Some companies are hiring "AI architects" to help oversee agentic systems and cut down on gaffes. The question is who will occupy those roles in the future if early-career workers are cut off from opportunities today. Professor Simon Johnson doesn't expect companies to take into account the social cost of career disruption in making their decisions. He suggests governments lower payroll taxes for entry-level roles to encourage hiring. "The right lever to pull is one that reduces costs to employers," Johnson said.

Professor Andrew W. Lo warns that the term energy transition can convey a misconception. In reality, new technologies tend to be added to existing sources, such as oil, gas and coal, and do not replace them immediately. Instead of focusing only on transition, we could consider the concept of energy addition, which means including renewable sources such as nuclear fission and fusion and geothermal energy in the matrix that is already in use.

Research scientist Jonathan Ruane who co-authored MIT's Quantum Index Report 2025, sees a path for quantum computing to create value for business leaders. "Quantum computing breakthroughs in science and engineering will make the tool more valuable for business," he said.

Institute Professor Daron Acemoglu estimates that AI will increase U.S. productivity by just 0.05% annually over the next decade — based on the idea that most companies won't change how they operate.

Professor Erin Kelly has described how ever-increasing demands on workers' time rob them of their health, security, and even the ability to get a good night's sleep. In this context, unions may come to seem like a palatable alternative. In addition to traditional unions, worker centers have also become more common and are attracting support as well. These centers focus on forging connections and sharing resources among workers across sectors. Professor Emeritus Tom Kochan has found that these worker centers can play an integral role in amplifying worker voice.

Professor Nelson P. Repenning said he appreciates Suzy Welch's book, "Becoming You" as a blueprint that considers one's skills as well as values. That realism is important for his students, he said. "There's a whole section in the book about aptitudes and what you're good at. I think there's been a big wave in the social sciences for at least the last decade, and probably longer, suggesting that talent really didn’t matter," he said.

Quantitative trading and data-driven positions now account for over 40 percent of job placements among 2024 MIT Sloan MiF graduates, reflecting growing employer demand for technical talent. "While some finance employers may be taking a more cautious approach to associate-level hiring, we continue to see sustained demand and interest at the analyst level for investment banking roles," said Susan Brennan, assistant dean, career development office.

Professor Deborah Lucas said economic bailouts have become "unnecessarily frequent and wide-ranging." A so-called "bailout culture" has become somewhat normalized, said Lucas. "The expansion of deposit guarantees to uninsured depositors following Silicon Valley Bank's collapse in 2023 exemplifies this trend," she added.

Professor of the practice Donald Sull said the reason why bosses need to nurture different working environments is because culture is an operating system for companies. And because strategies differ, cultures should too.

Professor Jonathan Parker suggested that a big spike in uncertainty will cause people to delay major spending such as upgrading to a new car. "Just the fact that all of this is happening generates a wave of uncertainty," Parker said. "It's a significant drag on the economy, and it's not clear how big, but it certainly is a drag."