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Across the history of the Central Intelligence Agency, there have been efforts to understand and take advantage of lessons learned in practice. Maintaining that commitment should be a goal for investment organizations too.

An excellent piece about the rise and fall of General Electric hones in on a critical factor in understanding how organizations work (or don’t work).

The investment industry has often been referred to as “pale, male, and stale.” The latest posting in a series on social research into investment organizations dives into questions of sameness and difference.

Analysts operate within a web of relationships. To assess their estimates or recommendations, you need to understand the social environment in which they are produced.

A documentary about the Beatles provides examples that are instructive regarding investment teams and the nature of process.

Communications from MITIMCo, Permanent Equity, Jefferies, and Lindsell Train offer examples and lessons about conveying messages to clients and stakeholders.

Typically, most of the ideas that drive the performance of an investment function are shaped by interactions with others outside of the organization. How do we improve them?

It is time to move from the org chart (and even the “orgorg” chart) to a new level of observation and analysis of organizations, while being aware of the potential pitfalls.

We’ve seen the progression before: Unexpected market moves leading to a blow-up and then a reexamination. What’s really needed is a new approach to risk management.

A look at some research about political beliefs and how they affect investment decision making.

While not often taught to investment professionals, the disciplines of sociology and anthropology are essential to understanding both asset pricing and how organizations operate.

The noted academic researcher weighs in on economic foundations for strategies, corporate and investor behavior, diversification and rebalancing, research methods and incentives, crowding, manager selection, ESG, crypto and DeFi, and time horizons.

Are there opportunities to take advantage of the biases of others in the talent selection process by better understanding issues of gender, race, and disability?

It’s a people business, so the logical place to start a long series on the new world of investment work is with a book about finding and evaluating talent.

In the first ever “Four for Friday” posting: “Great quarter, guys,” robot analysts, non-deal roadshows, and the mix of “investing” and “the game” in sell-side roles.