Chief Financial Officer Quotes

Being a failed teenager is not a crime, but a predicament and a secret crucible. It is a fun-house mirror where distortion and mystification led to the bitter reflection that sometimes ripens into self knowledge. Time is the only ally of the humiliated teenager, who eventually discovers the golden boy of the senior class is a bloated, bald drunk at the twentieth reunion, and that the homecoming queen married a wife-beater and philanderer and died in a drug rehabilitation center before she was thirty. The prince of acne rallied in college and is now head of neurology, and the homeliest girl blossoms in her twenties, marries the chief financial officer of a national bank, and attends her reunion as president of the Junior League. But since a teenager is denied a crystal ball that will predict the future, there is a forced march quality to this unspeakable rite of passage. It is an unforgivable crime for teenagers not to be able to absolve themselves for being ridiculous creatures at the most hazardous time of their lives.

Won’t Work.” Apple’s former chief financial officer,

For a number of years, professors at Duke University conducted a survey in which the chief financial officers of large corporations estimated the returns of the Standard & Poor’s index over the following year. The Duke scholars collected 11,600 such forecasts and examined their accuracy. The conclusion was straightforward: financial officers of large corporations had no clue about the short-term future of the stock market; the correlation between their estimates and the true value was slightly less than zero!

Making a product is just an activity, making a profit on a product is the achievement.

Maybe it’s time Steve Jobs stopped thinking quite so differently,” Business Week wrote in a story headlined “Sorry Steve, Here’s Why Apple Stores Won’t Work.” Apple’s former chief financial officer, Joseph Graziano, was quoted as saying, “Apple’s problem is it still believes the way to grow is serving caviar in a world that seems pretty content with cheese and crackers.” And the retail consultant David Goldstein declared, “I give them two years before they’re turning out the lights on a very painful and expensive mistake.

In an ideal world, evaluating people’s performance would not be a judgment task; objective facts would be sufficient to determine how well people are doing. But most modern organizations have little in common with Adam Smith’s pin factory, in which every worker had a measurable output. What would that output be for a chief financial officer or for a head of research? Today’s knowledge workers balance multiple, sometimes contradictory objectives. Focusing on only one of them might produce erroneous evaluations and have harmful incentive effects.

LOST is often lauded as one of the best fantasy dramas in television history, as well as one of the most cryptic and - occasionally – maddening. But confirmation of just how important it is came with an almost unbelievable communiqué from the White House last week. President Obama’s office reassured Lost fans that the commander in chief wouldn’t move his yearly state of the union address from late January to a date that would coincide with the premiere episode of the show’s sixth and final season. That’s right. Obama might have had vital information to impart upon the American people about health care, the war in Afghanistan, the financial crisis – things that, you know, might affect real lives. But the most important thing was that his address didn’t clash with a series in which a polar bear appears on a tropical island. After extensive lobbying by the ABC network, the White House surrendered. Obama’s press secretary promised: “I don’t foresee a scenario in which millions of people who hope to finally get some conclusion with Lost are pre-empted by the president.

But scamming large amounts of money off the top seems even harder to catch. Fraud by American defense contractors is estimated at around $100 billion per year, and they are relatively well behaved compared to the financial industry. The FBI reports that since the economic recession of 2008, securities and commodities fraud in the United States has gone up by more than 50 percent. In the decade prior, almost 90 percent of corporate fraud cases—insider trading, kickbacks and bribes, false accounting—implicated the company’s chief executive officer and/or chief financial officer. The recession, which was triggered by illegal and unwise banking practices, cost American shareholders several trillion dollars in stock value losses and is thought to have set the American economy back by a decade and a half. Total costs for the recession have been estimated to be as high as $14 trillion—or about $45,000 per citizen.

The most obvious examples of pathological problems are: uncontrollable negative cash flow, continuous emigration of key human resources away from the organization, unresolved quality problems, rapidly declining market share, and tremendous drops in the company’s capacity to raise financial resources. Organizations with those problems can’t afford therapy because therapy takes time, and time is a resource those organizations do not have. Instead of an organizational therapist, the board should hire an organizational turnaround specialist who can temporarily take on the chief executive officer’s role, and perform whatever “surgery” is necessary.

