Houston expert: How to embrace cognitive diversity in the workplace

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Not everyone's brains work in the same way. Rather than ignoring that, here are an expert's tips for tapping into your workforce's cognitive diversity to the benefit of your business. Photo via Getty Images

Everyone thinks and processes information in their own unique way. Cognitive diversity refers to these differing styles, perspectives, and problem-solving approaches among individuals in a group. Cognitive diversity, in today’s evolving workplace, is recognized as a valuable asset. Teams that are cognitively diverse can enhance their innovation, creativity and overall performance. The challenge comes with group dynamics when there may be communication barriers, conflicts and biases.

Effective strategies to consider for managing cognitive diversity in the workplace are as follows.

Communicate and take action

Business leaders who recognize and embrace the value of diverse perspectives and cognitive styles are better able to manage any challenges that may arise within the organization. Leaders and managers should communicate the importance of cognitive diversity to their team and encourage employees to share their unique viewpoints and approaches. This also means managers should be aware of their own biases and avoid making assumptions about people in order to create a more inclusive environment.

When a company uses hiring practices that embrace cognitive diversity, brings forth varying perspectives and ways of problem solving. Identifying those who may think differently than others or who may challenge the status quo is many times identifying those who will become the company’s best innovators. Embracing a diverse group of thinkers will help foster a culture of inclusivity, open-mindedness, and innovation.

Encourage collaboration

Collaboration is key to the success of any team. When working together, different cognitive styles can complement each other’s strengths and compensate for any weaknesses. Studies show cognitive diversity within groups can accelerate learning and performance when faced with challenges. In order to get through some of businesses’ most complex situations, there needs to be different perspectives and viewpoints.

For the most innovative thoughts to be heard, people must have the space to raise their hand and speak up, but also, people must actively listen to what the person has to say. Managers should work to create opportunities for collaboration, whether it is building cross-functional teams or other group projects and encourage employees to openly communicate and give feedback to improve the outcome.

Provide training and development

Training and development opportunities focused on cognitive diversity can help employees understand their own communication styles and the communication styles of others. By educating and applying, taking action steps after training will help reduce biases and misunderstandings. Additionally, these trainings can increase empathy, which does not come natural for some, and respect among team members.

Businesses should also evaluate their current company training programs to make certain they are inclusive of different learning styles, such as using infographics for visual learners or having hands-on demonstrations. Another consideration is to incorporate self-paced learning into training and development plans. No matter the type of training, solicit feedback, and take it under consideration to continuously improve how teams can develop their skills. Feedback that is thoughtfully considered and implemented leads to more engaged employees overall.

Manage conflicts

Conflicts are inevitable; however, organizations should set clear expectations and policies for performance and behavior. Unfortunately, conflict can be exacerbated in a diverse environment. Managers should be primed with knowledge on how to resolve conflicts and help facilitate constructive conversations among both parties. Also, managers should know when to reach out for help from their supervisor or human resources.

For business leaders to successfully manage cognitive diversity in the workplace, they must intentionally work to develop a culture that embraces the differences in others. Savvy business leaders will enlist the help of their HR team or outside council, such as a professional employer organization, to ensure their strategies and policies for managing a cognitively diverse workplace are inclusive.

Most importantly, when the company culture embodies a diverse, equitable, and inclusive workplace, the employees tend to have the same values, especially when the expectations are clearly set. As a result, the business will become a more innovative and engaging environment where employees know how to leverage their own strengths and the strengths of others, no matter their cognitive style.

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Fernanda Anzek is managing director of HR services with Insperity, a Houston-based provider of human resources and business performance solutions.
In today’s employee-driven job market, here's what top candidates are looking for. Photo via Getty Images

Houston expert: Here's why your top candidate turned down your job offer

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One of the most disappointing (and costly) things as a hiring manager is when your top candidate declines the job offer. You spend months defining target skills and characteristics, reviewing résumés and interviewing candidates to narrow down to your finalist of choice. You put together what you believe is a strong offer, and the candidate says “no.” What went wrong?

It’s not an employer’s job market anymore. In this transformed workplace, and at a time of historically low unemployment, it is very much an employee’s market, and he/she can afford to be selective. Below are some common reasons candidates turn down job offers and what you can do to prevent them.

