Learning From the Santa Fe Institute

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If only we had perfect foresight and understanding. It certainly would make investing easy, but unfortunately, the infinite complexity of the world makes it impossible for us to make sense of it all. To help us cope with the complexity we develop mental models - short cuts or maps - that simplify what’s in front of us. These mental models become the tools we use to interpret the world, and while useful, they’re often but a crude guide to reality. Through curiosity, exploration and study we can upgrade our toolkit of mental models providing us a better window into the future. We can develop what Charlie Munger refers to as ‘worldly wisdom.’

“As Thoreau said, ‘It's not what you look at that matters, it's what you see.’" Warren Buffett

"Visionaries are not people who see things that are not there, but who see things that others do not. As Einstein quipped, ‘Why do some people see the unseen?’" Bennett Goodspeed

"The real voyage of discovery consists, not in seeking new landscapes, but in having new eyes." Marcel Proust

“Theory shapes the observation.” Albert Einstein

When it comes to investing and businesses, the mental models in our head help us answer the question, ‘what does the future hold?’ Ordinarily such models deal with businesses, industry structure, markets, politics, history, economics, etc. Ultimately, they manifest themselves in the numbers that fill an analyst’s or investor’s spreadsheet model. Devoid of the right mental models, or applying the wrong ones, is likely to result in failure. By way of example, applying the mental model of ‘mean reversion’ for a ‘fade-defying’ business model will lead to an erroneous conclusion. If the mental models are wrong, the spreadsheet model will be wrong. Period.

“I would argue rationality, which is seeing the world the way it is, instead of the way you hope it is. I’d say that’s the most important thing. If you don’t see the world the way it is, it’s like judging something through a distorted lens, you think the world is one way and it’s different. And of course, that leads to terrible mistakes. You want to think correctly.” Charlie Munger

It’s for this reason that developing a broad ensemble of mental models can provide an investment edge; offering insights others can’t see. A striking example is Nick Sleep’s prescient analysis of Amazon some fifteen years ago. The recent FT article, “Cult figure of investing one of few to grasp early promise of internet stocks,” picked up on this: ‘what remains remarkable about [Nick Sleep’s] observations made more than 15 years ago is that many are only now starting to be accepted by mainstream financial analysis, while some remain controversial to this day’.

Nick Sleep is undoubtedly one of the best investors nobody’s heard of. His fund, Nomad Partners, delivered returns of more than 20 percent a year for thirteen years before he closed up shop to pursue more ‘caring pursuits.’ What differentiates Sleep are the diversity of the mental models he internalised and crafted into unique investment theses. Many of these mental models were drawn from a think-tank nestled in the Sangre de Cristo Mountains in New Mexico known as the ‘Santa Fe Institute[SFI].

Source: Nomad Letter 2007

Source: Nomad Letter 2007

If Charlie Munger, the epitome of a multi-disciplinary mindset, were to design a ‘think-tank’, the ‘Santa Fe Institute’ would be it. Drawing on fields as diverse as physics, chemistry, biology, information processing, economics, political science and every other aspect of human affairs, the Institute endeavours to see the world as it is, a complex non-linear web of incentives and constraints and connections.

In 2007, Nick Sleep discussed the Santa Fe Institute professor Geoffrey West’s work on ‘Scaling’ and the universal laws of growth, innovation and sustainability. Sleep proposed the simple elemental structure of scaling found in organisms might apply to companies, with specific reference to internet retailing and Amazon.

Source: Nomad Letter 2007

Source: Nomad Letter 2007

In 2010, SFI professor Ole Peter’s work on decision trees was utilised to clarify the risk a company poses as it moves down the various branches of future possible realities. Sleep concluded the stock market mistakenly prices all possible future outcomes concurrently, yet the range of future scenarios lessen as a company moves down each consecutive branch, leaving long-term success under-valued.

Source: Nomad Letter 2010

Source: Nomad Letter 2010

Nick Sleep is not alone in drawing on the learnings of the Santa Fe Institute. James Anderson, Bill Gurley, Josh Wolfe, Bill Miller, Michael Mauboussin and Chris Davis are passionate adherents.

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“It is my personal opinion that the thinking presented by Zeckhauser, and at the Santa Fe Institute should be thought of as the new economics in waiting, but it will likely only become mainstream consensus once the old guard has died off. The fact that these courses are still considered Moonie conventions and are rejected by the Harvard economics department shows how far away establishment, consensus thinking is.” Nick Sleep

“For a long time I’ve thought that the Santa Fe Institute was the best academic link that we have. ‘Best’ in almost every sense: highest intellectual calibre (as partially evidenced by how little I grasp), interdisciplinary devotion, collegiate atmosphere and obliquity. Yet Santa Fe has turned out to be directly relevant to how I, at least, invest. Indeed I can scarcely think of any significant investment I’ve made that hasn’t been fundamentally driven by ideas emanating from Santa Fe. From Brian Arthur’s views on the economics of increasing returns to Geoffrey West’s work on scaling, to Jessika Trancik’s tracking of innovation rates (especially in energy), to the basic notion of complexity itself, their thoughts have altered my mind a lot. In fact it’s simply been the most important material I’ve come across.” James Anderson

"You don't come [to the Santa Fe Institute] to get an answer to something, you come here to understand things in a different way." Bill Miller

“My favourite book of all time is a book called “Complexity,” about the rise of the Santa Fe Institute where I’m now fortunate enough to serve on the board. It’s really an analysis of multi-variable nonlinear systems & how they behave. And that includes things like stock markets or weather, the pandemics. A lot of the tools that we think are scientific like linear interpolation actually don’t work very well in these chaotic systems. One of the early people there was Brian Arthur [who was] the first to write about network effects back in the early 90’s, and that had a big impact [on me].” Bill Gurley

Summary

Developing a diverse toolkit of mental models for investing is a proven path to success. Nick Sleep, Charlie Munger and James Anderson, mavericks when it comes to investment thinking, are evidence of such. The learnings these Masters have extracted from nature, biology, physics, psychology, economics, politics and complexity science have lead to investment insights and success others couldn’t see.

'Wordly wisdom is a good phrase for the intellectual capital in which investment decisions are made, and at the end of the day, it is the source of any superior investment results we may enjoy." Nick Sleep

The Financial Times article concluded, “the story of Mr Sleep is a reminder that a small number of investors who possess genuinely differentiated insights about the world can generate vastly superior results to the herd.”

Every single human being on earth is blessed with the power of thought. And every single one of us utilises our capacity for thinking every single day. Some of us are very good at it, yet others are not, and most of us will tend to hang onto the thoughts that have been presented to us during our education or working lives, and never question their veracity, accuracy or even relevance in today’s world. Even more, very few of us can attain the idea of an original thought; that is, an idea or opinion that has never been previously imagined in the past. But don’t be discouraged, even a genius like Nick Sleep has identified there is a body that can. So, if you’re looking for differentiated insights and vastly superior results, the Santa Fe Institute might be a rabbit hole worth venturing down.






Further Reading:

Complexity - The Emerging Science at the Edge of Order and Chaos,’ Mitchell Waldrop, 1992.
Santa Fe Institute - Website.
Multi-Disciplinary Mindset’ - Investment Masters Class Tutorial.
How to Build a Better Investing Mind’ - Investment Masters Class, 2017.



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Fight the Fade - Round 2

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Businesses Fade; its a fact. Market saturation, new competitors, management complacency and poor capital allocation all conspire against business growth. Today, corporate moats are being filled faster than ever as new technologies disrupt and challenge the prospects of what were once unassailable businesses. This process isn’t new. If you look back at the leading stocks of the S&P500 twenty years ago, few companies still hold those positions today. Given enough time, capitalism guarantees the demise of virtually all businesses.

Most analysts and investors understand this, correctly assuming a business’ growth will FADE.

Investors tend not to believe in “longevity of compound.” Conventional thinking has it that good things do not last, and indeed, on average that’s right! Empirical Research Partners, an investment research boutique, discovered that the chance of a growth stock keeping its status as a growth stock for five years is one in five, and for ten years just one in ten. On average, companies fail.” Nick Sleep

However, when the ‘mental model’ of mean reversion is applied to those rare FADE-defying companies, the estimate of value can not only be incorrect, but in the wrong ballpark. Both Nick Sleep and Terry Smith have drawn on examples to make this point. Nomad’s 2009 letter contained the following chart:

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Sleep observed, “If, in 1972, upon reading that year’s twelve page annual report (!) an investor chose to make a purchase of shares, he could have paid over one hundred and fifty times the prevailing share price (a price to earnings ratio of over fifteen-hundred times, a ratio far in excess of what professional fund managers would consider prudent. They would be mistaken, as it turns out) and he would have still earned a ten percent return on his investment through to today. If, instead, the investor thought about it for a while and decided to purchase shares ten years later he could still have paid over two hundred times earnings for his shares (beware heuristics) and still earned ten percent on his investment. And ten years after that could also have paid a premium over the prevailing Wal-Mart share price and done well subsequently. The market struggled to appreciate the magnitude and longevity of the business’ success.

Terry Smith makes the following point in his new book, ‘Investing For Growth,’ “.. the level of valuation which may represent good value at which to buy shares in a high-quality company may surprise you. The following chart shows the “justified” PEs (price-to-earnings ratios) of a group of stocks of the sort we invest in. What does that mean? It looks at the period 1973 to 2019 when the MSCI World Index produced an annual return of 6.2% and works out what PE an investor could have paid at the outset for those stocks and still returned 7% p.a. over the period, so beating the index. You could have paid 281 times earnings for L’Oréal in 1973 and beaten the index return. Or a PE of 126 for Colgate. A PE of 63 for Coca-Cola. Clearly this approach would not fit the mutation of value investing in which the rating must simply be low. Yet it is hard to argue with the fact that these stocks would have been good value even on some eye-watering valuation metrics.

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While neither Smith nor Sleep advocate paying such extreme multiples for a business, their analysis highlights both the value that accrues to a business able to compound for extended periods of time and the disservice a simple price earnings multiple can afford great businesses.

Holding a variant perception on the sustainability of growth and resultant business worth can equip an investor with the fortitude to remain invested in these ‘compounding machines’. The unique characteristics misunderstood by the investing community often come in the form of business models, industry structures or the individual culture of the business. While by no means exhaustive, below we review four of these: ‘Scale Economics Shared’, ‘Increasing Returns’, ‘Market Dynamics’ and ‘Culture’.

Scale Economics Shared

Scale Economics Shared,’ a term coined by Nick Sleep, describes a business which shares the benefits of scale with it’s customers; ‘increased revenues begets scale savings begets lower costs begets lower prices begets increased revenues’.

These businesses optimise for longevity - not short term profitability. Persistent low prices attract customers, leading to increased turnover that drives scale benefits which are then returned to the customer in the form of even lower prices; a virtuous feedback loop. As the business grows, the moat gets wider.

“There are very few business models where growth begets growth. Scale economics turns size into an asset. Companies that follow this path are at a huge advantage.” Nick Sleep

It’s not new. Cornelius Vanderbilt, America’s first tycoon, built the greatest fortune America had ever seen employing this business model over two centuries ago. Buffett too, recognised this model decades ago. Berkshire’s 1993 letter touched on Nebraska Furniture Mart.

They buy brilliantly, they operate at expense ratios competitors don’t even dream about, and they then pass on to their customers much of the savings. It’s the ideal business - one built upon exceptional value to the customer that in turn translates into exceptional economics for its owners."

Berkshire’s 1996 letter discussed Geico:

“There's nothing esoteric about GEICO's success: The company's competitive strength flows directly from its position as a low-cost operator. Low costs permit low prices, and low prices attract and retain good policyholders. The final segment of a virtuous circle is drawn when policyholders recommend us to their friends… the economies of scale we enjoy should allow us to maintain or even widen the protective moat surrounding our economic castle. We do best on costs in geographical areas in which we enjoy high market penetration. As our policy count grows, concurrently delivering gains in penetration, we expect to drive costs materially lower.”

Companies across diverse industries, Ford, Costco, Walmart, Southwest Airlines, Aldi, Amazon and Geico, have all delivered exponential wealth to their shareholders employing this business model.

The business model that built the Ford empire a hundred years ago is the same that built Sam Walton’s (Wal-Mart) in the 1970’s, Herb Kelleher’s (Southwest Airlines) in the 1990’s or Jeff Bezos’s (Amazon.com) today. And it will build empires in the future, too.Nick Sleep

Increasing Returns

Over the last decade, many tech giants have defied the fade. They’ve grown stronger and more profitable as they have evolved; first mover advantages have morphed into huge network effects. The Santa Fe Institute’s theoretical economist, W. Brian Arthur, recognised this potential in a groundbreaking paper published almost 25 years ago. ‘Increasing Returns and the New World of Business,’ presented a roadmap for what would become today’s tech titans.

“Increasing returns are the tendency for that which is ahead to get further ahead, for that which loses advantage to lose further advantage. They are mechanisms of positive feedback that operate—within markets, businesses, and industries—to reinforce that which gains success or aggravate that which suffers loss. Increasing returns generate not equilibrium but instability: If a product or a company or a technology—one of many competing in a market—gets ahead by chance or clever strategy, increasing returns can magnify this advantage, and the product or company or technology can go on to lock in the market.” W. Brian Arthur

Arthur recognised the capital-light nature of technology businesses meant they could become entrenched in a winner-take-most scenario. High upfront costs (‘The first disk of Windows to go out the door cost Microsoft $50 million; the second and subsequent disks cost $3. Unit costs fall as sales increase’), network effects and customer lock-in all serve to increase business sustainability over time.

“Western economies have undergone a transformation from bulk-material manufacturing to design and use of technology—from processing of resources to processing of information, from application of raw energy to application of ideas. As this shift has occurred, the underlying mechanisms that determine economic behaviour have shifted from ones of diminishing to ones of increasing returns.” W. Brian Arthur

Charlie Songhurst, a Microsoft alumni and prolific investor, recognised the limitation of applying typical fade metrics to ‘increasing returns’-type businesses.

“I think one thing that's very interesting is the way you model companies in Excel with a DCF, there's this sort of set of cultural norms, like trending down the growth rate to a terminal value over time that obviously we collect for industrial era companies. It's obviously the right concept [for industrial era companies]. Maybe that's just not right for network effects businesses because instead, literally, how do you model in Excel the concept of in year six, something becomes a standard and therefore gets sustained to accelerating growth? There was some sort of joke in the eighties that you'd never get fired for buying IBM. Well maybe in 2006, it suddenly became you never got fired for buying salesforce.com. How do you model in that as a concept? Suddenly kicking into revenue growth, maybe what you should actually be doing is writing a 3,000 word essay on revenue growth drivers, as opposed to sort of trending down over time as an automatic default.” Charlie Songhurst

Addressable Market / Market Opportunity

It’s obvious that a business starting from a smaller base has a much bigger runway for growth; the law of large numbers makes it hard for businesses to grow at high rates for long periods. Even with this understanding, investors and analysts often misjudge a potential market opportunity. When Southwest Airlines enters a new market they liberate a new class of customers by dramatically cutting fares and increasing frequency; market size can rise by a factor of eight.

“When evaluating market size, it’s also critical to try to account for how lower costs and product improvements can expand markets by appealing to new customers, in addition to seizing market share from existing players.” Reid Hoffman

“When you materially improve an offering, and create new features, functions, experiences, price points, and even enable new use cases, you can materially expand the market in the process. The past can be a poor guide for the future if the future offering is materially different than the past.” Bill Gurley

Often an adjacent market can be tapped by an enterprising business. The obvious example is Amazon’s move beyond books. Uber and food delivery, Airbnb and hotels, Nike and casual wear are further examples.

“When Amazon listed at the height of the dot.com boom in the late 1990’s, even the most bullish analysts thought that the total addressable market for Amazon was $26 billion, which equated to the total size of the book market in the US.” Helen Xiong

“We didn't really foresee back 20 years ago that the sport shoe business could get so big.” Phil Knight

“We should ban all talk of TAMs – the total addressable market – these are spot numbers in any other guise and useless in my view. Ten years ago, did anyone imagine the success of Amazon Web Services or YouTube? The supposed experts had no conception of how large cloud computing might become or how many smartphones would be sold. Tesla’s potential in the mass market today looks rather different than when the company produced the first Roadsters, etc. The point here is not to constrain ourselves to a point in time – great companies innovate to create new areas of opportunity and by doing so help to prolong their corporate life.” Mark Urquhart

“In the tech space, investors repeatedly made the mistake of assuming that the size of the market opportunity for growing companies was capped by the size of the market they were disrupting. Many examples spring to mind where this was the case. For example, Google’s and Facebook’s market opportunity was thought to be capped by the size of the advertising market (the largest part of which historically was TV advertising in which only the largest 100 or so companies in any country could participate). Facebook today has over ten million advertisers.” Robert Vinall

“Newer companies are opening up new markets and it’s easy to undersize size the TAM. Is Uber or Lyft replacing taxis or reinventing car ownership?” Philippe Laffont

Deriving the scope for a market from an incumbent can seriously under-estimate the addressable market. I recall when realtor ads first moved on-line, analysts dampened their growth expectations for a listed company which achieved winner-take-all status. The analysts failed to appreciate the opportunity to take a greater share of the customer’s wallet by monetising on-line video tours, which weren’t possible with newsprint.

“Sizing the market for a disruptor based on an incumbent’s market size is like sizing a car industry off how many horses there were in 1910.” Aaron Levie

Management & Culture

Everyday businesses face competitive challenges, threats and opportunities; capitalism is a brutal force and change is constant. If a business is to survive and prosper it must adapt and evolve. It’s the company’s management and people that ultimately determine the long term success of a business.

Businesses sustainability is enhanced in the presence of a culture of continuous learning, trial and error, accepting of mistakes, innovation, quality and customer focus. Respect and care for a business’ ecosystem - employees, customers, shareholders, suppliers, the community and environment - is critical to long term success. The management team must set the right example, be aligned with shareholders and focus on the long term.

“A business’s product differentiation is not an enduring moat. If the differentiation has any merit, it will eventually be copied and advantages will soon be frittered away. Xerox, Kodak, BlackBerry and countless other businesses once held product dominance and fell to this fate. The only moat that is not fleeting, and conversely the only moat that is truly enduring, is culture.” Christopher Begg

Culture trumps everything else in the long term. What do I mean by culture? Simplistically, it’s where companies are genuinely run for the long term.” Helen Xiong

Summary

When it come’s to long term business success, sharing scale benefits with the customer, grasping increased returns, optimising your market and ensuring an enduring culture can go a long way to fight the FADE that inflicts typical businesses. The companies that benefit from a few of these are likely to be long-term success stories. Those that utilise all may become tomorrow’s titans. Amazon is a case in point.

And for those investors who recognise and incorporate these characteristics in their investment process, the rewards can be lucrative. It’s time to search out those businesses where the ‘mental model’ of mean reversion is unbefitting - then all you have to do is simply sit on your ass.

“It’s a simple statement of fact that there have been great growth companies that have defied the skepticism of Graham and the mantra of mean reversion. They have endured for decades even at massive scale. I don’t see this as a contention but as an observation. Ironically they’ve altered the patterns of stock market return sufficiently that the very utility of the ‘mean’ has been undermined. The mean is now so far above the median stock that our entire notion of the distribution of returns has to be reviewed. The first chance to reassess came with Microsoft over 30 years ago. The investment community has been slow indeed. We can react to economic data or quarterly earnings in seconds but adjusting our world view has proven far harder.” James Anderson

Further Suggested Reading:
What Goes Up Must Come Down: Must It Not?” - Nick Train, Lindsell Train 2012
Graham or Growth - Concluding Thoughts.” - James Anderson, Baillie Gifford, 2020
Increasing Returns and the New World of Business.” - Brian Arthur, HBR, 1996.
How to Miss By a Mile: An Alternative Look at Uber’s Potential Market Size.” - Bill Gurley, Above the Crowd. 2014.



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Fight The Fade - Round 1

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Every great investor has an edge. Jim Simons employs a code cracking team, Ray Dalio demands radical transparency while Paul Singer deploys no-holds-barred activist attacks. One of the most common and lucrative edges I’ve seen exploited in markets is ‘Fighting the Fade’. It’s in this niche many of the world’s most successful investors have cemented their track records; Munger & Buffett, Akre, Sleep, Smith, Polen, Lone Pine, Lindsell Train, WCM and Baillie Gifford.

At the heart of all successful investing is compounding and when it comes to this exponential function, two things matter - high rates of return and longevity. Over the long run just a few percentage points differential in annual returns translate to staggering differences in financial outcomes. It’s right here you find the edge in ‘Fighting the Fade’.

Let me explain.

It’s a well known fact that few businesses can defy capitalism’s onslaught. Business success attracts attention, copycats emerge and so called ‘super-returns’ and high growth get competed away - they FADE. And while most businesses FADE, not all do. A few rare companies have defied competition’s mean reverting forces to sustain growth over the longer term. They possess some unique or idiosyncratic features that help them fight the FADE, delivering and maintaining those extra percentage points that drive the huge return differentials we discussed above.

Investors and analysts who misjudge the longevity of a company’s success will do so at the detriment of valuation. The typical discounted cash flow [DCF] model will specify financial outputs for a company over five or ten years. In the early years investors often apply high growth rates, after which forecasts assume capitalism’s brutality forces returns to a lower perpetual growth rate; usually a rate consistent with GDP (2-3%). This is the FADE and in a general sense, it’s appropriate. Just as no trees grow to the sky, no business can be larger than the economy they’re in. Compound at a rate much faster than the economy over a very long period of time and you eventually end up bigger than the economy.

The non-linear effect of compounding means those businesses that can sustain success over decades, who ‘Fight the Fade,’ are worth substantially more than a typical DCF model would suggest. These businesses deliver those extra percentage points of return that get neglected in the valuation and can render companies on ‘optically high’ price-earning ratios as actually under-valued.

“Investors presume regression to the mean starts at the time of their analysis or, as CFA students may recognize, in year three or five of a DCF analysis! Investors use valuation heuristics rather than assess the real value of the business.” Nick Sleep

“It would seem that the unwillingness of many analysts to forecast strong growth out beyond 18 months to two years in the future is a significant factor in the valuation differences. The durability and longevity of extraordinary growth drastically changes what one might be willing to pay for a company. It can mean that we are willing to pay for growth at what seems like ‘an unreasonable price’ based on near term price multiples etc.” James Anderson

“Our ability to identify businesses that have the market opportunity, product distinction, competitive advantage and management skill to grow earnings and cash flow for longer than is factored into consensus expectations has distinguished our investment effort over the years.” Steve Mandel

“Since stock markets typically value companies on the not unreasonable assumption that their returns will regress to the mean, businesses whose returns do not do this can become undervalued. Therein lies our opportunity as investors.” Terry Smith

“From what is misleadingly labelled the ‘growth’ universe, we search for businesses whose returns are believed to be more sustainable than most investors expect.” Marathon Asset Management

“We are explicitly hunting the 3% of securities that do not mean revert, and the absence of mean reversion is our variant perception. Typically our expectations over the first year for these companies isn’t much different from consensus. What can be vastly different is what happens over two, five or ten years. The market in general will fade growth rates, earnings power and the multiple. We try to underwrite businesses we think can maintain growth and high returns for long periods of time.” Yen Liow

We do not spend a lot of time building discounted cash flow models, but many people do. In these models, after five or ten years, the idea is to take the growth rate down to GDP. But we believe that doesn’t happen with great companies. Great companies can compound at over GDP growth rates for decades usually. So, the ‘market’ has a hard time pricing that. Essentially, we seek to buy companies at a discount to their intrinsic value. It may not appear that way when you pay 20-30X earnings. But the strength of earnings growth and length of time that a company compounds that growth is how we achieve our results.” Dan Davidowitz

“Most sell-side models go out a couple of years and then assume some sort of step-function down in growth or a terminal growth rate of some kind. Doing that might overly discount growth prospects that are more than a couple years out.” Rajiv Jain

“In out-year estimates, market participants tend to apply a generic fade rate to growth that is in line with industry base rates. If that assumption is wrong, it can create an investment opportunity.” Scott Management LLC

“Structurally with the market, it’s very rare that even the third year of earnings is priced into these business [compounders] let alone the fifth, seventh or tenth year. When you find these companies with real durability that can compound for long periods of time, the optically high multiple, when in hindsight that was a smoking deal five years ago.Jeff Mueller

“One of the hallmarks of the unique, competitively-advantaged businesses that comprise our portfolios is that we think they all possess the ability to grow their earnings base at a much greater rate, and for much longer, than the market typically expects.” Dan Davidowitz

“It’s rational to assume that the good times won’t last forever. As such, prudent analysts will assume some amount of ROIC decay in their terminal assumptions. But, again, the billion-dollar question is, ‘How long will it take for ROIC to decay to WACC?’ Assume the decay is too rapid and you’re undervaluing the business; assume it’s too slow and you’re overvaluing the business.” Ensemble Capital

“The businesses we seek to invest in do something very unusual: they break the rule of mean reversion that states returns must revert to the average as new capital is attracted to business activities earning super-normal returns.” Terry Smith

The investor’s quoted above have all exploited this wrinkle in accepted financial theory. They’ve done so by identifying and seeking the unique characteristics that allows a business to ‘Fight the Fade’; maybe it’s an exceptional business model, a special culture, adaptability, or capital allocation prowess. These rare great businesses not only don’t succumb to capitalism’s mean reverting forces, but in many cases become stronger as they grow. The key is where can they be found? Freshen up for Round 2.

“Marathon’s experience suggests that the stock market is often poor at pricing superior fade characteristics. Mis-pricing stems from a number of sources. One is the under-estimation of the durability of barriers to entry. Another is the under-appreciation of the scale and scope of the addressable market. Management’s capital allocation skills are also often overlooked.” Marathon Asset Management


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Learning From Cornelius Vanderbilt

“In 1850, a decade before the Civil War, the United States’ economy was small—it wasn’t much bigger than Italy’s. Forty years later, it was the largest economy in the world. What happened in-between was the railroads. They linked the east of the country to the west, and the interior to both. They gave access to the east’s industrial goods; they made possible economies of scale; they stimulated steel and manufacturing—and the economy was never the same.” W. Brian Arthur

Vanderbilt rode this wave like no other. He was rich. Filthy rich. At the peak of his wealth he owned the equivalent of one in every nine dollars in the United States. His heirs would build the largest mansions Americans had ever seen. Mansions that spanned New York’s city blocks and extravagant country estates like ‘Biltmore’, a gilded-age 250-room French Renaissance chateau that holds the title of America’s largest house to this very day.

Biltmore Estate, North Carolina

Biltmore Estate, North Carolina

The ‘First Tycoon - The Epic Life of Cornelius Vanderbilt’ tells the fascinating story of Cornelius Vanderbilt, the business magnate who built an empire in shipping and then, at the ripe old age of seventy, in US railroads. Nicknamed ‘The Commodore’, Vanderbilt’s endeavours fighting brutal short-squeezes, double-crossing business partners, a race to provide passage across the Panama, personally saving the US stock market and the gifting of his largest ship to the Union Navy to fight the Civil War are relayed in vivid detail.

