Roberts & Ryan的动态

Did you know that Goldman Sachs won’t take a company public unless they have at least two diverse board members? It’s not about having a better reputation. It’s about the bottom line. Because companies with boards who bring #diverse #perspectives are better positioned for stronger financial performance and improved governance. Companies with one diverse board member saw a 44% jump in their average share price within a year of going public, while those with no diverse board members saw only a 13% increase in share price. But the real reason we should want diverse corporate boards is that all-male and all-white boards are a huge red flag for #bias — https://lnkd.in/drJi-sGT “What we were seeing was that the supply was there, and demand was increasingly there. It was a market mechanism problem, and the two were not connecting,” — https://lnkd.in/d-nahWvq The data is clear: more diverse companies do better. So how diverse is the board at your company? The workforce? My guess is there’s a high chance of “not very” to the former and “very much” to the latter. But please tell me if I’m wrong. This is why at SeenCulture we help businesses build more diverse and inclusive leadership pipelines. For leadership teams to be effective, they need to be more representative of the workforces they lead, and customers they serve.

Over my 40-year career, I had the privilege to work alongside many great leaders at UBS, Merrill Lynch, and Morgan Stanley. However, John Decker stands alone as a legendary leader because he achieved unprecedented results for over four decades. I’m writing this because we can all learn and be inspired when we become too complacent with our accomplishments and go on cruise mode. 5 Characteristics that Make a Legendary Leader 1. Consistent Excellence Over 40 Years: - Never become complacent with success. - Constantly look for ways to gain a competitive edge and improve skills and knowledge. - Operate at a high level of energy by maintaining a healthy mind and body. 2. Promoter and Developer of Future Leaders: - Mentor and coach the next generation of leaders, fostering their growth and development. The ability to identify, develop and retain talent takes a great deal of skill and wisdom. 3. Inspiration to Others: - Build a culture of excellence in everything you do. - Performance, trust, respect, and recognition are foundational and the only way to build long-term success. - Never tolerate negativity or toxicity because those people will damage the professional, respectful, and transparent culture. 4. Results-Oriented: - Focus on the prize and do whatever it takes to deliver outstanding performance. - John's secrets included an unmatched work ethic, resilience, and a steadfast refusal to give up. 5. Commitment to Lifelong Learning: - When we competed against each other, and on the rare occasion I came out ahead, John was the first to congratulate me and ask how I did it. - He did the same with others around the country, always eager to learn and improve. Finally, you know you've reached legendary status when UBS created an award named in his honor: the John Decker Award for Longevity & Excellence. #Leadership #UBS #WeathManagement

"Many boards focus primarily on emergency succession in case something happens to the CEO, rather than keeping their eyes open for possible successors at all times. Instead, they should be developing a half-dozen or more leaders who could be long-term CEO candidates. The ideal future CEO should be at least 10 years from the company’s typical retirement age, so they have sufficient time in office to make transformative changes in the company’s strategy and culture and to oversee the outcomes. A development plan should be prepared for each person to provide the varied experiences required if they are chosen, with opportunities to shine in different roles and exposure to the external challenges they would likely face as CEO. Board members need to get to know these leaders over time, perhaps by inviting them to lunches, as the Goldman Sachs board does."

I recently had the opportunity to sit down with Leaders Magazine to share some thoughts on my journey and the work we’re doing at Freedom Capital Markets. Over the course of my career in capital markets, I’ve come to realize the vital importance of trust, collaboration, and a long-term vision when it comes to driving client success. ? At Freedom Capital Markets, our mission is simple: to empower clients to achieve their growth objectives by delivering actionable advice and fostering strong partnerships. I’m proud of the team we’ve built—a group of dedicated professionals who are committed to providing exceptional client service and creating tailored strategies that work. ? In the interview, I talked about the values that guide us—patience, experience, and trust—and how they continue to shape our approach to investment banking and capital markets advisory services. These aren’t just words; they’re the foundation of everything we do, helping us build lasting relationships with clients and partners. ? If you’re interested in learning more about our vision and approach, I invite you to read the full interview in Leaders Magazine. ? https://lnkd.in/ew3f4bDS ? ? ? #Leadership #CapitalMarkets #FreedomCapitalMarkets #ClientService #InvestmentBanking #CorporateGrowth #StrategicPartnerships