The acquisition process was complicated by the fact that the negotiators for Lucasfilm weren’t very good. The chief financial officer, in particular, underestimated Steve, assuming he was just another rich kid in over his head. This CFO told me that the way to establish his authority in the room was to arrive last. His thinking, which he articulated out loud to me, was that this would establish him as the “most powerful player,” since he and only he could afford to keep everyone else waiting. All that it ended up establishing, however, was that he’d never met anyone like Steve Jobs. The morning of the big negotiating session, all of us but the CFO were on time—Steve and his attorney; me, Alvy, and our attorney; Lucasfilm’s attorneys; and an investment banker. At precisely 10 A.M., Steve looked around and, finding the CFO missing, started the meeting without him! In one swift move, Steve had not only foiled the CFO’s attempt to place himself atop the pecking order, but he had grabbed control of the meeting.

the autonomous-driving side of things, Alphabet (formerly Google), which has logged several million self-driving-car test miles, continues to lead the pack. At the end of 2016, it created a new business division, called Waymo, for its autonomous driving technology. In May 2017, Waymo and Lyft announced that they would work together on developing the technology, and later in the year, Alphabet invested $1 billion in the start-up. Others, like Cruise Automation (which GM acquired for $1 billion) and Comma.ai, which offers open-source autonomous driving technology in the same vein as Google’s Android mobile operating system, are chasing hard. Baidu, China’s leading Internet search company, has an autonomous-driving research center in Sunnyvale. Byton—backed by China’s Tencent, Foxconn, and the China Harmony New Energy auto retailer group—has an office in Mountain View, as does Didi Chuxing, the Chinese ride-sharing company in which Apple invested $1 billion. Many of these companies have taken not just inspiration but also talent from Tesla. Part of the value of an innovation cluster like Silicon Valley lies in the dispersal of intellectual labor from one node to the next. For instance, PayPal is well known in the Valley for producing a number of high performers who left the company to start, join, or invest in others. The so-called PayPal Mafia includes Reid Hoffman, who founded LinkedIn; Max Levchin, whose most recent of several start-ups is the financial services company Affirm; Peter Thiel, a Facebook board member and President Trump–supporting venture capitalist who cofounded “big data” company Palantir; Jeremy Stoppelman, who started reviews site Yelp; Keith Rabois, who was chief operating officer at Square and then joined Khosla Ventures; David Sacks, who sold Yammer to Microsoft for $1.2 billion and later became CEO at Zenefits; Jawed Karim, who cofounded YouTube; and one Elon Musk.

When we asked Woolard about the most important lessons from his Apple experience, he reported that a board leader has to have regular access to the chief financial officer, deeply understand the company strategy and execution—and pick and partner with the right CEO.

Thorpe thinks he is the luckiest person alive. After being “let go” from the best job he’d ever had—as the Chief Financial Officer of the multinational food and beverage company MonaVie—he and his wife ended up living in China for a year where he wrote Your Mark On The World and embarked on the career he’d always wanted and hadn’t dared dream. Now, as an author and blogger for Forbes Devin writes about the things

So finally I called him in one Saturday in June of 1976, thirty months after I had given up the chairman’s job, and just said simply, “Well, Ron, I thought I was ready to step out, but I see that really I wasn’t. I’ve been so involved that in a way it has put you under a real handicap.” I told him I wanted to come back in as chairman and CEO, and have him assume another job—vice chairman and chief financial officer, I believe.

Varner must have recognized quickly that Markel was exactly the kind of person that Charles Koch was searching for to fill the corporate ranks. If there is a single example of the prototypical Koch employee, it was Lynn Markel. He was born and raised on a farm outside of Dodge City, Kansas, so he was accustomed to a seven-day workweek. He attended Kansas State University and had no illusions that a college degree conferred on him anything more than the right to work hard for a living. After graduating, he became an officer in the US Air Force, where he served for four years, so he learned to think of himself as part of a larger organization and put the needs of his teammates before his own. Markel had moved to Wichita right after his stint in the air force to work as a financial controller with the Cessna Aircraft Company. Working for a large, publicly traded firm hadn’t agreed with Markel. There was a lot of bureaucracy to contend with; he wanted to be more entrepreneurial. He left Cessna and joined a large real estate firm that was expanding rapidly. But that firm went bust, and Markel landed in his current job as chief financial officer for the chain of television stations.

The acquisition process was complicated by the fact that the negotiators for Lucasfilm weren’t very good. The chief financial officer, in particular, underestimated Steve, assuming he was just another rich kid in over his head. This CFO told me that the way to establish his authority in the room was to arrive last. His thinking, which he articulated out loud to me, was that this would establish him as the “most powerful player,” since he and only he could afford to keep everyone else waiting. All that it ended up establishing, however, was that he’d never met anyone like Steve Jobs. The morning of the big negotiating session, all of us but the CFO were on time—Steve and his attorney; me, Alvy, and our attorney; Lucasfilm’s attorneys; and an investment banker. At precisely 10 A.M., Steve looked around and, finding the CFO missing, started the meeting without him! In one swift move, Steve had not only foiled the CFO’s attempt to place himself atop the pecking order, but he had grabbed control of the meeting. This would be the kind of strategic, aggressive play that would define Steve’s stewardship of Pixar for years to come—once we joined forces, he became our protector, as fierce on our behalf as he was on his own. In

