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Fast Company
2 days ago
- Business
- Fast Company
The most surprising workplace trends of 2025 (so far)
The workplace in 2025 is evolving faster than ever, thanks to bold shifts in culture, technology, and employee expectations. From asynchronous work models that prioritize output over presence to the rise of artificial intelligence agents and freelance leadership, companies are rethinking traditional norms in real time. Below, discover 10 of the most surprising trends reshaping how we work, along with expert advice on how to manage them. The insights paint a clear picture: adaptability, trust, and human-centered innovation are the new cornerstones of business success. Asynchronous Work Prioritizes Outcomes Over Presence In 2025, the most future-ready companies aren't asking, 'Where are you working from?' They're asking, 'What did you move forward today?' We're prioritizing outcomes over outputs, and replacing outdated office culture with systems that reward clarity, creativity, efficiency, and speed. We're an asynchronous-first organization. That means fewer meetings and more momentum. We don't gather on Zoom to prove we're working; we create Loom videos, build shared documentation, and give people the time and space to create in a manner that works best for them. The result is sharper thinking and stronger ownership. We're also an AI-native company, so AI is a partner in our work, not a threat. Our teams use it to write, synthesize, and research, freeing up time and brainpower for strategy and storytelling. AI takes care of the repetition while we keep the strategy and relationships. And while some leaders are doubling down on rigid return-to-office (RTO) mandates, we've doubled down on trust. We don't monitor keystrokes. We don't care if someone is building a pitch deck in a café in London or reviewing press targets from their lake house in Wisconsin. What matters is the work product and how it's driving outcomes for our clients. The companies clinging to control are losing talent and time. If your team still measures productivity by hours online or office attendance, you're not just behind, you're building a business for a workforce that no longer exists. Sarah Schmidt, President of PR and Strategic Communications, Interdependence Meritocracy Resurges in Workplace Compensation Strategies So far this year, as we've seen divestment in diversity, equity, and inclusion programs driven by shifts in federal expectations, another trend has emerged in the workplace: a renewed focus on meritocracy. This has been especially visible at companies like Amazon and Google, which both recently adjusted their compensation and performance strategies to provide outsized rewards to top performers. Generally, I'm aligned with this trend when it's implemented carefully. High performers often drive significant value for the business, and their contributions should be reflected meaningfully in their rewards. However, our more average performers still support the company in many valuable and exceptional ways. As we think through similar changes, we need to be mindful of how they impact this group, ensuring that they feel motivated and inspired to do better, and not disregarded or underappreciated. With respect to paying high performers, I often advocate for creating additional budgets rather than reallocating funds, which can feel penalizing to average performers. Both groups are necessary for business success and should be recognized accordingly. I also advise revisiting the use of restrictive performance distributions. When too few people can be rated highly, it creates environments where peers may feel forced to compete rather than collaborate. Instead, expanding room for more high ratings, while still maintaining guardrails and very clear definitions, enables leaders to recognize talent more equitably without fostering scarcity or resentment. Finally, as we evolve our approach to rewarding top performers, we need to consider how these changes impact our broader pay policies across base salary, bonus, and equity. We may need to rethink and adjust our programs and frameworks to ensure they are equitable, sustainable, and aligned with our long-term business goals and overall strategy. Overall, I support the shift toward rewarding impact. However, I also believe we must balance that with care for our steady, solid performers. My advice is to make expectations clear and attainable, offer support and growth opportunities, and ensure people feel valued even if they're not always at the top. One trend I've observed in 2025 is that many organizations appear to be shifting away from being people- and employee-centric to being more leader- and technology-centric. For the better part of the decade, 'employee experience' was a central idea. Defining your Employee Value Proposition and creating a culture where employees truly thrive was top of mind. The 'culture wars,' which hit a tipping point in 2020 (and again in 2024 with the election), coupled with the dehumanizing rhetoric from the current administration, created a situation where many companies either shifted or deprioritized certain 'People & Culture' initiatives. Add in the emergence and increased utilization of AI, and many companies are seemingly making AI central to their positioning and overarching value proposition. This has led to some uncertainty for employees, as well as some fear-mongering about AI taking jobs, all resulting in the increased deprioritization of the employee experience. While it is necessary to consider how you're leveraging and utilizing emerging technology, simply put, you can't forget about your people. As long as any organization has employees, their experience should remain a priority. People want to work in organizations that align with their values, and feeling like you're a 'cog in the technology wheel' will ultimately