The book’s most useful learnings might relate to the insights into Vanderbilt’s business acumen. While they say history doesn’t repeat, it does rhyme, and despite two centuries passing since Vanderbilt first plied his trade ferrying cargo on New York’s harbour, the lessons in his business success remain as relevant today as they were then. I’ve included a collection of ‘Business Lessons’ extracted from this truly exceptional tome.

Grow the Market

Vanderbilt understood the benefits of increasing patronage by lowering prices; a strategy exploited in more recent times by SouthWest Airlines whose ex-CEO Herb Kelleher explains, ‘Charge low fares, get more people to fly, get them to fly more often, and you will produce the best return to shareholders.’

“Soon afterward he launched the Bellona on a new season of high-speed competition, powered by another cut in the fare to Philadelphia. The repeated price reductions were a stark departure from the past. They delivered a competitive advantage, of course, but also showed that Gibsons and Vanderbilt believed in a growing market – that more and more people wanted to travel between two cities, and would do so by steamboat if rates were cheap enough. This notion of an expanding economy was surprisingly new. The Livingstons’ North River Steam Boat Company had kept the same number of boats running to Albany at the same fare for years, and saw ridership steadily drop. They believed there was a natural number of passengers, and that competition was destructive, robbing them of their due.”

Increased Efficiency

How do I make a profit? Vanderbilt would rhetorically ask in court in 1869. “I make it by a saving of the expenditures. If I cannot use the capital of that road for pretty nigh $2,000,000 per year better than anyone that has ever been in it, then I do not want to be in the road.” He would elaborate at length on his approach. “That has been my principle with steamships. I never had any advantage of anybody in running steamships; but if I could not run a steamship alongside another man and do it as well as he for twenty percent less than it cost him I would leave the ship.”

Lowest Costs

“Vanderbilt carried on the business war, the one he knew best. His and Mills’ ships continued to connect via Panama, rather than Mexico, but the Commodore’s prowess at cutting costs would allow him to slash fares until he had cut open the very arteries of the Accessory Transit Company.”

The Selfish Revolutionary

Fifth Avenue Mansion - Vanderbilt II

Fifth Avenue Mansion - Vanderbilt II

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“For all his contradictions over the years, he remained the master competitor, the individual who did more to drive down costs and open new lines in steam navigatiuon than any other. More than that, he had helped shape America’s striving, productive society. Waging war with his business, he had wrought change at the point of the sword. He was the selfish revolutionary, the millionaire radical.”

Scale Advantages

“What he did not realise was that the world he had made himself – the world that gave rise to these individualistic, laissez-faire values – was beginning to disappear, thanks in part to his own success. He helped create enterprises on a scale never seen before in the United States. Small proprietors could not compete against him.”

Culture - Tone at the Top

What Vanderbilt did was set general policies, as well as the overall tone of management. Any corporation has an internal culture shaped by the demands, directives, and expectations that rain down from above. The Commodore created an atmosphere of efficiency, frugality, and diligence, as well as swift retribution for dishonesty or sloth. Every employee knew he was watching.”

Cornelius_Vanderbilt_-_NARA_-_528566.jpg

Customer Focus

“The testimony of Vanderbilt and his men produced ‘a decided change in public sentiment, which had previously run altogether in favour of the Central management,’ the Times reported. For one thing, Vanderbilt had a chance to present himself in his own terms. ‘I have always served the public to the best of my ability’, he remarked. ‘Why?, Because, like every other man, it is in my interest to do so, and to put them to as little inconvenience as possible.’”

Integrity, Shareholder Alignment

“His honesty attracted great admiration, for this was an era when even the best corporate officials routinely engaged in self-dealing, as they had since the first appearance of railroads in the 1830’s.”

“Thomas A. Scott, demanded kickbacks in the form of stock from outside contractors, such as sleeping-car and express companies. In the Central, Corning and other directors had ordered the company to purchase iron, goods, and services from their own firms. ‘The peculiarity of Mr. Vanderbilt’s railroad management,’ Putnam’s Monthly Magazine wrote, ‘is that instead of seeking to make money out of the road in contracts and side speculations, he invests largely in stock, and then endeavours to make the road pay the stockholders.’ The only compensation he accepted as president of his roads was in dividends on his own shares. ‘I manage it [a railroad corporation] just as I would manage my individual property. That is my notion, and the way I think a railroad ought to be managed,’ he told the assembly committee in February.”

Debt

“When I have some money I buy railroad stock or something else, but I don’t buy on credit. People who live too much on credit generally get brought up with a round turn in the long run. The Wall Street averages ruin many a man there, and is like faro.”

The Capital Cycle

“The Panic of 1873 started one of the longest depressions in American history - five straight months of economic contraction. In the next year, half of America’s iron mills would close; by 1876, more than half of the railroads would go bankrupt. Unemploynient, hunger, and homelessness blighted the nation. "In the winter of 1873-74, cities from Boston to Chicago witnessed massive demonstrations demanding that authorities ease the economic crisis," Eric Foner writes. The irony is that the fall was far more severe because of the rapid rise of the previous decade. The expanding, increasingly efficient railroad network had created a truly national market. The fates of farmers, workers, merchants, and industrialists across the landscape were tied together as never before. New York had cast its financial net across the country, which meant that credit flowed to remote regions far more easily than before but also that financial panics -affected the entire nation. As Vanderbilt pointed out, railroad overbuilding was an underlying economic problem, and it was exacerbated by Wall Street's craze for railway securities. When the bubble burst, the consequences were felt across the country with devastating suddenness and severity.”

New Business Enterprises, Lowered Prices, Dislocation

“And yet, even before the Commodore's death it was clear that the forces he had helped to put in motion were remaking the economic, political, social, and cultural landscape of the United States. There was the transparently obvious: the dramatically improved transportation facilities that allowed Americans to fill in the continent; the creation of enormous wealth in new business enterprises; and the railroads’ economic integration of the nation, bringing distant farms, ranches, mines, workshops, and factories into a single market, one that both lowered prices and dislocated older communities. (The new availability of western foodstuffs, for example uprooted New England farmers.) And there was the less obvious, such as the emergence of a new political matrix in which Americans struggled to balance the wealth, productivity, and mobility wrought by the railroads and other industries with their anxiety over the concentration of vast economic power in the hands of a few gigantic corporations. Though government regulation would emerge slowly and fitfully—fiercely opposed by many - it would take its place at the center of politics in the decades ahead.”

Engine of Social Revolution

“The importance of the railroad in the nineteenth century is a historical cliché; a cliché can be true, of course, but will have lost its force, its original meaning. Garrison's letter, on the other hand, speaks to the railroad's dramatic impact at the time of the Civil War. It was, one contemporary writer argued, "the most tremendous and far reaching engine of social revolution which has ever either blessed or cursed the earth." It magnified the steamboat’s impact, instilling a mobility in society that unraveled traditions, uprooted communities, and under-cut old elites. It integrated markets, creating a truly national economy.”

Evolve and Adapt

“The Commodore’s character played a role as well. Over the decades, his personality had evolved in parallel with his changing material interests. He had earned his reputation as a ferocious competitor in steamboats, a business notoriously prone to warfare, due to the low start-up costs and the inherent mobility of the physical capital - the steamers—which allowed a proprietor to fight on one route after another. It was also a time in his life when New York's merchant aristocrats derided him as a boorish outsider. After devoting himself to railroads, however, he had consistently pursued peace, seeking industry-wide agreements (though he remained ready to fight when attacked). The transformation reflected the nature of the railroad business, but it also suited his late-life status. The elite now thought of him as an "honorable & high toned" gentleman, precisely the sort of man who sought dignified arrangements, not economic bloodletting.”

Sacrifice Short Term Profits

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“Time and again, Vanderbilt showed  himself to be patient and diplomatic in dealings with Corning and Richmond, as he sacrificed short-term proficts for long-term stability.”

Decisive Strategic Advantages

“What did he see in it that no one else did? From the very beginning of Vanderbilt's career, he had focused on transportation routes that had decisive strategic advantages over competitors. The Stonington railroad for example, ran from a convenient port inside Point Judith over a direct line to Boston with easy grades that he made into the fastest and cheapest to operate at the time of his presidency. Likewise, the Nicaragua route to California had possessed a permanent superiority in coal consumption over Panama, thanks to shorter steamship voyages.”

Fixed Cost Leverage

Vanderbilt sorely wanted the long-distance passengers and through freight that came from the West via the Central, no matter how little revenue he received. Unlike a steamboat and steamship line, a railroad suffered from high fixed costs. It was an immovable piece of infrastructure. Whether trains ran or not, the tracks, bridges, buildings, locomotives, and cars had to be maintained; conductors, engineers, firemen, and laborers had to be paid. At least two-thirds of a railroad's expenses remained constant no matter how much or how little traffic it carried.  If the Commodore could get additional business, even at losing rates, it would improve the Harlem's outlook. To gain access to that rich flow of freight from the West, Vanderbilt decided to pursue diplomacy with the Central.”

Vanderbilt Residences - Fifth Avenue

Vanderbilt Residences - Fifth Avenue

Net Worth

“On the other hand, these figures do provide some context for the scale of Vanderbilt's fortune. If he had been able to liquidate his $1oo million estate to American purchasers at full market value (an impossible task, of course), he would have received about $1 out of every $9 in existence. If demand deposits at banks are included in the calculation, he still would have taken possession of $1 out of every $2o. By contrast, Forbes magazine calculated in September 2008 that William Henry Gates III—better known as Bill Gates—was the richest man in the world, with a net worth of $57 billion. If Gates had liquidated his entire estate (to American buyers) at full market value at that time, he would have taken $1 out of every $138 circulating in the American economy. Even this comparison under-states the disparity between the scale of Vanderbilt's wealth and that of any individual in the early twenty-first century, let alone his own time.”

Summary

Vanderbilt’s legacy provides timeless and universal lessons in business success. He thrived in an era of enormous technological change as railways revolutionised the American economy. Yet his approach to business is evident in many of the successful businesses we see today; tapping new markets through lower prices, respecting shareholders, sharing scale advantages and sacrificing short term profits for long term gains.

Vanderbilt was a legend. He held himself to a higher morale compass than his ruthless competitors. A lifetime spent in shipping proved no impediment to grasping the opportunity the nascent railway industry presented. Striving always for competitive advantages, Vanderbilt once again leveraged the benefits of scale to deliver his customers lower fares. For this he was amply rewarded. Incredibly so.







Reference:
The First Tycoon: The Epic Life of Cornelius Vanderbilt’ T.J Stiles, 2010.





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Business is People

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When we invest, we invest in companies. Either we buy small portions or large stakes but whichever size you take, we’re inevitably staking a position in an organisation. And the concept for successful investing in businesses is quite simple: Find a quality business, buy it at a reasonable price, watch it grow, and then succeed as an investor.

Of course, whilst the steps are simple in principle, its not always that easy. First you have to find the great business. But what makes a quality business? To answer that, let’s get back to first principles.

Can you touch a business? Can you feel it? Can you see it?

These are some of the critical questions posed by Dee Hock, the founder of Visa. Hock’s book, ‘One from Many - VISA and the Rise of Chaordic Organization,’ considers businesses in a different light; not tangible, physical realities such as buildings or machines, but people. He un-peels the onion so to speak, creating a mental exercise to emphasise the point.

Fix the company you work for, or any other organisation of which you are part, firmly in your mind. Not its physical manifestations such as its name, employees, or offices, but the company itself. Put all thoughts aside and fix the organisation itself firmly in mind.

Surely you have seen it. What colour is it? No? Well, then you must have smelled it from time to time. Describe its odour. No? Then surely you’ve tasted it. Is it sweet, tart or bland? You don’t know? Well, you must have touched it often. Is it hot or cold, hard or soft? No? Then, without a doubt you have heard it. Make its sound. No? Can you perceive the company you work for, or any other organisation, whether political, social, or commercial, with any of your senses? Obviously not. If you can’t perceive an organisation with any of your senses, does it have any reality at all? Perhaps it’s a fiction. Perhaps it doesn’t exist. But you’re not going to accept that explanation.

The truth is that a corporation, or for that matter, any organisation, has no reality save in the mind. It is nothing but a mental construct to which people are drawn in pursuit of common purpose; a conceptual embodiment of a very old, very powerful idea called ‘community’.

All organisations can be no more or less than the moving force of the mind, heart, and spirit of people, without which all assets are just so much inert mineral, chemical, or vegetable matter, by the law of entropy, steadily decaying to a stable state.

Yuval Harari, author of the wonderful book, ‘Sapiens’ makes a similar point. He uses the Peugeot Lion, the icon adorning the cars made by one of the oldest and largest of Europe’s car makers, as an example. Harari explains, ‘Today Peugeot SA employs about 200,000 people worldwide, most of whom are complete strangers to each other. These strangers co-operate so effectively that in 2008 Peugeot produced more than 1.5m automobiles, earning revenues of about 55 billion euros.’

Peugeot Lion

Peugeot Lion

In what sense can we say Peugeot SA (the company’s official name) exists?, Harari asks. ‘There are many Peugeot vehicles, but these are obviously not the company. Even if every Peugeot in the world were simultaneously junked and sold for scrap metal, Peugeot SA would not disappear. It would continue to manufacture new cars and issue its annual report. The company owns factories, machines and showrooms.' Peugeot is ‘a figment of our collective imagination.

Harari concludes, ‘Any large scale co-operation is rooted in common myths that exist only in people’s collective imagination’. Companies fit that bill. Veteran Fortune 500 leader, James Autrey agrees, “There is no business, there are only people. Business exists only among people and for people.” And that applies to all businesses.

“Whoever you are, reader, your organisation is not different. You may have a different product or a different mission, a different organisational structure, or a different management style. You may have a unique manufacturing process or distribution system, or, if you're a non-profit, a special way of fund-raising or delivering services. You may have a lot of things that are different. But fundamentally, your organisation is not different, because it depends on people, and it is that dependence on people that makes you and your organisation far more similar to, than dissimilar from, your counterparts and their organisations elsewhere.” James Autry

Two of the foremost business experts in the world, Thomas Peters and Jim Collins, both recognised that the foundations for all great businesses is people.

‘The starting point for everything is the people.’’ Jim Collins

“Treating people – not money, machines or minds - as the natural resource may be the key to it all.” Thomas Peters

When you delve behind a company’s assets, whether it be brands, factories, mines or services, you’ll find people. People that are coming together for a common purpose to achieve a goal. The glue that keeps these people together is the culture.

“Healthy organisations are a mental concept of relationship to which people are drawn by hope, vision, values and meaning, along with liberty to cooperatively pursue them. Healthy organisations educe behaviour.” Dee Hock

“Since the strength and reality of every organisation lies in the sense of community of the people who have been attracted to it, its success has enormously more to do with clarity of a shared purpose, common principles, and a strength of belief in them, than with money, material assets, or management practices, important as they may be.” Dee Hock

Even a business with product differentiation, valuable intellectual property or patents must evolve; competitors innovate, patents expire and technological advantages become redundant. The necessary process of constant evolution is ultimately driven by people.

“Businesses evolve, people matter.” Scott Miller

“The only moat that is not fleeting, and conversely the only moat that is truly enduring, is culture.” Chris Begg

Culture trumps everything else in the long term.” Helen Xiong

Successful businesses have strong management teams which value and empower their people, they promote innovation and risk taking, encourage ownership, and adopt appropriate incentives through the full rank and file of the organisation. It’s little wonder the world’s top CEO’s and the investment industry’s sharpest minds focus on people and culture.

“The force that creates one company in an industry that is an outstanding investment vehicle and another that is average, mediocre, or worse, is essentially people.” Phil Fisher 1958

“As one goes longer and longer in this business you spend more and more time thinking about people. Thinking about the characteristics of the people running the business; how smart they are, what their ethics are, how they set a culture at the company. Obviously we spend time on companies competitive positioning, what their financials look like, what sustainable moat they have, but more and more we spend a lot of time really trying to understand the people, how they think, what culture they’ve created, how they motivate their people, what kind of people that work there. Over time we’ve spent more time thinking about the people.” Steven Mandel

Businesses are people not excel spreadsheets. It’s easier to sit in an office and crunch numbers than it is to get on a phone or plane and talk to people. If you aren’t willing to do so, then don’t complain about being average. Do what others aren’t willing to do.” Ian Cassel

“Isn’t it true in your life that you associate with people of similar values and spiritual beliefs and mindfulness and so on? Businesses are just collections of people who are organized around an idea.” Peter Keefe

“Many analysts are naturally a bit nerdy, focusing on numbers rather than personalities, character and vision. It's important to establish and field a team that can appropriately weigh both. The numbers are important. They often tell a compelling story of their own. But, like many other things in life, successful long-term investing is still largely about people.” Bill Stewart

“What I'm interested in is investing in people. And I look for people who, you know, everything you could think of. They're honest. They have fire in their belly. They're intellectually honest meaning that they see things as they are, not the way they want them to be and, and have priorities and know where they're going and know how they're going to get there. So I spent a lot of time with people just trying to figure [that] out.Arthur Rock

“Entrepreneurs place far more importance on people than investors do. I have never met an entrepreneur who does not believe that the success of any commercial venture is mainly down to the people running it. Investors, on the other hand, rarely base their investment case on people and sometimes skip the topic altogether. This is why “people” is my first investment criterion (though not the sole one). It is partly because it is important, but also because it is more likely to be a source of market inefficiency to the extent other investors are paying less attention to it.” Robert Vinall

“Business is people.” B C Helzberg, Sr

“Business don’t succeed or fail. People do.” S Truett Cathy, Chick-fil-A

“HEICO is simply the name on a facility wall, it's the team members that make HEICO special.” Larry Mendelson, Heico

“It's not on the machinery, or the product which it turns out, that our success depends - but upon our people - the 'living' machinery. There lies our making or unmaking.” Walter Cottingham, ex CEO Sherwin-Williams

“You can have an outstanding location in our business and have an average store. But reverse of that, you can have an average location and have an outstanding store. Our business is about people. It's about that that top-notch customer service that we always talk about. It's about going the extra mile.” Brad Beckham, O’Reilly Automotive

"Don't be misled, the Tractor Supply story isn't really about catalogs or stores. It's a people story. It's a story about the power of vision and enthusiasm and hard work and people." Joe Scarlett, Tractor Supply

"Success in business is all about people, both your employees and your customers." George Jenkins, founder Publix

“Your main mistake in business is people. Your main triumphs and successes are because of people. So getting the people right, getting the judgment of the people and making sure you have the right people on the team is really, really critical.” Brad Jacobs

“The restaurant business is the people business, and people are our investment.” Peggy Cherng, founder Panda Express

“A common theme is that people are crucial to an organization. They are the organization. The organization is its people. I will say this over and over again because it is essential, because it really is so.” Robert Pritzker, Marmon

"The success of any company is in direct proportion to the ability and motivation of its people, and that fits anything." Les Schwab

“Every business is a people business.” Henry Bloch, H&R Block

“The key to success is not information. It’s people.” Lee Iacocca

"Henry Singleton believed, and often said, that the key to his success was people." George Roberts, Teledyne

“Everybody talks about the bottom line, but as I’ve seen time and time again, you ignore the human element of business at your peril.” Ken Langone

“In business, people must come first – and your team is made up of the most important people who will determine the success of your company.” Jim Haslam

People are the only sustainable competitive advantage.” Rich Teerlink

“One thing we found repeatedly over 50 yrs of experience is that ultimately people run and build businesses. If you're with the right people, the right teams and the right cultures, the surprises, the inevitable surprises, tend to be good ones. And if you're with the wrong people they tend to be bad ones.” John Harris

"Unfortunately, the business is not run by a spreadsheet. The business is run by people.” Brian Niccol

"I’ve always said the two most important assets in an organisation don’t appear on the balance sheet. They are people & brands. I do believe a company’s true value is in people and brands, not the buildings or processes.” Greg Creed, Yum Brands

“One company will be successful making pots; others won't. They all use basically the same equipment or variations of it. Who decided which equipment it will be? People. Who alters it to improve output or quality? People. Who makes the pots? People. Who sells them? People. Who decides to whom and how they will be marketed? People. Intelligent, imaginative, dedicated people who can't be expressed as numbers.” Robert Pritzker

"It's all about the people. The key to a successful business lies in managing and motivating the workforce so that they give their best to the job." Julian Richer, Richer Sounds

“A lot of people think it is all in the numbers, we think it’s all in the people.” Kurt Winrich

“The two most important things in any company do not appear in its balance sheet: it’s reputation and its people.” Henry Ford

People make all the difference in the world.” Dianne Hendricks, ABC Supply

“Many companies have buildings and machines and a lot of real estate, but it’s only people that have a chance to make any difference.” Eiten Werthheimer, Iscar

"The greatest achievement of good executives is to get things done through other people, not themselves." Warren Buffett

“It is chiefly to my confidence in men and my ability to inspire their confidence in me that I owe my success in life.” John D Rockefeller

Finding the historical financial numbers to fill a spreadsheet isn’t hard. Discovering the qualitative aspects of the business which will determine the future numbers is a little more challenging. In large part, these numbers will be determined by the people.

Insights can be gleaned through studying annual reports, management interviews and result transcripts; studying employee and management alignment, incentives, ownership and turnover. When it comes to understanding a company’s culture, employee empowerment, empathy, time horizons, philosophy and motivation nothing beats channel checks. Getting out and talking to ex-management, current and former employees, customers, suppliers, vendors, competitors and anyone else who might affect the company.

Berkshire Hathaway is a powerful example of people making a difference. Prior to Buffett’s acquisition, Berkshire was a failing textile manufacturer. Absent Buffett, there’s zero chance it would be the company we know today. Buffett himself succeeded not only by deploying his investment acumen, but by identifying quality people to oversee the business units. He attracted and assimilated the high quality people from the dozens of acquisitions to continue their role within Berkshire.

“We tend to overestimate our ability to forecast financials and underestimate the role of people and our ability to spot them. When the new CEO took the reins at Berkshire Hathaway, it was not the economics of the textile industry that determined the outcome. In many of the investments I can think of, it was the people that were crucial. And I would suggest we should be a little bit more skeptical about our ability to build excel models and valuations and calculate margins of safety and this type of quantitative stuff, and give ourselves a little more credit on our ability to think about people." Robert Vinall

“I think partly we look smart because we pick such wonderful people to be our partners and our associates, even our employees.” Warren Buffett

“We are doing something that’s quite difficult. We are judging people because we don’t understand what the people do. And that’s what Andrew Carnegie did. He didn’t know anything about making steel, but he knew a lot about judging whether the people he was trusting making steel were any good at it. And of course that’s what Berkshire’s done, if you stop to think about it. We have a lot of businesses in Berkshire that neither Warren or I could tell you much about, but we’ve been pretty good at judging which people are capable of running those businesses.” Charlie Munger

“Our job is not so much to select great managers, because we do have this proven record that they come with. Our job is to retain them. And a majority of the managers that work at Berkshire — are independently wealthy. We hand them checks, sometimes, in the billions, often in the hundreds of millions. So they do not have a monetary reason to work, in many cases. We are dependent on them, incidentally. I mean, we have 19 or so people at headquarters, and we have 250,000 working for Berkshire around the world, and we can’t run their businesses. Our job is to make sure that they have the same enthusiasm, excitement, passion, for their job after the stock certificate changes hands, than they had before.” Warren Buffett

Ask yourself this: What is the one thing, in the absence of all else, that makes a business successful? That is to say, if nothing else was available to ensure you had a business and that it ran effectively, what would it be? Is it the products? The brand? The corporate structure? The pricing? The quality of the supply chain and warehouse? The business model? The value of the stock? In the end, it’s none of these things. While each is important, if you don’t have capable, engaged and empowered people, none of the other things matter.

The really important mental model to take away from this is, that when you’re investigating an organisation as a potential investor, the computer screen ain’t gonna provide all the answers. Study the people! Only then can you determine the culture of the organisation. Only then can you understand the value of the people within. Because until you do, the business you’re looking at, remains a figment of your imagination…

Further Reading:
Culture - Tutorial’ - Investment Masters Class.
The IMportance of Culture’ - Investment Masters Class 2017.
Widening Moats and Culture’ - Investment Masters Class 2018.


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Charlie Munger’s ‘Bag of Tricks’

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Who hasn’t heard of Charlie Munger? If you work in, or even merely have a passing interest in Investing, you are sure to have come across his name, I’m guessing. The name Munger is seen as synonymous with investment smarts, which is no mean feat in itself. Its not surprising, however; Charlie will clock up his 97th birthday on the 1st day of 2021, which means he’s been doing what he does for a very long time. And doing it well.

The more years I spend learning the investment game and taking in all Charlie has to offer, the more I realise that there isn’t a lot he hasn’t worked out. From a lifetime spent reading and thinking, Charlie has extracted all the really big ideas out of every other discipline and applied those to investing. It’s his bag of tricks so to speak. And while Charlie won’t acknowledge his genius, he says it allowed a non-prodigious man to achieve prodigious results.

“I have benefited over the years from closely studying Mr. Munger's own words and actions. As such, I have come to a deep appreciation for his profound thoughts.” Li Lu

"The truth is there is not that much to say, at least, not much that hasn't been said before. That's the curse of being two thousand years younger that Saint Paul, forty-four years younger than Charlie Munger and twenty-nine years younger than my father." Nick Sleep

I recently enjoyed watching a conversation with Charlie at the University of Redlands from earlier this year. Charlie discussed how and why his philosophical foundation was laid, he touched on his love of reading, Berkshire’s investment philosophy and a plethora of life lessons.

Charlie also revealed how he created near a billion dollars in value for the University of California, Santa Barbara when a friend was struggling to sell her family’s 1,800 acre ocean front ranch. Despite two miles of frontage to the ocean, a perfect climate and great views, draconian planning laws significantly inhibited the use to which the land could be put. Recognising an opportunity to realise value, Charlie donated $70m to the University of California, Santa Barbara to buy the land. Charlie knew the University wasn’t subject to the Santa Barbara zoning laws and could therefore develop needed student accommodation on the site. This outside-the-box thinking effectively created a billion dollars of value for the University and a once unattainable sale price for the friend.

And there’s plenty more lessons. I’ve included some of my favourite Munger-isms from the interview below…

Fun

“Warren and I have fun in business. We like our business, and we like the people we work with.”

Problem Solving

“We like the problem solving. That's a huge advantage in life. If you really love problem solving, that is worth about 20 IQ.”

"I have made my way in life with a pencil and a pen, and a calculating machine, and a compound interest table, and I haven't looked at a calculus question since I was 19 years old. So I'm totally a creature of old fashioned horse sense and a little arithmetic."

Take Care of Customers

“I'm also a total nut on the subject that the best way to get what you want in life is to deserve what you want. Of course, if you apply that to business, that means you really take care of the customers.”

Morality

“My life is organised so that just time after time what works for my pocket book works for every moral teaching that I've been taught.”

“Warren always says, ‘You should always take the high road because it's less crowded.’"