His name is C. J. Skender, and he is a living legend. Skender teaches accounting, but to call him an accounting professor doesn’t do him justice. He’s a unique character, known for his trademark bow ties and his ability to recite the words to thousands of songs and movies on command. He may well be the only fifty-eight-year-old man with fair skin and white hair who displays a poster of the rapper 50 Cent in his office. And while he’s a genuine numbers whiz, his impact in the classroom is impossible to quantify. Skender is one of a few professors for whom Duke University and the University of North Carolina look past their rivalry to cooperate: he is in such high demand that he has permission to teach simultaneously at both schools. He has earned more than two dozen major teaching awards, including fourteen at UNC, six at Duke, and five at North Carolina State. Across his career, he has now taught close to six hundred classes and evaluated more than thirty-five thousand students. Because of the time that he invests in his students, he has developed what may be his single most impressive skill: a remarkable eye for talent. In 2004, Reggie Love enrolled in C. J. Skender’s accounting class at Duke. It was a summer course that Love needed to graduate, and while many professors would have written him off as a jock, Skender recognized Love’s potential beyond athletics. “For some reason, Duke football players have never flocked to my class,” Skender explains, “but I knew Reggie had what it took to succeed.” Skender went out of his way to engage Love in class, and his intuition was right that it would pay dividends. “I knew nothing about accounting before I took C. J.’s class,” Love says, “and the fundamental base of knowledge from that course helped guide me down the road to the White House.” In Obama’s mailroom, Love used the knowledge of inventory that he learned in Skender’s class to develop a more efficient process for organizing and digitizing a huge backlog of mail. “It was the number-one thing I implemented,” Love says, and it impressed Obama’s chief of staff, putting Love on the radar. In 2011, Love left the White House to study at Wharton. He sent a note to Skender: “I’m on the train to Philly to start the executive MBA program and one of the first classes is financial accounting—and I just wanted to say thanks for sticking with me when I was in your class.

Former Handelsbanken chief financial officer Lennart Francke has a great metaphor on Beyond Budgeting implementation choices: “Picture a busy London street. Could you imagine the U.K. changing from driving on the left to driving on the right by starting with buses one month, trucks the next, and finally the cars?

Today’s boards don’t need chief marketing officers who have creative flair but no financial discipline.

Both had started in commercial paper, probably the sleepiest, least risky part of the firm’s business. Fixed-income trading was nothing like Fuld and Gregory knew in their day: Banks were creating increasingly complex products many levels removed from the underlying asset. This entailed a much greater degree of risk, a reality that neither totally grasped and showed remarkably little interest in learning more about. While the firm did employ a well-regarded chief risk officer, Madelyn Antoncic, who had a PhD in economics and had worked at Goldman Sachs, her input was virtually nil. She was often asked to leave the room when issues concerning risk came up at executive committee meetings, and in late 2007, she was removed from the committee altogether.

John Cryan, the former chief financial officer of UBS, will replace Mr Jain. Mr Fitschen will not be replaced, meaning that from next year, Mr Cryan, a 54-year-old Briton, will be in sole charge. Following Brady Dougan at Credit Suisse and Peter Sands at Standard Chartered, Mr Jain and Mr Fitschen are the latest heads to roll at top banks, which since the financial crisis have been hit by tougher regulation, sluggish markets and conduct problems. The news comes just over a month after Deutsche unveiled a strategy designed to bolster shareholder returns, which were just 2.7 per cent in 2014 and have been hit by a slew of fines, including a $2.5bn penalty for Deutsche’s involvement in the Libor scandal.

Differential factor. When you strategically develop your value-based résumé, you will define the differential factor. The differential factor represents highly valuable skills, qualifications, and other employment assets that set you apart from other qualified candidates, that make you STAND OUT. Oftentimes, the differential factor is what tips the hiring scale in your favor! For instance, if you have an industry-wide reputation, your reputation might be the differential factor. If you are a black belt in Six Sigma, that may constitute the differential factor. A number of years ago, I coached a chief financial officer who worked for a legendary golf professional. Having worked for a famous golf professional was the differential factor because many hiring managers found it unique and intriguing to interview (and hire) someone who worked for a celebrity. Perhaps you are bilingual; this may represent the differential factor. When you identify the differential factor, you’ll provide your job campaign with a distinct advantage in landing a job quickly in the toughest of job markets.

A Chief Financial Officer running technology and cybersecurity strategy in an organization is like a bus driver flying an airplane without a flying license.