lead to adverse consequences (e.g., retention issues, disengagement, etc.). The companies that figure out how to prioritize the human/employee experience at work, while also keeping up with emerging technology, are the ones who will win. Daniel Oppong, Founder & Lead Consultant, The Courage Collective Women Leaders Embrace Freelance Opportunities The rise in the freelance workforce was already accelerating, but the incredible pace of women pursuing independent work is a trend we should all pay close attention to. As women leaders continue to lose ground in corporate environments, they are finding agency and economic opportunity as solopreneurs. This trend poses an economic and reputation risk for brands that need the empathy and lived experiences of their customers and community represented across the business. For leaders building strong, agile workforces, it's time to get creative to keep these critical voices in the workforce. One strategy to attract and retain these leaders is to think beyond the traditional employment model, instead building flexible, blended teams of employees and independents working in close collaboration. Shifting from a default full-time employee model to one where we distribute work to project-based teams—spun up more quickly and without the long-term commitment—allows workers the ability to contribute while maintaining schedule autonomy. My advice for anyone considering building a blended team or entering into the independent workforce is to get very clear about scope. What is the job to be done? And what skills are needed to do it? Remove the old expectations of how to get there, because the innovation coming from AI and the independent workforce means women can meaningfully participate in our economy in new and exciting ways without the burnout of our post-pandemic era. Engaging Gen Z Through Personalized Career Growth A recent trend we've noticed is younger employees who feel disconnected from work. Amid rising inflation and a weaker job market, the new generation wants to feel growth and stability. When these employees don't, it affects their work and productivity. Here's how we prioritize job satisfaction to keep our younger employees happy and engaged: 1. We make Gen Zers part of their own growth plan development. Our job is providing a transparent career path and setting clear expectations. Their job is to proactively seize opportunities to grow on that path. We let them decide what their career growth looks like. 2. We don't let the new workforce feel stuck. Our team leaders actively look for high-performing employees. We keep pace with their performance by giving new training, seminars, and collaborative projects. 3. Our mentorship program allows Gen Zers to work with senior individual contributors (ICs) and upskill or reskill with greater flexibility. Working with Gen Z trends has not only made our employees happier, but it has also increased engagement by 46% and boosted our employee retention rates by 62%! Himanshu Agarwal, Cofounder, Embracing Employees' Digital Footprints as Assets Companies with a future-forward culture are openly embracing their dynamic team members' 'career portfolios' and digital footprints. Businesses that see the proliferation of technology and deployment of AI as the future view their team's talent outside of work as a value-add rather than a brand liability. This new wave of companies highlighting and reposting their staff's achievements is reframing visibility as a shared asset, where individual thought leadership, podcast features, or side ventures become a signal of trust, not a threat. It is a shift from controlling the narrative to coauthoring it. I see this trend of career portfolio diversification as a necessary response to digital platforms cementing online presence. This acceptance allows top performers to expand their reach while also remaining in their roles, ultimately preventing attrition at their current companies. I advise employees to create an online executive presence and to build a brand that puts their core values at the center of their messaging. Olivia Dufour, Founder, Olivia Dufour Consulting Intergenerational Mentoring Circles Bridge Skill Gaps The uptick in intergenerational mentoring circles is one of my favorite emerging workplace trends for 2025. Several companies are revolutionizing mentoring by creating structured programs in which Gen Z employees teach digital skills to senior colleagues, while simultaneously learning institutional knowledge and strategic thinking from those same professionals. It's an important trend because it addresses two critical workplace challenges simultaneously: the digital skills gap among senior leaders and the institutional knowledge gap among younger employees. Intergenerational mentoring fosters more cohesive and adaptable teams while enhancing retention across all age groups. Major corporations like P&G, Citibank, General Electric, Fidelity, Cisco, and Target have all found success running reverse mentoring programs across different business areas as a competitive advantage tool, as well as to solve business challenges. To bring this trend effectively to your organization, design programs that will emphasize mutual benefit rather than one-way knowledge transfer. Focus on creating psychological safety so that senior employees feel comfortable being 'students,' and set clear learning objectives for both parties to ensure measurable outcomes. Establish success metrics, including skill assessments, engagement surveys, and project collaboration outcomes. Virtual Coworking Boosts Productivity in Remote Era In the age of hybrid work and digital overload, a quiet trend is gaining momentum: cowork video companionship. Also known as virtual coworking, this practice pairs individuals via video calls to work silently alongside each other, often with brief check-ins and checkouts. Platforms like Focusmate have