Investment Philosophy

“We have a very peculiar way of looking at things. We want to buy something that's intrinsically a very good business, meaning that an idiot could run it and it would do all right. Then we want that business which an idiot could run successfully to have a wonderful person in it running it. If we have a wonderful business with a wonderful person running it, that really turns us on, and it works very well. Now, we do make exceptions, but not many. It's a pretty simple philosophy. Warren sometimes says you have to choose good person or good business. You know what he says? This is not politically correct. He says good business. I had a friend when I practiced law and he said, ’If it won't stand a little mismanagement, it's not much of a business.’ We like businesses that stand a lot of mismanagement but don't get it. That's our formula. We can't make it work perfectly, but it certainly worked better than most peoples.”

Redlands Forum 2020

Redlands Forum 2020

Tough Businesses

“As Warren says, ‘When a business with a reputation for being tough, and a manager with an opportunity for being brilliant get together, it's the reputation of the business that remains.’ If they start tough they stay tough. It's really hard to change a whole business, or a person.”

Pretend

“I've known a lot of roguish people that made a fair amount of money. They started giving [away] a little money to show off. And, 20 years later, they're actually real philanthropists. You become what you pretend to be, to some considerable extent. Having observed this so much, I think there's something to be said for hypocrisy, but that's not a common observation, but I've seen it do so much good in life that I don't think it's all bad, the hypocrisy. I always try and pretend to be a little better than I am. Not too much.”

Reading

“It's just God's gift. If you're into self-education, there's nothing like reading. Of course, people who do a lot of it have an enormous advantage.”

“I don't think you can take every bookish little boy and turn him into a billionaire by patting him on the head and saying, ‘Read all you want, Johnny.’ If it were that easy, there'd be more billionaires.
It enormously helped me, and I think reading, once you've learned it, reading and arithmetic, you can take in so much, and you can take it in on your own time schedule.”

Language and Maths

“Of course, if you learn your own language, that's a very useful gift. Of course learning the basic math of life is another tremendous gift. And if you're really good at picking up language and doing just basic arithmetic, you can take enormous territory. You don't need much else.”

Learn to Learn

“Something that's more important than what they teach you in collegelearn the method of learning.”

“Now, when I want to know something, I just learn about it. The habit of figuring something out for yourself is an important thing to develop.”

Keep Learning

We all start out stupid, and we all have a hard time staying sensible. You have to keep working at it. Berkshire would be a wreck today if it were run by the Warren I knew when we started. We kept learning. I don't think we'd have all the billions of stock of Coca-Cola we now have if we hadn't bought See’s. Now, you know how we were smart enough to buy See’s. Barely. The answer is barely.”

Resentment and Hatred

“There are two things I have noticed in a long life, that really do enormous damage to the bearer. One of them is resentment, and the other is hatred. What good is it going to do you to have this vast resentment of the way the world is?”

Own Equities

I am continuously invested in American equities. But I've had my Berkshire stock decline by 50% three times. It doesn't bother me that much. That's just a natural consequence of an adult life, properly lived. If you have my attitude, it doesn't really matter. I always liked Kipling's expression in that poem called “If”. He said, success and failure, treat those two imposters just the same. Just roll with it.”

Warren and Charlie

“I think Warren and I are very much the way we were born. We were both a bit nerdish, and not huge successes as young boys. But we both had this love of humor, and we both loved understanding how things worked. We both have been lucky enough to attract marvellous associates and partners.”

Bag of Tricks

“I just got a bag of tricks, and I got the right bag of tricks early, and of course it’s been an enormous help to me.”

“I have a good mind, but I'm way short of prodigy. I've had results in life that are prodigious. That came from tricks. I just learned a few basic tricks from people like my grandfather.”

“[Using mental tricks,] it's so habitual with me. I revolve possibilities, and I rag problems hard. If they don't yield, I come back. And so, this is just a bag of tricks. It enables a non-prodigious man to get prodigious results.”

Inverting

“There are all kinds of tricks that I just got into by accident in life. One is, I invert all the time. I was a weather forecaster when I was in the Air Corp. How did I handle my new assignment? Being a weather forecaster in the Air Corp is a lot like being a doctor that reads x-rays. It's a pretty solitary. You're in the hangar in the middle of the night and drawing weather maps and calling pilots, but you're not interfacing with a bunch of your fellow men very much. So I figured out the men that I was actually making weather forecasts for: real pilots. I said, "How can I kill these pilots?" That's not the question that most people would ask, but I wanted to know what the easiest way to kill them would be, so I could avoid it. And so, I thought it through in reverse that way, and I finally figured out. I said, “There are only two ways I'm ever going to kill a pilot." I said, "I'm going to get him into ‘icing’ his plane can't handle, and that will kill him. Or I'm going to get him someplace where he's going to run out of gas before he can land." I just was fanatic about avoiding those two hazards.”

Back to Basics

“If you just have the mental trick of constantly going back to the basics, it's pretty basic insight.”

Destroy Best Loved Ideas

One of the great tricks in life is to destroy your own best loved ideas. That I worked at. I actually go through my best loved ideas occasionally, see if I can weed one out.”

No Perfection

“You don't need to be perfect, if you're 96% sure that's all you're entitled to in many cases. I see these people doing this due diligence and the weaker they are as thinkers, the more due diligence they do. Of course it's just a way of allaying an inner insecurity. Of course it doesn't work. I don't think people who are that insecure mentally ought to be in positions of decision making power.”

Easy Problems

“My grandfather would say, he basically thought it was sinful to be dumber than you had to be. I share some of that. What you can't remove I think is forgivable, but to have an easily removable ignorance in your own head is really stupid.”

I seek out easy problems. I've tried hard problems. It makes it a lot more difficult.”

Ask Questions

“One thing I’ve learned is to always inquire. Always ask questions, and look at the vulnerabilities of a situation in order to figure out how to solve it.”

Summary

One of my key take aways, beyond the incredible amount of invaluable lessons he can provide, is that the man is inadvertently humble. And that’s a conscious choice. With his track record, anyone could choose to be arrogant; “I’m obviously one of the greatest investors of all time!” But he doesn’t. He acknowledges the people he has learnt from over his long life, and even goes so far as to reward them. Generously. I like that in the man. And he has so many lessons to teach us. I understand that he won’t be around for ever - none of us will - but I expect his lessons for life and his bag of tricks will be.

Source:
University of Redlands -
Redlands Forum: Charlie Munger. January 2000.

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Learning from Patagonia’s Yvon Chouinard

When you think about business planning for the future, most CEO’s talk about anything from the next quarter to a five year plan. Its certainly important to think ahead, and successful companies often plan their way forward using these time scales to determine both the growth and profitability goals they wish to achieve, and the strategies and plans for them to get there. Its rare to look much further ahead than these timescales however, and I can’t think of many businesses that do, which is why I was struck by Yvon Chouinard’s oft-quoted reference to the next ‘hundred years’.

Patagonia is the brainchild of Yvon Chouinard, who not only wanted to build a business with the highest possible quality products, but also wanted his company to do the right thing by the environment along the way. Profitability was an oblique goal and indeed, was seen as nothing more than a byproduct of success; Chouinard recognised early on that there was no business to be done on a dead planet. That’s a different mindset altogether.

Patagonia does things differently. Not only does it look well beyond the standard timescales for its business and plan for the next 100 years, in a world of fast fashion, where people will prefer to discard worn clothing rather than retain, Patagonia builds its clothing products for the long term as well. It offers an iron-clad guarantee that provides free repairs; if its worn out, or broken, then return it to the store and Patagonia will repair it at no cost. Forever.

Let My People Go Surfing’ is the extraordinary story of an unlikely businessman and his journey to create the highest quality outdoor products while doing good for the world. It’s one of the most enjoyable business books I’ve ever read. And I’m not alone. His staff view the book as an almost sacred text, and all strive to live by the values contained within. Recently I stepped into a Patagonia store to find that not only had all the employees read the book, but they also mentioned that many customers had studied the text in business management classes. It’s no surprise.

Flip through the pages of a Patagonia catalog and you’ll see why it’s amassed a cult following.

Yvon started out with the eponymous climbing gear company, Chouinard Equipment, which made high quality climbing gear for his customers. It wasn’t long afterwards that he identified that his ‘pitons’ were detrimentally affecting the cliff faces, so he abandoned them for a more environmentally friendly alternative. And it didn’t stop there. Since then, Chouinard moved into clothing and has developed his business into one of the most socially responsible corporations on the planet.

“The cumulative effects of Chouinard's original product began to hammer at the company's environmental conscience, the result of numbers of the pitons being left behind in the rock. Consequently, Chouinard became an advocate of "clean" climbing that made use of such products as its Hexentrics and Stoppers nuts. The company introduced the first tubular ice screw in the late 1970s.”

As can be expected with an innovative business such as this, it shares many of its characteristics for success with other great companies. The same recurring themes are highlighted: Family Culture, Innovation, Empowering Staff, Embracing Change, Focus on the Long Term, a Win-Win Mentality, No Compromise on Quality, Maintaining Smallness; just to name a few. Patagonia has established an ecosystem that espouses strong relationships with suppliers and customers alike. And this was purposeful - Yvon studied and then extracted these universal characteristics from other great businesses. But he didn’t stop there. He also drew inspiration from other ideologies he embraced; from the environment and the management structures of ant colonies to Darwinian evolution at the edge of chaos.

These are some of the markers I use on my own quest to find great companies. They form the basis of the mental models I search for that when combined, can produce winning corporate DNA.

Below are fascinating excerpts from Chouinard’s sacred text, ‘Let My People Go Surfing.’

Profit is Not Primacy

Financial Philosophy: We are a product-driven company. That means the product comes first and the company exists to create and support our products.”

yvon1.jpg

“At Patagonia, making a profit is not the goal, because the Zen master would say profits happen ‘when you do everything else right.’”

Our mission statement says nothing about making a profit. In fact, our family considers our bottom line to be the amount of good the business has accomplished over the year. However, a company needs to be profitable in order to stay in business and to accomplish all its other goals, and we do consider profit to be a vote of confidence, that our customers approve of what we are doing.”

“Without giving its achievement primacy, we seek to profit on our activities. However, growth and expansion are values not basic to this corporation.”

Borrow Ideas

Borrow ideas from other disciplines. We beg, borrow, and steal ideas from other companies and culture.”

“We should borrow and adapt ideas even from unlikely sources. McDonald’s is as far from Patagonia as you can get in its image and many of its values. No one at McDonald’s ever tells a customer, ‘Sorry, we’re all out of iceberg lettuce today.’ It successfully organises on-time delivery every day of the week, and I think Patagonia could learn a lesson from McDonald’s and the symbiotic relationship it enjoys with its suppliers.”

Empower Employees

[Our] philosophies must be communicated to every one working in every part of the company, so that each of us becomes empowered with the knowledge of the right course to take without having to follow a rigid plan or wait for orders from the boss.”

Simplicity

“I believe the way toward mastery of any endeavour is to work toward simplicity; replace complex technology with knowledge.

“The best performing firms make a narrow range of products very well. The best firms’ products also use up to 50 percent fewer parts than those made by their less successful rivals. Fewer parts means a faster, simpler (and usually cheaper) manufacturing process.”

Unconventional

“I had always avoided thinking of myself as a businessman. I was a climber, a surfer, a kayaker, a skier, and a blacksmith.”

“I knew I would never be happy playing by the normal rules of business. If I had to be a businessman, I was going to do it on my terms.”

I read every book on business, searching for a philosophy that would work for us. I didn’t find any American company we could use as a role model.”

Fun

“One things I did not want to change, even if we got serious: work had to be enjoyable on a daily basis.”

Having fun should be part of the culture at Patagonia.”

Innovation

“We learned an important lesson in business. [Our new innovative] fabric would never have been developed if we had not actively shaped the research and development process. From that point forward, we began to make significant investments in our own research and design departments. Our fabric lab and our fabric development departments became the envy of the industry.”

Source: Patagonia catalogue

Source: Patagonia catalogue

Testing

You can minimise risk by doing your research and, most of all, by testing. Testing is an integral part of the Patagonia industrial design process, and it needs to be included in every part of the process. It involves testing competitors’ products; ‘quick and dirty’ testing of new ideas to see if they are worth pursuing; fabric testing; ‘living' with a new product to judge how hot the sales may be; testing production samples for function and durability, and so on; and test marketing to see if people will buy it.”

Change

[We] begin with an attitude of embracing change rather than resisting it - not just changing without reflection and weighing the relative merits of the new ideas, but nonetheless assuming that if we only look hard enough, there may be a better way of doing things.”

“The owners and managers of a business that they want to be around for the next hundred years had better love change. The most important mandate for a manager in a dynamic company is to instigate change.”

“Evolution [change] doesn’t happen without stress, and it can happen quickly. Our company has always done its best work whenever we’ve had a crisis. When there is no crisis, the wise leader or CEO will invent one. Not by crying wolf but by challenging the employees with change.”

“Every organisation, business, government, or religion must be adaptive and resilient and constantly embrace new ideas and methods of operation.”

“When I look at my business today I realise one of the biggest challenges I have is combating complacency. I always say we’re running Patagonia as if it’s going to be here a hundred years from now, but that doesn’t mean we have a hundred years to get there! Our success and longevity lie in our ability to change quickly. Continuous change and innovation require maintaining a sense of urgency - a tall order, especially in Patagonia’s seemingly laid back corporate culture. In fact, one of the biggest mandates I have for managers at the company is to instigate change. It’s the only way we’re going to survive in the long run.”

Source: Patagonia Catalogue

Source: Patagonia Catalogue

It’s the same in nature. Nature is constantly evolving, and ecosystems support species that adapt either through catastrophic events or through natural selection. A healthy environment operates with the same need for diversity and variety evident in a successful business, and that diversity evolves out of a commitment to constant change.”

Only on the fringes of an ecosystem, those outer rings, do evolution and adaption occur at a furious pace; the inner centre of the system is doomed to failure by maintaining the status quo. Businesses go through the same cycles.”

Only those business operating with a sense of urgency, dancing on the fringe, constantly evolving, open to diversity and new ways of doing things, are going to be here one hundred years from now.

Diversity

“A clothing company of the size of Patagonia, if it is not diversified in its product line and operations, is as much at risk as a farming operation growing a mono-crop. Only the ‘diseases’ are different.”

“At Patagonia, we sell our product at a wholesale level to dealers, sell through our own retail stores, through mail order, and through e-commerce, and do it all worldwide. The diversity of distribution has been a tremendous advantage to us. In a recession, when our wholesale sales are down, our direct sales channels do well because there is no lessened demand for our goods from our loyal customers."

Doing business in Japan, Europe, Asia and Latin America, and Canada also buffers us against downturns in the economy in any one of those areas.”

Few businesses have the confidence to try to master all four business styles, but when you do master them, the four means of distribution work very powerfully in concert. We consider each to be essential to Patagonia’s relationship with the customer.”

Learn By Doing

“There are scientific ways to address a new idea or project. If you take the conservative scientific route, you study the problem in your head or on paper until you are sure there is no chance of failure. However, you have taken so long that the competition has already beaten you to market. The entrepreneurial way is to immediately take a forward step and if that feels good, take another, if not, step back. Learn by doing, it is a faster process.”

First Mover Advantage

You can’t wait until you have all the answers before you act. It’s often a greater risk to phase in products because you lose the advantage of being first with a new idea.”

Being first offers tremendous marketing advantages, not the least of which is you have no competition. Coming in second, even with a superior product, is often no substitute for just plain being first.”

Culture

"In every long-lasting business, the methods of conducting business may constantly change, but the values, the culture, and the philosophies remain constant.”

“Despite our own growth at Patagonia, we were able, in many ways to keep alive our cultural values as we grew.”

“We never had to make a break from the traditional corporate culture that makes businesses hidebound and inhibits creativity.”

“We built a new administration building that had no private offices, even for executives. The architectural arrangement sometimes created distraction but helped keep communication open.”

Family

Not only was the company like an extended family, but for many it was family, because we always hired friends, friends of friends, and their relatives.”

Selling

“My first principle of mail order argues that ‘selling’ ourselves and our philosophy is equally important to selling product. Telling the Patagonia story and educating the Patagonia customer on layering systems, on environmental issues, and on the business itself are as much the catalog’s mission as is selling the product.”

“Over the years we have come upon a balance between the product content and the message - essays, stories, and image photos. Whenever we have edged that content towards increased product presentation, we have actually experienced a decrease in sales.”

Source: Patagonia catalogue

Source: Patagonia catalogue

“In owning our retail stores, we’ve learned that it is far more profitable to turn that inventory more quickly than to have high margins or raise prices.”

Part of Patagonia’s authenticity lies in not being concerned about having an image in the first place. Without a formula, the only way to sustain an image is to live up to it. Our image is a direct reflection of who we are and what we believe.”

The catalog is our bible for each selling season. Every other medium we use to tell our story - from the website, to hangtags, to retail displays, to press releases to videos.”

“If we come out with a product that is difficult to promote, it’s probably because it’s no different than anyone else’s and we probably shouldn’t be making it.”

“We have three general guidelines for all promotional efforts: 1) Our charter is to inspire and educate rather than to promote, 2) We would rather earn credibility than buy it. The best resources for us are the word-of-mouth recommendation from a friend or favourable comment in the press, 3) We advertise only as a last resort and usually in sport-specific magazines.”

Advertising rates dead last as a credible source of information. Overall, we do far less advertising (usually less than 1 percent of sales) than most outdoor companies, let alone clothing companies.”

Value Employees

We provided a cafeteria that served healthy food where employees could gather throughout the day. And we opened an on-site childcare centre. At the time it was one of only 120 in the country; today there are more than 8,000.”

“If you care about having a company where employees treat work as play and regard themselves as ultimate customers for the products they produce, then you have to be careful whom you hire, treat them right, and train them to treat other people right.”

Our benefits package is generous but strategic. Each benefit makes good business sense for us. We offer comprehensive health insurance, even to part time employees, in order to attract serious athletes to work in our retail stores.”

Patagonia’s internship program allows employees to leave their jobs for up to two months to work for an environmental group and still receive their Patagonia paychecks and benefits.”

Hiring

It’s our first principle of hiring, that as many Patagonia employees as possible also be true Patagonia customers.”

We also seek core Patagonia product users, people who love to spend as much time as possible in the mountains or the wild.”

We’ll often take a risk on an itinerant rock climber that we wouldn’t on a run-of-the-mill MBA.”

Hiring people with diverse backgrounds brings in flexibility of thought and openness to new ways of doing things, as opposed to hiring clones from business schools who have been taught a codified way of doing business. A business that thrives on being different requires different types of people.”

As much as possible we hire from within, to keep the company culture strong. And then we train, and take the time to train, as though our future depended on it.”

We don’t want drones who will simply follow directions. We want the kind of employees who will question the wisdom of something they regard as a bad decision.”

“In a company as complex as ours, no one person has the answer to our problems, but each has a part of the solution.”

Walk The Floor

“In this information age it’s tempting for managers to manage from their desks, staring at their computer screens and sending out instructions, instead of managing by walking about and talking to people. The best managers are never at their desks yet can be easily found and approached by everyone reporting to them.”

Tone at the Top

The best leadership is by example. Malinda’s and my office space and the CEO’s is open to anyone, and we always try to be available. We don’t have special parking spaces for ourselves or any upper management; the best spaces are reserved for fuel efficient cars, no matter who owns them. Malinda and I pay for our own lunches in our cafeteria; otherwise it would send a message to the employees that its’s okay to take from the company.”

Decentralised & Smallness

“Systems in nature appear to us to be chaotic but in reality are very structured, just not in a top down decentralised way. Deborah Gordon, a professor at Stanford University who studies ant colonies, says that there is no specific ant in charge of a colony, no central control. Yet each ant knows what its job is, and ants communicate with one another by way of very simple interactions; altogether they produce a social network. A top down central system like a dictatorship takes an enormous amount of force and work to keep the hierarchy in power. Of course, all top-down systems eventually collapse, leaving the system in chaos.”

“I believe that for the best communication and to avoid bureaucracy, you should ideally have no more than a hundred people working in one location. This is an extension of the fact that a democracy seems to work best in small societies, where people have a sense of personal responsibility.”

“Hundreds of studies in factories and workplaces confirm that workers divided into small groups enjoy lower absenteeism, less sickness, higher productivity, greater social interaction, higher morale - most likely because the conditions allow them to engage what is best in being human, to share the meaning and fruits of their labour.”

Respect Customers

We treat customers with respect, too. We don’t farm out phone calls to a service bureau in Delhi.”

We have an ‘ironclad’ guarantee, and we honour it - even if we have to go to great lengths. We do know that the extra steps we take are worth it. Our catalog re-order rate from customers, season after season, far exceeds the mail-industry standard. In fact, it’s off the charts.”

Source: Patagonia catalogue

Source: Patagonia catalogue

“We don’t speak to what is perceived as the lowest common denominator. We speak to each customer as we want to be treated, as an engaged, intelligent, trusted individual.”

We recognise that we make most profit by selling to our loyal customers. A loyal customer will buy new products with little sales effort and will tell all his friends. A sale to a loyal customer is worth six to eight times more to our bottom line than a sale to another customer.”

Listen To Customers

“To stay ahead of the competition, our ideas have to come from as close to the source as possible. With technical products, our ‘source’ is the dirtbag core customer. He or she is the one using the products and finding out what works, what doesn’t, and what is needed.”

Win-Win / Ecosystem

In 1986, we committed ourselves to donate 10% of profits each year to small groups working to save or restore natural habitats. We later upped the ante to 1% of sales, or 10% of pretax profits, whichever was greater. We have kept that commitment every year, boom or bust.”

We consider ourselves to be an integral part of communities that also include our employees, the communities in which we live, our suppliers and customers. We recognise our responsibilities to all these relationships and make our decisions with their general benefit in mind.”

Screen Shot 2020-09-20 at 5.32.14 pm.png

Develop long term relationships with suppliers and contractors. Patagonia has never owned a fabric mill or sewing shop. To work on a single endeavour with so many other companies, with no compromise in product quality, requires a mutual commitment much deeper than the traditional business relationship.”

We do as much business as we can with as few suppliers and contractors as possible. The downside is the risk of becoming highly dependent on another company’s performance. But that’s exactly the position we want to be in, because those companies are also dependent on us. Our potential success is linked. We become like friends, family; mutually selfish business partners; what’s good for them, is good for us.”

We put a lot of effort into choosing factories that have healthy relationships with their employees.”

“If you want to get things right the first time, rigorous specs aren’t enough. You have to be a full partner. You have to make sure your supplier and contractors have the necessary knowledge and tools to get the job done to your design standards.”

I think of Patagonia as an ecosystem, with its vendors and customers as an integral part of that system. A problem anywhere in the system eventually affects the whole, and this gives everyone an overriding responsibility to the health of the whole organisation. It also means that anyone, low on the totem pole or high, inside the company or out, can contribute significantly to the health of the company and to the integrity and value of our products.”

Source: Patagonia catalogue

Source: Patagonia catalogue

“A successful, long-lived, and productive company like Patagonia could be compared, on the most basic level, with a healthy environment, simply in the fact that both are composed of various elements that must function together in some kind of balance in order for the whole system to work.”

Quality

Maximum attention is given to product quality, as defined by durability, minimum use of natural resources, multi-functionalism, non-obsolescence, and the kind of beauty that emerges from absolute suitability to task. Concern over transitory fashion trends is specifically not a corporate value.”

The first part of our mission statement, ‘Make the best product’, is the raison d'être of Patagonia and the cornerstone of our business philosophy.”

Source: Patagonia Catalogue

Source: Patagonia Catalogue

“‘Make the best’ is a difficult goal. It doesn’t mean ‘among the best’ or the ‘best at a particular price point.’ It means ‘make the best’ period.”

“The challenge for Patagonia, or for any company serious about making the best product of its kind, is to re-create on an industrial scale the hand knitters devotion to quality. You cannot hand off your pattern or blueprint or model to the lowest-bid contractor and expect to get anything close to what you had in mind.”

“We believe that quality is no longer a luxury. It is sought out by the consumer, and it is expected. For example, the Strategic-Planning Institute has been collecting data for years on the performance of thousands of companies. [Their] report has begun to show quite clearly that quality, not price, has the highest correlation with business success. In fact, the institute has found, overall, companies with high-product and service-quality reputations have on average return-on-investment rates twelve times higher than their low-quality and lower-priced competitors.”

Whenever we are faced with a serious business decision, the answer almost always is to increase quality. When we make a decision because it’s the right thing to do for the planet, it ends up also being good for business.”

Stick to Knitting & Recessions

“You have to know your strengths and limitations and live within your means. The same is true for business. The sooner a company tries to be what it is not, the sooner it tries to ‘have it all’, the sooner it will die.”

s3-news-tmp-178181-patagonia--2x1--940.jpg

We don’t force our growth by stepping out of the specialty outdoor market and trying to be who we aren’t. We let our customers tell us how much we should grow each year. Some years it could be 5% growth or 25%, which happened during the middle of the Great Recession. Consumers become very conservative during recessions. They stop buying fashionable silly things. They will pay more for a product that is practical, multi-functional, and will last a long time. We thrive during recessions.”

Not Fashion

“Our design and product development calendar is usually eighteen months long, too long to be a contender in any new fads. We rarely buy off-the-shelf fabrics or existing prints, so we have to work with artists and design studios in producing original art.”

When you give in to fashion trends, you doom used clothes to the trash heap.”

Long Term

“I did know we had become unsustainable and that we had to look to the Iroquois and their seven-generation planning, and not to corporate America, as models of stewardship and sustainability. As part of their decision process, the Iroquois had a person who represented the seventh generation in the future. If Patagonia could survive this crisis [an earlier sales and cash-flow crisis], we had to begin to make all our decisions as though we would be in business for a hundred years. We would grow only at a rate we could sustain for that long.”

Long-term capital investments in employee training, on-site child care, pollution controls, and pleasant working facilities all are negatives on the short-term ledger. When the company becomes the fatted calf, it’s sold for profit, and its resources and holdings are often ravaged and broken apart, leading to the disruption of family ties and the long-term health of local economies. The notion of businesses as disposable entities carries over to all other elements of society.”

When you get away from the idea that a company is a product to be sold to the highest bidder in the shortest amount of time, all future decisions in the company are affected. The owners and the officers see that since the company will outlive them, they have responsibilities beyond the bottom line. Perhaps they will even see themselves as stewards, protectors of the corporate culture, the assets, and of course the employees.”

Private Ownership

Being a publicly held corporation or even a partnership would put shackles on how we operate, restrict what we do with our profits, and put us on a growth/suicide track. Our intent is to remain a closely held private company, so we can continue to focus on our bottom line: doing good.”

Debt

“We are a privately owned company, and we have no desire to sell the company or to sell stock to outside investors, and we don’t want to be financially leveraged.”

“Not only don’t we want to be financially leveraged, but our goal is to have no debt, which we have achieved.”

A company with little debt or with cash in the kitty can take advantage of opportunities as they come up or invest in a start-up without having to go further in debt or find outside investors.”

Scenario Analysis

A company should always be playing ‘what if’ scenarios, e.g what if all our top management goes down in an airplane crash, our warehouse burns down, our main computer melts down or gets a virus? Or what if there is a 25% downturn in business or sales in Japan suddenly explode beyond our wildest planning?”