But that was thirteen years ago. Today, the crème de la crème flock to younger, more vibrant companies, in both entry-level and much higher positions. The brightest students tend to not want to work for large companies anymore, and McKinsey is a large company. In the 1970s every smart student received an offer from Arthur Andersen, then about ten thousand strong. The more adventurous went to McKinsey, which employed a paltry four hundred by comparison. Today Arthur Andersen is gone, and McKinsey has taken its place in the student imagination. It’s for the average Harvard Business School graduate, not the Baker scholars. And, as has always been the case, McKinsey consultants continue to leave for big positions elsewhere. Among others, Facebook chief operating officer Sheryl Sandberg is a McKinsey alumnus, as is Google chief financial officer Patrick Pichette. McKinsey may be a career firm for some, but it tends to lose its best people.

Universities use their endowments to finance a range of activities, from scholarships to building projects. Harvard has promised to use its financial resources to make sure that anyone can afford to attend. Harvard did not give a reason for Ms. Mendillo’s departure. In an interview, Ms. Mendillo, a former chief investment officer of Wellesley College who spent an earlier 15-year period at the Harvard Management Company, said she felt the time was right to move on. “We’ve made a great recovery from the financial crisis, we’ve repositioned the portfolio and we’ve built a great team,” she said.

When I talked with David Swensen, Yale’s chief investment officer, he told me that “unconventional wisdom is the only way you can succeed.” Follow the herd, and you don’t have a chance.

Westerners live in a complex society, and opportunities for scamming relatively small amounts of money off the bottom are almost endless—and very hard to catch. But scamming large amounts of money off the top seems even harder to catch. Fraud by American defense contractors is estimated at around $100 billion per year, and they are relatively well behaved compared to the financial industry. The FBI reports that since the economic recession of 2008, securities and commodities fraud in the United States has gone up by more than 50 percent. In the decade prior, almost 90 percent of corporate fraud cases—insider trading, kickbacks and bribes, false accounting—implicated the company’s chief executive officer and/or chief financial officer. The recession, which was triggered by illegal and unwise banking practices, cost American shareholders several trillion dollars in stock value losses and is thought to have set the American economy back by a decade and a half. Total costs for the recession have been estimated to be as high as $14 trillion—or about $45,000 per citizen. Most

Under Steve Jobs, only one executive “owned” a P&L, and that was the chief financial officer. By creating a system whereby only a financial executive would mind the budget, Jobs forced functional executives to focus on their strengths.

Algorithmic profits Algorithmic marketing is allowing companies to do things they couldn’t do before, and some early signs show it can deliver big value, especially in financial or information services. In North America, Amazon.com grew 30 to 40 percent, quarter after quarter, throughout the United States’ 2008-2012 recession, while other major retailers shrank or went out of business. From 2006 to 2010, Amazon spent 5.6 percent of its sales revenue on IT, while rivals Target and Best Buy spent 1.3% and 0.5%, respectively. That investment and focus has yielded increasingly sophisticated recommendation engines that deliver over 35 percent of all sales, an automated e-mail/customer service systems (90 percent are automated, versus 44 percent for the average retailer) that are a key component of its best-in-class customer satisfaction, and dynamic pricing systems that crawl the Web and react to competitor pricing and stock levels by altering prices on Amazon.com, in some cases every 15 seconds.

By the early 1990s it had some $9 billion.26 And so, under the watch of chief financial officer Henri B. Meier, Roche set about putting its cash pile in an array of investments that had nothing to do with pharmaceuticals. That was how, in 1994, thanks to an introduction by Marc Rich’s financial adviser Heinz Pauli, the pharmaceutical company came to Strothotte’s rescue. Unlike Ebner, Roche had no interest in how the company was run – it just wanted to make money. Strothotte agreed to sell 15% of the company’s shares for about $150 million, with a promise to buy them back at a later date and a guarantee that Roche would receive a certain return on its investment.

Harvey Weinstein took pride in not paying bills,” recounted Miramax’s former chief financial officer John Schmidt. “But when you stiff a filmmaker you are stiffing the very lifeblood of what your business is. The whole independent film business is based on championing the small guy.

China is already ahead of the United States in green energy, 5G, and AI and is on a trajectory to overtake it in quantum and biotech in the next few years. The Pentagon’s first chief software officer resigned in protest in 2021 because he was so dismayed by the situation. “We have no competing fighting chance against China in 15 to 20 years. Right now, it’s already a done deal; it is already over in my opinion,” he told the Financial Times.