logged over 5 million sessions, with 93% of users reporting an improvement in productivity. As isolation, screen fatigue, and attention fragmentation continue to challenge remote teams, this low-pressure, high-focus format offers a surprisingly effective alternative to traditional collaboration. My take? This trend isn't just a productivity hack—it's a cultural shift. Cowork video companionship taps into something deeply human: the desire to be seen without needing to perform. It's rooted in body doubling, a practice long used by people with attention deficit hyperactivity disorder (ADHD) to stay focused by working in the quiet presence of another person. The psychology is sound, and the use cases are expanding—from freelancers and founders to students and solopreneurs. It provides presence without pressure and structure without surveillance, and it's helping remote professionals find rhythm in a world of digital chaos. For those considering this trend, my advice is simple: Start small, be consistent, and stay flexible. Try a few sessions on Focusmate or set up weekly cowork blocks with a colleague over Zoom. Observe how it impacts your focus, stress, and output. You don't need to overhaul your workflow—just integrate the companionship where it counts. In a world where 'togetherness' is increasingly virtual, body doubling might be the most human productivity tool we didn't know we needed. AI Agents Reshape Workforce Dynamics and Roles One of the most surprising workplace trends in 2025 (at least to me) is the emergence of agentic AI—not as a distant concept but as a real, operational shift in how work gets done. This is not about passive tools or helpful copilots anymore. These AI agents are now handling everything from scheduling meetings and onboarding to approving expense reports and drafting documents—all done autonomously. When late last year Salesforce cofounder and CEO Marc Benioff said, 'We are really at the edge of a revolutionary transformation' when it comes to using digital labor, most of us couldn't even tell what digital labor is. And yet just last month, Salesforce's research on chief human resources officers' views on agentic AI revealed that 80 percent think that 'within five years, most workforces will have humans and AI agents or digital labor working together.' Many companies have moved past the experimenting stage. Leaders at Microsoft, Salesforce, IBM, and other businesses are already reframing roles with this in mind. Even their messaging is clear in that direction: In the near future, every employee will manage a portfolio of AI agents, essentially becoming a team leader of digital collaborators. This is not just a tech upgrade. It's a mindset shift. Managing people and managing agents require very different skills. We're moving fast from delegating tasks to defining logic, setting thresholds for autonomy, and teaching AI when to handle something itself and when to raise its hand and say, 'I think you'd better take this one.' It's both exciting and unsettling, especially for roles built on execution rather than strategy. My advice for individuals and organizations is to adapt. And fast! You'd need to start small and pilot an agent in a real workflow. Learn how to supervise, audit, and co-create with these systems. Focus not only on productivity gains but also on the redesign of human roles around this new digital workforce. This also means developing new skills, such as prompt strategy, process design, digital judgment, and the ability to set boundaries that tell AI when to act and when to step aside (that is, critical thinking). Everyone is concerned about AI. What most don't realize is that the real differentiator isn't whether you use AI, but whether you know how to lead it. Maria Papacosta, Cofounder, MSC Marketing Bureau Power Skills Replace Soft Skills in Business The most surprising workplace trend hitting us in 2025? Companies are finally ditching the term 'soft skills' and recognizing what I call 'power skills'—the strategic capabilities that actually drive business results. I'm seeing job descriptions that list 'conflict resolution' and 'emotional regulation' right alongside technical requirements. Not as nice-to-haves, but as core competencies with measurable key performance indicators (KPIs) attached. Here's why this matters: We've spent decades treating communication, empathy, and strategic thinking like personality traits instead of learnable, scalable business skills. Meanwhile, companies hemorrhaged talent and missed revenue targets because their 'high performers' couldn't collaborate, give feedback, or adapt under pressure. The shift happened when organizations started connecting the dots between people skills and profit margins. It turns out that managers who create psychological safety aren't just 'nice'—their teams deliver 67% more breakthrough innovations. Leaders who can navigate difficult conversations don't just keep peace—they prevent the costly dysfunction that kills productivity. My advice for leaders jumping on this trend: 1. Stop outsourcing people development to HR. If you're a director expecting someone else to teach your team how to give difficult feedback or manage up effectively, you're missing the strategic advantage. These skills directly impact your bottom line. 2. Get specific about measurement. 'Better communication' isn't a goal— 'reduce project revision cycles by 30% through clearer stakeholder alignment' is. Track the business impact, not just the feel-good metrics. 3. Invest like you mean it. Companies that drop $50K on new software but balk at $5K for conflict resolution training are making backward investments. Your people problems are costing you more than your tech problems. The organizations winning this transition are treating power skills like any other competitive advantage—something you develop systematically, measure relentlessly, and leverage strategically.