Consultants

“When a problem comes up, the effective CEO does not immediately hire a consultant. Outsiders don’t know your business the way you do, and anyway, I’ve found that most consultants come from a failed business.”

Environment

“Repair is a radical act. As individual consumers, the single best thing we can do for the planet is to keep our stuff in use longer. This simple act of extending the life of our garments through proper care and repair reduces the need to buy more over time - thereby avoiding the carbon dioxide emissions, waste output, and water usage required to build new products.”

Source: Patagonia catalogue

Source: Patagonia catalogue

“We strive to balance the funding of environmental activities with the desire to continue in business for the next hundred years.”

“Patagonia’s environmental efforts began in the 1970s by trying to prevent the destruction of our surf breaks and by trying to stop the physical damage to the rock walls of Yosemite. Later we started looking at minimising the environmental hurt with manufacturing our products.”

“One of the hardest things for a business to do is to investigate the environmental effects of its most successful product and, if it’s bad, to change it or pull it off the shelves.”

Dont-Buy-This-Jacket-Patagonia.jpg

When we act positively on solving problems instead of ignoring them or trying to find a way around them, we are further along the path to sustainability. Every time we’ve elected to do the right thing, it turned out to be more profitable.”

“Worldwide we are using the resources of several planets. We can no longer afford to use a natural resource only one time. Today, our Repair Centre in Reno Nevada, is the largest garment repair facility in North America. It employs more than fifty people who complete more than forty thousand repairs per year.”

Each time we tried to do the right thing for the environment, regardless of the cost to us, we ended us saving money.”

Summary

Many of us grow up wanting to climb a mountain and Yvon Chouinard did exactly that. Not only did he achieve that goal, he also established a global business that helps others achieve their vision all while offering environmentally sound business practices along the way. And its the envy of the industry.

Patagonia really does do things differently. From 100-year plans to investing in the planet’s health, the business is once again, another example of how one person’s extraordinary vision has led to not only corporate success, but also to providing a healthy ecosystem that allows suppliers, staff and customers to exist harmoniously. Forever.

Source: ‘Let My People Go Surfing’, Yvon Chouinard, Penguin Books.

Video: ‘Let My People Go Surfing, 10 More Years of Business Unusual, Trailer. Patagonia.


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Learning from Rory Sutherland

What if, as an investment opportunity, I offered you a stake in a beverage business that had one drink as their product and that the drink possessed a taste that everyone hated. Would you invest in that? Probably not, right? And why? Because it wouldn’t be logical.

But what if I offered you a stake in the same business, but in this instance I told you the business was Red Bull? How about now? Would you invest?

As human beings we are often shackled by our beliefs and indeed, need for things to fit into neat, logical reasoning. We search for validation for our decisions based on mathematical models; if the spreadsheet says it will be successful, then, logically, it must be.

By contrast, some of the most innovative products ever to grace our markets were developed using everything but. Logic simply never came into it. They were the product of imagination and daring and luck, and often in fact, despite this, those truly innovative products were at first rubbish. The first cars were certainly no better than horses, and the first airplanes were nothing more than flying death traps. Would you have invested in those businesses when those products were first invented? Few would, because there was no logical argument to support doing so. Yet now, those same products are revered in our society and their markets are worth billions. If we had of applied logic to the business cases when they were first developed, those two products alone would probably still be sitting on the scrap heap, and no one would have wanted a stake. No one would buy a plane that had a high propensity for killing its passengers, and certainly no one would want a car that was slower than a horse.

Some of man’s most noble achievements have been the product of imagination, daring to dream and in some cases, pure luck. Or so says Rory Sutherland.

‘Alchemy: The dark art and curious science of creating magic in brands, business, and life.” Rory Sutherland

I stumbled across Rory Sutherland on a podcast discussing a press release about the recently refurbished London St Pancras Station, which promoted the station’s champagne bar as ‘The Longest in Europe’. Sutherland’s curiosity was piqued when this bizarre fact seemed to resonate with journalists, who all faithfully reported the news. Most people wouldn’t think twice about a statement like that, but to Rory it was pure ‘Alchemy’.

Sutherland noted ‘Generally, people don’t care all that much how long champagne bars are. No one has ever, I think, asked the question ‘I feel like going to a champagne bar – can you tell me some nearby places – ordered in declining order of length.’ But to human perception, that sentence was a burst of pure green light. Because in one sentence it conveyed that this station was not a mere utilitarian transit hub – it was a place of entertainment; a destination in its own right.” Rory sees things most people don’t. He understands the foibles of human nature on a much deeper level. Curiosity and thinking are his calling cards.

If there’s such a thing as the ‘Charlie Munger of Advertising’, Rory Sutherland’s it. Rory is the Vice Chairman of Ogilvy, and co-founded a behavioural science practice within the agency. Like Munger, Rory draws on an immense catalogue of disciplines. In his recent book ‘Alchemy’, Sutherland shows us that the answers to many of our problems won’t be found in science and logic, but instead through an alchemy drawing on observation, psychology, human nature, evolution, trial and error - a process he refers to as psycho-logic.

The book contains an abundance of useful analogies and mental models. Upon completing the read, you’ll have another perspective to observe the world. Little wonder, it’s recommended reading by some of the world’s most successful investors - Rajiv Jain, James O’Shaughnessy and Clifford Sosin - to name a few.

“Looking around you is the most important skill.” Nick Sleep

The book’s usefulness stems from the many stories it contains about the seemingly irrationality of human behaviour, businesses and life which can be explained through psycho-logic. I’ve collected some of my favourite extracts below. While they only just scratch the surface of the book’s wisdom, hopefully they provide a glimpse into a different type of seeing and thinking.

Logic

The models that dominate all human decision-making today are duly heavy on simplistic logic, and light on magic - a spreadsheet leaves no room for miracles.”

The economy is not a machine - it is a highly complex system. Machines don’t allow for magic, but complex systems do.”

“Problems almost always have a plethora of seemingly irrational solutions waiting to be discovered, but that nobody is looking for them; everyone is too preoccupied with logic to look anywhere else.”

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Entrepreneurs are disproportionately valuable precisely because they are not confined to doing only those things that makes sense to a committee. Interestingly, the likes of Steve Jobs, James Dyson, Elon Musk and Peter Thiel often seem certifiably bonkers.”

“When you demand logic, you pay a hidden price: you destroy magic.”

The human mind does not run on logic any more than a horse runs on petrol.”

“Logic is what makes a successful engineer or mathematician, but psycho-logic is what made us a successful breed of monkey, that has survived and flourished over time.”

“We have faster trains with uncomfortable seats departing from stark, modernist stations, whereas our unconscious may well prefer the opposite; slower trains with comfortable seats departing from ornate structures.”

Emotions Rule

“Think about it. There are some phrases that just wouldn’t appear in the English language:

‘I chose not to be angry.’
‘He plans to fall in love at 4.30pm tomorrow.’
‘She decided that she was no longer to feel uneasy in his presence.’
‘From that moment on, she determined no longer to be afraid of heights.’
‘He decided to like spiders and snakes.’”

Data

More data leads to better decisions. Except when it doesn’t.”

The need to rely on data can also blind you to important facts that lie outside your model.”

“Strangely, as we have gained access to more information, data, processing power and better communications, we may also be losing the ability to see things in more than one way, the more data we have, the less room there is for things that can’t easily be used in computation.”

“Bad maths can lead to collective insanity, and it is far easier to be massively wrong mathematically than most people realise - a single dud data point or false assumption can lead to results that are wrong by many orders of magnitude.”

Just a few wrong assumptions in statistics, when compounded, can lead to an intelligent man being wrong by a factor of about 100,000,000 - tarot cards are rarely this dangerous.”

A single rogue outlier can lead to an extraordinary distortion of reality - just as when Bill Gates can walk into a football stadium and raise the average level of wealth of everyone in it by $1m.”

We should at times be wary of paying too much attention to numerical metrics. When buying a house, numbers (such as number of rooms, floor space or journey time to work) are easy to compare, and tend to monopolise our attention. Architectural quality does not have a numerical score, and tends to sink lower in our priorities as a result, but there is no reason to assume that something is more important just because it is numerically expressible.”

Our brains did not evolve to make perfect decisions using mathematical precision - there wasn’t much call for this kind of thing on the African savannah. Instead we have developed the ability to arrive at pretty good, non-catastrophic decisions based on limited non-numerical information, some of which may be deceptive.”

The risk with the growing use of cheap computational power is that it encourages us to take simple, mathematically expressible part of a complicated question, solve it to a high degree of mathematical precision, and assume we have solved the whole problem.”

We fetishise precise numerical answers because they make us look scientific - and we crave the illusion of certainty. But the real genius of humanity lies in being vaguely right - the reason that we do not follow the assumptions of economists about what is rational behaviour is not because we are stupid. It may be because part of our brain has evolved to ignore the map, or to replace the initial question with another one - not so much to find a right answer as to avoid a disastrously wrong one.”

To use the analogy of the needle in the haystack, more data does increase the number of needles, but it also increases the volume of hay, as well as the frequency of false needles — things we will believe are significant when really they aren’t. The risk of spurious correlations, ephemeral correlations, confounding variables, or confirmation bias can lead to more dumb decisions than insightful ones, with the data giving us a confidence in these decisions that is simply not warranted.”

In reality, all valuable information starts with very little data - the lookout on the Titanic only had one data point .. ‘Iceberg ahead,’ but they were more important than any huge survey on iceberg frequency.”

“The data might suggest people won’t pay £49 for a jar of coffee and that’s true, mostly. However people will pay 30p for a single Nespresso capsule which amounts to a similar cost - without understanding human perception it is unable to distinguish between the two. Big data makes the assumption that reality maps neatly on to behaviour but it doesn’t. Context changes everything.”

We should also remember that all big data comes from the same place: the past. Yet a single change in the context can change human behaviour significantly. For instance, all the behavioural data in 1993 would have predicted a great future for the fax machine.”

It is possible to construct a plausible reason for any course of action, by cherry-picking the data you choose to include in your model and ignoring inconvenient facts. The more data you have, the easier it is to find support for some spurious, self-serving narrative. The profusion of data will not settle arguments: it will make them worse.”

Innovation

“Metrics, and especially averages, encourage you to focus on the middle of a market, but innovation happens at the extremes.”

If you look at the history of inventions and discoveries, sequential deductive reasoning has contributed to relatively few of them.”

“A good guess which stands up to observation is still science. So is a lucky accident.”

“Business and politics have become far more boring and sensible than they need to be.”

Most valuable discoveries don’t make sense at first; if they did, somebody would have discovered them already.”

In coming up with anything genuinely new, unconscious instinct, luck and simple random experimentation play a far greater part in the problem-solving process than we ever admit.”

We constantly rewrite the past to form a narrative which cuts out the non-critical points - and which replaces luck and random experimentation with conscious intent. In reality almost everything is more evolutionary than we care to admit.”

It is surprisingly common for significant innovations to emerge from the removal of features rather than the addition. Google is, to put it bluntly, Yahoo without all the extraneous crap cluttering up the search page. Similarly, Twitter’s entire raison d’etre came from the limitation on the number of characters it allowed. McDonalds deleted 99% of items from traditional American diner repertoire; Starbucks placed little emphasis on food for the first decade of its existence.”

In the early stages of any significant innovation, there may be an awkward stage where the new product is no better that what it is seeking to replace. For instance, early cars were in most respects worse than horses. Early aircraft were insanely dangerous. Early washing machines were unreliable. The appeal of these products was based on their status as much as their utility.”

More Logic

To solve logic-proof problems requires intelligent, logical people to admit the possibility they might be wrong about something, but these people’s minds are often most resistant to change - perhaps because their status is deeply entwined with their capacity for reason.. Highly educated people don’t merely use logic; it is part of their identity. When I told one economist that you can often increase the sales of a product by increasing its price, the reaction was one not of curiosity, but of anger.”

It is perfectly possible to be both rational and wrong. Logical ideas often fail because logic demands universally applicable laws but humans, unlike atoms, are not consistent enough in their behaviour for such laws to hold very broadly.”

“Imagine you are a company whose product is not selling well. Which of the following proposals would be easier to make in a board meeting called to resolve the problem? a) ‘We should reduce the price’ or b) ‘We should feature more ducks in our advertising.’ The first of course - and yet the second could, in fact, be much more profitable.”

The fatal issue is that logic always gets you to exactly the same place as your competitors. Our mantra is, ‘Test counterintuitive things, because no-one else ever does.'"

Stubborn problems are probably stubborn, because they are logic proof.

All progress involves guesswork, but it helps to start with a wide range of guesses.”

If a problem is solved using a discipline other than that practised by those who believe themselves the rightful guardians of the solution, you’ll face an uphill struggle no matter how much evidence you can amass… Surgeons felt challenged by keyhole surgery and other less invasive procedures that can be carried out with the support of radiographers, because they used skills different from those that they had spent a lifetime perfecting.”

Human behaviour is an enigma. Learn to crack the code.”

Real life is not a conventional science - the tools which work so well when designing a Boeing 787, say, will not work so well when designing a customer experience or a tax programme. People are not nearly as pliable or predictable as carbon fibre or metal alloys, and we should not pretend that they are.”

“Hillary thinks like an economist, while Donald is a game theorist, and is able to achieve with one tweet what would take Clinton four years of congressional infighting. That’s alchemy; you may hate it, but it works.”

“The single worst thing that can happen in a criminal investigation is for everyone involved to become fixated on the same theory, because one false assumption shared by everyone can undermine the entire investigation. There’s a name for this - it’s called ‘privileging the hypothesis.’

If science did not allow for such lucky accidents, its record would be much poorer - imagine if we forbade the use of penicillin, because its discovery was not predicted in advance. Yet policy and business decisions are overwhelmingly based on a ‘reason first, discovery later’ methodology, which seems wasteful in the extreme. Evolution, too, is a haphazard process that discovers what can survive in the world where some things are predictable but others aren’t. It works because each gene reaps the rewards and costs from its lucky or unlucky mistakes, but it doesn’t give a damn about reasons.”

Conventional logic is a straightforward mental process that is equally available to all and will therefore get you to the same place as everyone else.”

Models

“The models of human behaviour devised and promoted by economists and other conventionally rational people are wholly inadequate at predicting human behaviour.”

Notice that ordinary people are never allowed to pronounce on complex problems. When do you ever hear an immigration officer interviewed about immigration, or a street cop interviewed about crime? These people patently know far more about these issues than economists or sociologists, and yet we instead seek wisdom from people with models and theories rather than actual experience.”

“If this book provides you with nothing else, I hope it gives you permission to suggest slightly silly things from time to time. To fail a little more often. To think unlike an economist.”

“The 2008 financial crisis arose after people placed unquestioning faith in mathematically neat models of an artificially simple reality.”

“In any complex system, an overemphasis on the importance of some metrics will lead to weaknesses developing in other over-looked ones. It’s surely better to find satisfactory solutions for a realistic world, than perfect solutions for an unrealistic one.”

New Ideas

“After all, no big business idea makes sense at first. I mean, just imagine proposing the following ideas to a group of skeptical investors .. ‘What people want is a really cool vacuum cleaner’ (Dyson), ‘And best of all the drink has a taste which consumers say they hate.’ (Red Bull), ‘.. and just watch as perfectly sane people pay $5 for a drink they can make at home for a few pence’ (Starbucks).”

Reasoning

“The evolutionary psychologist Robert Kurzban, explains that we do not have full access to the reasons behind our decision-making because, in evolutionary terms, we are better off not knowing, we have evolved to deceive ourselves, in order that we are better at deceiving others.”

If you want to change people’s behaviour, listening to their rational explanations for their behaviour may be misleading, because it isn’t the real why.”

“We consciously believe our actions are guided by reason, but this does not mean that they are - it may simply be evolutionary advantageous for us to believe this.”

“One astonishing possible explanation for the function of reason only emerged about ten years ago: the argumentative hypothesis suggests reason arose in the human brain not to inform our actions and beliefs, but to explain them and defend them to others. In other words, it was an adaption necessitated by our being a highly social species. We may use reason to detect lying in others, to resolve disputes, to attempt to influence other people or to explain our actions in retrospect, but it seems not to play the decisive role in individual decision-making. In this model, reason is not as Descartes thought, the brain’s science and research and development function - it is the brains legal and PR department.”

The fact that we can deploy reason to explain our actions post-hoc does not mean that it was reason that decided on that action in the first place, or indeed that the use of reason can help obtain it.”

Customers

“Just as we infer a great deal about an air carrier from their on-board catering, while neglecting to care about the $150m aircraft or make of the engines, we are just as likely to be unhappy with a hospital because the reception area is neglected, the magazines are out of date and the nurse didn’t spare us much time. The truth is that ancillary details have a far greater effect on our emotional response, and hence our behaviour, than measured outcomes.”

For a business to be truly customer-focused it needs to ignore what people say. Instead it needs to concentrate of what people feel.”

Short Term Optimisation

A company pursuing only profit but not considering the impact of its profit seeking upon customer satisfaction, trust or long-term resilience, could do very well in the short term, but its long term future may be perilous. There is a parallel in the behaviour of bees, which do not make the most of the system they have evolved to collect nectar and pollen. Although they have an efficient way of communicating about the direction of reliable food sources, the waggle dance, a significant proportion of the hive seems to ignore it altogether and journeys off at random. In the short term, the hive would be better off all bees slavishly followed the waggle dance, and for a time this random behaviour baffled scientists, who wondered why 20 million years of bee evolution had not enforced a greater level of behavioural compliance. However, what they discovered was fascinating: without these rogue bees, the hive would get stuck in what complexity theorists call ‘a local maximum'; they would be so efficient at collecting food from known sources that, once these existing sources of food dried up, they wouldn’t know where to go next and the hive would starve to death. So the rogues bees are, in a sense, the hive’s research and development function, and their efficiency pays off handsomely when they discover a fresh source of food. It is precisely because they do not concentrate exclusively on short-term efficiency that bees have survived so many million years. If you optimise something in one direction, you may be creating a weakness somewhere else.”

Silly Questions

The reason we do not ask basic questions is because, once our brain provides a logical answer, we stop looking for better ones: with a little alchemy, better answers can be found.”

To reach intelligent answers, you often need to ask really dumb questions.”

“Perhaps advertising agencies are largely valuable simply because they create a culture in which it is acceptable to ask daft questions and make foolish suggestions.”

How You Ask Questions

“One of the great contributions to the profit of high-end restaurants is the fact that bottled water comes in two types, enabling a waiter to ask ‘still or sparkling?’, making it rather difficult to say ‘just tap.’”

Change

An inability to change perspective is equivalent to a loss of intelligence.”

Efficiency Doesn’t Always Pay

I rang a company’s call centre the other day, and the experience was exemplary: helpful, knowledgeable and charming. The firm was a client of ours, so I asked them what they did to make their telephone operators so good. The response was unexpected: ‘to be perfectly honest, we probably overpay them.’.. The staff weren’t regarded as a ‘cost’ - they were a significant reason for the company’s success. However, modern capitalism dictates that it will only be a matter of time before some beady-eyed consultants pitch up at a board meeting with a PowerPoint presentation entitled ‘Rightsizing Customer Service Costs Through Offshoring and Resource Management.’ or something similar. Soon nobody will phone to place orders because they won’t be able to understand a word they are saying, but that won’t matter when the company presents its quarterly earnings to analysts and one chart contains the bullet point: ‘Labour cost reduction through call centre relocation/downsizing.”

“Today the principal activity of any publicly held company is rarely the creation of products to satisfy a market need. Management attention is instead largely directed towards the invention of plausible sounding efficiency narratives to satisfy financial analysts, many of whom know nothing about the businesses they claim to analyse, beyond what they can read on a spreadsheet.”

Psychology

“In psychology, one plus one can equal three.”

“We don’t value things we value their meaning. What they bare is determined by the laws of physics, but what they mean is determined by the laws of psychology. Companies which look for opportunities to make magic, like Apple or Disney, routinely feature in lists of the most valuable and profitable brands in the world; you might think economists would have notice this by now.”

Nearly all really successful businesses, as much as they pretend to be popular for rational reasons, owe most of their success to have stumbled on a psychological magic trick, sometimes unwittingly. Google, Dyson, Uber, Red Bull, Diet Coke, McDonalds, Just Eat, Apple, Starbucks and Amazon have all deliberately or accidentally happened on a form of mental alchemy.”

“According to research from the University of Illinois, descriptive menu labels raised sales by 27% in restaurants, compared to food items without descriptors.”

“So much for economic orthodoxy - in fact, it is not uncommon for premium priced products to have a high market share, as any of those financial analysts might have realised had they reached into their pockets to find an I-phone or the key to an Audi.”

If there is a mystery at the heart of this book, it is why psychology has been so peculiarly uninfluential in business and in policy making when, whether done well or badly, it makes a spectacular difference.

“If a customer has a problem and a brand resolves it in a satisfactory manner, the customer becomes a more loyal customer than if the fault had not occurred in the first place.”

“Much of the paraphernalia and practice of the military - flags, drums, uniforms, square-bashing, regalia, mascots and so forth - might be effectively bravery placebos, environmental cues designed to foster bravery and solidarity.”

“People want cheap, abundant and nice tasting drinks, surely? And yet the success of Red Bull proves they don’t.”

Hiring

I have never seen evidence that academic success accurately predicts workplace success.”

“It is now common practice in British firms to interview people with an upper second-class degree or above, a criterion that is applied with no evidence but simply because it is logical.”

An unconventional rule for spotting talent that nobody else uses may be far better than a ‘better’ rule which is in common use, because it will allow you to find talent that is undervalued by everyone else.”

Diversity

“As I always advise young people, ‘Find one or two things your boss is rubbish at and be quite good at them.’ Complementary talent is far more valuable than conformist talent.”

Summary

Every investor needs an edge and seeing things that others don’t can be one of those. Building a latticework of mental models provides more tools. As Charlie Munger warns, ‘to a man with a hammer, every problem looks like a nail.’ One of my favourite mental models is Sutherland’s observation about the bees and the waggle dance. There’s a real analogy here for investors. If you keep doing the same things, buying the same types of investments, you might risk missing the changing world. In our portfolio we’ve started to experiment with very small positions in businesses we’d likely have overlooked a few years ago. We make an effort to read and listen to investors in adjacent disciplines like venture capital and private equity. We keep pushing into broader intellectual fields to identify lessons and mental models we can incorporate in our own investing. And we listen to investors we disagree with who test our long held assumptions about how we define successful investing. We’re hoping, like the bees and the waggle dance, it will help us survive and flourish over the long term.

Sources:
Alchemy’ by Rory Sutherland. 2019. Harper Collins

Podcasts:
My Conversation with Rory Sutherland, Farnham Street.
Rory Sutherland: The Alchemist's Mix of Behavioral Science’, The Behaviourist.


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Learning from Captain Abrashoff

You don’t have to search too far to find the many parallels that exist in successful businesses. Leadership, Culture, People; all are examples of things we find time and time again in companies that have stood out from their competition and been both shining lights in their industry and excellent companies to have invested in.

Interestingly, its not only in business that we can find these parallels. Success comes in many forms, and one of the more interesting I’ve discovered was a US Naval Ship. What makes it all the more fascinating is that the military is ordinarily viewed as nothing short of autocratic. Leadership is maintained through the hierarchy of rank; orders are to be followed regardless of how lower ranks regard their superiors. In light of this, how did one man take a Guided Missile Destroyer with a divided and troubled crew, that was regarded as the worst in it’s fleet, and turn it into the best ship in the Navy?

'It’s Your Ship’ is the story of Captain D. Michael Abrashoff, the commanding officer of USS Benfold. The book outlines how, by unconventional means, Abrashoff tapped into the latent human potential aboard Benfold to turn it into the ‘gem of the ocean.’

Peter Kaufman, Chairman and CEO of Glenair, (a business whom Charlie Munger classifies as one of the best three operating companies he’s aware of) recommended his outside directors read the book, along with ‘Plain Talk’ and ‘The Carolina Way.’ Of the three, Kaufman noted, ‘Michael Abrashoff had the toughest hand of all - turning the worst performing ship in the Pacific fleet into the best in the Navy, without changing a single crew member.’

And why should that be relevant to us, as investors? Because business is about people. Management and culture matter. Kaufman explains:

Despite widely different fields and completely different circumstances in terms of context, the leadership and cultural principles set forth are virtually the same as ours.’

‘In my experience, a high-morale group, properly motivated and incentivised, can out-perform a low-morale peer group by a factor of 5X or more. The typically untapped, latent potential of human beings is stunning, and can be unleashed by the right cultural framework. Unleashing that latent potential, is how, over three decades, Nucor and Glenair have respectively posted seemingly impossible compounded returns of 17% and 18%, with no losses or layoffs.’

The management techniques deployed and subsequent culture created by Abrashoff are prevalent in the world’s best companies we’ve studied. If you’ve read Thomas Peters, ‘In Search of Excellence,’ accredited by Buffett as “A landmark book; without question the most important and useful book on what makes organisations effective, ever written,” you’ll notice the same examples jump out of almost every page; Empowering employees from the depths of the hierarchy to the top, management walking the floors, full transparency, accepting of mistakes, constant innovation, and questioning conventional wisdom are but a few.

Good investments start with good businesses. It’s often the qualitative aspects that determine success. An analysis of the quantitative data on USS Benfold; crew size, diversity, pay, skill level, won’t shed any light on it’s competency. However, an understanding of management philosophy and culture would have given you a strong sense of likely success. It’s a very useful case study, as unlike companies, it’s possible to compare Benfold’s results with it’s identical sister ships over time.

‘First is you could take pairs of companies at a given moment in history that were very similar. They were similar at the point of start-up, the same environment, the same technologies, same changes and same circumstances, and one became a great company and the other one didn’t.” Jim Collins

Initially, the Benford’s crew retention rate was a dismal 28%. Following Abrashoff taking command, all of Benfold’s career sailors re-enlisted for an additional tour, the ships retention rate for the two most critical categories jumped from 28% to 100% and stayed there.

While the Benford’s results were quantitative, in the sense of metrics like re-enlistment rates, combat readiness, re-fuelling efficiency, the means to achieving the results were qualitative. it wasn’t about more pay, a more highly skilled workforce, or more diversity, it was about leadership, motivating others and unleashing human potential.

The Captain challenged Navy procedure to transform a complex organisation. He improvised techniques to build morale and unity. He created a new environment comprising a company of collaborators who flourished in a spirit of relaxed discipline, creativity, humour and pride. In the process, the USS Benfold went on to beat nearly every metric in the Pacific fleet.

Abrashoff noted that the ship he eventually left to his successor, though once divided and troubled, was all a captain could wish for - the gem of the ocean.

Following are some of the gems from the book:

Mission

“In business terms, I viewed Benfold during it’s Persian Gulf deployment as a very productive company with one major customer - my boss, a three-star admiral in command of the Fifth Fleet. To dominate market share, our ship had to top all others in the categories most important to my customer.”

“By getting very good at both inspecting tankers and shooting cruise missiles, Benfold achieved two coveted areas of expertise. The higher-ups were forever fighting over who got to use our services. That should be the goal of any business; Strive to offer high quality at low cost in versatile areas such that customers fight to place their orders.”

