Mission

Innovate to Wisdom

Through evidence-based decision making, creating the most informed investment decisions to grow capital while preserving it.

VISION

GOAL

Build a Knowledge Enterprise driven by a Culture of Meritocracy emphasizing Focus on Fact-based Decision Making and Innovation while managing risk. This Focus will be exhibited through the ability to ascertain what will be important to our desired outcome.

CHALLENGES -- Building Proper Culture, Critical Thinking, Compensation Systems and Change

Culture -- Build a Learning, Sharing Environment to achieve a Knowledge System displayed by conduct. Focus will identify salient dynamics influencing capital growth. In the end, culture may be more important than strategy. Culture is the organization's value system; culture, however, sadly, culture can only be changed over a period of several years.

Critical Thinking -- Is actively and skillfully conceptualizing, applying, analyzing, synthesizing, and evaluating information gathered from, or generated by, observation, experience, reflection, reasoning or communication which should act as a guide to belief and action.

Compensation -- Must be geared to reasoned return, not excessive risk taking, but all employees' conduct is dictated by compensation. "We" can't manage everything but compensation can. In all cases, compromised compensation which rewards worst outcomes must be avoided.

Architect of Change -- Decision Declaration -- There is huge benefit in communal data collection, assessment, collaboration and deliberation, but there comes a time for Decision Declaration. Indeed, often the decision declaration needs to be different from the communal decision. This is a delicate process not to quash innovation. In a communal decision making environment where decisions "are voted upon." At the end of the day, it is not a democracy, it is a hierarchal single-purpose organisation with a CEO as its chief change agent. There is a risk in the communal organisation environment that passive aggressive conduct can quietly delay or even veto necessary and timely decisions.

Change Pie

SOCIALIZING CHANGE

Re-communicating what you intend to transform and to do so in different mediums including redundancy and reinforcement through recognition. The Organisation of Change needs to celebrate change.