Business Standard
04-07-2025
- Business
- Business Standard
A Career Roadmap for Engineering Students: From College Confusion to Job Market Clarity
VMPL New Delhi [India], July 4: Each year, millions of engineering students begin college full of ambition. But as the semesters pass, many find themselves uncertain about their direction. They struggle not because they lack talent, but because they lack clarity and feel unprepared for real-world career expectations. Students are introduced to heavy syllabi and fixed routines. They are told what to study, but not how it fits into their career. The disconnect between academic content and industry relevance grows wider with time. It's not that students don't want to work; they are unsure of where to focus their efforts. At Unlox, we recognized this widespread gap and built a system designed to guide students from day one. A Structured Career Mandate: What Every Engineering Student Can Follow This year-by-year guide helps students turn college into a career-launching journey. It focuses on real growth; building skills, gaining exposure, and staying visible. Year 1: Start Small, Think Big The first year is the best time to explore. Take short courses in different fields like web development, AI, or product design. Use various AI tools to track your learning and to break down tough topics. Start posting about what you learn. Join communities. Follow professionals online. The goal isn't to decide your future yet; but to stay curious and build awareness. Year 2: Build Projects, Not Just Skills This is the year to act on your interests and build proof. Pick one or two domains that excite you. Start applying what you learn through small projects. Create a portfolio site, design an app, or analyze real-world data. Track your learning, showcase your progress, and post your work. Platforms like GitHub and LinkedIn help you present your journey. Join hackathons, bootcamps, or open-source groups. Build connections and grow faster by working with peers beyond your college. This is the shift from passive learning to active doing. Year 3: Apply What You've Learned Now it's time to test your skills in real-world settings. Look for internships at startups or research labs where you can make real contributions. Use your portfolio as your pitch. Master tools like Slack, Trello, Figma, and Loom because these tools are standard in any workplace. Share your project learnings and challenges online. Reflecting publicly builds trust and visibility. Let recruiters and peers see you as a problem-solver. Year 4: Launch with Confidence If you've prepared in the first three years, now is the time to consolidate. Refine your LinkedIn, polish your GitHub, and organize your portfolio. Add impact metrics to everything. But what if you're starting now? If you're in your final year and still unsure, don't panic. Focus on one domain. Build one project. Share your learning journey publicly. Even a short challenge or case study can show initiative. Start preparing for placements by practicing interviews and building a resume that reflects real work. If jobs don't come to you, pitch yourself. Offer solutions to companies, volunteer, or apply for short internships. Final year isn't too late but every day counts. Why Most Students Miss Out Most students wait. They wait for the final year. They wait to build. They wait to be told what to do. But careers today are built in public. The best opportunities go to those who start early and show their growth. At Unlox, we recently posted a job opening for a 'Gen AI Intern' on LinkedIn. In just two days, we received over 9,000 applications. After screening, only 60 profiles matched our requirements. Just 9 made it to the interview round, and not a single one was selected. Students weren't aligned with what companies actually needed. Today, degrees alone aren't enough. Companies want skills, problem-solving ability, and proof of initiative. If you're not learning what the market demands, even thousands of applications won't help. Unlox: For Students Who Want to Move Forward Unlox exists to help students take control of their careers. Through guided learning, side project support, and real-world mentoring via our E-learning Program, we help students overcome the skills gap and become industry-ready professionals. No matter your background, it's never too early or too late to build with purpose. Start now. Don't wait.