Steve Bannon, for example, is an alt-right hero to the pro-Trump white working class. Bannon rose from Breitbart News editor to running Trump’s victorious 2016 presidential campaign. From there he became Trump’s White House Chief Strategist and Senior Counselor. His politics derive from his father’s experience losing his life savings during the 2008 financial crisis. According to Bannon, the elites (inside and outside American government) who built the global capitalist system emerged from the wreckage unscathed—often even richer—while working-class heroes like his father were decimated. Bannon doesn’t hide his intent: “Lenin wanted to destroy the state, and that’s my goal too. I want to bring everything crashing down, and destroy all of today’s establishment.” These sentiments, more than anything else, explain the Trump phenomenon. For what better vessel is there in the entire world for accomplishing this goal—for bringing everything crashing down—than Donald J. Trump? That’s why Trump’s behavior in office was okay. That’s why his lies about the election are just fine. That’s why the January 6 riot didn’t matter. Not because Trump’s base thinks those things are good for America … but because they know those things are bad for America. Trump has come. And he will go. But what does it say about the underlying state of the American polity that a politician whose central platform is lying about elections is the unrivaled champion of one of the two major political parties? Something broad and deep is afoot. Something pernicious. Something likely to last.

So no, Serena couldn’t and wouldn’t settle for just any man, and if she could help it, she would, with no exceptions, marry the man of her dreams. A man who was well-educated and one who could financially bring to the table as much as she did. In particular, a man like Tim, who was chief financial officer for a large insurance company. And if God answered all Serena’s prayers, her future husband would ultimately be able to provide

Jason Kurland, forty-seven, represented them all. In fall 2011, Kurland, then an attorney at the Long Island branch of the firm Rivkin Radler specializing in commercial real estate law, received a phone call that would determine his future. The caller, seeking legal advice, had gotten Kurland’s name from another client. Payment would not be an issue because he and two coworkers had just won a $254 million Powerball jackpot. After taxes on their lump-sum payout, they would have $104 million to share. We stereotype lottery winners as financially unsophisticated. Not these guys. They were a founding partner, senior portfolio manager, and chief investment officer for Belpointe Asset Management, a financial firm in Greenwich, Connecticut, where mansions sprout from spacious lots and single-family homes list for quintuple the national median price. Kurland was no lottery expert, but he quickly made it his business to become one. He researched how different states tax lottery winnings, whether and how big jackpot winners need to be identified (at least eight states let them remain anonymous), and the legal tricks one might use, depending on location, to claim a monster windfall. Claiming in the name of a trust or a limited liability corporation, for instance, won’t reduce the initial tax hit, but it may limit a winner’s public exposure. Some states let you claim using a legal entity and others don’t. Some require press conferences. Some allow an attorney to claim the prize as a trustee. “In that case, the attorney signs the back of the ticket—and you have to make sure you trust that attorney,” Kurland said. (We will come to see the irony in that advice.)

In a conference call, P&G’s chief financial officer, Erik Nelson, told analysts the complexity of the swaps violated P&G’s derivatives policy. He contended that the company’s policy calls for “plain vanilla-type swaps” and that “there are no other swaps of this type in our portfolio and there never will be again.” It wasn’t clear who, if anyone, at P&G was responsible for the loss. P&G treasurer Raymond Mains, who had been in charge of the derivatives portfolio, was quietly moved from the treasurer’s office to a “special assignment.

The chief executive officer today is an essentially political position, which requires men and women to assume public postures that often conflict with their true personalities. Many corporate executives who confront this tension become infected with hubris, as this man did. Like him, they come to believe they can overcome any skepticism and dig out of any financial hole, no matter how deep. Given the complexity of accounting, they, and their employees, manage reported earnings in a way that diverges from reality. Securities analysts and journalists entice them to repeat optimism so frequently that they come to believe it, just as he did. Some corporate officers become mentally unstable as the pressure mounts, especially at times of calamity. Many have unhappy endings.

Simple organisational mechanisms, such as the creation of a sub committee of the EXCO body, under the authorisation of the CEO and chaired by the Chief Financial Officer (CFO) or the Chief Operating Officer (COO) — i.e., those who have the necessary organisational authority to resolve issues — should be established. Reporting into this group should be weekly and any variance to plan should be identified for resolution. There may be other organisational solutions but as a minimum, project reporting should be frequent and escalation for issue resolution should be integral to the process.

Clayt Daley, chief financial officer, and Gil Cloyd, chief technology officer, were my primary inside strategic partners. Clayt, Gil, and I spent much more time together than I did with any outside adviser. And every strategic decision or strategic action took their advice and counsel into serious consideration.

The higher you get in an organization, the less feedback you receive, and the more likely you are to come to work naked or make another error that's obvious to everyone, but you. This is not just dysfunctional but dangerous. If an office assistant screws up a coffee order, and no one tells him, it's no big deal. If the Chief Financial Officer screws up a financial statement, and no one dares to challenge it, it sends the company into crisis. The first technique our managers use to get their employees to give them honest feedback is regularly putting feedback on the agenda of their one-on-one meetings with their staff. Don't just ask for feedback, but tell and show your employees it is expected.