Empower People

Helping people realise their full potential can lead to attaining goals that would be impossible to reach under command-and-control.”

“I found the more control I gave up, the more control I got. In the beginning, people kept asking my permission to do things. Eventually, I told the crew, ‘It’s your ship. You’re responsible for it. Make a decision and see what happens.’ Hence the Benfold watchword was ‘It’s your ship.’ Every sailor felt that Benfold was his or her responsibility. Show me an organization in which employees take ownership, and I will show you one that beats its competitors.”

“The timeless challenge is to help less talented people transcend their limitations.”

“A ship commanded by a micromanager and his or her hierarchy of sub-micromanagers is no breeding ground for individual initiative.”

“I wanted everyone to be involved in the common cause of creating the best ship in the Pacific Fleet.”

Empowering people means defining the parameters in which people are allowed to operate, and then setting them free.”

“As I saw it, my job was to create the climate that enabled people to unleash their potential. Given the right environment, there are few limits to what people can achieve.”

“Whenever the consequences of a decision had the potential to kill or injure someone, waste taxpayers’ money, or damage the ship, I had to be consulted. Short of those contingencies, the crew was authorised to make their own decisions. Even if decisions were wrong, I would stand by my crew. Hopefully, they would learn from their mistakes. And the more responsibility they were given, the more they learned.”

When people feel they own an organisation, they perform with greater care and devotion.”

“I am absolutely convinced that with good leadership, freedom does not weaken discipline - it strengthens it. Free people have a powerful incentive not to screw up.”

Empower your people, and at the same time give them guidelines within which they are allowed to roam.”

We empowered our young sailors to assume major responsibilities - including giving calm, expert tours of the ships to VIPs so high on the food chain that officers on other ships would probably stutter in their presence.”

“Unlike some leaders, I prefer to build myself up by strengthening others and helping them feel good about their jobs and themselves. When that happens, their work improves, and my own morale leaps.”

I think [our sister ships] hit a performance ceiling because they didn’t create a supportive climate that encouraged sailors to reach beyond their own expectations. Ultimately, that was Benfold’s edge.”

Value People

“As the new captain of Benfold, I read some exit surveys, interviews conducted by the military to find out why people are leaving. I assumed that low pay would be the first reason, but in fact it was fifth. The top reason was not being treated with respect and dignity; second was being prevented from making an impact on the organisation; third, not being listened to; and, fourth, not being rewarded with more responsibility. Talk about an eye opener. Further research disclosed an unexpected parallel with civilian life. According to a recent survey, low pay is also number five on the list of reasons why private employees jump from one company to another. And the top four reasons are virtually the same. The inescapable conclusion is that, as leaders, we are all doing the same things wrong.”

“As a manager, the one thing you need to steadily send to your people is how important they are to you. In fact, nothing is more important to you.”

“Be there for your people. Find out who they are. Recognise the effects you have on them and how you can make them grow taller.”

“Shortly after I took command of Benfold, I vowed to treat every encounter with every person on the ship as the most important thing at that moment.”

“I said to myself, ‘The only way I can create the right climate is to tell every sailor, in person, that this is the climate I want to create.’ I decided to interview each crew member on the ship so he or she could hear my expectations directly.'“

“In just about every case, my sailors were not born with anything remotely resembling a silver spoon in their mouths. But each and everyone of them was trying to make something meaningful of their lives. Something happened in me as a result of those interview: I came to respect my crew enormously. No longer were they nameless bodies at which I barked orders. I realised they were just like me: They had hopes, dreams, loved ones, and they wanted to believe that what they were doing was important. And they wanted to be treated with respect.”

“Like any workforce, mine appreciated hearing from top management.”

“Keep talking. Tell everyone personally what’s in store for him or her - new goals, new work descriptions, new organisational structure, and yes, job losses, if that’s the case. Explain why the company is making the changes. People can absorb anything if they are not deceived or treated arrogantly.”

“Benfold’s crew lived and worked by the Golden Rule. We trusted that everyone would be treated with dignity and respect, and we expected no less [from anyone]”

“I wanted everyone on the ship to see one another as people and shipmates.”

“Of course, I treated people with the same dignity and respect I expected of them, and I made sure they truly liked their jobs. Freed from top-down-itis, Benfold’s sailors were given responsibilities to make decisions, correct mistakes, and prove to themselves that they were part of a superb crew.”

“Instead of tearing people down to make them into robots, I tried to show them I trusted them and believed in them. Show me a manager who ignores the power of praise, and I will show you a lousy manager. Praise is infinitely more productive than punishment.”

“The commanding officer of a ship is authorised to hand out 15 medals a year. I wanted to err on the side of excess, so in my first year I passed out 115.”

Newbies are important, treat them well. I greeted each the same way: ‘Welcome .. I appreciate having you on our ship.’ All too often, a gung-ho newcomer runs smack into a poisoned corporate culture that sucks the enthusiasm right out of her. I wanted the newcomers to remain so revved up that they would recharge the batteries of those who no longer felt that way.”

Try to make the people who work for you feel needed and highly valued. Help them believe in that wonderful old truism, ‘A rising tide lifts all boats.’ With perhaps few exceptions, every organisation’s success is a collective achievement.”

Low End Of The Hierarchy

“Breaking out of our stratified systems to trust the people who work for us, especially those at or near the low end of the hierarchy, was a useful, progressive change.”

How much brainpower does the Navy - or any organisation, for that matter - waste because those in charge don’t recognise the full potential hiding at the low end of the hierarchy. If we stopped pinning labels on people and stopped treating them as if they were stupid, they would perform better. Why not instead assume everyone is inherently talented, and then spur them to live up to those expectations? Too idealistic? On the contrary, that’s exactly how Benfold became the best damn ship in the Navy.”

Walk the Floors - No Ivory Tower

The key to being a successful skipper is to see the ship through the eyes of the crew. Only then can you find out what’s really wrong and, in so doing, help the sailors empower themselves to fix it.”

“It seemed to me only prudent for the captain to work hard at seeing the ship through the crew’s eyes. My first step was trying to learn the names of everyone onboard. It wasn’t easy. Try attaching 310 names to 310 faces in one month.”

“I tried to establish a personal relationship with each crew member.”

Knowing my people well was a huge asset.”

We used every possible means of communication, including private email to key superiors; daily newsletters for the crew; my own cheerleading for good ideas and walking around the ship chatting.”

I started eating at least one meal per week on the mess decks with the crew. It paid big dividends; I learned a great deal and got to know people that way, and after a while my officers began taking occasional meals there, too.”

Many leaders almost never leave their office. Recall how you feel when your boss tells you, ‘Good job.’ Do your people (and yourself) a favour. Say it in person, if you can. Press the flesh. Open yourself. Coldness congeals. Warmth heals. Little things make big successes.”

“Gestures such as joining the enlisted people at cookouts [on the ship’s deck], having lunch once a week with the crew on the mess decks, and making sure visiting VIP’s got to talk to the crew, I tried to show the officers that in human terms we were all in this together, and each person was indispensable to the unity of the Benfold team.”

When I can build people up, their work improves, and my morale leaps. My approach with the cooks was to walk through the galley just about every other day, telling them how much I appreciated their hard work. And the food got a lot better.”

Reciprocation

“The more I went around meeting sailors, the more they talked to me openly and intelligently. The more I thanked them for hard work, the harder they worked. The payoff in morale was palpable.”

Tone From The Top

A leader will never accomplish what he or she wants by ordering it done. Real leadership must be done by example, not precept. Whether you like it or not, your people follow your example.”

Leaders need to understand how profoundly they affect people, how their optimism and pessimism are equally infectious, how directly they set the tone and spirit of everyone around them.”

“It is well known that every leader sets the tone for his or her organisation. Show me an enthusiastic leader, and I will show you an enthusiastic workforce.”

“In desperate times I always grabbed the microphone to communicate. Your people want to hear it from the top that everything is going to be all right after all. In times of peril, people always turn to the guy at the top and look for guidance.”

When I took command of Benfold, I saw a crew of 310 men and women with untapped talent, untested spirit and unlimited potential. I was determined to be the captain these sailors deserved.”

Purpose

The whole secret of leading a ship or managing a company is to articulate a common goal that inspires a diverse group of people to work hard together. That’s what my sailors got: a purpose that transformed their lives and made Benfold a composite of an elite school, a lively church, a winning football team, and - best of all - the hottest go-to-ship in the US Navy.”

Generate Unity

Generate unity. I substituted [the diversity training] for unity training, concentrating on people’s likeness and our common goals rather than differences.”

If you surround yourself with people exactly like yourself, you run the dangerous risk of groupthink, and no one has creativity to come up with new ideas. The goal is not to create a group of clones, culturally engineered to mimic one another. Rather, unity is about maximising uniqueness and channeling that toward the common goal of the group."

Unity of purpose is quite achievable, even against heavy odds, and sometimes because of them. We created unity on Benfold.”

Transparency

Some leaders feel that by keeping people in the dark, they maintain a measure of control. But that is a leader’s folly and an organisation’s failure. Secrecy spawns isolation, not success.”

“As I rose through the ranks in the Navy, I was continually frustrated by how information was stopped at mid-level regions.”

USS Benfold

USS Benfold

Common Sense

“The art of leadership lies in simple things - common sense actions that ensure high morale and increase the odds of winning.”

Little Things

“Little things make big successes. Within a couple of months of my taking over, other ship commanders began visiting Benfold to find out how we were getting our sailors to work so well. I was delighted to share all our secrets. They were hardly profound; mainly, we were attentive to people’s feelings and potential. A lot of seemingly small gestures added up to a friendly and supportive atmosphere.”

Innovation & Ideas

“Organisations should reward risk-takers, even if they fall short once in a while. Let them know that promotions and glory go to innovators and pioneers, not to stand-patters who fear controversy and avoid trying to improve anything. To me, that’s the key to keeping an organisation young, vital, growing, and successful. Stasis is death to any organisation. Evolve or die: It’s the law of life.”

“I began with the idea that there is always a better way to do things, and that, contrary to tradition, the crew’s insights might be more profound than even the captain’s. Accordingly, we spent several months analysing every process on the ship. I asked everyone, ‘Is there a better way to do what you do?’. Time after time, the answer is yes, and many of the answers were revelations to me.”

“I decided my job was to listen aggressively and to pick up every good idea the crew had for improving the ship’s operation. After all, the people who do the nuts-and-bolts work on the ship constantly see things that officers don’t.”

Innovation knows no rank. Good ideas are where you find them - even on the fo’c’sle. My officers were ready to discard a great idea because it came from a lowly enlisted man. Fortunately, I happened to overhear his recommendation. Every leader needs big ears and zero tolerance for stereotypes.”

In my interviews with the crew, I got feedback in ways I never imagined. After we implemented the lower deck’s ideas on how to improve the way we did business, the ship’s energy began heating up.”

Innovation and progress are achieved only by those who venture beyond Standard Operating Procedure. You have to think imaginatively, but realistically, about what may lie ahead, and prepare to meet it.”

Creativity

“The management committee always wants to see metrics before they allow you to launch new ideas. Since, by definition, new ideas don’t have metrics, the result is that great ideas tend to be stillborn in most companies today.”

“If I had been forced to chart a course defined by metrics, the creativity we sparked and the changes we achieved probably could not have happened.”

Rigidity gets in the way of creativity. Instead of salutes, I wanted results, which to me meant achieving combat readiness. The way to accomplish this was not to order it from the top, which is demoralising and squashes initiative. I wanted sailors to open their minds, use their imaginations, and find better ways of doing everything. I wanted officers to understand that ideas and initiative could emerge from the lower deck as well as muscle and obedience.”

Seek and Accept Input

Let your crew feel free to speak up. I was determined to create a culture where everyone on board felt comfortable enough to say to me, ‘Captain, have you thought of this?’ or ‘Captain, I’m worried about something,’ or even ‘Captain, I think you’re dead wrong and here’s why.’ Yes-people are a cancer in any organisation, and dangerous to boot.’

After every major decision, event, or maneuver, those involved gathered around my chair on the bridge wing and critiqued it. Even if things had gone well, we still analysed them. Sometimes things go right by accident, and you are left with the dangerous illusion that it was your doing.”

“There was no retribution for any comments. I encouraged people to challenge or criticise anyone in the group; the most junior seaman could criticise the commanding officer.”

“If I was causing [the crew] unnecessary work, then I wanted to know about it. If the crew had a problem with what I was doing, I wanted them to tell me so I could fix it or explain why I had to do things that way, thus expanding my crew’s knowledge of the limitations or requirements imposed on me.”

When people saw me opening myself to criticism, they opened up themselves. That’s how we made dramatic improvements. People could get inside one another’s mind. They could work together for the best possible Benfold. The result? We never made the same mistake twice, and everyone got to understand the big picture.”

“Even when the reluctance to speak up stems from admiration for the commanding officer’s skill and experience, a climate to question decisions must be created in order to foster double-checking.”

Make your people feel they can speak freely, no matter what they want to say. If they see that the captain wears no clothes, facts are facts and deserve attention, not retribution.’

Multi-Skill

“In the current squeeze on business costs, many companies have cut back so much that they are only one-deep in critical positions, leaving no margin for error. My goal was to cross-train in every critical area.”

There is no downside to having employees who know how every division of an organisation functions. The challenge is finding incentives to motivate them to want to do so.”

Build a strong, deep bench. Cross-training became our mantra. We had young sailors, barely out of boot camp, doing the jobs of first-class petty officers with several hash marks, and doing them well.”

Bad News

It’s critical that leaders don’t shoot the messenger who brings bad news. A boss who does will not hear about future problems until they are out of hand.”

“Bad news does not improve with age. The longer you wait, the less time your boss has to help you come up with a solution.”

“It’s been my experience in management that while good news makes you feel warm inside, it’s the negative news that makes you learn and helps improve your performance on the job.”

Unconventional

“At first, my unconventional approach to the job evoked fear and undermined authoritarian personality that had been imprinted on the ship. But instead of constantly scrutinising the members of my crew with the presumption they would screw up, I assumed they wanted to do well and be the best.”

My sailors were free to question conventional wisdom and dream up better ways to do their jobs.”

“As captain, I was charged with enforcing 225 years of accumulated Navy regulations, policies, and procedures. But every last one of those rules was up for negotiation whenever my people came up with a better way of doing things.”

You will seldom get in trouble for following Standard Operating Procedure. On the other hand, you will rarely get outstanding results. And all too often, SOP is a sop - it distracts people from what’s really important.”

Have Fun

“I focused my leadership efforts on encouraging people to not only find better ways to do their jobs, but also to have fun as they did. And sometimes - actually, a lot of times - I encouraged them to have fun for fun’s sake.”

When I interviewed my sailors, I asked them not only how we could improve the ship’s performance, but also how we could have fun at work. The responses were amazing.”

We tried to instill fun in everything we did, especially mundane, repetitive jobs such as loading food aboard the ship.”

“The point was that having fun with your friends creates infinitely more social glue for any organisation than stock options and bonuses will ever provide.”

The secret to good work? Good play. We were the offbeat ship that wasn’t afraid to loosen up, make the best of what had to be done, and share fun with everyone. Giving our people the freedom to act a little crazy seemed to confirm that we really cared about them.”

“This shows what you can accomplish when you throw formality to the winds and free your people to have a life on your time, which soon becomes the time of their lives. None of this required big money, only imagination and goodwill. On USS Benfold, the secret of good work was good play.”

Accept Mistakes

I’d like to live in a culture that allows people to candidly acknowledge mistakes and take responsibility. It’s far more useful to focus on making sure the accident never happens again rather than finding someone to blame.”

“Unfortunately, organisations all too often promote only those who have never made a mistake. Show me someone who has never made a mistake, and I will show you someone who is not doing anything to improve your organisation.”

Freedom to Fail

“I worked hard to create a climate that encouraged quixotic pursuits and celebrated freedom to fail.”

Ethics

“I was always careful never to take any ethical shortcuts.”

I just asked myself this: If what I’m about to do appeared on the front page of the Washington Post tomorrow, would I be proud or embarrassed? If I knew I would be embarrassed, I would not do it. If I’d be proud, I knew I was generally on the right track.”

Bureaucracies

More often than not, bureaucracies create rules and then forget why they were needed in the first place, or fail to see the reasons for them to no longer exist. When it comes to purging outdated regulations, bureaucracies are sclerotic.”

Continual Learning

I was determined to turn the ship into an institution of continual learning.”

Competition

I didn’t consider [the other ships in the fleet] rivals.; I didn’t have any rivals. I was in competition only with myself, to have the best ship we possibly could.”

Conclusion

The characteristics that defined USS Benfold’s success weren’t quantitative. They were qualitative and they were all about people. The physical asset, the ship, was no different to any other in the fleet; it was the people that made all the difference. In a similar fashion, most businesses are defined by their people, too. Investigating the philosophies, values and culture that permeate a business, it’s management and people can provide the clues to it’s ultimate success.

From an investing standpoint I’ve always been cautious of investing in business turnarounds. The base-rates are too low for my liking. Captain Abrashoff’s book got me thinking that just maybe, with the right approach, success in a turnaround can be more easily gauged.

Ultimately, this is a book about humanity and the psychological forces that drive people to work together and achieve. Captain Abrashoff leveraged the levers that drive group output to achieve outstanding performance, regardless of the fact he was on a naval ship. The lessons contained within are not only relevant to the military, they are integral to the success of any business, and more importantly those that we either are or are wanting to, invest in.

Given our daily interactions with people and society, we can all learn from Captain Abrashoff.


Learning From Copart’s Willis Johnson

True Rags to Riches stories are actually few and far between. We often hear of the biggies; the Jeff Bezos’ story, the Bill Gates story, the Steve Jobs’ story or even Warren Buffett’s history. The thing that is common among most of the ones we know is that they tend to be tech gurus or famous investors. They’ve all built companies that are the envy of the world and become famous along the way. But how often do you hear about a guy who only went to high school, was given a junkyard, and was able to turn it into a multi-billion dollar company? Not often, I bet.

Willis Johnson’s incredible story is a rag-to-riches tale of a budding young American entrepreneur who scrapped and saved, kept trying new things and ultimately turned a small auto junkyard into a multi-billion dollar business. An investment in Willis’ Copart in 1994 has been a veritable 150-bagger!!

Johnson tells the story of Copart in his 2014 auto-biography ‘Junk to Gold’. An easy read, it contains a wealth of business wisdom and life lessons. Johnson’s passion for wheeling & dealing emerged while buying, dismantling and selling old cars as a teenager with his entrepreneurial father. It also tells how he was conscripted to the US Army and did a tour of duty in Vietnam where only half his unit survived, how he also earned a Purple Heart and some new skills to apply to the dismantling yard he purchased on his return. With his newly acquired junkyard, Johnson strived for growth.

In the words of Charlie Munger, Johnson is a ‘Talented Fanatic’ who disdained standard industry practice. Instead, he introduced clean and organised stores that more closely resembled a retail store than the typical ‘bunch of wrecked cars in a field’. He was the first to dismantle not just cars, but parts, which he refurbished for sale. Introducing an industry catalogue and improving customer communications made him a valued partner to customers.

Like Charles Schwab at Schwab Corporation, Willis wasn’t afraid to embrace new technology if it meant increased efficiency and improved customer service. It also provided a jump on competitors. In Sam Walton style, Willis unashamedly copied ideas from everywhere: competitors, other industries; even Disneyland and a John Wayne movie.

As Willis redefined the role and scope of junkyard operations he built scale through acquisitions. Never shy of trying new things, Willis jumped at an opportunity to add a salvage auction business to his broadening interests. Introducing new technology, leveraging national scale for customers and introducing a new innovative pricing mechanism that turned the customer incentive structure on its head, Willis expanded the salvage auction business to become the core of the multi-billion dollar enterprise that Copart is today.

COPART Share Price vs S&P500 Normalised [Source: Bloomberg]

COPART Share Price vs S&P500 Normalised [Source: Bloomberg]

I’ve included some of my favourite extracts from the book below..

Common Sense

Earn a PhD in Common Sense. The time I spent as a kid with my dad was much more of an education for me than what went on between school bells.”

Know What You Don’t Know

I know what I don’t know. I also think it’s a good idea to learn as much as you can.”

Integrity

“Both my dad and I also built reputations in the business world of always standing by our word and never doing business if a deal felt wrong. We both walked away from opportunities that may have helped our businesses but would have crossed a moral or ethical line.”

“With any deal, you want to treat folks right, like you’d like to be treated.”

A Bias For Action

“Although times were hard [in the early days], I never stopped dreaming big and looking for something better.”

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Business Model

‘Think of us [Copart salvage auctions] like the local sewer system. We’re a utility. Nothing can get rid of us - nothing. Two of the biggest businesses in the world are car manufacturers and insurance companies. If insurance companies don’t write insurance policies on cars, then they’re out of business. If manufacturers don’t make cars, then they’re out of business. They’re always gonna make cars, and they’re always gonna insure them. We’re the guy in between. As long as we’ve got the land in the right place to put the cars on, we can’t fail. We are like the septic tanks of the sewer system. You can’t have the system without us.”

Cost Conscious

“Dad also had an expression: ‘Take care of your pennies and the dollars will take care of themselves.’ It’s a phrase I have also passed on to others so they would learn the same lesson I learned from him - that small amounts of money can add up to either big profits or big losses. You can’t ignore the small expenses or the small amounts of money unaccounted for if you hope to succeed at the end of the day.”

Customers

‘I tripled the income at the yard by taking good care of customers and calling body shops and mechanics to tell them what inventory we had in stock.”

Be your customer’s most valuable partner. My continued passion for the business helped me find new ways to innovate Copart. One of the biggest innovations was the Percentage Incentive Program, or PIP, which I started as a test with the Fireman’s Fund - an insurance company that was a client of Copart. I knew I could get the insurance company more money if I cleaned these [smashed] cars up [before sale], but I also knew I would have to charge the insurance companies for that service. That was a problem because insurance companies didn’t want to pay you to clean up a wrecked car. To them it was junk so I had to find another way.

I proposed a deal to the Fireman’s Fund. Instead of charging fees [to transport and auction the wrecked cars], I would keep a percentage of the sale price for each car. The Fireman’s Fund was thrilled because they were seeing their returns go up. And I was watching Copart’s profits go up with the returns. But maybe, most importantly, PIP represented a significant shift in the industry. Now the salvage auction was a partner with the insurance company, with the goal of getting the best possible price for each car, eliminating any arguments over fees.”

“Copart needed to provide not just a good service but legendary service - service that left customers saying, ‘Wow, how did they do that?’ and telling others about the experience.”

Do the right thing. Through the [Katrina Hurricane] ordeal, Copart did not pass any of its added costs on to its customers. Copart chose to absorb costs because it was the right thing to do. Copart also absorbed costs because it wanted to prove to its customers it was not just a vendor but a business partner they could rely on even at the worst possible time.”

Investors

Be careful who you go into business with. [At the Copart IPO] Most investors thought it was all about them liking me. But in my case, I also had to like them. I wasn’t doing business with just anyone with a cheque book. I have to trust you - and you have have to be someone I feel good about being associated with.”

Stick to The Knitting

“One thing I’ve taught all the executives in the company is that while you may be good in our business, that doesn’t mean you are good in any other business. Don’t get a big head and think you know it all, because that’s when you lose. You’re really good in the car business. You’re really good in the recycling business. You’re not necessarily good in everything else, and you need to understand that. Stay with what you are good at, venture out if you see an opportunity, but pull your horns in if you make a mistake.”

Military Lessons

“The military teaches you order, timing and discipline. It teaches you how to work as a team. It was the best education I could get.”

“[The military] taught me cleanliness and order. Keeping things lined up makes for efficiency. In the military, we were told to face right and line everything up shoulder to nose. I bought that back to the dismantling business, lining up the cars in the yard in a perfect row. I also learned that a coat of paint helped cover up a lot of bad stuff and was the cheapest way to make something bad look good.”

“The war taught me how to make the best decisions for the people around me, not just myself.”

Innovation

I built Copart’s culture on change and embracing new ideas.”

“I’m not afraid to break the mould and go where no one else has gone before. When people tell me, ‘Willis you can’t do that,’ it just pushes me to show them I can.’”

“I expanded the [scrapping] business to a large dairy farm next door and got it zoned so they could rent out some of the land to local dismantlers. Customers going to the other dismantlers would have to drive by our yard first, which led to more business. I would also purchase parts from other dismantlers and turn them for a profit. Dad didn’t like this at all. He didn’t want me helping his competitors make money - even if it meant we made more money.”

My dream was to build up the parts side of the scrap business was starting to come true. As I was able to buy better cars, [I] was able to stock more and better parts, including motors, transmissions, and rear ends. As this happened the business relied less on scrap iron, which gradually went from the main revenue stream to a byproduct of the parts business.”

I was the first in the industry to dismantle parts, not just cars. By the time I was done, I could get $700 for the same parts sold separately that were sold together by my competitor [as a whole engine] for $400. And the customer was happier. I also had fewer buy-backs because I didn’t have to guarantee all the parts on the motor. This caused my profit margin to far exceed that of my competitors.”

“I knew that to really compete with other auto dismantlers in the Sacramento region, I would need to do something different... If we were going to compete, we needed to specialise in a car the other dismantlers in town didn’t want to carry.”

“I’m not the kind of guy who says, ‘Look, kid, I’ve been doing this for twenty years, and I’m not interested in changing.’ I never have a problem if someone tells me something is broken. I have always wanted to do things better and improve on the model.”

Taking chances and changing things up made Copart what it is today. It’s the spirit of the company, and that spirit will never change.”

Build A Brand / Geographic Reach

“Now a public company, Copart had the resources and reputation needed to expand its footprint so we could not only keep up with IAA but also continue to be able to give big insurance companies a broader geographical range of services.”

I wanted to be able to build a network of locations so I could take on national contracts. I didn’t want just to be able to handle some of Allstate’s cars; I wanted all of them.”

“I just didn’t want to grow to grow. I wanted to build a brand. I wanted anything with a Copart logo on it to run the same way - same computer system, same pricing, same way of treating our employees - so people started relating our name to a certain way of doing business.”

Technology

“Most people kept paper records of all their parts. But I was one of the first in the business to computerise inventory. I spent $110,000 on a large reel-to-reel computer, about double the amount most people spent on a house at the time. Other people thought I was crazy (or stupid - or maybe both) to spend so much money on a computer for a wrecking yard. But I was never afraid to spend money on technology if it could help us be more efficient. And it turned out that the whole industry would end up computerising once they saw the benefits it gave people. As large and foreign as this machine seemed back then it paid off because it gave me a complete picture of the business and the inventory, which in turn gave me more knowledge and control over the yard which helped me make money.”

Any company today has to pay attention to technology and how the world is changing and incorporate that if it wants to survive. You can’t do things the same way and expect to be around in ten years. The world moves too quickly.”

“VB2 [a Virtual bidding tech platform] put Copart ahead of the technology curve. But it had not just been VB2. The fact we computerised early, the company developed CAS to share data and keep track of all its inventory, and [we] embraced the internet when it first came out all led up to Copart being prepared to develop and implement technology ahead of its competition.”

