President Donald Trump launched TrumpRx yesterday Feb 5, 2026-

 

—a direct-to-consumer website where Americans can search for medications and compare prices. Consumers can then purchase the medications through pharmaceutical companies’ websites, with or without insurance. See the website here.

The medications offered on TrumpRx require a prescription, including weight-loss drugs Wegovy and Zepbound. Some, like the blood thinner Plavix, will cost as low as $16 per month, while more expensive drugs can exceed $2K. TrumpRx aims to reduce costs by featuring price comparisons, giving more choice to consumers. However, if generic versions of a drug are not featured on the site, or consumers fail to apply savings from insurance, they could miss out on cheaper alternatives. Experts recommend checking insurance coverage to avoid overpaying for drugs.

Drug prices have ballooned in recent decades, increasing at three times the rate of inflation. Heart and diabetes medications are especially driving up costs.

ASK CHATGPT TO BEAT UP YOUR IDEAS

Two brains are better than one, but if you're a team of one, make AI your second brain. Toss your idea into ChatGPT and ask: “What’s missing? How could this idea get more engagement?”

You're definitely a better strategist than the computer, but outside perspective can be prettyyyy valuable.

WRITE BETTER HOOKS FOR YOUR FAVORITE IDEA

So you've got a smart idea for your brand's social post, but you don't know how to set up the first 3 seconds with a good hook. You should just ask ChatGPT.

Feed it a paragraph about your idea, then ask “Write 10 hooks for this post in different tones. Consider funny, emotional, controversial, and data-driven.”

Define what success looks like now.

For employees, one of the hardest parts of a transition is not knowing what’s expected of them. Even highly engaged performers can lose confidence in the company and faith in their abilities if their goals aren't clear. 

That’s why it's crucial to give your team some amount of clarity, even if you don't have all the answers yet. 

Focus on short-term goals and set immediate priorities. Clarify which initiatives are on hold, what the new focus is, and what great work looks like under the current conditions. 

This information gives your employees something tangible to work with, so they don't feel lost.

 

Good question: “Have I clearly articulated what my team should prioritize right now?”

Focus on progress

When plans change, it's natural to feel like your team's previous work was wasted. 

As a leader, one of the most powerful things you can do is honor the effort that’s already been put in and show that it still matters. 

Frame the pivot as a continuation of growth, not a reset. For example: “What you learned in this project is setting us up to move faster in this new direction.” 

When people can see how their skills and progress still contribute to something meaningful, they’re less likely to feel bitter about the past and more likely to re-engage with purpose.

 

Ask: “How can I show the team that what they’ve already built connects this shift?”

Make support more visible.

When you've communicated a change one week, you can't forget it the next week and go on like it's business as usual. 

Your team will need time to adjust, and as they do, they will need more support from you. During the transition, think about increasing your meeting cadences, be it one-on-ones or team meetings, to make sure everyone understands exactly what they should be doing. 

Remember to check in regularly and recognize progress along the way. This could be as simple as a message acknowledging a great idea someone offered for the new direction or a graceful transition an employee made. 

Whatever you do, make sure your employees know you appreciate their efforts and that you are right there with them as they navigate change.

 

Key question: “How am I showing up for my team in small, steady ways during this transition?”

Leave space for the real reaction.

Even with the best communication, change can be disappointing or upsetting to employees. Give your team space to feel those feelings. 

When you see your employees struggling with the idea of change, you may feel the need to point out all the silver linings in the news. But putting a positive spin on everything can feel dismissive. So instead, listen deeply to their concerns and validate their feelings. 

This will help them process the news, while also giving them a higher sense of psychological safety and connection, which will help them recover from the change and roll with the new plan.

 

Key question: “Have I made room for my team to openly express how they’re feeling?”