No. 1: The interview process took too long

It takes time to identify the right fit, and a typical hiring process will often involve 2-3 interviews with decision makers in different locations. You also want to pinpoint a candidate you like and compare him/her to other candidates. When all is said and done, you’re often looking at an interview process that can take 6-8 weeks. During this time, it’s critical to stay in touch with the candidate. A simple email with a status update will help keep them engaged. This is also a great time to check references, showing the candidate your continued interest.

While you’re focused on filling the position, it’s easy to forget candidates have deadlines, too. A lengthy interview process with periods of little interaction can make a candidate feel you don’t respect his/her time or make your company appear disorganized, something they may be leery of based on past experience. Setting expectations upfront and maintaining open lines of communication are key in this candidate-driven environment.

Equally important to an efficient hiring process is encouraging non-essential decision makers to let go after a certain point. For example, once a small sized business graduates to a midsized company, a CEO should not make the mistake of thinking they have to talk to every single prospect. They need to approve them. Delegating and trust are key.

No. 2: You didn’t ‘sell’ the opportunity enough

It’s easy to forget interviews are as much about the candidate interviewing you as you interviewing the candidate. While you want to assess the person’s skills and cultural fit, the candidate wants to know how the role will match his/her personal and professional goals. Heck, they want to know how it stacks up against other jobs for which they might be applying!

Career growth is something every candidate wants. It’s critical for the hiring manager to discuss training and personal development opportunities. This is particularly important for millennials, who are often more motivated by the ability to learn and grow than they are by an increase in financial compensation. It’s also important to talk about the company culture and what makes you stand out. Bottom line: You want the candidate to leave the interview knowing he/she will be appreciated by your company and will get an experience that can’t be found elsewhere. To this end, expressing genuine interest in their life outside of work (loved ones, what makes them tick, etc.) can make all the difference.

No. 3: Lack of employer brand appeal

Companies spend a lot of time branding their products and services but don’t always think about how they look to future employees. Your M.O. is how you show candidates what it’s like to work for you. This includes their overall interview process experience, reviews on websites like Glassdoor, as well as posts your company and employees share on social media.

Let candidates get to know your company through posts. Show your team having fun together, being involved in the community and as customer-focused professionals. Employees also give hints about their work experience in their own social content. If they’re happy, it’ll show in their online activity.

These first three reasons for why a job offer might be turned down are all about how a hirer makes a candidate feel, but the fine print matters too.

No. 4: Job duties

It may seem like a no-brainer that a job description should be well-written, but more often than not, it’s unclear what will be expected of said employee. When you do the internal work ahead of time, getting alignment on what’s required and the intricacies of the existing (or new) position, it leaves little room for misunderstanding and/or disappointment post-hire.

No. 5: Compensation and benefits

Lastly, a strong compensation and benefits package is critical in securing your top pick. For some roles, that will mean an offer heavily weighed on the salary side. For others, it will be uncapped commissions or the opportunity for equity. Make sure the package is competitive with the industry, and will appeal to your ideal candidate and make him/her want to join your team.

Remember to think “outside the box” with extra benefits like flexible work hours, the ability to work remotely, PTO/unlimited sick days or vacation. The cost to implement these perks is low, but they often mean more to the candidate than higher pay.

In today’s employee-driven job market, top candidates are looking for a comprehensive package, growth opportunities, and a welcoming work environment that will provide lasting happiness and satisfaction.

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Hazel Kassu is the managing director of Houston-based recruiting firm, Sudduth Search.

Houston's access to lab space continues to be a challenge for biotech companies. Photo via Getty Images

The real estate challenges, opportunities Houston faces as hub for biotech, according to expert

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In the decade prior to COVID, when it came to early stage biotech companies establishing a foothold in Houston, space-wise, there were only a handful of options to choose from. Because of specialized equipment needs, including in many cases, the requirement for vent hoods, multiple sinks, and 24/7 air-conditioned space, traditional flex type projects were not a ready-made option. UH’s Technology Bridge offered those amenities, and while it worked for some, it was not intended as a permanent business home. Most emerging biotech firms found space that was a partial fit, and modified it to work (at their cost).

Houston’s Rise on the National Stage

For a variety of reasons, including its broad talent pool, lower cost of operations, and more favorable business climate, Houston has continued to attract biotech companies from other states. Following on the heels of new and expanding life science firms, and a supportive ecosystem, investor interest in building and purchasing properties to meet their specialized requirements has been a natural result. Unlike traditional office occupiers, lab users need physical space, and are not candidates for a hybrid or work from home model.

