 |
|
|
|||||
President Donald Trump said Monday that he’s “not ripping down” the Kennedy Center but insisted the performing arts venue needs to shut down for about two years for construction and other work without patrons coming and going and getting in the way.The comments strongly suggested that he intends to gut the John F. Kennedy Center for the Performing Arts as part of the process.“I’m not ripping it down,” the Republican president told reporters in the Oval Office. “I’ll be using the steel. So we’re using the structure.”Such a project would mark the Republican president’s latest effort to put his stamp on a cultural institution that Congress designated as a living memorial to President Kennedy, a Democrat. It also would be in addition to attempts to leave a permanent mark on Washington through other projects, the most prominent of which is adding a ballroom to the White House.Shortly after taking office last year, Trump dismissed Kennedy Center board members who had been appointed by Democratic presidents and replaced them with loyalists, who voted to make him chairman. He helped choose the recipients of the 2025 Kennedy Center Honors, a program he avoided during his first term. He later hosted the event, and the board voted late last year to rebrand the Kennedy Center by adding his name to the building and website.Trump announced Sunday on social media that he intends to temporarily close the performing arts venue on July 4 for about two years “for construction, revitalization, and complete rebuilding,” subject to board approval.The announcement followed a wave of cancellations by leading performers, musicians, and groups since the president took over leadership of the arts institution. Trump did not mention the cancellations in his announcements, or during his comments Monday.Kennedy Center Arts Workers United, which includes several unions representing the institution’s arts workers, said in a statement that it was aware of Trump’s announcement but had received no formal notice or briefing about his plans. The group pledged to enforce its members’ contractual rights.“Should we receive formal notice of a temporary suspension of Kennedy Center operations that displaces our members, we will enforce our contracts and exercise all our rights under the law,” the statement said. “We expect continued fair pay, enforceable worker protections, and accountability for our members in the event they cannot work due to an operational pause.” Promising ‘the highest-grade everything’ Recalling his past career in construction and real estate, Trump said, “you want to sit with something for a little while before you decide on what you want to do.” Speaking of the Kennedy Center, he said: “We sat with it. We ran it. It’s in very bad shape,” asserting that the building is “run down,” “dilapidated” and “sort of dangerous.”Roma Daravi, a Kennedy Center spokesperson, said in a social media post that “decades of gross negligence” has led to $250 million of deferred maintenance needs and that temporarily closing the institution “is the most logical choice to allow for comprehensive renovations, efficient project completion, and responsible use of taxpayer dollars.”Deborah Rutter, the Kennedy Center president who was ousted by Trump, declined comment Monday. In the past, she has said allegations from Trump and others about the center’s management were false.A representative for David Rubenstein, the board chairman who was also pushed out by Trump, said Rubenstein was not available Monday to comment.Trump, citing the complaints of a workman he said has been laying marble at the Kennedy Center, said the closure is needed because “you can’t do any work because people are coming in and out.”He pegged the cost at about $200 million, including the use of “the highest-grade marbles, the highest-grade everything.”“We’re fully financed and so we’re going to close it and we’re going to make it unbelievable, far better than it ever was, and we’ll be able to do it properly,” Trump said.Congress earmarked $257 million for the Kennedy Center in a tax cut and spending bill that Trump signed into law last summer. What kind of work is involved The White House said after the president spoke that some of the maintenance includes work on the building’s structural, heating and cooling, plumbing, electrical, fire protection and technical stage systems. Work on the building’s exterior, security standards and parking are also included.Daravi, the Kennedy Center spokesperson, declined comment when asked how the closure would affect the annual Mark Twain Award and Kennedy Center Honors events this year.Trump said last October, also on social media, that the venue would stay open during construction. But on Monday he said that plan was no longer feasible.“I was thinking maybe there’s a way of doing it simultaneously but there really isn’t, and we’re going to have something that when it opens it’s going to be brand new, beautiful,” Trump said.