Ideas

Ideas can come from anywhere - even John Wayne. One rare night, I was in the trailer watching an old John Wayne movie about WWII. In the movie John Wayne kicked down the doors of a Quonset hut that housed the officer’s club. The movie made me think of my own prefabricated, semicircular steel hut in a new light. I thought, Well, if they can make it look decent in the movie, decorate it all up for officers, maybe I can do that.”

I’d mine other wrecking yards for ideas I could take home and implement. We’d suck in all their ideas, and they didn’t care if they told us because we weren’t direct competitors.”

You have to do your research and if you don’t stay on top of reading about other people’s ideas, you never come up with ideas yourself. It’s good to learn from others.

Learn from Walmart. What made the U-Pull-It model [wrecked cars on stands where hobbyists/home mechanics pay an entry fee to come in and dismantle cars parts themselves] unique was the high volume of cars it could turnaround. I liken it to the Walmart of dismantling.”

Make your business like Disneyland. I got my inspiration to create new services within my companies from Disneyland. Disneyland to me was a model of how to build businesses within a business. I paid a fee to get in the gate. And then I went to a restaurant, I paid to eat and drink. Then I paid at the gift shops. I paid for tickets to the rides. Everything I did was another business. Okay, I’ve got to find a business that has multiple revenue streams within it. Disneyland taught me about building other revenue streams. Every time you can add revenue streams to the same pipeline, the profit margin change drastically. You are putting more through that pipe.”

“If [employees] have the ability to speak their mind, the company benefits too because that’s when great ideas are born

Tone From the Top

I never expected anything from anyone that I wouldn’t do myself. I used to dismantle cars alongside my employees.”

Value Employees

If employees are happy, that translates directly to how we treat our customers and how we can move forward as a company.”

I always made sure I knew what the average pay was in the area and paid more and gave more benefits. I didn’t want people to leave, and I didn’t want them to be in a union.”

Tell them you love them. We learnt it wasn’t just enough to treat your employees nice, give them good benefits, and hope they got it. We treated the employee nice, gave them as many benefits as we could, and treated them like we didn’t want them to leave - because we didn’t. But we didn’t tell them we loved them; we didn’t show them how much they meant to the company. That’s where we had fallen short.”

Culture

From 2002 Copart was going to be a company that didn’t just hire based on skill-sets or IQ. It was going to hire based on attitude - EQ. We were going to be a company in which people liked their co-workers and had fun at what they did.”

Becoming a big, public company, we decided, didn’t mean we had to sacrifice having a culture where people worked hard, had fun and were rewarded for it.”

Mistakes

Admit your mistakes. Everyone makes bad decisions, and I’m not immune. The good thing about Copart is even though sometimes we have bad ideas, we learn from them and correct them. Any time you make a mistake or bad news comes and you’re really upset about it, remember there’s a lesson in it. Just chalk it up as a lesson, and don’t let it happen again. When you lose a customer because you bid wrong, don’t get mad at the customer. Ask yourself, ‘What did we do wrong to not get the contract?’”

Summary

Although I didn’t mention them above, Willis’ expectation that people weren’t going to fly as much after 9/11, but rather drive, gave him the insight that more cars were going to be wrecked allowing a better preparedness for growth. It’s little kernels of history like this that can spark ideas in situations we face today.

Willis’ analogy of the ‘local sewer system’ is a useful mental model when thinking about other businesses. So is inverting the pricing mechanism for salvage auctions from fixed prices to a commission structure that instantly aligned the customer with the auctioneer. It created a win-win relationship where both parties benefited from higher prices. When combined with the national scale to reduce the transportation costs of salvaged vehicles, it provided a competitive advantage difficult to replicate. Applying technology for efficiency and geographic reach [via virtual bidding] made the company’s moat even wider. The makings of a Lollapalooza effect!

“Extreme success is likely to be caused by adding success factors so that a bigger combination drives success, often in non-linear fashion, as one is reminded by the concept of breakpoint and the concept of critical mass in physics. Often results are not linear. You get a little bit more mass, and you get a lollapalooza result.” Charlie Munger

While not all great businesses share the same characteristics, they often have at least a handful that unify them. In the case of Copart, those common themes include being close to the customer, win-win relationships, scale advantages, a large runway for growth, network effects (connecting more buyers and sellers), constant innovation, embracing technology, valuing employees, good culture, first mover advantages, sticking to the knitting and tone from the top. And let’s not forget the creative fanatic driving the whole process, Willis Johnson.

Sources:
Junk to Gold’ by Willis Johnson. 2014. Westbow Press.


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Learning from Polen Capital

One of the keys to sound investing is having the right information. Its everywhere around us; we just need to know where to look. One of my preferred methods for finding new facts and for learning is to listen to podcasts, and you can’t go past Columbia Business School’s Podcast series: ‘Value Investing with Legends.’

I enjoyed their recent interview with Polen Capital’s Dan Davidowitz and Jeff Mueller. Polen Capital’s track record of outperformance over three decades stems from their ownership of high quality businesses. I’d put them in the class of investor with the likes of Chuck Akre, Nick Train, Terry Smith, Francois Rochon, Paul Black and Nicholas Sleep, who’ve earned their returns from the compounding power of the underlying businesses they’ve chosen to own. These compounding machinesare often large well-known businesses, each with enduring competitive advantages that support high returns on capital, defying capitalism’s reversion to the mean. Rather than focus on buying cheap and selling higher, these successful investors ride the exponential curve these great companies create. While these stocks may not appear optically cheap, it’s the power of compounding that can render them structurally undervalued for long periods of time.

Screen Shot 2020-05-19 at 2.09.26 pm.png

The podcast reminded me of some useful mental models that only surface from time to time, some of my favourites were the need for a long runway for growth, ‘Culture’ as a competitive advantage, the concept of ‘Attacking the Moat’, and the lollapalooza effect of many competitive advantages working together.

I’ve included some notes below:

Compounders

“The first take away is that nearly all compounders have high returns on capital and high returns on equity. Capitalism is a brutal place and if you don't have the comparative advantage to protect your high returns, new entrants are going to come in and eat away that competitive advantage.

The fact a company sustains high returns is a signal. The necessary condition is the competitive advantage - the high return on equity or capital is typically the output. All compounders tend to have high returns on capital but not all companies with high returns on capital are compounders. That’s important because it means you can’t just run a screen and buy. There is real critical thought and judgement required.

The second takeaway, is that P/E multiples that are optically expensive are often very cheap prices for compounders. No matter how many decimal places you go out to in excel, you're not going to find critical judgement in a spreadsheet. So a clear understanding of a compounders’ sources of competitive advantage is critical for owning one for long periods of time. You have to have a competitive advantage and that has to be rock solid. It has to exist and be sustainable.

Oftentimes for compounders you need low total addressable market penetration, ideally in a very large total addressable market and even more ideally, in one that is growing. This is often an enabler of reinvesting free cash flow at high incremental returns on each dollar invested. The very act of redeploying this capital back in the business at higher returns not only enables the compounding but it also serves to improve, expand and extend the business’ competitive advantages if allocated properly.” Jeff Mueller

“Structurally with the market, it’s very rare that even the third year of earnings is priced into these business [compounders] let alone the fifth, seventh or tenth year. When you find these companies with real durability that can compound for long period of time, the optically high multiple, when in hindsight that was a smoking deal five years ago Jeff Mueller

What is Value?

What does ‘value’ mean today? It doesn’t necessarily mean low PE or low price to book. That style of investing is increasingly difficult because it's easier to arbitrage away. It's easier in a modern age of technology and speed of networks and information to find big outliers before they become really big outliers. I think that’s why you’re finding less opportunity in the so-called cheap, deep value places and where you are seeing them is usually in structurally challenged industries

Our definition of ‘value investing’ is not just finding companies at a discount to intrinsic value but a permanence to their business and a margin of safety much more tied to the strength of their financials, and a massive competitive advantage and some big secular tailwind usually being created by the company itself that is driving them over the long term.

The market has a hard time discounting properly great growth companies. They have a really hard time putting a near term PE multiple on a company that can grow earnings at 15-20% for ten, fifteen, twenty years. So we find those companies to be structurally undervalued a lot of the time even though their near term multiples look relatively high.” Jeff Mueller

“Using the term ‘value investing’ became a loaded term a long time ago. If you ask me, I’m not a value investor, I’m a growth investor. But it doesn’t really matter. They are two sides of the same coin. We are all searching for the same thing - people want to buy companies at a discount to their intrinsic value and benefit from the growth in that intrinsic value. I think there are plenty of opportunities. We invest in some of the biggest most well-followed companies in the most efficient market in the world. If we can do it, I can imagine there are other people. We are not the brightest people on the planet. Dan Davidowitz

Long Term

“The industry is structurally built for the short term. How many people are engaged every day are ‘calling the quarter?’ We are playing a different game. We have a five year time horizon and beyond.” Jeff Mueller

Source: Polen Capital - Q1 2020 Newsletter - Focus Growth

Source: Polen Capital - Q1 2020 Newsletter - Focus Growth

Patience

The first thing we do is really take our time. Our average holding period is a little over five years. This gives you plenty of time to do the research and do diligence on all the companies that might be in the on-deck circle. In 2015, we worked on Adobe for 15 months. Taking your time is critical in assessing the sustainability of competitive advantages.” 

Competitive Advantages

Competitive advantages come in many forms. There are network effects; Facebook is a terrific example. I would say culture is a competitive advantage that a lot of people would probably take issue with me mentioning because it can’t be measured. But you look at O’Reilly or Rawlins - phenomenal cultures. Intellectual property, like Align Technology, or biotech companies like Allergan. Switching costs can be a competitive advantage; Microsoft 365 or Oracle. It’s been said switching off Oracle is like dental surgery without anesthesia. Economies of Scale and Monopolies and Brands are other examples. Business Model Innovation like Vail resorts. They come in many forms.” Jeff Mueller

Lollapalooza Effects

“There’s this song by Blink 182 called ‘All the Small Things’. For some reason when I think about competitive advantages it pops into my head. The best compounders I’ve studied and the best ones we’ve invested in don’t just have one competitive advantage where you point to it and say ‘yep, that’s it’. They usually have built this mosaic pulling from almost all the competitive advantages; they have networks, and a great culture, and a safe or aspirational brand and also economies of scale. When you get a lot of these working in the same direction it makes the companies almost impossible to really compete with out in the market place.” Jeff Mueller

Keep It Simple

Polen’s Dan Davidowitz

Polen’s Dan Davidowitz

“We’re trying to do it the easiest possible way. We’re not looking to discover the undiscovered gem. We are looking for very very obvious competitive advantages. They are no secrets. You're going to know most of those companies [we own]. They are well covered. Yet still, there’s great opportunities in those companies. We are looking to get the compounding of earnings growth and hopefully the returns in the easiest possible way with the most advantaged companies. It sounds a little too good to be true you can do it that way, but we've been doing it for thirty years and it’s still there. Dan Davidowitz

Compounding

“We’ve only owned 123 companies in 31 years and that includes the 21 we own today. The compounding is really what drive the returns. You align yourself with 20 or 25 great companies that can compound for not just years but decades oftentimes and they do the hard work for you. You can sit back and spend your time getting to know the companies. We’re getting the same information as everybody else. We are usually asking much longer term questions as we want to understand long term strategy. We don’t care about this quarter or next quarters earnings. We care about where the company is going over the long term.” Jeff Mueller

You cannot invest in businesses that go very wrong. You need to stay in the game and compound; that is the name of the game. That’s why we try to keep things relatively simple and straightforward and respect our guardrails. The compounding is not that hard as long a you don’t do anything stupid.” Dan Davidowitz

Humility / No Perfection

The more you know, you start to realise there is a lot more that you don’t. That’s an enlightened place to be. You can study and study companies but you’re never going to know everything you’d like to know. You’re going to know a fraction of what an insider knows and they don’t know everything either. You have to be careful because you’re never going to know everything. So for us it’s a never ending quest for knowledge on our companies. Everyday you have to try to keep finding more and more about the companies you want to know more about.” Jeff Mueller

‘Moat Attack’

“There is a theory you can’t truly know the moat or barriers to entry exist until that moat is attacked and the attack is repelled. The bigger and more well-capitalised the attacker the better. I think of capitalism like nature, it’s just a brutal place; these attacks are happening all the time. This isn’t a concept that has any absolutism but I do think it is a useful tool. When these things happen there is something probably there. We don’t have any blackboxes at Polen. You can open up the Financial Times and see that there is a large company attacking a company or partnering with a company to attack a company and investigate it, ask Why?” Jeff Mueller

Guard Rails

“Which guard rail is the most important? There is a lot of simplicity around our five guard rails. ROE of 20% or greater sustained is a real signal there is something special going on. You know mathematically you could add leverage and really juice the ROE, so the fact the majority of our companies are in a net cash position and also have sustainable ROE of 20% or greater is a pretty special group of companies. Munger said the number one rule of fishing is ‘fish where the fish are’. These guard rails take us down to the pond we like to fish in. In difficult times like this, not only can our companies go on the defensive, but a lot of their competitors are twisting and turning trying to avoid debt covenants in a credit stressed environment. So by widening the gap, they are even more advantaged relative to people who have become less disciplined with their balance sheets.” Jeff Mueller

Human Behaviour

“I think about the world in pretty simple terms. The one thing that hasn’t changed is that behind a lot of the movements in markets are humans and human behaviour. That is important to know because you can take advantage of opportunities when human behaviour drives companies valuations to places they shouldn't go either on the upside or downside.”

Change

Things change in the real world. Competitive advantages change, the way humans behave changes. It requires good thought and pragmatic thought to figure out which companies are going to benefit. You don't need to find 1,000’s of good ideas. A handful is all you have to find.” Dan Davidowitz

Summary

There are some critical mental models in this; things to look for when you’re searching for those great businesses. Polen’s Guardrails such as a sustainable ROE of >20% and a strong balance sheet, taking a long term view when looking at a company’s future earnings rather than those to be found in the next quarter, and a business having a host of competitive advantages rather than just one. Even more interesting, a large number of the underlying success factors described by Polen can’t be found in a spreadsheet: Culture, Human Behaviour, Critical Thought and Judgement, and Humility are some good examples of those.

Oh, and when searching for and assessing high quality businesses they like to keep it simple. Like Munger has said: ‘the number one rule of fishing is ‘fish where the fish are’.







Source:
Columbia Business School Podcast Series - Polen Capital

Further Reading:
Polen Capital Interview - Graham & Doddesville. Columbia Business School Newsletter. Winter 2019.
Polen Capital Website -
Insights

Follow us on Twitter: @mastersinvest

TERMS OF USE: DISCLAIMER


Note: This post is for educational purposes only. I have no relationship with Polen Capital or Columbia Business School.





Lollapalooza Time

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We’re all looking for great businesses to invest in. Those companies that seem to defy the natural order; that succeed in industries or sectors where others quite simply, don’t. They each have a difference, an advantage over their competitors which is quite often something so simple that it leaves others wondering why they hadn’t thought of it themselves.

It doesn’t sound like rocket science, and often it’s not; it could be a combination of lots of little things producing results that defy the incremental benefits. Often the results are non-linear; one plus one equals more than two. It’s something Charlie Munger refers to as Lollapalooza effects.

Really big effects, lollapalooza effects, will often come only from large combinations of factors. Charlie Munger

A few years ago I met with the CFO of a highly successful national furniture chain. This family business had achieved financial metrics that defied its industry; returns on equity consistently above 50%, gross margins above 60% and payback on new stores of under six months. Quizzing the CFO I asked, “Should the economy turn down, you could always cut margins a little?” To which he replied, “No, you don’t understand how the business works.” Expanding a little further, “The CEO starts with the 60%+ margins and works backwards. That’s the goal. A two hundred dollar chair is a two hundred dollar chair. Price it at two-hundred and fifty dollars and you won’t sell any. The CEO does the buying (how many other furniture store CEO’s do?) The CEO works with the suppliers to deliver that chair at a price that allows a 60%+ margin. It might mean removing the number of buttons, changing the fabric or redesigning the chair a little to get that outcome. It’s not about dropping price.” Wow, I thought to myself, that’s the silver bullet. That’s what makes this business so successful. A few months later I had the opportunity to ask the CEO directly, “What’s the key to success? Is it in the sourcing of product?,” I asked. Expecting confirmation of the silver bullet I’d uncovered, he replied, “yes that’s one thing, but really it’s the fact we do lots of little things a little better.”

This combination of factors often creates an impenetrable barrier for competitors. Polen Capital’s Jeff Mueller touched on this in a recent Columbia Business School podcast:

“There’s this song by Blink 182 called ‘All the Small Things’. For some reason when I think about competitive advantages it pops into my head. The best compounders I’ve studied and the best ones we’ve invested in don’t just have one competitive advantage where you point to it and say ‘yep, that’s it’. They usually have built this mosaic pulling from almost all the competitive advantages; they have networks, and a great culture, and a safe or aspirational brand and also economies of scale. When you get a lot of these working in the same direction it makes the companies almost impossible to really compete with out in the market place.” Jeff Mueller

Such firms are often more predictable businesses than firms which rely on a single competitive advantage (e.g. a patent).

"There is no a priori reason why a comparative advantage should be one big thing, any more than many smaller things. Indeed an interlocking, self-reinforcing network of small actions may be more successful than one big thing… Firms that have a process to do many things a little better than their rivals may be less risky than firms that do one thing right [e.g. develop/own a patent] because their future success is more predictable. They are simply harder to beat. And if they’re harder to beat then they may be very valuable businesses indeed." Nick Sleep

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In the book, ‘In Search of Excellence - Lessons from America’s Best Run Companies’, McKinsey alumni Thomas Peters & Robert Waterman identified a number of ‘strikingly similar themes’ that characterised the excellent companies they’d researched. It was a combination of these that accounted for the outperformance:

“The most important notion, as we’ve said time and again, is that there aren’t any one or two things that make it all work. [It can be] a dozen factors. And it’s all of them functioning in concert.”

Despite almost four decades passing since the book’s publication, the themes are as relevant today as they were then. Little wonder the book has been accredited by Warren Buffett as, “A landmark book, without question the most important and useful book on what makes organisations effective, ever written.”

I was reminded of this concept recently when reading a Forbes article about an aircraft parts manufacturer called Heico. The title certainly grabbed my attention, ‘The 47,500% Return: Meet The Billionaire Family Behind The Hottest Stock Of The Past 30 Years”. I couldn’t help but notice many of the factors that had surfaced in Thomas Peters and Robert Waterman’s research.

I’ve extracted a selection of the more interesting comments from the Heico article complemented by a few other sources, and where relevant, provided extracts from ‘In Search of Excellence' [ISOE].

Family Business:

HEICO: “I mean, it’s hard to envision family businesses that have been this successful for this long.”

ISOE: “Many of the best companies really do view themselves as an extended family.”

Culture:

HEICO: “Our culture is what ultimately drives the bottom line.”

ISOE: “The excellent companies are marked by very strong cultures.”

ISOE: “Without exception, the dominance and coherence of culture proved to be an essential quality of the excellent companies.”

Focus on the Customer:

HEICO: “We believe that the customer is the most important person in our overall organization. So we are here to serve the customer. And we pride ourselves on making good profits but not gouging the customer in terms of pricing.”

HEICO: “Our customers are our highest priority. After all, without customers, we have no business.”

ISOE: “Whether bending tin, frying hamburgers, or providing rooms for rent, virtually all of the excellent companies had, it seemed, defined themselves as de facto services businesses. Customers reign supreme.”

Close to The Customer:

HEICO: “Typically, our new products are designed in response to direct customer specifications or requests, not as general concepts offered for sale which we hope will later be purchased. This allows us to have a laser-sharp focus on our exact customer requirements.”

HEICO: “Our approach has been, and will continue to be, to learn from our customers what they need, not to develop products and then try to convince our customers to buy the products.”

ISOE - “The excellent companies are better listeners. They get a benefit from market closeness. Most of the real innovation comes from the market. The best companies are pushed around by their customers and they love it.”

ISOE: “The excellent companies pay close attention to what customers want. From listening. From inviting the customer into the company. The customer is truly in a partnership with the effective companies and vice versa. Successful firms understand user needs better. Successful innovations have fewer problems.”

Cheap Prices:

HEICO: “They have done so by acquiring 78 companies over the years and by pricing their parts cheaply.”

Diversified Products / Customers:

HEICO: “Heico produced nearly 100,000 parts, sold to nearly every major airline in the world, as well as defence customers like the U.S. government.”

Wrong Incentives:

HEICO: “The board [of the original Heico company] owned nothing—owned no shares,” recalls Larry. “They weren’t motivated.”

Barriers To Entry:

HEICO: “They found [the after-parts market] to be particularly alluring. Everything needed Federal Aviation Administration approval, which ensured that not every Tom, Dick and Larry could easily enter the industry.”

But Not Too Many Barriers:

HEICO: “Replacement parts weren’t generally patent-protected, so all the Mendelsons had to do was reverse engineer them, then prove to the FAA that they were up to snuff.”

ISOE: “The so-called high tech companies are not, first and foremost, the leaders in technology. They are in high tech businesses, but their main attribute is reliable, high value-added products and services for their customers.”

Win-Win:

HEICO: “Among our greatest strengths over the past five decades is our emphasis on building relationships — relationships with team members, customers, suppliers, shareholders and other stakeholders.

ISOE: “We have a host of big American companies that are doing it right from the standpoint of all their constituents - customers, employees, shareholders, and the public at large. They’ve been doing it right for years.”

Product Quality Critical:

HEICO: “We do a full metallurgical inspection on every single lot of parts we produce. That includes material hardness, grain size, grain-flow structure, coatings. . . . The reason we do it is because we can’t afford to have a failure.”

ISOE: “Raychem sells complicated ‘smart’ electrical connectors… They sell their connectors on the basis of high economic value of the product to the customer… The connectors are a microscopic fraction of the value of the eventual product - for example, large aircraft; therefore , the customer can, in fact, afford to pay a bundle.”

ISOE: “Quality Obsession. Many of our excellent companies are obsessed by service. At least as many act the same way over quality and reliability.”

Social Proof:

HEICO: “Lufthansa’s investment in Heico—a tacit stamp of approval.”

Investment in Price-Giveback / ‘Jam Tomorrow’:

HEICO: “As their business gained altitude, Larry insisted they live by a blunt rule: “We don’t try to screw the customer.Heico keeps its prices locked between a third to a half off what an original manufacturer would charge. Heico’s net margin hovers around 15%. It could be more than that if the Mendelsons pushed harder (and some defence products are more profitable). “They’ve historically been reluctant to print a margin over 20%,” says Hebert, the Canaccord Genuity analyst. “They never want to be perceived as gouging or excessively profiting from their airlines.”

HEICO: “Heico’s low-cost, high reliability solutions save each of our airline partners an average of $25m annually.”

Acquire Cost Conscious Founder Businesses:

HEICO: “The Mendelsons are shrewd buyers themselves, having in 2019 completed seven more acquisitions. They shop for owners or top executives who resemble them. “The companies we buy are very entrepreneurial—entrepreneurs that started years ago, started businesses in their garages,” says Larry. “They started with nothing,” which, he says, means “they watch every nickel.”

ISOE: “A few companies have thrived on growth via acquisition, but via a ‘small is beautiful’ strategy. They don’t believe, apparently, in the oft-cited wisdom that ‘A $500 million acquisition is no tougher to assimilate than a $50 million one, so make one deal instead of ten.”

Proper Incentives / Alignment:

HEICO: “The Mendelsons don’t usually buy an entire firm. More often than not, they leave a fifth of it in the hands of the owners or the chief executives running the place to keep them incentivized.”

Incumbents Won’t Compete:

HEICO: “The Mendelsons have been able to earn a foothold in an industry dominated by the so-called original equipment manufacturers, the GEs and Boeings of the world, who are the first to develop the parts and keep prices high on any replacements to help recoup the original R&D costs.”

Innovate:

HEICO: “One of our key tenets is that we must constantly develop, produce and sell new products to add to our existing product lines. Simply put, we are not interested in having our existing businesses remain static.”

ISOE: “There are some associated rules. For example, each division [at 3M] has an ironclad requirement that at least 25 percent of sales must be derived from products that did not exist five years ago.”

Stick to the Knitting:

HEICO: “It wasn’t long before they were casting about for similar opportunities in the after-parts market, which they found to be particularly alluring.”

ISOE: “Our principal finding is clear and simple. Organisations that do branch out (whether by acquisition or internal diversification) but stick very close to their knitting outperform the others.”

ISOE: “Acquisitions followed a simple rule. They have been small businesses that could be readily assimilated without changing the character of the acquiring organization. And small enough so that if there is a failure, the company can divest or write it off without substantial financial damage.”

Source: Forbes

Source: Forbes

Decentralise / Autonomy

HEICO: “As long as you do what you say you’re going to do, they”—the Mendelsons—“leave you alone,” Barnes says. “And they ask, ‘Do you need anything?’” 

HEICO: “We understand that entrepreneurs have unique skills and that they focus on their businesses in critical ways; we generally go to great lengths to avoid losing that. This entails greater autonomy for the businesses than many large companies are willing to give, and an aversion to consolidating acquired companies, but we are committed to this model.”

ISOE: “If the manager of a business can control all aspects of his business it will run a lot better. We believe a lot of the efficiencies you are supposed to get from economies of scale are not real at all. They are elusive.”

ISOE: Regardless of industry or apparent scale needs, virtually all of the companies we talked to placed high value on pushing authority far down the line, and on preserving and maximising practical autonomy for large numbers of people.”

Value Employees

HEICO: “We feel very good about the way that we are taking care of our team members. Some organisations say their people are employees; we prefer to say team members.”

ISOE: “Most impressive of all the language characteristics in the excellent companies are the phrases that upgrade the status of the individual employee. Again, we know it sounds corny, but words like Associate (Wal-mart), Crew Member (McDonald’s) and Cast Member (Disney) describe the very special importance of individuals in the excellent companies.”

ISOE: “Treating people - not money, machines, or minds - as the natural resource may be the key to it all.”

Encourage Ownership:

HEICO: “The Mendelsons have long encouraged their employees to take advantage of a lucrative retirement plan. They match up to 5% of what workers sock away in their 401(k)s—not in cash but in Heico stock. So, put in $5,000, get $5,000 worth of Heico shares, which, of course, have done nothing in the past 29 years but wildly appreciate. In other words, the stock has turned a lot of ordinary Heiconians, especially early staffers, into millionaires. No, that’s incorrect, Larry says. “Multimillionaires.”

HEICO: “The people who work in the company: the machine operators, the secretary, shipping clerks, floor sweepers, cleaning people - anybody associated with HEICO who is on the payroll, is eligible for that 5% match.”

Head Office:

HEICO: “Our corporate head office consists of only six people.”

ISOE: “Top level staffs are lean; it is not uncommon to find corporate staff of fewer than 100 people running multi-billion dollar enterprises.”

Long-Term:

HEICO: “When we came to this company 33 years ago, we decided we wanted to build something for the long term, and it wasn't going to be built for years or a single decade, it was going to be built for multiple decades. And frankly, every single thing that we've done and every decision that we take has been designed to drive sustained long-term growth of the business as opposed to any short-term focus. So when we've got to make decisions on everything from inventory, capital expenditures, people, customer relationships, everything is focused on cash generation as a result of also maintaining low debt, and being able to create a culture which drives long-term performance.”

