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Arthur Johnson has lived in New Orleans’ Lower 9th Ward for nearly three decades, long enough to appreciate the trees that filter pollution from the big ships traveling the nearby Mississippi River and that offer shade on sweltering summer days. When Hurricane Katrina roared through two decades ago, it wiped out 200,000 trees across the city, including many in Johnson’s neighborhood and several in his own yard. The city has struggled ever since to restore its tree canopy. Those efforts will be set back by the U.S. Forest Service’s decision in mid-February to terminate a $75 million grant to the Arbor Day Foundation, which was working to plant trees in neighborhoods that might not otherwise be able to afford them. The program is the latest victim of a drive by President Donald Trump‘s administration against environmental justice initiatives. In New Orleans, part of the money was going to the environmental group Sustaining Our Urban Landscape (SOUL), which has planted more than 1,600 trees in the historically Black community but has now paused plans for another 900. Those are trees that largely low-income residents otherwise couldnt afford to plant or maintain, said the 71-year-old Johnson, who runs a local nonprofit, the Lower 9th Ward Center for Sustainable Engagement and Development, that has helped SOUL with its work and done some tree plantings of its own in the area. You’re not just cutting out the tree, the environment with such cuts, said Johnson. If those trees arent replaced and more arent continually added, it really takes a toll on the sustainability of the Lower 9th Ward and its community. The benefits of trees are vast. They capture stormwater and replenish groundwater. They help clean the air in polluted areas, improve mental health, and cool air and surfaces of the built environment, especially during heat waves that are growing more intense and frequent with climate change. One study by the UCLA Luskin Center found that shade can reduce heat stress on the human body from 25% to 35% throughout the day. And much research shows that low-income and communities of color have fewer treesand are hotterthan better-off neighborhoods. The Arbor Day Fund’s grant was part of former President Joe Biden’s signature climate law, the Inflation Reduction Act, which sent $1.5 billion to the forest services Urban and Community Forestry program. In a February 14 email canceling the grant, the Forest Service wrote that the award “no longer effectuates agency priorities regarding diversity, equity, and inclusion programs and activities. But Dan Lambe, the Arbor Day Foundation’s chief executive, said the projects weren’t just going to serve disadvantaged people. They were going to benefit every member of the community, he said. In total, 105 nonprofits, municipalities, and Indigenous organizationsfrom Alaska to Florida to Mainehave lost funding for critical environmental projects, the foundation said. This was an opportunity to make a really meaningful impact on peoples lives, so its been disappointing,” Lambe said. The Forest Service didn’t say if other recipients of the $1.5 billion forestry investment also had grants terminated. In a statement, its parent agency, the U.S. Department of Agriculture, said the agency was following directions to comply with Trump’s executive orders. Protecting the people and communities we serve, as well as the infrastructure, businesses, and resources they depend on to grow and thrive, remains a top priority for the USDA and the Forest Service, the agency said. For SOUL in New Orleans, losing the grant means they don’t have the money to water trees already planted, and they’ve had to drop plans to hire three people. Another $2.5 million grant is on hold due to the federal funding freeze, and founder and executive director Susannah Burley said the nonprofit’s survival is uncertain. Its annual budget is a little more than $1 million. We kind of are lost because we dont know if we should be planning to close our doors or if we should be planning for next season, she said. For others who were set to get Arbor Day Foundation money, the loss is not existential but still devastating. In the city-county of Butte-Silver Bow in southwest Montana, forester Trevor Peterson was going to use a $745,250 grant to buy chain saws, rigging gear, and other essential tools, remove up to 200 dead or dying cottonwoods, and plant as many as 1,000 trees as part of a decades-long effort to replenish trees cut to make way for copper mining. He wanted to help organize large community events focused on education, hoping to impart the knowledge necessary for future stewardship of the urban forest. We will now have to go back to the drawing board to determine where to go from here, he said. Jackson County, Oregon, was awarded a $600,000 grant to replant trees after wildfires in 2020 destroyed thousands of homes and charred more than 60,000 trees. The town of Talent lost two-thirds of its trees. The nonprofit Oregon Urban Rural and Community Forestry, founded in the fires’ aftermath, fought for years to get a single dollar, recalled Mike Oxendine, the group’s founder and director. The grant money from the Arbor Day Foundation was being used to help low-income and disadvantaged mobile home park residentsamong the hardest-hit by the firesidentify and remove hazardous trees badly burned or killed, and replant trees for shade and cooling. This is a rural red area that needs it badly, said Oxendine. We hit temperatures that exceed 110 degrees every summer now. We go through massive droughts and were always prone to wildfire here. The loss of funding will create a tremendous burden for the organization, he said. The Associated Press receives support from the Walton Family Foundation for coverage of water and environmental policy. The AP is solely responsible for all content. For all of APs environmental coverage, visit apnews.com/hub/climate-and-environment. Dorany Pineda, Associated Press
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Hollywood is waking up to the power of influencers. That starts with MrBeast. Amazons Beast Games cost hundreds of millions to produce. Some of that came from the streamer, but much of it came from the pockets of MrBeast, whose real name is Jimmy Donaldson. On the Diary of a CEO podcast, he estimated tens of millions in losses from the show, admitting that he was an idiot for spending so much. But it was all for one goal: To knock down the Hollywood door so other creators could score their own production deals. But MrBeast misunderstands the power balance. In the attention economy, influencers have the eyeballs right now. Amazons acquisition of Beast Games was massively successful; the show garnered 50 million viewers in just 25 days, Amazons second largest series debut in 2024. Did MrBeast get any new fans? Likely not, given how critically panned the show was. MrBeast got fleeced by Amazon, and is setting up more creators to do the same. The streamer gets the viewers, while the influencers are left in the red. Who has the power: MrBeast or Amazon? MrBeast dug into his own pockets to produce Beast Games. His deal with Amazon was reportedly worth around $100 million. But, on Diary of a CEO, he acknowledged that spending for the show went far beyond thatand the excess came from his own funds. Even just the first two episodes sets cost around $15 and $14 million, respectively. I would have more money if I didnt film it, he said. A deal between Amazon and MrBeast has the promise of being mutually beneficial. Amazon gets the eyeballs of every 10-year-old munching on their Feastables. MrBeast gets some cash to produce the show, plus the possibility to expand beyond his cloistered YouTube presence. But MrBeast seems to have faltered on both of these gains. Spending tens of millions out of pocket, the Amazon investment didnt save him from going into the red. (Plus, hes likely racking up legal fees after contestants sued him and Amazon for sexual harassment and chronic mistreatment.) In terms of audience expansion, the results look dismal, too. Reviews panned Beast Games, calling it an undignified spectacle and surprisingly dull. His follower count has grown modestly throughout the shows release, but there was no noticeable spike. Its hard to imagine anyone watching Beast Games that wasnt already watching his YouTube content. For Amazon, amassing 50 million viewers in 25 days is a feat. The only show to grow quicker on the streamer in 2024 was Fallout, and that had the benefit of video game IP. But, for MrBeast, 50 million viewers is chump change. His videos frequently reach that threshold within days, if not hours. Ultimately, Amazon needed MrBeast more than MrBeast needed Amazon. While the shine of a streamer is enticing, it didnt benefit his business. The failures of influencers in Hollywood Creators dont have a good rep when it comes to doing stuff on streaming platforms, MrBeast explained on e Diary of a CEO. His goal was to break down barriers, to open up these Hollywood studios to online celebrities. Per his account, it worked: He could think of two creators who had shows lined up based on Beast Gamess success. But theres a reason why influencer shows dont work. They sever the stars from the form theyre famous for. TikToks Hype House could film themselves dancing for hours and hours, but failed when it came to reality television. The Netflix show was repeatedly called depressing by critics, and some cast members say the show fabricated storylines. James Charles is best when hes reviewing makeup; hosting a reality competition show, he flails. Still, these shows do well. Over a year after its release, Hype House was still gaining hundreds of thousands of eyes, per Netflixs 2023 data dump. Hes All That, the ill-fated remake starring TikToker Addison Rae, soared even higher, catching 15 million viewers two years after release. Thats because these creators have name brand. The streamers rake in all those rabid fans, while the influencers brand is diluted. Hollywood is alluring. Everyone wants to be on TV. But, for these online superstars, they seem to give more than they get.