“The steel will all be checked out because it’ll be fully exposed,” he said. “It’s been up for a long time, but as anybody knows it was in very bad shape. Wasn’t kept well, before I got there,” he said. “So we’re going to make it, I think there won’t be anything like it in the country.”The Kennedy Center opened in 1971.Senator Sheldon Whitehouse, D-Rhode Island, who in November opened an investigation into the Kennedy Center’s financial management, said the planned closure is part of Trump’s “demolition tour of Washington.” Whitehouse is the senior Democrat on the Environment and Public Works Committee, which oversees public buildings, and is an ex-officio member of the Kennedy Center’s board.Since Trump returned to the presidency, the Kennedy Center is one of many Washington landmarks that he has sought to overhaul in his second term.He demolished the White House East Wing and launched a massive $400 million ballroom project, is actively pursuing building a triumphal arch on the other side the Arlington Bridge from the Lincoln Memorial, and has plans for Washington Dulles International Airport.-Associated Press writers Hillel Italie in New York and Steven Sloan in Washington contributed to this report. Darlene Superville, Associated Press
Category:
E-Commerce
Almost 10 years ago, physician and data scientist Dr. Ruben Amarasingham founded Pieces Technologies in Dallas with a clear goal: use artificial intelligence to make clinical work lighter, not heavier. At a time when much of healthcare AI focused on prediction and automation, Pieces concentrated on something harder to quantify but more consequentialhow clinicians actually think, document, and make decisions inside busy hospital workflows. That focus helped Pieces gain traction with health systems looking for AI that could assist with documentation, coordination, and decision-making without disrupting care. But as hospitals began relying more heavily on AI for diagnosis, triage, and daily operations, the expectations placed on these tools changed. It was no longer enough for AI to sound impressive or move fast. It had to be trustworthy under real clinical pressure. Pieces did not set out to become a case study in healthcare AI accountability. But over the past two years, that is effectively what it became. In 2024, a regulatory investigation by the Texas Attorney Generals office into the accuracy and safety of its systems forced the company to examine how its models behaved in real-world settings, how clearly their reasoning could be explained, and how quickly problems could be identified and corrected. Rather than retreat, the company reexamined its models, documentation practices, and safeguards. Those efforts later became central to its acquisition by Smarter Technologies, a private equity-backed healthcare automation platform formed earlier this year through the combination of SmarterDx, Thoughtful.ai, and Access Healthcare, in September 2025. The purchase price was not disclosed. Pieces journey captures a defining truth about healthcare AI today: the technology is no longer judged by ambition alone, but also by whether it can withstand scrutiny, explain itself under pressure, earn clinician trust, and operate safely in environments where the cost of error is measured in human outcomes. FROM PROMISE TO PROOF AI arrived in healthcare with big promises. It would ease physician workloads, speed decisions in emergencies, and cut through the complexity of modern care. Some of those promises materialized early. But as adoption spread, hospitals began to see the limits of systems that were impressive in theory but fragile in practice. In early 2025, the U.S. Food and Drug Administration published updated guidance on AI and machine learning-enabled medical devices, calling for stronger post-market monitoring, clearer audit trails, and safeguards against model drift in high-stakes settings. The Federal Trade Commission reinforced that message through enforcement actions targeting exaggerated AI claims and misuse of sensitive health data. Those signals changed the conversation, forcing many hospitals to ask vendors harder questions: How does your system reach its conclusions? Can clinicians understand and override its recommendations? And does the model behave consistently as conditions change? For many AI companies, the excitement of the last decade no longer buys time. Proof does. A REAL-LIFE TEST Pieces encountered those expectations earlier than most. The regulatory scrutiny forced the company to confront how its models reasoned through patient data and how clearly that reasoning could be explained to clinicians and regulators alike. But Amarasingham says the companys mission never shifted. Our team is focused on building the tools to make life easier for physicians, nurses, and case managers who are carrying the weight of the health system every day, he tells Fast Company. That focus meant publishing method papers, sharing documentation with health systems, and creating processes that exposed when models struggled, drifted, or required recalibration. Those practices became foundational to the companys next chapter. Shekhar