TMC Proximity Premium

Land costs inside Loop 610 have historically trended higher than suburban alternatives. For this reason, the newest projects completed near TMC like Helix Park and the planned Bioport are focused on much larger firms and institutions with the ability to commit to a long lease term and pay a premium rent. A second tier of real estate investors has also entered the market, however, purchasing nearby 80’s vintage projects, upgrading them, and repurposing the space to meet demand from mid-size or less creditworthy biotech companies. Existing small to mid-size tenants currently housed in these projects can expect to see bumps in both rent and expenses.

As an alternative to close-in options, but within a reasonable drive of the TMC, Pearland, Sugar Land and Stafford have increasingly become a location choice for biotech firms. Pearland’s EDC has targeted life science companies needing custom-built manufacturing facilities with economic incentives for some time. Lonza, Merit Medical, and formerly St. Paul-based Cardiovascular Systems are just three recent examples touted on their website.

Planning for Affordable Lab Space Options

Management teams for early stage companies are stretched thin, and are not always prepared for the time and money it takes to find and equip office/lab space.

Not all suburban landlords want to incur the sizeable costs for a customized build out, which can range between $40 and $200 per square foot. Entrepreneurs are also surprised by the 4-6 months of lead time it typically takes to identify space options, negotiate a lease, and permit and build the improvements (including the unexpected costs of bringing an older project in compliance with current energy and building codes).

However, with realistic expectations about these challenges, the good news is that once settled into a facility that is a fit, Houston’s emerging biotech companies can thrive and grow.

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Julie King is President of NB Realty Partners. She has mentored and provided commercial real estate advice to technology, biotech, and early-stage companies for over 23 years.

Here's what you should think about before rolling this hot new technology into your business. Photo via Getty Images

Houston expert: How ChatGPT affects business skills in 2023

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The world has been captivated by ChatGPT, an artificial intelligence program that can understand and respond to questions and statements using natural language, just like humans. It has been trained on a large amount of text data and uses this knowledge to generate helpful and informative responses to users.

As great and resourceful as this can be, there are some major aspects about it that can be harmful in a business setting, such as the inability to make personal connections. A sales manager using AI to write sales scripts cannot incorporate the emotional intelligence needed to form a connection. With the switch to AI and loss of this personal touch, the company’s close rate drops significantly, and the sales manager’s effort to find solution may just be to run more numbers in terms of contacts and sales attempts, which usually exacerbates the problem.

Another example of how ChatGPT can hurt your business is by relying on it to generate website and social media content. A business owner that believes ChatGPT will do the “heavy lifting” and grow his or her business is overlooking the importance of creating real and experiential marketing experiences for customers. Business owners can inadvertently spend entire budgets on AI driven social media ands and not have the sales numbers to cover these costs due to their low returns on investments for many industries and keep the business in operation.

The overarching theme, or danger behind ChatGPT, is that people are relying heavily on it to produce their work. After all, relying on technology is part of our human nature. When great technology is introduced, such as email, teleconferencing, AI assisted searching, etc., we rarely ask ‘how can this technology assist me?’ versus ‘how can this technology do things for me?’ The greater the technology, the greater likelihood humans will take the easiest path.

ChatGPT not only affects businesses, but it also applies to education. Teachers are already seeing a drop in math skills as kids carry around calculators. Just wait until next semester when educators are reading thousands of essays written by ChatGPT.

Just as we would hate to see our children deprive themselves of actual skills, the same can be said for our business people. Some of the main issues that arise from the use of ChatGPT are:

Diminishing Rates of Return

When we embrace technology to the point that we no longer put forth effort from a practiced skill set, we can expect to see declining engagement rates, click-through rates and customer loyalty. As of 2023, the online engagement rate has fallen from 5% to 0.06%. Click-through rates are not faring much better with a measly 6.3%. As these numbers continue to fall (which they have every year for the past couple decades now), we continue to just brush it off as this is how business is done.

