of the season. We then send hardcover copies straight to your doorstep, or eBook versions to your favorite digital device. We also collaborate with the authors of selected books to produce original reading guides and premium e-courses, 50-minute master classes that take you step by step through their most life-changing ideas. And yes, its all available through the Next Big Idea App. My biggest Thank You is for the quality of book selections so far. I look on my shelf and see these great titles, and I find myself taking down one or two each month to reread an underlined passage. Full marks to all involved! Tim K. Learn Faster, from the Worlds Leading Thinkers Whether you prefer to read, listen, or watch, the Next Big Idea is here to help you work smarter and live better. Wake up with an always-fresh Idea of the Day, the perfect shot of inspiration to go with your morning coffee. Then dive into one of our Challenges, hand-picked collections of Book Bites that form crash courses in subjects like communication, motivation, and career acceleration. Later, watch the playback of an interview with U.S. Surgeon General Vivek Murthy, Stanford psychologist Jennifer Eberhardt, or philosopher John Kaag. And be sure to check the Events tab in the app, so that you can join an upcoming live Q&A and personally chat with the next featured thought leader. If youre hoping to grow as a person or as a professional, we hope youll join us and tens of thousands of others who enjoy the Next Big Idea. Get started by downloading the app today! Enjoy our full library of Book Bitesread by the authors!in the Next Big Idea app. This article originally appeared in Next Big Idea Club magazine and is reprinted with permission.
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