Forbes
02-07-2025
- Business
- Forbes
5 Steps To Make Your Business Run Without You In 90 Days
5 steps to make your business run without you in 90 days Your phone buzzes when you've closed your laptop. Another crisis needs your attention. You built this business to create freedom, but instead you've created a prison you're trapped inside. Every decision goes through you. Every problem lands on your desk. Take a vacation? Impossible. The whole thing collapses without you watching every move. Most founders think systemization means writing a few process documents and hoping for the best. They hire people but never truly delegate. They create businesses that demand their constant involvement, then wonder why they feel trapped. I sold my agency after ten years of building systems that made my presence optional. I know that businesses can thrive without their founders micromanaging every detail. Building a self-running business requires ruthless documentation, progressive delegation, and the courage to let go before you feel ready. Over the next 90 days, you'll document every process, hire strategically, test your systems under pressure, and systematically remove yourself from daily operations. You'll build something valuable enough to survive and thrive without you. Systemize your business operations to create freedom Start recording yourself doing every task. Use Loom to capture your screen while you explain decision logic and click sequences. When you respond to customer emails, narrate why you chose specific words. When you approve invoices, explain what you check for. These recordings become your training library and collection of essential SOPs. Create simple templates for recurring decisions. Build a pricing matrix that shows exactly when to offer discounts. Design email templates for common scenarios. Make approval chains crystal clear. Your goal is to capture the thinking behind the actions as well as the actions themselves. By week two, you should have 20 recordings covering your most frequent tasks. Find a virtual assistant. Ask friends to make recommendations or use a platform like Upwork or JobRack. If you already have one, tell them they're about to level up. Start them with your simplest documented tasks: tracking success metrics, invoice processing, calendar management. Watch them work through your documentation. Note where they stumble. Fix those gaps immediately. Here's the test: can your first assistant train assistant number two using only your materials? If that wouldn't be possible, your documentation needs work. Keep refining until knowledge transfers smoothly between team members. Build three levels of decision authority. Level one: routine tasks your team handles without asking. Level two: situations requiring supervisor approval. Level three: strategic decisions that still need you. Define exact thresholds. Customer refunds under $500? Level one. New vendor contracts? Level two. Changing company direction? Level three. Create your best guess starting point then refine as edge cases arise. Make daily dashboards showing your key metrics. Cash position, customer satisfaction scores, team productivity, growth: all visible in under 30 seconds. Use dashboard tools to pull this data automatically, or just a simple spreadsheet your assistant puts together. Add monitoring and feedback loops and put someone in charge of interpreting the data and making recommendations. Your team needs to know the score without asking you. Implement the vanish test. Tell your team, then disappear for five days. Turn off notifications. See what breaks. The breaks show the hidden dependencies where your business still needs you as a crutch. Document every issue that surfaces. These become your priority fixes. Start responding to questions with questions. When someone in your team asks for approval, ask them what they'd do. When they need a decision, have them present two options with recommendations. Delay your responses by 12 hours, then 24. Force your team to think through problems before escalating. You're training their judgment. And this takes patience. Create weekly rhythms that run without you. Monday planning sessions where teams set their own priorities. Wednesday check-ins for progress updates. Friday wins celebrations. Join these meetings as an observer, not a leader. Let your team own them. If it's right for your business, implement profit-sharing tied to autonomous metrics. Maybe it's revenue generated without founder involvement. Perhaps it's customer issues resolved without escalation. Make the team financially invested in your absence. Assign honour to self-sufficiency. Reward the behaviour you want to see more of. Transform your mindset from operator to owner Your biggest obstacle probably isn't systems or staff. It's your own psychology. You've trained your team to need you by always being available. You've built your identity around being indispensable. Letting go feels like losing control. Shift how you measure success. Stop celebrating long hours and start celebrating problems solved without you. Share these wins publicly. Make heroes of team members who handle crises without deploying you. When your team believes they can succeed without you watching, they'll take pride in doing so. Build recurring systems that multiply your impact Document the decision-making philosophy that dictates your decisions. Write down how you think about pricing, customer service, and quality standards. Your team needs to understand your reasoning to make similar choices without you. They need to be able to think as you. Create feedback loops that bypass your inbox entirely. Route customer praise and complaints directly to the people who can act on them. Set up automated surveys, review monitoring, and support ticket systems. Make information flow without you as the middleman. Your 90-day path to entrepreneurial freedom Build a business that runs without you by instilling discipline from day one. Document every process with obsessive detail. Hire strategically and test whether your systems work without your voice. Create clear decision hierarchies and dashboard visibility. Test your setup by disappearing, then fix what breaks. When your phone stays silent but your business still grows: you've won. When you own an asset that generates value without your constant presence: you can finally book that trip. The business that needs you least is worth the most, to customers, buyers and to you. Get my best prompts to change your life in 14-days.