Aversion in the Marketplace

People are becoming so displeased with technology driven processes (as opposed to technology assisted processes) that they have a strong aversion to companies using it. How many social media ads have prompted you to make a purchase? How many times do you provide a bogus email to a website form? When doing a search, how many times do you scroll to the bottom without looking and hit page two because you know you are not getting any real results on the first page anymore?

Yes, ChatGPT is cool and yes, there are some amazing uses you can implement into your business; however, do not look at it as the answer to any and all business problems. Embrace your craft as a leader and avoid subbing the work out to tech - doing so could cost you everything.

As a business owner myself, I am not opposed to technology. I am all in favor of what technology can do. However, there is no denying that the more we look to technology to do the work for us instead of with us, the more we see a drastic decline in the overall skill set of business people without an increase in business success rates.

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Josh Tolley is the founder of Kingsbridge LLC and is based in Houston.

In honor of Black History Month, Houstonian Benjamin Foster shares some of his lessons learned about navigating the business world as a Black founder. Photo via Getty Images

Houston expert: What I've learned about navigating the business world as a Black founder

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Entrepreneurship is the process of creating, developing and managing a new business venture with the aim of making a profit. Successful entrepreneurs are known for their creativity, tenacity and willingness to take risks, often disrupting existing markets and challenging traditional ways of doing things to make an impactful change in the world.

With the increasing demand on health care professionals over the past few years, medical professionals, especially nurses, are veering off the traditional nurse career path. Entrepreneurial ventures have slowly emerged as nurses look for different routes for employment that allow them to utilize their health care skillset, such as, transitioning to the health care technology industry or becoming a wellness coach.

When exploring entrepreneurship, one must be passionate about what type of company or service he or she chooses to create, build, develop and invest in. The extensive list of work to be done can be overwhelming, so to keep the motivation going, one must have the drive to see the concept come to fruition. To make an idea become a reality, trustworthy legal counsel is critical. Navigating legalese is not a common skill, so guarantee the legal safety of your company by allowing the experts to fight on your behalf. It is vital to have a strong team as reinforcement to help your organization propel forward.

Successful businesses often have work environments where employees are encouraged to be innovative. For nurses, this can be prioritized through the introduction of online platforms that allow nurses and medical facilities to pick what schedule, location, shift length or compensation works best for them. Through an extensive database, these preferences can be personalized for the benefit of the person on the website.

To address the challenges faced by Black entrepreneurs, there is a growing movement to provide targeted support and resources to help them succeed. This includes initiatives to increase access to capital and business development support, as well as efforts to address systemic inequalities and promote greater diversity and inclusion in the business world. In industry meetings, it is rare to be a part of discussions where there is more than one African American representative and, to be honest, that is probably the toughest part of being a Black entrepreneur. Through these efforts, African American entrepreneurs have the opportunity to build successful businesses and make a positive impact on their communities and the wider economy.

No matter how smart or hard working you are, it is impossible for a nonprofit owner, entrepreneur, or business owner to know everything about running and managing a business. For me, I understood the health care industry and business management side, but I acknowledged that as a founder, it was okay to not know it all and to need the support of a village to get traction to keep moving forward.

As a Black business founder, I take pride in being able to voice the concerns and requests of African Americans across the health care industry and believe that is part of our responsibility as an organization. It is rewarding to spearhead efforts to increase diversity within the health care industry and represent the individuals and the voices that have been overlooked. It is our job to continue to be creative and ambitious in the support we can offer.

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Benjamin Foster is the CEO and founder of Nurseify.

While numerous factors outside of work impact individual mental health, employers can make a difference with a few key steps. Photo via Getty Images

How Houston businesses can support employee mental health in 2023, according to expert

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In 2023, it is imperative leaders keep the wellbeing of their workforce at the forefront of their minds.

According to an October 2022 publication from the McKinsey Health Institute, 59 percent of the global workforce report having at least one mental health challenge either now or in the past. These challenges not only threaten employee wellbeing but can also impact performance by a reduction in productivity.

Numerous factors outside of work impact individual mental health. Nonetheless, employers can make a difference with a few key steps, such as properly training management to mitigate toxic behaviors, prioritizing inclusivity and providing mental health resources.

Management training

To start, leaders need to prepare their managers to set the tone for employees. Frontline managers can have a large influence on employee wellbeing through their daily interactions with their teams. Even if organizations offer a host of mental health benefits, employees might not take advantage if their managers do not buy in. There is no substitute for the genuine care and concern that a supportive manager offers their employees, and they can tell the difference when they are authentically cared for or not.