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E-Commerce
Finding fulfilling and motivating work is a challenge for many people, but it can be especially difficult for those just starting their careers. And as Generation Z professionalsthose born between 1997 and 2012increasingly seek personalized career paths, managers are tasked with helping employees find meaning in their roles while also meeting organizational goals. Some managers may view Gen Zs desire for meaningful work as a form of entitlement, but dismissing it can be costly. Research shows that employees who find their work meaningful experience greater job satisfaction, which directly boosts productivity. Meanwhile, ignoring this need can lead to higher employee turnover and quiet quitting. In short, helping younger employees find meaning on the job isnt just good for themits a smart business strategy. As business professors who study meaningful work, we wanted to understand how managers can help younger staff thrive. So one of usKelly Kennedyconducted a research study at Baylor University in which she interviewed a range of Gen Z professionals. Then, together with leadership consultant Shanna Hocking, we analyzed the results to identify three crucial factors that can help managers unlock meaning for early-career professionals. These are self-knowledge, adding value, and relationships. By addressing these areas, managers can foster a supportive environment where Gen Z professionals thrive. The 3 keys to meaningful work Self-knowledge is about understanding who you are and what you value, and recognizing your strengths and weaknesses. Research shows self-awareness can be a powerful tool for creating a productive and engaged workforce. To help Gen Z employees develop self-knowledge, encourage them to reflect on what energizes and interests them. To get the ball rolling, you can ask them to think about their college experiences, internships, and important personal milestones. These reflections can help them uncover patterns in what they enjoy and what drives their motivation. Additionally, many Gen Z professionals seek roles that align with their values. Its common for them to focus on developing a sense of purpose that extends beyond a specific job title. For example, one young employee we interviewed, who works in fashion merchandising, told us, I will make things beautiful and that will be my life. This is a flexible sense of purposeone that isnt tied to any particular job, but rather to a bigger vision of impact. A smart manager will connect day-to-day tasks to employees larger goals, helping them see how their contributions fit into the bigger picture. Adding value at work comes down to two key things: feeling recognized and knowing ones contributions make a difference. Our study found that adding value and feeling valued play a crucial role in shaping workplace meaning. For example, when asked what makes work meaningful, a Gen Z worker said, being part of a team where you are able to contribute and directly see the impact of your work, regardless of the level you are at. So, how do you make Gen Z employees feel recognized? It can be as simple as giving praise or as big as offering a raise. But for many young professionals, meaningful work goes beyond just perksits about feeling like their efforts contribute to a larger goal and make a positive impact on society. Finally, how people get work done in the office is often tied to the relationships they have. Previous research has shown that Gen Z professionals are more likely to thrive in work environments that prioritize diversity and inclusion and encourage positive relationships between colleagues. Our conversations with Gen Z workers backed that up: They told us they valued quality relationships, collaboration, and support from managers and colleagues. Managers can foster this type of environment by encouraging team members to meaningfully connect. As a Gen Z private equity analyst shared with us, When you work such long hours, its nice knowing theres others in the trenches with you. Building strong relationships with direct reports is also important. Gen Z professionals value being mentored by their managers and receiving regular feedback and honest communication. Research has shown connection at work is powerful for creating a meaningful environment of trust for employees of all ages. We also found that Gen Z appreciates being able to take risksand potentially failin a safe space. Thats why mentorship programs can be impactful; they help young professionals develop skills, build confidence, and find meaning in their work by providing a safe space for learning and growth. 3 questions to unlock the power of meaningful work Reflection and coaching are powerful tools that help early career employees develop self-awareness, add value, and build strong relationships. This work may seem daunting at first, but its easy to incorporate into the regular conversations youre already having as a manager. To bring out the best in your Gen Z employees, start by asking three simple questions during your next one-on-one meeting. 1. When have you felt most energized at work? Asking this question can help early career employees gain a deeper understanding of what motivates them. By identifying key moments, both you and the employee can gain valuable insight into their priorities and interests. Pay close attention to the specific aspects of their work that spark enthusiasm, and observe nonverbal cues such as body language and facial expressionsthey can reveal just as much as words about what truly excites them. Make it a dialogue by sharing what youve noticed about the employees interests and discussing ways to tap into their motivations. Then, encourage the employee to find tasks and projects that align with their interests and bring them to the next one-on-one to discuss. From there, when assigning new tasks, be sure to highlight how the work connects to the employees interests and the organizations larger goals. 2. Where do you feel you contribute the most? This question helps early career employees recognize their strengths, allowing them to contribute more effectively and feel like a valued part of the team. As they respond, look for recurring themes in how they approach their work and the quality of their output. Help employees see the bigger picture by connecting their efforts to departmental objectives and the companys overall mission. Highlight how their skills and contributions make a differencenot just in their own work but in supporting their colleagues and driving team success. And be on the ookout for opportunities to genuinely acknowledge their contributions in real time, as well as during performance reviews. 3. Whom in the company do you want to learn from or work more closely with? Bringing up an employees work relationships in a one-on-one meeting might seem unconventional, but its a valuable opportunity to guide them in building strong partnerships. Plus, showing genuine interest in their connections reinforces your own relationship with them. As you discuss their workplace interactions, pay attention to whom they mention and why. Their responses can offer valuable insights into their career aspirations, potential collaboration opportunities, and the relationships they find most meaningful. Also, remember: You dont have to have all the answers. If a Gen Z employee comes to you with a question, use it as a chance to connect them with other team members or subject-matter experts. Encouraging them to seek out knowledge from others not only strengthens their network but also fosters a culture of continuous learning and collaboration. As Gen Z professionals seek more personalized and fulfilling career paths, managers play a critical role in supporting them. Helping early career team members reach their professional goals will, in turn, help organizations reach their own goals. So if youre a manager, asking these three simple questions during one-on-one meetings can lead to happier, more motivated workers and a more productive and stable organization. Kelly Kennedy, Ed.D. is a director of transformative learning at the University of Connecticut. Cathleen Swody, Ph.D. is a managing partner at Foster Talent Consulting, University of Connecticut. This article is republished from The Conversation under a Creative Commons license. Read the original article.
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