Executives should spend most of their time managing their company in private, not promoting it to the investing public. All too often, CEOs complain that their stock is undervalued no matter how high it goes—forgetting Graham’s insistence that managers should try to keep the stock price from going either too low or too high.8 Meanwhile, all too many chief financial officers give “earnings guidance,” or guesstimates of the company’s quarterly profits. And some firms are hype-o-chondriacs, constantly spewing forth press releases boasting of temporary, trivial, or hypothetical “opportunities.

If she happened to pass this initial hurdle, the real test would begin. Her Asian girlfriends all knew this test. They called it the “SATs.” The Asian male would begin a not so covert interrogation focused on the Asian female’s social, academic, and talent aptitudes in order to determine whether she was possible “wife and bearer of my sons” material. This happened while the Asian male not so subtly flaunted his own SAT stats—how many generations his family had been in America; what kind of doctors his parents were; how many musical instruments he played; the number of tennis camps he went to; which Ivy League scholarships he turned down; what model BMW, Audi, or Lexus he drove; and the approximate number of years before he became (pick one) chief executive officer, chief financial officer, chief technology officer, chief law partner, or chief surgeon.

For the past eighteen months, various venture capitalists whom Sam had permitted to invest in FTX had been telling him that he should hire a serious grown-up to act as the company’s chief financial officer.

Entrepreneurship is management. And yet, imagine a modern manager who is tasked with building a new product in the context of an established company. Imagine that she goes back to her company’s chief financial officer (CFO) a year later and says, “We have failed to meet the growth targets we predicted. In fact, we have almost no new customers and no new revenue. However, we have learned an incredible amount and are on the cusp of a breakthrough new line of business. All we need is another year.” Most of the time, this would be the last report this intrapreneur would give her employer. The reason is that in general management, a failure to deliver results is due to either a failure to plan adequately or a failure to execute properly. Both are significant lapses, yet new product development in our modern economy routinely requires exactly this kind of failure on the way to greatness. In the Lean Startup movement, we have come to realize that these internal innovators are actually entrepreneurs, too, and that entrepreneurial management can help them succeed;

Picture a countryside with one hundred million chickens roaming the land. It is challenging to imagine anything of that magnitude. It happens to be the number of cooked rotisserie chickens Costco sells annually. The Chief Financial Officer shared that the retailer loses upwards of US$40 million a year selling the chicken. This is not altruism. People are lured by the five-dollar item but leave with a cart overflowing with bulk underwear, photocopier paper, and lawn ornaments. This practice of selling rotisserie chicken has spread to most grocery chains in North America.

He said he'd like to help the chief financial officer himself, because he was a good and honest man, but he didn't know how to go about it, and he could only hope that influential people would intervene in his behalf. He thought that would surely happen and that things would turn out well, but for the moment, as he gathered form the chief financial officer's mood, things didn't look at all good.

Then there was the CFO. For the past eighteen months, various venture capitalists whom Sam had permitted to invest in FTX had been telling him that he should hire a serious grown-up to act as the company’s chief financial officer. “There’s a functional religion around the CFO,” said Sam. “I’ll ask them, ‘Why do I need one?’ Some people cannot articulate a single thing the CFO is supposed to do. They’ll say ‘keep track of the money,’ or ‘make projections.’ I’m like, What the fuck do you think I do all day? You think I don’t know how much money we have?

How can you run Analytics “as one”? If you leave Analytics to IT, you will end up with a first-class race car without a driver: All the technology would be there, but hardly anybody could apply it to real-world questions. Where Analytics is left to Business, however, you’d probably see various functional silos develop, especially in larger organizations. I have never seen a self-organized, cross-functional Analytics approach take shape successfully in such an organization. Instead, you can expect each Analytics silo to develop independently. They will have experts familiar with their business area, which allows for the right questions to be asked. On the other hand, the technical solutions will probably be second class as the functional Analytics department will mostly lack the critical mass to mimic an organization’s entire IT intelligence. Furthermore, a lot of business topics will be addressed several times in parallel, as those Analytics silos may not talk to each other. You see this frequently in organizations that are too big for one central management team. They subdivide management either into functional groups or geographical groups. Federation is generally seen as an organizational necessity. It is well known that it does not make sense to regularly gather dozens of managers around the same table: You’d quickly see a small group discussing topics that are specific to a business function or a country organization, while the rest would get bored. A federated approach in Analytics, however, comes with risks. The list of disadvantages reaches from duplicate work to inconsistent interpretation of data. You can avoid these disadvantages by designing a central Data Analytics entity as part of your Data Office at an early stage, to create a common basis across all of these areas. As you can imagine, such a design requires authority, as it would ask functional silos to give up part of their autonomy. That is why it is worthwhile creating a story around this for your organization’s Management Board. You’d describe the current setup, the behavior it fosters, and the consequences including their financial impact. Then you’d present a governance structure that would address the situation and make the organization “future-proof.” Typical aspects of such a proposal would be The role of IT as the entity with a monopoly for technology and with the obligation to consider the Analytics teams of the business functions as their customers The necessity for common data standards across all of those silos, including their responsibility within the Data Office Central coordination of data knowledge management, including training, sharing of experience, joint cross-silo expert groups, and projects Organization-wide, business-driven priorities in Data Analytics Collaboration bodies to bring all silos together on all management levels