HEICO: “The thing that's interesting is, I think that these margins are a result of frankly what we did a decade and two decades ago. They're not as a result of what we've done in the last year or two. When you treat your customers right, you treat your people right, you get into a virtuous cycle and I think that's very much where we are. And I think, we're reaping the benefits of the long-term culture that we put into place over 20 years ago, 30 years ago and that's what's driving these numbers.”

Summary

There’s a plethora of useful mental models in the above:

Industry Structure [Incumbents don’t discount so they can recoup previous R&D expense] / Small Cost of Product vs Total Cost / Fragmented Customers / Fragmented Products / Mission Critical - Quality Products / Barrier to Entry [ie FAA Approval] / Reputational Advantage / Pricing Power / Investment-in-Price-Giveback / Decentralisation - Autonomy / Innovation / Close To The Customer / Encourage Ownership / Sensible - Smaller Acquisitions / Aligned Management / Minimal Headquarters - Valued Staff

These attributes together create a formidable ‘Barrier to Entry’ for Heico.

Perhaps, unsurprisingly, you’ll notice that many of the same attributes above are also evident in the great companies covered in these pages before. The majority of these are qualitative in nature - you won’t find them in a spreadsheet.

“Economists talk about ‘barriers to entry,’ what it takes to compete in an industry. As is so often the case, the rational model leads us to get ‘hard’ and ‘soft’ mixed up on this one, too. We usually think of principal barriers to entry as concrete and metal - the investment cost of building the bellwether plant capacity addition. We have come to think, on the basis of the excellent companies data however, that that’s usually dead wrong. The real barrier to entry are the 75-year investment in getting hundreds of thousands to live service, quality, and customer problem solving at IBM, or the 150-year investment in quality at P&G. These are the truly insuperable ‘barriers to entry', based on people capital tied up in ironclad traditions of service, reliability, and quality.” ISOE

While we haven’t covered all the useful mental models from ‘In Search of Excellence’ we’ve ticked off a lot of them. By studying the characteristics that have made businesses excellent, we can then search these out in other potential investments. When a multitude of factors create an impenetrable barrier, a Lollapalooza effect could be in the making - but don’t just look for that single silver bullet; it might just be made up by a lot of little things.


Sources: Forbes - ‘The 47,500% Return: Meet The Billionaire Family Behind The Hottest Stock Of The Past 30 Years’. Abram Brown. January 2020.

In Search of Excellence - Lessons from America’s Best-Run Companies’. Harper & Row Publishers. 1983

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Railroader - Learning from Hunter Harrison

“It may not be ‘cool’ or sophisticated to operate in a low capability field, but ‘contrast’ is optimised by being a super performer, in the weakest of fields.” Peter D Kaufman

The second law of thermodynamics holds: ‘The greatest thermodynamic efficiency is achieved by working with the hottest possible source and the coldest possible sink’. In Munger like fashion, Peter D Kaufman, Chairman and CEO of Glenair, adopted this as a useful mental model in business: ‘we should strive in our performance to be the ‘hottest possible source’, in combination with the ‘coldest possible sinkof competitive field, niche or system.’ A telling example is the Railroad industry; an industry that hadn’t adapted for a generation and then combined with a ‘super performer’ named Hunter Harrison.

The late Hunter Harrison was a tour de force, a railroading genius who worked his way up from the rail yards at eighteen to run four publicly traded railroads, at the same time delivering billions in value to their shareholders. Harrison’s story is told by Howard Green in the recent book ‘Railroader - The Unfiltered Genius and Controversy of Four-Time CEO Hunter Harrison’. Warren Buffett, a railroad owner himself, noted ‘It’s an interesting read.’

Harrison’s story highlights the potential for a brilliant operator to significantly improve the operating performance of a lazy capital-intensive asset. Having developed a more efficient operating philosophy, ‘Precision Scheduled Railroading’, Harrison achieved operating margins and profitability which were the envy of competitors.

In contrast to the win-win philosophy evident in many of the recent businesses we’ve studied, at times Harrison’s approach drew criticism from employees and customers. This is an important differential, as his success suggests different cultures may be appropriate for different business models. WCM Investment Management’s Paul Black, suggested something similar, in that it’s important to ensure a business’ culture aligns with the company’s competitive advantage.

"Sam Walton really embraced the notion that you have to bring people along, you have to get people excited, you have to make people happy. You have to pay people well and tie them into the bottom line. He built this culture where people just loved coming to work and they had a lot of fun doing it. As a result they took on these old stale bureaucratic centralised organisations. That works for a retailer. But do you really need happy employees to run a railroad? Probably not. You want people that are highly accountable, that probably think in certain way, more linear, because it's all about delivering an on-time product in an efficient, cost effective manner. There is a high cost of failure. Different stresses. Very difficult corporate culture is needed for that than for a retailer. We found there are different cultures you find for different businesses that are effective." Paul Black

The book is an enjoyable read. In particular, the story of how Bill Ackman’s Pershing Square, having recognised Harrison’s innate abilities, made billions buying a stake in Canadian Pacific and recruiting Harrison to run the business.

I’ve included some of my favourite quotes below:

Super Performer

“For decades, Hunter Harrison, an American from working class Memphis, would repeatedly show people how to do it better than anyone else.”

“While Harrison, the unrivaled operator, did not envision a global computing Goliath, in certain respects, he was the Steve Jobs of railroading: uncompromising, unrelenting, fierce, antagonistic, confrontational, and a winner.'"

Shareholder Value

“Railroading wasn’t about being a train aficionado. It was only a route to shareholder value creation. That was everything.”

Stakeholders

“You don’t turn around capital-intensive businesses with legacy costs and thousands of employees, making them the most efficient major railroads in North America, without leaving some ‘blood on the tracks'.’”

“‘My mandate in these jobs has never been to be Mr. Popularity’. Indeed, Shareholders of four railroads hired Mr. Un-Popularity to turn around their flagging fortunes. The willingness to not be loved was the price he paid to get things done.”

Capital Intensity, Sweating Assets & Lots of Little Things

“So much of what Harrison taught came down to assets. Few things bothered him more than under-utilised ones. If an asset isn’t used, he wrote, ‘It’s a liability’ because of the costs associated with owning it. ‘Railroads only make money when cars are moving. Track is a railroad’s most expensive physical asset. Track has a 40 year life. So why would we lay down tracks to have cars sit idle?’”

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Railroads, he wrote ‘were awash in long-lived assets’ - track, locomotives, and cars. He went deeper. What if dwell times in yards were cut to eight or twelves hours instead of twenty-four? What if customers unloaded faster so their cars were there for half the time? What if average velocity went from twenty-five to thirty miles an hour? ‘Now we’re getting more cycles from the same equipment.’ As he would say, a thousand little things equal a lot of money.’

Data

“It was during his time at Burlington National that Harrison became intrigued by computers.. Harrison was acutely aware of the value of data.”

“The birth of MCSM (Major Corridor Service Measurement), a system that tracked traffic patterns from origins to destinations. From that day on, there became pressure to measure like that. The team would define an acceptable amount of time for a boxcar to get from origin to destination and then monitor it to see if it made it in the set time. If it didn’t, the system showed them where a car lost time and why. [Harrison] was the only one who actually understood what the data meant. He could look at the data and know exactly what that meant from an operating perspective.”

“Soon [Harrison] was scrutinising the return on assets, capital spending, depreciation, cash flow, and revenue. He also wanted all the regions of the railroad to be cognisant of these numbers.'“

Hunter Harrison would drool over such data like a kid over a comic book. More precision was being built into the railroad’s schedule, a step toward heaven for the obsessed, continuous learner and improver. Every possible scenario had to be accounted for so it could be in the algorithm and the algorithm could figure out what was supposed to happen.”

“Previously, CN quoted delivery times in days - plus or minus a day or two for flex. Edmonton to Chicago was seven to nine days. Sometimes is was five or six, other times ten or eleven. That drove Harrison nuts. He wanted to quote in hours not days. If a train was scheduled to leave at 8am, whether there were sixty or one hundred cars. If you measured in hours, everything got more precise. Taking it even further, if you measured car inspections in seconds, they got faster too.”

Trouble was often avoided by a deep understanding of railroading - and a deep understanding also meant measurement, something Harrison was big on.’

Competitive Advantage / Precision Scheduled Railroading

“As Harrison said, his basic view didn’t change during the decades he ran railroads - service customers, control costs, utilise assets, don’t get anybody hurt, and recognise and develop people.”

“Leadership skills and boxcar moving skills would one day coalesce into Precision Scheduled Railroading, the operating philosophy that would become his calling card worldwide.”

“Freight trains ran on volume. Customarily, when the car was full, it would depart. Neither the railroad nor the customer knew when that would be. He said, we’re going to flip this very basic premise and run on schedule. By doing so, the railroad would utilise its assets at maximum efficiency and get rid of ones it didn’t need, saving huge amounts of money.”

What produced results [at Illinois Central] was the approach he would preach for the next two and a half decades - what train velocity does for efficiency, what longer trains mean for efficiency, and on and on. He saw better processes for everything, base hit after base hit.”

“Everywhere I’ve been, we’ve gained market share and been able to increase price. And I think that’s the important thing, and that’s driven on the product you have.”

“Harrison predicted CSX could take about 10 to 15 percent of Norfolk Southern’s business. He said CSX would get its cost lower than NS’s and then price more aggressively.’

Common Sense

“While much of what Harrison did was based on an intellectual approach that had developed over years of observation, thought, and the honing of processes, much of it was also common sense.”

Operating Ratios

“Harrison’s operating ratios were not, however, aberrations. Illinois Central was usually ten points better on Operating Ratio than the next best - and twelve or thirteen points better than the average. For Harrison, a lot of it came back to his time as a train master.”

“By most performance metrics, the CP turnaround had been off the charts. At the end of 2016, the operating ratio was 58.6 percent, the best on record at the railroad - and down from more than 80 in 2012.”

Source: Fortune Magazine

Source: Fortune Magazine

Customers

“[Harrison came] to the conclusion that if you said yes to everything the customer wanted, you wouldn’t make any money. That approach would help him make enormous profits in later years, but it would also eventually result in criticism that would later hound him.”

Culture

I’ve never seen a guy grab hold of a company,’ Gray said [CN Board Member], ‘and change the culture and the results in such a short period of time.’ Was it all warm and fuzzy? Gray asked rhetorically. ‘Not on your life.’”

“[At Hunter Camps for senior executives,] Harrison wanted the campers to internalise his key principles - provide service, control costs, utilise assets properly, concentrate on people, and not get anybody hurt. He didn’t necessarily want the smartest people in the world, he wanted the hardest working people in the world.”

“[He wanted attendees at Hunter Camps] to be passionate, arguing that people - employees - were dying to do something that mattered, to be inspired. ‘Just care’, he pleaded. He told the room he viewed Hunter Camps as the most important thing he could do at the railroad - changing the culture.”

Among the factors highest on Harrison’s list was culture. CSX, he said, was the sum of putting together more previous railroads than any of the other Class 1’s. ‘We don’t have a culture.’, he said. ‘We have about nineteen.’ As a result, he said staff ‘don’t know where they belong.’ To enact cultural change, Hunter Camps would be revived.’

Industry Structure & Change

“Harrison was a ‘change agent,’ and the status quo, while comfortable for most people, was uncomfortable with him. Railroads, Gray [CN Board Member] said, were ‘slow to adapt’. The industry had not evolved for a generation. Given that the sector was ripe to be whipped into shape, he said it was inevitable that someone like Hunter Harrison would come along eventually. ‘I’d never seen anybody who was more appropriate for the time and the changes required than Hunter.”

“Harrison quoted the former chief of staff of the US Army, General Eric Shinseki: “If you don’t like change, you are going to like irrelevance even less.” He pointed no further than the cassette tape and the compact disc. As for those who say businesses just mature and get commoditised, Harrison wrote in one of his manuals, “this is simply the excuse of losers… Time after time, people and organisations entered stable, mature markets and turned them on their ears. Haagen-Daazs did it with ice-cream, Starbucks did it with coffee, and Canadian National keeps doing it again and again with railroads.’

Competitors

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When asked, however if competitors would up their game and perhaps try to copy what he was doing, he said they could buy the books he’d written at CN. “[They’re each] on eBay for a thousand dollars,” he cracked, adding that he hoped they would try to emulate his operating methods, because he viewed his competitors as partners, since railroads depend on each other’s lines to get their cars where they need to go.”

Boards

Harrison had little patience for boards. Put simply, they were a pain, a waste of time and money.”

“Did a board add shareholder value? In the final analysis, Harrison would say no, at least at a railroad.”

Head Office

“[Upon joining CP] Harrison also didn’t like head office, which he called the ‘glass house’ in downtown Calgary. It would not be long for this world… It was also the opposite of what he thought a revamped railroad needed - in-your face contact with rail cars. Harrison would soon announce that he was relocating head office to a rail yard. CP’s headquarters would be where the action was - next to the tracks.”

Mergers

“Hunter Harrison once said, ‘They ain’t buildin’ any more railroads.’ Critical infrastructure was constructed decades, if not more than a century ago, as cities built up around rail lines. The only way for existing railroads to get bigger and more efficient was to swallow others.”

Failure

“‘Success is a lousy teacher,’ Harrison wrote. ‘It seduces smart people into thinking they can’t lose.’ He preferred types like those who came up with the household lubricant WD-40, named numerically because the inventor failed 39 times before coming up with the magic formula.”

Team

“Harrison invoked ‘the team’ and studied great sport coaches of the modern era. While many CEO’s love reading biographies of political leaders, Harrison’s shelves were full of books about winning coaches. While he drew lessons from all of them, he favoured the no-nonsense, tough-guy styles of the past - Vince Lombardi of the Green Bay Packers and Bear Bryant of the University of Alabama. Both were feared and respected.”

“‘Great teams don’t allow people who don’t want to really play to stay,’ he wrote in his first manual.”

“Soon, non-operating people like computer programmers would be trained as conductors. Managers would learn how to drive trains. This would not only give the company flexibility, but office workers would learn what it was like on the front lines of actually operating a railroad. ‘Nothing was sacred’ was the message.”

Reward Employees

More than half of the employee base at CN had joined the stock purchase plan, and the improvement in the operating ratio and the stock price benefitted many.”

Walk The Floors - Tone At The Top

Harrison travelled constantly, so employees everywhere saw him in action.”

“Like at CN, nose-to-nose encounters with the new chief had a way of resonating throughout the organisation.”

Consultants, Monthly Budgets & Rule Books

“Rule number one: no consultants without Harrison’s approval - and he added they wouldn’t get his approval.”

“Then came the assault on the monthly ‘outlook.’ He growled that compiling it was simply busy work, again adding no value, The team drew up the budget for the year in the fall. Unless something changed drastically, he didn’t want high-priced employees fooling with spreadsheet updates. ‘Shit, we ain’t nuthin’ but statisticians .. I want to move boxcars’ and serve customers, he added. ‘I want to know who in the shit you do this for?’ Again, silence.”

“Thumbing through the CSX employee rulebook, which resembled a phonebook from a mid-sized city, he shook his head .. He argued that voluminous rulebooks gave people a false sense of security. He planned to eliminate it and have a new one written that would fit in a pocket and not tell people ‘how to walk'.’”

Summary

Hunter Harrison was a maverick in an industry largely unchanged for decades. His intimate understanding, like a sixth sense, allowed him to extract costs and increase efficiencies across the companies he ran. Assets had to keep moving, otherwise they were a liability. Inverting the incumbent operating system, harnessing technology and data, and optimising hundreds of small processes created a superior operating system that maximised profitability.

While some customers may not have welcomed some of the changes Harrison implemented, they benefitted from a faster and more reliable freight service. At times, despite employees and management considering his approach ‘too tough’, Harrison deemed it essential to achieve the cultural changes so required for a successful turnaround.

Ultimately, shareholders were rewarded. Harrison’s record of improvement was so astonishing, a few investors sought him out to run other underperforming railroads.

“Canadian Pacific is shipping 20% more freight than it did before we started, or than it has ever shipped in the past. And it’s shipping that freight 40% faster than ever, with record on-time performance, 40% fewer locomotives, 35% fewer people, and 14% improved fuel efficiency—all while maintaining an industry-leading safety record. In sum, CP is doing much, much better and more safely—and with far less. For our investors, these changes have resulted in an explosion of cash flows. When we made our investment five years ago, the company was worth only $8 billion, reflecting the poor performance of the railroad. Today, with the improvements cemented, it’s worth $30 billion. Bottom line, there are large amounts of latent value in public companies waiting to be unlocked. All it takes is some fresh eyes and hard work.” Paul Hilal, Pershing Square, 2016.

It’s little wonder Buffett has kept a close eye on Hunter Harrison’s railroad success.

“All of those companies [run by Hunter Harrison] dramatically improved their profit margins, and they had varying degrees of difficulty with customer service in the implementing of it. We are not above copying anything that is successful. And I think that there’s been a good deal that’s been learned by watching these four railroads, and if we think we can serve our customers well and get more efficient in the process, we will adopt whatever we observe.. there’s been growing evidence that we can learn something from what they do.” Warren Buffett 2019

Cold sink’ industry investments coupled with ‘super-performers’ can be a recipe for billions.



Further Reading:
Pershing Square Presentation on Canadian Pacific
’Value Creation by Active Investors (and Its Potential for Addressing Social Problems)’ - Columbia Business School, 2015

Reference:
‘Railroader - The Unfiltered Genius & Controversy Of Four-Time CEO Hunter Harrison.’ Howard Green, 2018. Page Two Books


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TERMS OF USE: DISCLAIMER

Learning from Charles Schwab

Many of the great Investors have left their mark on our investment world. Some have been innovators, others have been pioneers and all have been performers. And unsurprisingly, all have posted consistently outstanding results because of it. Each in their own way has crafted individual legacies which can teach us new ways of thinking when we trade. When it comes to the business of trading one man stands out from the crowd and has significantly changed the way Americans buy and sell investments.

And that one man is Charles Schwab.

In doing so, he built a Fortune 500 company whose value compounded at an average rate of 19% a year since IPO in 1987; twice the growth rate of the S&P500. Central to his belief; the customer was at the heart of everything Schwab did. He entered a race that for fear of revenue loss, the large incumbent brokers didn’t want to be involved with, a lucrative niche providing customers with cut-price stock transactions which he exploited and expanded with new technologies.

Charles Schwab tells his story in a recent book, ‘Invested - Changing Forever The Way Americans Invest’. On the dust jacket, Warren Buffett notes, ‘I’ve admired Chuck Schwab for a long time. When you read this book, you’ll understand why.’

In many ways Charles Schwab epitomises the ‘Scale-Economics Shared’ model employed by many of the great enduring companies. In a recent investor letter, IP Capital Partners noted, ‘Throughout its history, Schwab has continually cut the cost of investing through its platform and kept its competitors under constant pressure.’ Lower prices = more customers & increased revenue. Lower costs = increased profits. Return profit to customers via even lower prices. Repeat.

“Never underestimate the power of a low-cost structure: if you can make a profit by offering consumers good value; it’s a great business plan.” Francois Rochon

Charles Schwab vs S&P500 - 1987-2020 [Source: Bloomberg]

Charles Schwab vs S&P500 - 1987-2020 [Source: Bloomberg]

As a veteran of markets for over forty years, Charles’ reflections on the 1987 crash and the Global Financial Crisis are timely reminders of the need to remove emotion and maintain an investment plan in times of panic. I’ve collected some of my favourite quotes from the book below, but don’t be surprised to see many of the common themes we’ve seen with the other great businesses we’ve studied.

Competitive Niche

“Everybody said to me, ‘Wait until Merrill Lynch decides to go into your business. You are going to be crushed.’ I was worried, but Merrill was an entrenched member of the Wall Street establishment. It was still beholden to its many commissioned brokers, and its highly profitable investment banking and research business. It couldn’t just chuck all that out the window.”

“I thought if I could strip away all the fluff surrounding the purchase and sale of stocks - the tainted research, the bogus analysis, the flimsy recommendations, all the ways that Wall Street had historically justified high commission - and sell just the plain-vanilla service of executing trades, I could slash overhead, focus on efficiency, cut prices dramatically - by as much as 75% - and still make a profit.”

How would my firm differ from the kind of firms that had ruled Wall Street for so many years? For one thing, I meant to serve an entirely new client base, composed of what we now call independent investors.”

We were the common enemy of every big firm that had ever prospered under the old, protected system (regulated commissions).”

“If you take brokers out of the equation - as I was proposing to do - how then do you sell stocks? Well, you don’t sell. You market. My big aha! was when I realised I didn’t have to sell at all. All I had to do was market the discount brokerage service and then provide the best possible customer service.”

Recognising a business opportunity is only one part of succeeding as an entrepreneur. The key is acting on your business insight and following through.”

Our business was based on finding ways to break compromises. That was the magic behind lower trading costs, 24-hour phone service, local branches, no-fee IRAs, and internet trading.”

A business like ours comes down to two things; a big idea that makes a difference in people’s lives, and people who believe in it and will see it through to fruition day after day, despite what may get in the way. You have to get both right.”

Leverage Change

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“I was starting Schwab hoping to take advantage of the significant changes that would come from the deregulation of the brokerage industry.”

Low Costs

Our whole business plan revolved around keeping costs low. No lavish expense accounts, no fancy digs, no high salaries or fat commissions for our brokers.”

“I wanted to cut out all the frivolous costs so that I could make the price to the investor substantially lower than had ever been seen before - as much as 75% lower than traditional firms were charging. It would be a fact that practically jumped off the page at independent investors when we began advertising.”

Technology

We paid a price early on by automating well ahead of our competitors, but the leverage we gained for later growth was enormous.”

“People often ask why Schwab got into technology so early and in such a big way to make it a defining part of who we are and how we operate to this day. In some ways, necessity is the mother of invention. We had to get more efficient or we were dead in the water. When I first started Schwab and slashed commissions by 75%, I had just a vague idea that I could make it work. I knew it would take volume.”

“I’m no technology expert, but I have always been willing to invest in technology, and not just because it lowers our costs and gives us a competitive advantage. The way I see it, every time we make another advance, we strip away one more layer of intermediation between the masses and the markets. That’s always good.”

With each new technological advance, we provided a level of service a cut above other discounters; and we brought our clients one step closer to my ideal of direct, unmediated participation in the market.”

We were trying as many things as we could to get ahead in technology. Not all of them were working but we kept pushing forward - knowing the future was coming at us fast, and the future was all about technology.”

Culture

“[We had] an entrepreneurial culture that was big on creativity and imagination and not so big on structures, details, and planning.”

Path to Freedom

“Today, I remain more convinced than ever that investing is the individual’s path to financial freedom.”

Be An Optimist

I’m an optimist. And investing has always seemed to me to be the ultimate act of optimism. You’ve got to have confidence that the money you invest today is going to grow; otherwise, you might as well stuff it under the mattress. You have to believe tomorrow will be better than today.”

“I believed it then, I believed it when I started Schwab against so many odds, and I still believe it today. To be a successful investor, you have to be optimistic.”

Approach to Money

“Trying to build a life in the wake of the Depression had an enormous impact on my parents’ attitude toward money, saving, and risk that lasted their entire lives… So much of a person’s attitudes and habits towards money get formed when they are young. We see it with clients at Schwab every day.”

A person’s approach to money, his or her saving and spending habits, and comfort or discomfort with risk are all deeply ingrained, and more emotional than rational.”

Reciprocation

“I’m sure one of the reasons for my success over the years has been that people generally like me - and the secret to that is just human nature: I pay attention to them. I listen to their stories and take a genuine interest. And it’s made for a richer life. People are endlessly fascinating and their stories are motivating.”

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Reading

I read a lot of biographies of people who had accomplished great things, people such as John D Rockefeller, J.P. Morgan, Charles M Schwab, the steel magnate (no relation), and many others. I saw the importance of determination, or passion and fighting hard for what you believed in, and the importance of optimism and believing good things are possible. All the people I read about had a maniacal focus on growth.”

Public Speaking

“To this day I encourage young executives to get training in public speaking. No matter how good they are, mastering those moments in front of an audience is crucial to leading others, and it rarely comes naturally.”

The Stock Market & Investing

With the stock market, there are no guarantees. You can guarantee service, costs, quality, and certainly integrity. But you can’t guarantee performance; Risk is just part of the deal.”

I don’t think human nature deals very well with the patience and strong stomach investing requires. We’re wired for fight or flight.”

I have now seen nine crashes in my life, and it still troubles me that investors react this way [sit on the sidelines], because it always ends the same. The market roars back and leaves too many investors sitting on the sidelines missing out. Sometimes I wish I could just tie them to their chairs to help them ride out the temporary storm. To this day our advice is the same: ‘Panic is not a strategy, stick with your investment plan, and don’t let emotions get the better of you.’ Heeding that advice when you’re in full panic mode is just not easy. People aren’t wired to be good investors.”

The most natural instinct is to run for the door. To sell. Sell everything,’ I said [in 2008 when reaching out to clients]. ‘You’ve got to fight that emotion because you want to be able to hang on for the recovery. Which has happened every time we have had an experience like this in my career .. and that goes back now some 40 years … nine different cracks in the market like this. Smart investing is about taking it year by year. It is a little bit of a nightmare, but we handle those by living through them and looking forward to better days.’ Did I get the timing right with my advice? Not exactly. You never do. And that’s exactly the point… Timing the market is impossible. As the saying goes, it’s not timing the market that counts, but time in the market.”

Successful investing is not easy, that’s the bottom line. It involves so much of your emotions, your sense of self-worth, your ego.”

The Unexpected

“To be fair, every worst-case scenario at the time [prior to 1987 crash] assumed a sudden market decline of 5%, not 25%. What happened on Black Monday was a previously unimaginable event, which, after the fact, becomes a calculable risk against which responsible parties take steps to protect themselves in the future. It’s those extreme moments when things come out of a dark closet and into the light so that you see them… [One account] exposed a hole in our defences. Today, we take those measures to new heights, running crisis scenarios that are far out of the realm of any prior experience, trying to make the unknown, if not knowable, at least manageable.”

Decisions & Process

You control your decisions and you control how well you execute them; you don’t control the environment.”

Don’t panic and overreact to the economic environment or the stock price; stay focused on what works.”

Mistakes

“I’ve always felt that when you make mistakes, if you stand up and admit them, people will give you the benefit of the doubt. Acknowledge and own up to problems and people will trust you. That will be helpful the next time. If you blame somebody else or try to sugarcoat the problem, you may get away with it once.”

Encourage Ownership

“Experiencing how powerful and motivating that sense of ownership is, I’ve always encouraged and helped my employees over the years to be owners in our company as well.”

Reward Staff

I paid people what I thought they were worth, regardless of seniority, and I used perks and bonuses to reward my stars.”

Employees are your most important resource. Helping them take care of their health is simply good for business.”

People

Business is all about people and you need to find those who share your vision and values, who will bring their own passion and strengths to the task. And you need that at every level of the organisation, from the mailroom up to the boardroom.”