Natarajan, founder and CEO of Orchestro.ai and a longtime observer of healthcare regulation, sees this as part of a larger reckoning. Many AI companies, he says, relied on what he calls emergent safety, assuming ethical outcomes would arise naturally from good intentions and culture. That approach no longer holds, Natarajan explains. Regulators now expect safety and accountability to be engineered into systems themselves, with reproducible reasoning, documented controls, and safeguards that hold up even when teams are stretched thin. BUILDING TRUST Trust in healthcare does not come from branding or inspiration. It comes from repeated proof that technology understands clinical work and behaves consistently under changing conditions. Clinicians want AI that respects the pace of the workday, adapts to the unpredictable rhythm of patient care, and reduces cognitive burden rather than adds to it. Above all, they want systems that behave predictably. Pieces shaped its approach around these realities, focusing on building tools to work alongside clinicians rather than ahead of them and creating ways for teams to question the systems conclusions. It also designed its internal processes to document when the model was correct, struggled, drifted, or needed recalibration. For Amarasingham, that kind of thinking was essential for the progress of the company. Innovation, to us, had to serve the care team first. The goal was to reduce cognitive load rather than to add to it, he says, a view that aligns with a growing consensus in healthcare AI research. That emphasis aligns with what independent clinicians say is holding healthcare AI back. Dr. Ruth Kagwima, an internist at Catalyst Physician Group in Texas, says AI adoption stalls when tools disrupt already overloaded clinical workflows or fail to earn trust through clarity and validation. AI systems that succeed in hospitals are easy to understand, fit naturally into daily work, and show clear proof of safety and accuracy, she says. They have to protect patient data, respect clinical judgment, and improve care without adding friction. Another independent healthcare analyst, Dr. Patience Onuoha, who is an internist affiliated with multiple hospitals in Indiana, points to the practical constraints that still slow adoption at the bedside. Data is often messy and siloed, and new tools can disrupt already busy clinical workflows, she says. There are also real concerns around safety, bias, legal risk, and trusting algorithms that are not easy to understand. Natarajan believes this will be the defining standard of the next decade. In his view, companies survive regulatory pressure when they transform their internal principles into systems that can be inspected. They build clear chains of accountability, create evidence trails that reveal where bias may appear, and show clinicians not only how a model works but also why it does. IMPACT ON THE FUTURE Healthcare AI is moving toward a world where oversight is a design requirement rather than an afterthought, especially with regulators demanding documentation that spans the full lifecycle of a system. They want performance data segmented across race, age, and medical conditions, assurances that the system cannot infer sensitive traits that patients never disclosed, and they want companies to demonstrate how quickly they can detect and correct model drift. Some of this momentum comes from damage that has surfaced over time. For example, recent research reported by the Financial Times found some AI medical tools tended to understate the symptoms of women and ethnic minority patients, potentially worsening disparities in care because models werent trained or evaluated for fairness and transparency. Companies that adapt to this new reality will shape the next generation of clinical AI. Pieces now operates within this landscape. As part of Smarter Technologies, it is working to bring its governance practices to a wider network of hospitals. That means integrating safety frameworks across larger datasets, more diverse populations, and broader distribution environments. It is difficult work, but also the kind of work that defines leadership in a field where the cost of failure is measured in human outcomes. A NEW CHAPTER Healthcare AI is entering a consequential phase of growth, where the safety of AI systems is far more important than headline-grabbing breakthroughs. As hospitals sharpen their expectations for AI, Amarasingham believes the industry will need to adopt a different mindset. In healthcare and AI, youre not playing to win once and for all; youre playing to keep playing, keep learning, and keep improving outcomes for patients, he says. The work, he adds, will never be finished, because the rules shift and the needs evolve. What matters is whether companies choose to design for that reality. In other words, AI in healthcare will advance only as fast as it earns trust. And that means healthcare AI vendors and buyers must now, more than ever, be committed to steady, transparent work that stands up under pressure.