New CFO Whenever a new CFO joins a company, one critical step is evaluating the current reporting system. The reports should be able to inform you if you are meeting your targets or not. The reports should have a list of key performance indicators (KPI) that are being tracked. It is important to ensure that the KPIs are fully inclusive, in other words, there are no KPIs that are missing. The KPIs that do exist should be relevant and should be comprehensive. It is often the case that certain KPIs are missing and could sum up the situation better than other existing KPIs do. Hence, a review of KPIs are necessary from time to time. This review may not be required every quarter but there should be a review each year, at a minimum.

Henry Mosley, Theranos’s chief financial officer.

whether a firm’s senior executives and directors have been buying or selling shares. There can be legitimate reasons for an insider to sell—diversification, a bigger house, a divorce settlement—but repeated big sales are a bright red flag. A manager can’t legitimately be your partner if he keeps selling while you’re buying. Are they managers or promoters?      Executives should spend most of their time managing their company in private, not promoting it to the investing public. All too often, CEOs complain that their stock is undervalued no matter how high it goes—forgetting Graham’s insistence that managers should try to keep the stock price from going either too low or too high.8 Meanwhile, all too many chief financial officers give “earnings guidance,” or guesstimates of the company’s quarterly profits. And some firms are hype-o-chondriacs, constantly spewing forth press releases boasting of temporary, trivial, or hypothetical “opportunities.

Jon Slade, chief commercial officer of Financial Times, told Digiday, “We dialed up our marketing on a real-time basis. We were looking at buying patterns, opportunities in social, and spending our marketing budgets in pretty aggressive ways in an attempt to try and dominate a story. We then made sure that didn’t conflict with the efforts of our audience engagement team, so there was constant dialogue between audience engagement and editorial, and between marketing and acquisition.” There is at least as much innovation and creativity happening in FT’s acquisition efforts as there is in its exceptional journalism. FT also has a simple but brilliant formula for gauging reader engagement. Borrowing from the retail sector, they score every one of their readers on the multiple of three factors: recency (when did they last visit?), frequency (how often do they visit?), and volume (how many articles have they read?). Low scores indicate churn risks that their promotions group can approach with discount offers.

Eric Arnold is the Chief Executive Officer at Planswell and holds a vast experience in financial planning and management. He has been helping create most accessible & actionable financial plans for free. Before exploring the online financial planning industry, Eric also started and was President at Enthusiastic Media.

imagine a modern manager who is tasked with building a new product in the context of an established company. Imagine that she goes back to her company’s chief financial officer (CFO) a year later and says, “We have failed to meet the growth targets we predicted. In fact, we have almost no new customers and no new revenue. However, we have learned an incredible amount and are on the cusp of a breakthrough new line of business. All we need is another year.” Most of the time, this would be the last report this intrapreneur would give her employer. The reason is that in general management, a failure to deliver results is due to either a failure to plan adequately or a failure to execute properly. Both are significant lapses, yet new product development in our modern economy routinely requires exactly this kind of failure on the way to greatness. In the Lean Startup movement, we have come to realize that these internal innovators are actually entrepreneurs,

By 2008, storm clouds were gathering over Microsoft. PC shipments, the financial lifeblood of Microsoft, had leveled off. Meanwhile sales of Apple and Google smartphones and tablets were on the rise, producing growing revenues from search and online advertising that Microsoft hadn’t matched. Meanwhile, Amazon had quietly launched Amazon Web Services (AWS), establishing itself for years to come as a leader in the lucrative, rapidly growing cloud services business. The logic behind the advent of the cloud was simple and compelling. The PC Revolution of the 1980s, led by Microsoft, Intel, Apple, and others, had made computing accessible to homes and offices around the world. The 1990s had ushered in the client/server era to meet the needs of millions of users who wanted to share data over networks rather than on floppy disks. But the cost of maintaining servers in an ever-growing sea of data—and the advent of businesses like Amazon, Office 365, Google, and Facebook—simply outpaced the ability for servers to keep up. The emergence of cloud services fundamentally shifted the economics of computing. It standardized and pooled computing resources and automated maintenance tasks once done manually. It allowed for elastic scaling up or down on a self-service, pay-as-you-go basis. Cloud providers invested in enormous data ​centers around the world and then rented them out at a lower cost per user. This was the Cloud Revolution. Amazon was one of the first to cash in with AWS. They figured out early on that the same cloud infrastructure they used to sell books, movies, and other retail items could be rented, like a time-share, to other businesses and startups at a much lower price than it would take for each company to build its own cloud. By June 2008, Amazon already had 180,000 developers building applications and services for their cloud platform. Microsoft did not yet have a commercially viable cloud platform. All of this spelled trouble for Microsoft. Even before the Great Recession of 2008, our stock had begun a downward slide. In a long-planned move, Bill Gates left the company that year to focus on the Bill & Melinda Gates Foundation. But others were leaving, too. Among them, Kevin Johnson, president of the Windows and online services business, announced he would leave to become CEO of Juniper Networks. In their letter to shareholders that year, Bill and Steve Ballmer noted that Ray Ozzie, creator of Lotus Notes, had been named the company’s new Chief Software Architect (Bill’s old title), reflecting the fact that a new generation of leaders was stepping up in areas like online advertising and search. There was no mention of the cloud in that year’s shareholder letter, but, to his credit, Steve had a game plan and a wider view of the playing field.