Although the vast majority of managers have good intentions toward their employees, managers also may hold themselves and their teams to high standards without realizing the impact on mental health. Managers should receive training in how to respect work-life balance, help employees prioritize their duties, and create and maintain a supportive, positive work environment. These things may not have been on the radar for management in the past, but it is now the norm to lead with the wellness of the whole person in mind.

Beyond helping employees balance their lives, managers also need support in balancing their own, particularly to avoid burnout. Employees and managers may both face pressure to perform, and leaders need to make sure mental health initiatives for junior employees do not simply transfer excessive workloads to their supervisors. To accomplish that, train managers in time- and stress-management techniques and keep the lines of communication open with the executive team. Staying in tune with the pulse of wellness at work requires open communication and the commitment to support work-life balance by all members of the organization.

Prioritize inclusivity

Since 2020, inclusivity has become a bigger and bigger part of the conversation about workplace culture. The impact of a discriminatory workplace on mental health can be profound. When employees experience or indirectly experience discrimination in the workplace, their overall wellbeing suffers, with engagement and satisfaction decreasing as well, according to a 2021 survey from Gallup. The good news is most workplaces already have policies in place to prevent and report discriminatory practices.

However, a truly inclusive workplace will go beyond anti-discrimination policies to create an affirmative environment where employees can fully embrace their identities. Steps to promote inclusivity include celebrating holidays of various cultures, creating opportunities for employees to discuss their heritage and traditions, organizing relationship-focused exercises and offering educational opportunities in the workplace. To promote unity in the workplace, leaders should take care to discourage the formation of cliques and ensure all employees feel welcomed and not judged or mistreated by coworkers. Valuing diversity and honoring the individual drives the culture of tolerance and acceptance, which promotes a harmonious and productive work environment and team.

Provide mental health resources

To promote mental health and wellness, employees need access to the right resources and the knowledge to navigate those resources. In many cases, employees with the biggest mental health challenges may also face the most obstacles in receiving care. For employers offering health care benefits, employees may need training on how to find mental health practitioners in their area. What is more, employees accustomed to inconvenient appointment times or long wait lists for therapists may benefit from learning about online therapy platforms, which can offer care sooner and outside of typical work hours.

Many employers also choose to offer an employee assistance plan, or EAP, which can offer further mental health programs, free of charge. Despite their relevance to employees in need, EAPs are often overlooked and underutilized, making it even more necessary for managers or HR to proactively reach out to employees and educate them about their EAP benefits.

For organizations without the budget to provide health care benefits or EAPs, their leadership should investigate free or low-cost mental health resources in their region. In many cases, local government will provide free access or subsidies for mental health care. Nonprofit organizations may also offer free programs for those meeting eligibility requirements.

Employers should keep in mind employees may feel afraid to use mental health benefits for fear of stigma. While managers should be careful not to intrude on employees’ personal lives, managers can still gently offer caring support to employees who show signs of struggling with mental health, including chronic tardiness, absenteeism, low mood and a sudden change in personality or work performance. The ability to know if a behavior is out of the norm for an employee, the manager needs to have built a relationship with them and to care enough to notice the change.

As employees continue to face mental health challenges in their personal lives, employers can be part of the solution by educating managers, emphasizing inclusivity and offering mental health resources and support. Being a caring human being goes a long way, even at work.

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Karen Leal is a performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

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10+ can't-miss Houston business and innovation events for April

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It's time to look at what's on the agenda for April for Houston innovators — from pitch competitions to networking events.

Here's a roundup of events not to miss this month. Mark your calendars and register accordingly.

Note: This post might be updated to add more events.

April 4 — A.I. Digital and the Future of Energy

In the latest installment of UH Energy's "Critical Issues in Energy" Symposium Series, the speakers will take a deeper dive into the role of A.l. within the energy marketplace, specifically with what is being done with A.I. and what is capable of being done. In addition to this pivotal look at one crucial aspect of the energy transition, attendees will be afforded networking opportunities with speakers and distinguished guests, and food/refreshments will be provided.

The event is Tuesday, April 4, from 5:30 to 7:30 pm, at the University of Houston. Click here to register.