News18
07-06-2025
- Business
- News18
Bengaluru Intern Sparks Buzz With Exit Message: ‘My AI Startup Got Funded'
Last Updated: In the WhatsApp conversation, the intern tells their employer they no longer need the internship because their startup got funded. For many, internships play a big role in setting off one's career path. They offer a first real taste of the working world. Most people use this time to learn, grow and prepare for the next step which is usually a full-time job. But for one person, that long journey was cut short before it could even properly begin and for all the right reasons. Recently, a WhatsApp chat between an intern and their employer caught everyone's attention after being shared on LinkedIn. The post was shared by Aashish Jhunjhunwala, Founder of Stealth. He uploaded a screenshot of the chat which was shared on X with the caption, 'This only happens in Bangalore." The conversation begins with the employer texting the intern, 'Hey, what happened to you last Friday? I didn't see you in office." The intern responds with: 'Hey, sorry I took a leave because I had a meeting with a VC. My AI startup got funded. I don't need the internship anymore." Aashish captioned the post with: '3 key takeaways from the below screenshot" He went on to write: '3. Bengaluru is the startup capital of India 2. You never know when your intern/subordinate can become a CEO/Founder 1. Anything will sell if you mention 'AI'." In the comment section, some people praised the intern's bold move while others criticised the attitude behind the message. One user commented, 'Your insights resonate deeply. The rapid evolution of roles in startups truly highlights the importance of nurturing talent, as today's intern could very well be tomorrow's leader. Additionally, the emphasis on AI in every aspect is a crucial reminder of the ongoing digital transformation in our industries. Thank you for sharing these valuable takeaways." Another said, 'The 4th takeaway is that we can never predict when the CEO/Founder may become an intern again. So, it is best not to say 'I don't need the internship anymore"." 'You mean to say shallow arrogance? I am sure he will come back as an intern again and this time he will be ok with unpaid internships," someone wrote. '99% of those interns will be back on dihadi (incredibly low wage) in a few years. (Figure just to illustrate the stark reality)," read a remark. An individual jokingly noted, 'The next answer by the manager to the ex-intern could be – Can you hire me for a role please?" Recently, Vinay Hiremath, the co-founder of Loom, made headlines for a surprising reason. After selling his company to Atlassian for around $1 billion in 2023 and earning between $50 and $70 million, he even refused a retention bonus worth $60 million. Despite all that success, he is now looking for internships. First Published:
Yahoo
27-05-2025
- Business
- Yahoo
Meet Sister Pie owner and founder sharing recipes and samplings from her cookbook
A downtown Wyandotte business that offers vintage home décor and goods is hosting an evening with Lisa Ludwinski, owner and founder of Sister Pie in Detroit's West Village. Ludwinski, cookbook author and the well-known owner of the pie and bakery shop in Detroit's West Village, will be at the Loom in Wyandotte at 6 p.m. Friday, May 30. At the Loom's 'An Evening with Lisa Ludwinski of Sister Pie,' Ludwinski will talk about her favorite recipes from her cookbook 'Sister Pie: The Recipes & Stories of a Big-Hearted Bakery in Detroit,' (Lorena Jones Books, $25). There will also be recipe sampling, and Ludwinski will sign copies of her book. If you already have a copy of the Sister Pie cookbook, you can bring it for Ludwinski to sign. Ludwinski is known for her pies and other baked goods that hail from the Sister Pie shop in Detroit's West Village. Hallmarks of Ludwinski's pies are a crust featuring a thick, crimped decorative edge, rich golden color and a buttery taste paired with a flaky texture. Ludwinski's Sister Pie shop opened in 2015 in Detroit's West Village on Kercheval. There you will find a huge variety of pies, cookies, brownies and other baked goods. Sister Pie also offers various baking classes from making hand pies to learning on to make pie dough. Maryja Kaminski opened the Loom a year ago, which offers vintage textiles and home décor. Since opening, Kaminski said, they've hosted other events to engage the community. She told the Free Press that Loom shares an ethos like Sister Pie, with its strong focus on community. Kaminski, according to shoptheloom website, founded the downtown Wyandotte shop with a focus on curating textile arts from sources that include private sellers and secondhand stores. Tickets for the Sister Pie event are $20 each and include the tasting and presentation. For tickets, go to under classes. The Loom is at 3122 Biddle Ave. in downtown Wyandotte between Sycamore and Maple streets. Contact Detroit Free Press food and restaurant writer Susan Selasky and send food and restaurant news and tips to: sselasky@ Follow @SusanMariecooks on Twitter. This article originally appeared on Detroit Free Press: Sister Pie owner talks recipes from cookbook: How to get tickets