Milos Zeman is the President of the Czech Republic. He is pro-Russian, is friends with Marine Le Pen and Nigel Farage, endorsed Donald Trump for President, and has ties to Hungary’s Jobbik movement. Zeman has justified the civil war in Ukraine and has denied that Russia has a military presence there. He stated, “I take seriously the statement of foreign minister, Sergei Lavrov, that there are no Russian troops [in Ukraine].” Zeman had been consistently verbal in his support for the lifting of Western sanctions on Russia and was against EU sanctions on Russia. He was re-elected President in January 2018 with 51.4% of the vote. He won the majority of the rural vote by exhorting a populist anti-immigrant slogan: “Stop Migrants and [opponent] Drahos. This is our land! Vote Zeman!” Zeman’s chief economic advisor is Martin Nejedlÿ, a former executive of the Russian oil company, Lukoil Aviation Czech. Lukoil was once the second largest oil company in Russia following Gazprom. Martin Nejedlÿ of Prague was also owner of Fincentrum, a financial advisory firm with “more than 2,500 financial advisors” on its website with offices in Prague and Bratislava. The firm has a history of alliances with the Kremlin. The Prime Minister of the Republic’s coalition government is 63-year-old Andrej Babiš. He is a media and agribusiness mogul and the second-richest man in the Czech Republic. ANO is the Action of Dissatisfied Citizens Party that was founded by Babiš that holds a center-right populist platform like many European and American conservative right-

Entrepreneurship is management. And yet, imagine a modern manager who is tasked with building a new product in the context of an established company. Imagine that she goes back to her company’s chief financial officer (CFO) a year later and says, “We have failed to meet the growth targets we predicted. In fact, we have almost no new customers and no new revenue. However, we have learned an incredible amount and are on the cusp of a breakthrough new line of business. All we need is another year.” Most of the time, this would be the last report this intrapreneur would give her employer. The reason is that in general management, a failure to deliver results is due to either a failure to plan adequately or a failure to execute properly. Both are significant lapses, yet new product development in our modern economy routinely requires exactly this kind of failure on the way to greatness. In the Lean Startup movement, we have come to realize that these internal innovators are actually entrepreneurs, too, and that entrepreneurial management can help them succeed; this is the subject of the next chapter.

But scamming large amounts of money off the top seems even harder to catch. Fraud by American defense contractors is estimated at around $100 billion per year, and they are relatively well behaved compared to the financial industry. The FBI reports that since the economic recession of 2008, securities and commodities fraud in the United States has gone up by more than 50 percent. In the decade prior, almost 90 percent of corporate fraud cases—insider trading, kickbacks and bribes, false accounting—implicated the company’s chief executive officer and/or chief financial officer. The recession, which was triggered by illegal and unwise banking practices, cost American shareholders several trillion dollars in stock value losses and is thought to have set the American economy back by a decade and a half. Total costs for the recession have been estimated to be as high as $14 trillion—or about $45,000 per citizen. Most tribal and subsistence-level societies would inflict severe punishments on anyone who caused that kind of damage.

Luke Montaine occupies the position of Director, Chief Executive & Financial Officer for Roadman Investments Corp., Chief Executive Officer & Director at Ord Mountain Resources Corp., Chief Operating Officer at Brand X Lifestyle Corp., Vice President-Finance & Associate at Element & Associates and Head-Corporate Development at West Mining Corp.

there was an awkward moment when it became clear he didn’t know the name of his chief risk officer, who was sitting right next to him.

Lots of management changes, particularly a high turnover in the firm’s chief financial officer. Also, a change in auditors, can be a major red flag.

. These red flags include: high receivables change in accountants high turnover in chief financial officers a company blaming short sellers for their stock’s decline a company completely changing their core business to take advantage of a prevailing hot trend