Learn insights from serial-CEO and Warburg Pincus LLC's Fred Hassan in this MIT Sloan CDO conversation. From top skills every aspiring CEO should cultivate to navigating key career moves, Fred shares a roadmap to the executive suite with authenticity, purposefulness, and connectivity at the core. Read the article here: https://lnkd.in/e43A5raQ

Bring fun to work. “As companies get larger, with a broader following of investors, it became awfully tempting to get into that jet and go up to Detroit or Chicago or New York and speak to the bankers and the people who own your stock. But since we got our stock-jump-started in the beginning, I feel like our time is better spent with our time is better spent with our own people in the stores, rather than off selling the company to outsiders.” From Made in America (My Story): Sam Walton with John Huey #customerfocused #customerfirst #leadership #positiveinfluences #healthyrelationships #constructiverelationships #otherpeople #proactivepeople #values #Timemanagement #Energy #Continuousimprovement #happyatwork #performance #highperformance #gratitude #funandwork #dailyprogress #gratitude #funandwork #dailyprogress

I've learned many mantras from serving private equity clients but the one that always resonates with me is "good news fast, bad news faster." Covering up or delaying "bad news" is a one-way ticket to a rocky relationship. Time is of the essence while PE firms are trying to transform many companies all at once. The pressure will mount every day that goes by where that problem goes unsolved. So when "bad" things happen: 1. Communicate it quickly along with your plan on how to solve it 2. Execute that plan While the ego may take a hit in the short-term, over time this will establish respect & trust. #privateequity #communication #leadership

Leadership. A status that many of us aspire to.?But what does it truly mean to be a leader and how can we take the right steps, differentiate ourselves from others, and demonstrate our ability to lead – whether we have the title or not? As we settle into 2025,?EnCircle Mentoring would like to invite you to an evening of informal networking, and an opportunity to connect with senior and future leaders.? Held in partnership with Goldman Sachs,?our?New Year Social?takes place on?Thursday 6th February. The social is an opportunity to network and build relationships with fellow mentees and mentors in a relaxed setting. The evening will also feature?opening words on leadership?from Clare Ashley, Managing Director and Regional Co-Head of the EMEA Firmwide Black Network at Goldman Sachs and Justin Onuekwusi, CFA Onuekwusi,?Chief Investment Officer at St. James’s Place and Founder of EnCircle Mentoring. Register here: https://lnkd.in/e6PjnQVb __ Our circles are aimed at professionals looking to take the next step in their career. Hosted monthly, the group mentoring sessions are led by senior figures from financial and professional services who share their personal experiences, and discuss the tools required to navigate the barriers faced throughout their careers. EnCircle Team: Justin Onuekwusi, CFA, Rebecca O., Marina Ebrubah, Yvonne Y., Daniel May, Alix (Landais) Timothy, CFA, Nneka Opara, Batsi Kashora, CFA, MBA. EnCircle sponsors: Man Group, State Street, Barrington Hibbert Associates, BlackRock, Goldman Sachs, Legal & General Investment Management (LGIM) EnCircle supporters: Diversity Project - Investment Industry, #Talkaboutblack#Talkaboutblack #BuildingFutureLeaders #encirclementoring #mentorship #businessmentorship #assetmanagement #mentoringcircles #careerprogression #careergrowth #representation #networkingevent #assetmanagement #networking

Upon reflection, I find that namable ‘eras’ have fundamentally shaped my career - spanning Y2K, post-9/11, the financial crisis, the Affordable Care Act, and Covid. It certainly feels like we’re in/entering a new one. OW’s recent collaboration with NYSE provides a look into what the next era holds - as seen through the yes of 100 CEOs of NYSE-listed companies - and explores how they are navigating emerging shifts in geopolitics, trade, technology, and people. Dive into the results in the newly launched report, The New Growth Agenda: https://owy.mn/3SbxlJn #OWForum #NYSE #Leadership #Growth #CEOInsights?

Jamie Dimon, Chairman and CEO of JPMorgan Chase, recently emphasized that leaders must travel to avoid failure and being left behind. Here are two key reminders on the benefits of business travel for CEOs and how it will benefit their executive performance, organizational bottom lines, and talent management: https://lnkd.in/e-sQtV3U