Category:
E-Commerce
Ive read a lot of books on building a culture at work. A lot of the advice is well intentioned but to me overly complex. A 20-step framework is a lot harder to live by than a simple operating principle. Culture is something people feel and live more than implement. Venture capitalist Ben Horowitz wrote in his book What You Do Is Who You Are: How to Create Your Business Culture, Its not the values you list on the wall. Its not what you say in company-wide meetings. Its not your marketing campaign. Its not even what you believe. Who you are is what you do. For me, culture is created through actions. Its the choices leaders make every day that shape how people experience their work. Words can motivate, but actions are what transform. I feel strongly that culture lives in daily behavior, in the decisions that happen behind closed doors, and in the examples leaders set. When those actions dont match the message, culture starts to crumble. At its core, culture is the outcome of how people treat one another. You can read an organizations culture in the everyday interactions between team members, customers, partners, and other stakeholders, notes Dan Pontefract, a leadership strategist and award-winning author of six workplace culture books. Good or bad, culture is contagious. When people observe respect and generosity, that behavior spreads. But when they see apathy, ego, or petty power plays rewarded, the culture will inevitably corrode. Wherever you look, culture is an outcome, and it becomes the core of how that organization operates. When Leaders Dont Live Their Values You probably remember when Uber experienced its explosive growth in the early 2010s. CEO Travis Kalanick was known for being bold and disruptive, in more ways than one. The companys innovation at all costs mantra fueled success, but behind the scenes the culture was the opposite. Despite all the values-based talking points emphasizing customer obsession and empowerment, employees defined the culture as toxic, with high levels of burnout, ruthless competition, and ethics issues. People complained about long hours, fear-based leadership, and a lack of trust and accountability. In 2017, former engineer Susan Fowler went public with her experience, describing a workplace filled with harassment, fear, and silence. Ubers culture didnt fail because it lacked values. In fact, it listed many of them on its website that sounded like ones you read about as best practices in Harvard Business Review. Actually, it failed because those values werent real because they werent practiced. What leaders said and did were two totally different things. Eventually Kalanick was fired and the company had to rebuild its culture from scratch. When Leaders Do Live Their Values Microsoft is a different story. When Satya Nadella took over as CEO in 2014, the companys culture was competitive and closed off. It was struggling to innovate and it was losing touch with its people, trying to operate in an industry that required constant change. Nadella knew that the strategy wasnt the big issue, the culture was. Instead of rolling out a new list of corporate values, as CEOs tend to do in grand fashion, he focused on improving behavior. Uncharacteristic for a tech exec, he talked about empathy, curiosity, and growth, and then he modeled them. Nadella openly shared his own learning journey and encouraged people to learn from mistakes. He talked about taking the company from a know it all culture to a learn it all culture. He created space for collaboration and growth instead of competition and fear. The shift is attributed to Microsofts dramatic increase in revenue and success in cloud computing and AI. Employee engagement improved, innovation returned, and Microsoft regained its energy and purpose. The company became known for its empathy-driven leadership and ability to adapt. Nadella didnt just talk about culture, he lived itand people followed. Actions Speak Louder Than Words Culture isnt what you say in meetings; its what people see you do that matters. If I tell people to say no to meetings but I attend every meeting, people will live in fear of my words. If I tell people to challenge the status quo and they see me actively questioning assumptions, theyre much more likely to do it themselves. When your actions reflect your words, trust grows. When they dont, it fades fast. Kevin Bishop, director of talent development at LinkedIn, believes culture is one of the most important things an organization can focus on. Culture isnt static, he says. Its a living, evolving force shaped by our daily choices and actions. If were not intentional, it can drift away from our values and become a liability rather than a strength. Are your actions aligned with your words? Do you practice what you preach when it comes to team culture? Ask yourself these questions: What words would I use to describe my teams culture? How am I demonstrating those words every day? What word would my team use to describe our culture? How am I empowering my team to succeed? How am I removing barriers instead of creating them? If youre brave enough, this is a great exercise to do with your team to shape the culture you want, together. Leading by Example Culture isnt a set of beliefs. Its a set of choices. Every day, your team watches what you do and learns from it. Thats what defines your culture. If your actions reflect your values, people will trust you. If they dont, theyll stop listening. The best leaders understand this simple truth: Culture is not what you say, its what you do.
Category:
E-Commerce
All news |
||||||||||||||||||
|
||||||||||||||||||