April 5 — Creating & Sustaining Innovation & Entrepreneurship

Join us for a fireside chat discussing the growth of entrepreneurship & a panel on demystifying the patent process.

The event is Wednesday, April 5, from 9 to 11:30 am, at the Ion. Click here to register.

April 5 — HAN Angel Academy

Learn angel investing best practices from Capital Factory co-founder and chairman, Gordon Daugherty in a half-day bootcamp format for accredited investors.

The event is Wednesday, April 5, from 11 am to 4 pm, at Rice University - Shell Auditorium. Click here to register.

April 11 — Future of Health Care

The Greater Houston Partnership's inaugural Future of Health Care event highlights one of the region's major industry sectors driven by world-class institutions and professional talent.

The event is Wednesday, April 11, from 10:30 am to 1:30 pm, at the Royal Sonesta. Click here to register.

April 11 — Idea to Impact: Navigating the Challenges to Commercializing University Discoveries

Amazing discoveries are made in university labs every day, yet most of them never develop into widely accessible commercial products. Why? And what can universities do to change that? As part of Rice University's "Betterment of the World" Scientia Lecture Series, join Rice Business on April 11 at 4 pm virtually or in person (Shell Auditorium, McNair Hall) to hear Yael Hochberg, Professor in Entrepreneurship at the Jones Graduate School of Business, as she discusses the challenges in commercializing university research discoveries.

The event is Wednesday, April 11, from 4 to 5 pm, at Rice University and online. Click here to register.

April 11 — Greentown Houston Climatetech Career Fair 2023

Greentown Labs and ALLY Energy welcomes all professionals, students, and soon-to-be graduates to join us for the Greentown Houston Career Fair, which focuses on connecting professionals directly with Greentown Houston’ network of founders, CEOs, and cutting-edge climatetech startups looking for bright and eager talent.

The event is Tuesday, April 11, from 4:30 to 6:30 pm, at Greentown Houston. Click here to register.

April 15 — Earth Day Clothing Swap Party with Sustainable Fashion & Earth Month HTX

A clothing swap is a fun, alternative solution to thrift shopping or secondhand fashion that allows you to clean out the clothes you no longer wear and in return bring home new additions to your closet - all for free and hosted by Houston startup RESTATEMENT.

The event is Saturday, April 15, from noon to 5 pm, at Patterson Park. Click here to register.

April 17-18 — AI Powered Renewable Energy Workshop

AI Houston Institute of Rice University in partnership with Ion is getting together experts from academia and industry working on the application of artificial intelligence in solving some of the most complex challenges facing the Energy industry as it transitions into alternative sources of energy that are green and sustainable.

The event is Monday, April 17, to Tuesday, April 18, at the Ion. Click here to register.

April 19 — Investor Studio Series: Dream Big Ventures x Ion x Mendoza Ventures

Underrepresented founders face a lot of barriers, including rarely seeing VC dollars. However, Dream Big Ventures and Mendoza Ventures are looking to change those statistics to help diverse founders succeed. Join Dream Big Ventures Founder and CEO Staci LaToison, and Mendoza Ventures Co-Founders Senofer Mendoza and Adrian Mendoza, as they discuss the growth of women and Latinas in Fintech, AI, and Cybersecurity in this fireside chat.

The event is Wednesday, April 19, from 5 to 7 pm, at the Ion. Click here to register.

April 19 — The H. Albert Napier Rice Launch Challenge Championships

Join Liu Idea Lab for Innovation and Entrepreneurship and support Rice University student ventures at the H. Albert Napier Rice Launch Challenge (NRLC) Championships on Wednesday, April 19. Five student finalists will pitch their ventures to compete for the chance to win a share of $100,000 in equity-free funding.

The event is Wednesday, April 19, from 5:30 to 9 pm, at Rice University. Click here to register.

April 20 — Female Founders and Funders

Calling all rockstar female founders and investors in the Houston area. Mark your calendars for this month's Female Founders and Funders meetup. Coffee and breakfast is provided and the event is free to attend.

The event is Thursday, April 20, from 9 to 10 am, at Sesh Coworking. Click here to register.

Texas researchers name ancient beaver fossil after favorite Texas gas station

Beaver Country

The legend of a treasured gas station chain continues with a new chapter: a rediscovered beaver fossil is being named after Buc-ee’s.

The ancient animal was named Anchitheriomys buceei (A. buceei) by Steve May, a research associate at the University of Texas Jackson School of Geosciences and lead author of the Palaeontologia Electronica paper that describes the beaver.

A. buceei fossils were rediscovered by researchers in UT Austin’s collections and include fossils from six different Texas sites. May decided to name A. buceei after Buc-ee’s after spotting a “This is Beaver Country” billboard in 2020 that reminded him of the fossils he was studying at the time.

Though Buc-ee’s was founded in 1982, CEO Arch “Beaver” Alpin III said in a press release that his business’ history is longer than he thought, and that he may “need to rethink [their] beginnings.”

Occurrences of A. buceei can be found between 15 and 22 million years ago along the state’s gulf coast. At first glance, they don’t appear much different from current native Texas beavers. But according to the report’s co-author Matthew Brown, who is also the director of the Jackson School’s vertebrate paleontology collections, they are nearly 30 percent bigger than today’s beavers.

A partial skull fossil of the beaver was originally collected in 1941 by paleontologists. One of the original finders was Texas A&M University museum curator Curtis Hesse, who passed away four years later before he could name it a new species and publish his study.

More information about A. buceei can be found on UT Austin’s website.

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This article originally ran on CultureMap.

5 most popular innovation stories in Houston this week

what's trending

Editor's note:Another week has come and gone, and it's time to round up the top headlines from the past few days. Trending Houston tech and startup news on InnovationMap included Houston innovators to know, news from Rice University, and more.

3 Houston innovators to know this week

This week's roundup of Houston innovators includes Gaurab Chakrabarti of Solugen, Sandy Guitar of HX Venture Fund, and Cameron Owen of rBIO. Photos courtesy

In this week's roundup of Houston innovators to know, I'm introducing you to three local innovators across industries — from synthetic biology to venture capital — recently making headlines in Houston innovation. Read more.

Annual student startup competition in Houston names teams for 2023

Here's what student teams from around the world were invited to compete in the Rice Business Plan Competition. Photo via rice.edu

Rice Alliance for Technology and Entrepreneurship has named the 42 student startup teams that were extended invitations to compete in the 23rd annual Rice Business Plan Competition

The 2023 startup competition will take place on Rice University campus May 11 to 13, and the teams representing 37 universities from six countries will pitch to investors, mentors, and other industry leaders for the chance to win funding and prizes. Last year's RBPC doled out nearly $2 million in investment prizes. Read more.

Med tech firm expands footprint, Houston innovator assumes new role, and more local innovation news

Proxima Clinical Research has announced an office expansion — and more Houston innovation news. Photo via Twitter

Houston's innovation ecosystem has had some big news this month, from new job titles for Houston innovators to expanding office space.

In this roundup of Houston startup and innovation news, a Houston organization expands its footprint in the TMC, Rice University opens applications for a cleantech accelerator, and more. Read more.

Houston biotech company expands leadership team

Cemvita has some news regarding its C-level execs. Photo courtesy of Cemvita

An innovative Houston startup that's working with energy companies to decarbonize their operations has made changes to its C-suite.

Tara Karimi, who co-founded Cemvita with her brother Moji, has transition to the company's chief science officer. Liz Dennett has been hired to Karimi's previous role of CTO. The changes enable Karimi to focus on leading Cemvita's scientific research and development efforts as well as participating in driving innovation within the biotech industry as a whole, according to the company's press release.

"I'm excited to take on the role of chief science officer at Cemvita and what it represents for our company's growth," says Karimi in the release. "As chief science officer, I look forward to shaping policy and driving the conversation around the role of biotechnology in the energy transition." Read more.

Rice University announces leader of new materials and nanotechnology institute

Lane Martin will lead the Rice Advanced Materials Institute beginning this summer. Photo courtesy of Rice

A recently established institute at Rice University has revealed its new leader.

The Rice Advanced Materials Institute has named Lane Martin as director. Martin will also serve as Welch Professor of Materials Science and NanoEngineering in the George R. Brown School of Engineering. He begins both roles on July 1.

“Lane is everything we expect our faculty to be — hard-working, committed to excellence, dedicated to students and collaborative across disciplines,” says Howard R. Hughes Provost Amy Dittmar in a news release. “I look forward to seeing Rice faculty and students reap the benefits of his leadership.” Read more.

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