An entrepreneur who is afraid to hire people who can do something better than he can is doomed.”

Growth

I always wanted our company to be a growth company.”

In my experience earnings follow growth, and stock prices follow earnings. My philosophy is that with growth, everyone wins: clients get better service; investors get a better return; employees get jobs and rising pay; the community gets support; and, of course, the government gets taxes.”

“I believe it is incumbent on every leader of a company that the number one thing on their mind is growth. You don’t prosper without it.”

“We are growth junkies - people who thrive on change and adaptability and the next new thing.”

It’s an irony: growth is a sign of success and shows you’re on to something that people want, but with a young company like ours the growth outpaces your sources of capital. You’re reinvesting every penny of profit you can, and it’s not enough.”

Source: Schwab.com

Source: Schwab.com

Risk

Gamblers like taking risks, not entrepreneurs. Entrepreneurs start with a vision and accept, reluctantly, that no vision was ever realised without risking something important. But a true entrepreneur seeks to control his risks as much as possible.”

Taking and managing risk is a critical part of any successful endeavour. In business particularly, you have to have an appetite for it or you stagnate and don’t do things that delight the customers and keep them coming back.”

My role was to embrace risk when I saw an opportunity for a huge reward. I’ve always tried to encourage my operating people to make big leaps that could have a significant impact on the company’s bottom line.”

You’re never gambling the whole house, you take calculated risks. You’ve thought things through, and experience and maturity and intuition and the tests you go through give you incrementally better odds each time.”

Innovate & Accept Mistakes

“You have to be willing to embrace client-focused innovation, even when it competes with your own existing business. Sometimes the most important competitor you confront is yourself. That’s how you stay a step ahead of everyone else. You can’t think just because you’re big, just because you’re successful, that you can’t disrupt yourself. You can - and in fact in today’s world, you have to.”

We tried a lot of things that didn’t work. For a while it was one failure after another. But that never worried me. Innovators should expect failure, it’s part of the process. As head of the organisation, it was my job to encourage experimentation, not punish it.”

We had a history - a culture of innovation - that helped prepare us for the internet.”

You try a lot of things as an entrepreneur. You learn as you go. And sometimes you wind up with something that works that wasn’t planned.”

The work, the innovation, is never done. There’s always another new idea, another convention to challenge, a million ways to make investing better. We just need to do it.”

Help the Customer

“Our clients have always been the heart of our business.

"I always believed that profits were something that come naturally at the end of the line, if you got the first part right - finding new ways to help the customer succeed."

“We had a lot to learn on the way to becoming a company that could be proud of its customer service, which was the goal, and it took us a long time to get there.”

All I ever set out to do was build a firm that serves the customer the way I’d want to be served myself.”

“We have never been the cheapest discount broker, but we have always tried to offer our customers the most value.

Every client interaction changes our company’s future - either to the positive or negative.”

“It was really one thing that bought us success: a zealous team of people on a mission that I fondly refer to as ‘Chuck’s secret sauce', all of them in lockstep pursuing a simple innovation, total empathy for our clients: make it better, easier, more successful for the investor. I call it the mother lode of our innovations, more important than any single technology or new product. It was building a company from a basic belief; view your decisions through your clients’ eyes.”

Nuisance Fees

“[In 2004] we were struggling to grow, and Schwab has always been a growth company. Now we were doing things to solve our problems that created difficulties for our clients. Our prices weren’t competitive, and we’d let some nuisance fees creep in. Walt Bettinger, who was then leading the branch network, called them gotcha fees, which we tried to avoid. We’d gotten harder to work with. We made our struggles into our clients’ problem, and that couldn’t stand.”

Walk The Floors

I had never paid much attention to what my competitors were doing. I did not waste time thinking about how to exploit their weaknesses. Instead, I was always keyed into my own clients. To me the trick was coming up with products and services that satisfied investor needs before anyone else did. Get out ahead and others would be playing catch up. .. The only way that works is if you have first hand knowledge. I got mine spending a lot of time in the branches - talking to customers, watching what they were doing, trying to understand what they were thinking.”

Cost Cutting

You can’t cut a company to greatness.”

Branch Offices

It turns out there is something about having a nearby presence that helps persuade people to do business with you.”

The branch offices turned out to be spectacular growth engines.. We opened somewhere and, boom, our business exploded by a factor of 15. Here, I saw, was the key to growth on a grand scale - the kind of growth I had been seeking ever since I founded Schwab.”

It took roughly four years on average for a branch to become profitable. Opening branches is expensive, it eats into profits. But not forever - that’s the key.”

Debt

“We face enough risk and uncertainty every day in our business, not just normal operating risk, like any other company, but also stock market risk. To compound that double uncertainty with a mountain of debt strikes me as unwise. Plus I spent too many years as a young man having to scratch and claw for money. If that means we keep more cash around than some analysts think is appropriate for maximising shareholder value, so be it.”

“[We’ve] always been conservative with the balance sheet.”

Wall Street

When it comes to telling tales aimed at garnering sales - as I know from hard experience - brokers are the best. I suffered my share of bubbles as a young investor.”

“Our employees weren’t compensated in a way that encouraged them to persuade clients to do more trading.”

Advertising - Social Proof

The biggest obstacle we had to overcome was a perceived lack of credibility. Most of our customers knew us only as a telephone number… One way we fought that perception was the same way McDonald’s did - by counting our customers and bragging constantly about our growing numbers; ‘16,000 investors can’t be wrong,’ we said in one of our early newspaper ads.”

“Nothing compares to the word of mouth that results from good PR. It was true then, and is truer today, with the explosion of social media.”

“[Our agency] floated the idea of using my picture as the centrepiece for all our print advertising .. We had to find a way to personalise our clients relationship with the firm, or we were just a phone number and a mailing address.”

Acquisitions

A lesson about acquisitions: understand the culture you’re buying, really figure that one out. Is it compatible with yours? Or do you have an opportunity to transform their culture so it aligns with yours?”

“You get so confident about things, willing to do anything to acquire companies, but you still have to do your analysis to see, ‘Does it really fit?’ In my experience, the biggest potential problem, is always culture.”

Summary

Schwab’s initial competitive advantage exploited the changes in regulated commissions at a time the incumbent brokers refused to compete for fear of lost revenue. Like Amazon’s AWS in cloud computing and Starbucks’ Coffee Shops, this provided a long runway for growth before like-minded competition entered.

A culture of continuous innovation coupled with an unrelenting focus on satisfying customer needs fed Schwab’s unbridled demand for growth. The willingness to adopt a longer term view allowed the business to sacrifice near term profits as technology spend ramped to further automate and scale. This provided the opportunity to cut prices and grow volume, dissuading others from entering the market while widening the company’s competitive advantage. Investors, whether employee owners, shareholders, or customers of the Charles Schwab company have been amply rewarded.

Finally, Charles Schwab is an optimist. After more than forty years witnessing investor behaviour and umpteen markets dislocations, he vehemently maintains optimism is the right mindset for an investor. Self awareness is another key component. For as Chuck says, in good times or bad:

Sometimes the most important competitor you confront is yourself.




Further Reading:
Ip Capital Parters Letter [No Association]

Reference:

‘Charles Schwab - Invested. Changing Forever The Way Americans Invest’, 2019. Penguin Random House.



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Sit On Your Ass

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Outperforming the market is hard. Over the last five years, it was easy. Easy if you owned just one stock. The world’s largest. You just had to buy Apple. And NOT sell it.

John Huber of Saber Capital touched on this in his annual letter:

“Over the past 5 years, with exceptions that you could probably count on two hands, Apple has outperformed the entire hedge fund industry, every one of the 10,000+ mutual funds, the passive funds at Vanguard and Blackrock, the most prestigious private equity funds, and the vast majority of venture capital funds in Silicon Valley. We’re talking about many trillions of dollars in all kinds of investment vehicles with all kinds of fees, managed by extremely smart people with unlimited research budgets and super smart employees, who all work extremely hard, and are all highly incentivized to produce great results. And Apple beat nearly every last one of them.”

When it comes to investing mistakes, most people think in terms of what’s been bought, not sold. Yet, selling a stock can be the biggest mistake there is.

“Of our most costly mistakes over the years, almost all have been sell decisions.” Chris Cerrone

“By far, the biggest mistakes I’ve made is selling stock early. As an example, we made a big investment in Tencent in 2003 and having sold that position early cost the fund twenty billion dollars.” Philippe Laffont

"The biggest mistake an investor can make is to sell a stock that goes on to rise ten-fold. It's not from owning something into bankruptcy. But that's what everyone thinks, at least judging by the questions we get from clients." Nick Sleep

"Over time, any honest investor and especially any honest value investor will tell you that their biggest mistakes were what they sold, not what they bought." Chris Davis

"The biggest mistake you can make is not failing to sell something you should have sold, it's selling something that you should have held on to.” Tom Slater

“If I’ve made one mistake in the course of managing investments it was selling really good companies too soon. Because generally, if you’ve made good investments, they will last for a long time.” Lou Simpson

“As the old saying goes: ‘it’s never wrong to take a profit’. But it is often not just wrong but the worst mistake that can be made.” James Anderson

“Selling early is the high blood pressure of the investment business. It’s a silent killer. And you know, people will always talk about the business they bought that went to zero, or the one that went down 50% or 75%. Yes, that’s bad. You want to avoid that but the business that you sold too early, that went on the compound tenfold, or 20-fold after that in my career, has been a real killer.” Peter Keefe

“Investor should be especially careful with their winners – selling too early is the most overlooked detractor from long-term outperformance.” Shad Rowe

Some of the best track records in investing have come from those investors who’ve identified great companies and ridden them. Whether it’s Li Lu, Terry Smith, Nick Train, Nick Sleep, Chuck Akre, Francois Rochon, Shad Rowe, Dan Davidowitz, Ted Weschler or Warren Buffett, they’ve chosen a different path to most investors. They view companies through a different lens and have delivered market crushing returns as a result.

Charlie Munger dubbed this approach, Sit On Your Ass’ investing.

A few years ago I penned a piece titled, ‘When to Sell a Great Company?’ The conclusion was, almost never. I enjoyed a recent post by Chris Cerrone of Akre Capital titled ‘The Art of [Not] Selling, aka ‘Sit on Your Ass’ investing. The article inspired me to finish a post which had been sitting dormant in my ‘drafts’ for the last year. I’ve woven elements of Chris’ article with investing insights from some of the eminent investors mentioned above.

While ‘Sitting On Your Ass’ sounds simple. In practice, it’s not. Ahead are some tips to help you remain seated when everyone else has decided to get out.

Let’s start with some of the attractions of ‘Sit on Your Ass’ Investing:

Availability

As much as I enjoy reading about Jim Simons, Ray Dalio, George Soros, Paul Singer, Stanley Druckenmiller and Howard Marks, their investment style is near impossible for Joe Average to replicate. That’s unless you’ve got a team of code cracking PhD’s, employ a hundred uncorrelated multi-asset strategies, have an intuitive leveraged global macro trading capability, a structurally hedged activist style or deep expertise in distressed assets.

The beauty of ‘Sit on Your Ass’ investing is that it’s available to everyone.

Lower Transaction Costs / Taxes

A benefit of not trading is avoiding short term capital gains tax, meaning less dollar leakage and a larger asset base to compound. Lower turnover also means less frictional costs like commissions and market impact.

Sit on your ass investing. You’re paying less to brokers, you’re listening to less nonsense, and if it works, the tax system gives you an extra one, two, or three percentage points per annum.” Charlie Munger

“One of the key roles I’ve played at Peninsula on your behalf over the past 12 years is resisting the temptation to sell - doing nothing can run counter to a serious work ethic, but in the world of investing it can be a very effective strategy in that it: i) minimises transaction costs, ii) minimises taxes, and iii) respects the fact that as a practical manner, market timing is a fool’s errand.” Ted Weschler

“When you sell a stock you’ve got to be right twice. You gotta pay taxes and replace the investment. On a growth stock you just have to right once.” Shad Rowe

Fewer Decisions / Less Re-Investment Risk

A strategy of buying stocks cheaply to sell higher requires a constant supply of new ideas. Not only do you have to get the buy decisions right, but the sells too, and in perpetuity. ‘Sitting on Your Ass’ requires fewer decisions and allows more time to get acquainted with the companies you own.

“What we really like is buying good-sized to very large first-class businesses with first-class management and just sitting there. You don’t have go from flower to flower. You can just sit there and watch them produce more and more every year.” Charlie Munger

“If our firms can successfully grow, and we can resist the temptation to fiddle, then we can meaningfully reduce the reinvestment risk embedded in lots of share buying and selling.” Nick Sleep

Harness Compounding

The human brain is wired to think linearly not exponentially. Chris Cerrone reminds us that a penny doubled everyday for a month turns into $10,737,418.24! Of course, there’s no better investor to demonstrate the extraordinary power of compounding than Warren Buffett, who’s life has been the ‘product of compound interest’. The following table pretty much says it all.

The Power of Compounding - Warren Buffett vs The Market [Source: Visual Capitalist]

The Power of Compounding - Warren Buffett vs The Market [Source: Visual Capitalist]

“A great company keeps working when you’re not. A great company will eventually earn more and more and more while you’re just sitting and doing nothing. And a mediocre company won’t do that. So you’re harnessing a long range force that will help you. It’s very important.” Charlie Munger

Sit on Your Ass’ investing leverages the growth in a business’ intrinsic value. Terry Smith, a dyed-in-the-wool ‘Sit on Your Ass’ investor, touched on this in his recent letter.

“Equities are the only asset in which a portion of your return is automatically reinvested for you. This retention of earnings which are reinvested in the business can be a powerful mechanism for compounding gains.”

Rare Quality Businesses

A multitude of factors impact stock prices in the short term; quarterly earnings, investor sentiment, macro developments, valuation re-ratings, analyst recommendations, etc. As the holding period lengthens, business performance exerts a greater influence on stock prices.

The best businesses for long term investment therefore are those with both ‘enduring’ high returns on capital and attractive reinvestment opportunities.

‘Enduring’ high returns require sustainable competitive advantages to protect the business from the vagaries of capitalism. These businesses are often referred to as ‘Compounding Machines’.

“We endeavour to look past the non-essential details. We want to identify the essence of each business’s competitive advantage.” Chris Cerrone

These businesses are few and far between. As such, businesses worthy of ‘Sit on Your Ass’ investors tend to represent sizable positions in their portfolios.

“Companies with truly unusual prospects for appreciation are quite hard to find for there are not too many of them.” Phil Fisher

“There's only a tiny number of exceptional companies.” Reece Duca

Long Runway

Growth is an essential element. Businesses that don’t grow are unlikely to be profitable long term investments.

“The real money is going to be made by being in growing businesses, and that’s where the focus should be.” Warren Buffett

“The runway ahead for our businesses may be very long indeed.” Nick Sleep

"In our office we often say, ‘How wide and how long is the runway’?" Chuck Akre

Macro Concerns

Macro issues often spook investors out of positions; trade wars, Fed policy, GDP growth, politics and geopolitical tensions are but a few. These short-lived facts and data points rarely have a bearing on a business’ long term value.

Businesses stress tested by previous economic cycles, with solid balance sheets, good management and sustainable competitive advantages survive.

“We try hard to tune out concerns about politics and the economy. We read the newspapers, and we work just down the road from Washington D.C. However, it has been our experience that we are at our worst as investors when we allow concerns about these issues, including elections, trade wars, and Fed policy, to influence our investment decisions.” Chris Cerrone

“Charlie and I spend essentially no time really thinking about macro factors.” Warren Buffett

Adopting the mindset of a business owner as opposed to a stock trader can help. Would a business owner sell their private company based on a tweet by Trump, a lower GDP print or a strategist forecast?

“Our business owner mentality.. allows us to virtually ignore the constant babble of short term macro noise." Allan Mecham

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Destination Analysis

The myopic market focus on the short term provides opportunity for mis-priced opportunities in the long term. Wall Street analysts publish valuations and price targets with scant regard to where a business might be in five or ten years. Armed with a deep understanding of a business’ DNA, an investor can overlook short term operating results and reflect on how a business might be positioned five or ten years hence.

“We always focus on what the business will look like in the very long term.” Zhang Lei

“We patiently build up core expertise that allows us to evaluate the long term prospect of the businesses we are interested in.” Li Lu

“We’re trying to figure out what this businesses is going to look like five years from now and ten years from now, not what’s going to happen in the next quarter or the next year.” Dan Davidowitz

Focusing on the destination can also help an investor stick with a position, even after periods of significant outperformance. Nick Sleep articulated this point with regard to Amazon in his 2007 letter:

‘To those who argue Amazon is large already we ask two questions: What do you think e-commerce will be as a proportion of US retailing in ten years, and what do you think it was last year?

After doubling in the share price and the weighty resultant position in the Partnership it would be easy to claim victory, high five, and sell our shares in Amazon. However, the high weighting makes sense given our understanding of the destination of the business and the probability of reaching that destination. We have argued that the biggest error an investor can make is the sale of a Wal-Mart or a Microsoft in the early stages of a company’s growth. Mathematically this error is far greater than the equivalent sum invested in a firm that goes bankrupt. The industry tends to gloss over this fact, perhaps because opportunity costs go unrecorded in performance records. We wonder, would selling Amazon today be the equivalent mistake of selling Wal-Mart in 1980?

Valuation

“To the surprise of many, neither valuation nor price targets play a role in our sell decisions.” Chris Cerrone

“Another question we often get from investors concerning valuation: Do you assign price targets for your companies? The answer is no. Price targets strike us as too precise and, as importantly, potentially limiting to total return if one feels compelled to sell once the stock reaches the price target.” Dan Davidowitz

The opportunity to buy the shares of a great company at a fair price is rare. So, selling a great company because it surpasses an arbitrary price target after six, 12, or 18 months seems on its face to be counterproductive and tax-inefficient.” Shad Rowe

A high multiple doesn’t imply a stock is a poor investment. The power of compounding can render an ‘optically expensive stock’ cheap very quickly.

Valuations are inherently imprecise. Most analysts’ DCF models assume a company’s growth and returns mean revert in time. Businesses with enduring competitive advantages that can resist this reversion are likely to be worth significantly more than typical finance models suggest.

In addition, great management teams have a tendency to enhance value through time.

“The very best businesses tend to exceed expectations. What may seem like a high price today may be proven to be perfectly reasonable in hindsight.” Chris Cerrone

“I have noticed that the truly great companies and great managers generally get better over time.” Shad Rowe

This suggests valuation should carry less weight in the investment decision.

“We really have a great reluctance to sell businesses where we like both the business and the people. So I don’t think I’d count on seeing many sales. But if you ever attend a meeting here, and there are 60 or 70 times earnings, keep an eye on me.” Warren Buffett, 1996

Selling great companies with large growth potential, even at seemingly rich valuations, is usually a mistake.” Allan Mecham

Position Sizes / Volatility

Not selling a stock that delivers exceptional returns can result in a quality problem; the stock becomes a large part of the portfolio. Ted Weschler’s position in W.R Grace & Co. was almost 50% of his fund before he closed Peninsular to join Berkshire Hathaway in 2011. When Nick Sleep closed Nomad Partners in 2014, Amazon had grown to represent more than thirty percent of assets. Chuck Akre’s position in Speedway had grown to c50% of his portfolio in 1993 despite trimming a third of the position over the previous two years. And when Li Lu delivered a 200%+ fund return in 2009 as BYD skyrocketed 400%, BYD constituted over 50% of his partnership.

When positions get large, future fund returns become increasingly influenced by such positions. Li Lu’s 2009 annual letter noted, “the extreme appreciation [of BYD] has made the stock constitute a very large portion of our portfolio. This will lead to more volatility going forward.

A large position can also constrain decision making if it leads to commitment bias. Li Lu’s fund struggled in 2010 and 2011 as the BYD share price declined nearly 80% from its 2009 high. By the end of 2012, the position size still represented one third of the fund. By 2014, the position size had been substantially reduced [to c10%] as a result of new investments by limited partners and other portfolio gains. With the benefit of hindsight, Mr Lu questioned his decision regarding the proper sizing of BYD after the market gains became so large. In the end he felt commitment bias [via a prominent association with the company and loyalty to its top leadership] had constrained his decision making.

Aligned Investors

Investor alignment is paramount in light of the potential for outsized positions and volatile returns.

Educating investors and preparing them for an absence of portfolio activity is a sensible strategy.

One common psychological trap that agents may fall into is that clients expect action, or to be more accurate, fund managers expect their clients to expect action! The investor Seth Klarman was once challenged on whether Buffett’s track record was statistically significant as he traded so little? To which Klarman answered that each day Buffett chose not to do anything was a decision too.” Nick Sleep

"If we were private business owners/investors, long spans of inactivity would raise no eyebrows. No reasonable person would expect a farmer to sell his farm in order to buy a different farm every decade, let alone every year or several times a year. As public -market investors, however, this ‘sitting on our hands’ behaviour is unusual." Clifford Sosin

“‘He really doesn’t Do anything. All he does is buy and hold. What I need are people who make money’ is a comment I occasionally hear from arithmetically challenged investors. I plead guilty. What we attempt to do is simple – identify great companies that fit within compelling long-term themes . . . companies that do something better, faster and cheaper FOR instead of TO their customers, with balance sheets big enough to go after huge opportunities. We attempt to buy shares at reasonable prices, and then hold on (hopefully forever).” Shad Rowe

Patience

Pascal observed, 'The hardest thing for a man to do is sit quietly in a room'. Charlie Munger and Warren Buffett have insurance and operating businesses to occupy them. Over the years I’ve noticed some investors, Warren Buffett included, have played around the edges in different investments while leaving their ‘quality’ companies well alone - a strategy worthy of consideration should it override a temptation to sell.

“It’s waiting that helps you as an investor, and a lot of people just can’t stand to wait.” Charlie Munger

“Investing is a mind game. If you are in a rut as a concentrated investor, increase your chances of winning and add a couple positions. It also lets you breathe and your positions breathe a bit.” Ian Cassell

Pot Holes

Expect pot holes. Business performance, like stock returns, aren’t linear. Businesses have hiccups. Ensure they are temporary not structural.

I don’t expect the best companies to show their excellence every quarter.” Li Lu

"Businesses do not meet expectations quarter after quarter and year after year. It just isn’t in the nature of running businesses." Warren Buffett

“It’s in the nature of things that the market is not going to do exactly what you want, when you want it.” Charlie Munger

Many of the great ‘Sit on Your Ass’ investors, Terry Smith, Li Lu, Warren Buffett, Francois Rochon, and Nick Sleep included, look to their companies operating results to judge progress, not stock prices.

“I introduced the concept of viewing our entire portfolio as a single ‘HCI Holding Company” based on the weighted average of our shares in each individual portfolio company. This is a very useful way to understand our activities since we view ourselves primarily as owners of businesses and hold our positions for a very long time with very low turnover.” Li Lu

When To Sell

Mr Cerrone sets out three criteria where Akre Capital may sell a stock; slowing growth, loss of competitive advantage or adverse new management. You’ll note they are all related to the operating characteristics of the business, not the soap opera of the market place or macro considerations.

“We sell really when we think we're re-evaluating the economic characteristics of the business. We probably had one view of the long-term competitive advantage of the company at the time we've bought it, and we may have modified that.” Warren Buffett

“When we become concerned about the strength of a company’s franchise, its competitive advantage, or its balance sheet we will sell immediately.” Dan Davidowitz

The major risk when adopting a ‘Sit on Your Ass’ investment approach is mis-analysis of the business. It’s all about the business and its future.

“What costs us money is when we mis-assess the fundamental economic characteristics of the business.” Warren Buffett

“In our opinion, the biggest risk in investing is the risk of mis-analysis.” Nick Train

Summary

If you’ve been a reader of my posts over the last few years, you will have no doubt noticed the commonality of the world’s best investors and their collective thinking regarding what constitutes a great business. And I have written about this for a reason. ALL of the best investors spend their time finding those outstanding businesses, so that when the urge to sell certain stocks overcomes the collective market and people are running for the hills, these Masters can sit comfortably in the knowledge that the deep understanding of those businesses that they own allows them a certain level of reassurance, and they can choose not to sell, or to Sit On Their Ass.

Selling, as explained above, costs more in the long run and requires an adeptness that most of us lack. When the world’s best state that their biggest mistakes were in selling, not buying, you have to take notice. Outperforming the market is almost impossible for the average investor, yet these Masters do it … ‘Sitting On Their Ass.’

Sources:
The Art of (Not) Selling- by Chris Cerrone. Akre Capital Management. 2019.
When to Sell a Great Company’ by Investment Masters Class. 2017.
Quality Companies, Compounders and Value Traps’ by Investment Masters Class. 2016.
Hold Discipline,’ Lawrence Burns, Baillie Gifford, 2021.



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Onward - Starbucks’ Howard Schultz

When Howard Schultz opened his first coffee store in Seattle, he strove to replicate the experience of the coffee houses he’d visited in Italy; a place where people would come to meet, in a place that encompassed a welcoming and engaging atmosphere. Starbucks wasn’t to be just about selling a good cup of coffee, in fact it was to be an experience, and it was all about people.

From the beginning, Starbucks took extra care of their staff, which elicited the power of reciprocation and fostered a bond between Starbucks’ employees and their customers. A friendly culture developed which drove repeat business and provided a competitive advantage. A focus on customer experience ensured the stores offered a unique and inviting social gathering place for the communities they served, and a long runway for store roll-outs propelled the company’s earnings and share price.

While Starbucks’ beginning was all about people, over time, unfortunately, it became all about the numbers. Numbers, numbers, numbers. A history of double digit earnings growth allowed the company to neglect it's cost base, all while setting the bar higher for even more growth. And naturally, management and Wall Street obliged.

As a result, a major impetus was placed on growth metrics like new store openings and comp sales. New product offerings unrelated to coffee and inferior store locations drove short term growth all while hurting the brand and the business.

And unfortunately, this is more common an occurrence than you might think.

For more than 25 years, Jim Collins has studied what makes great companies tick. In a recent Farnam Street podcast, he articulated that ‘over-reaching’ and ‘the undisciplined pursuit of more’ was responsible for the downfall of many great companies.

“Almost none of the companies we studied that were great companies that fell, fell because of complacency. They fell because of overreaching, the undisciplined pursuit of more. They became too aggressive, too much growth, firing un-calibrated cannonballs, expanding into areas of which they have no business operating. There’s a certain animus that happens, if we’ve been really successful. Now we just need to have more, and we need to be bigger.” Jim Collins

Once the Financial Crisis hit, Starbucks’ once unstoppable growth reversed. Declining consumer spending laid bare the misjudgments, cost blow-outs and inefficiencies of the business. Starbucks was broken.

It was then that Starbucks’ founder, Howard Schultz, returned to the role of ceo to rectify the company’s woes. While there was no silver bullet, there were many things the company needed to do to return to its core. The retail industry has witnessed very few successful turnarounds, but Starbucks is one. And the book, ‘Onward’, by Mr. Schultz, tells that story.

It’s a tale about how a business came to lose its way, about hubris and the dangers successful businesses face. It’s also a guide for getting back to your core, staying true to your values and innovating for the future. The book distills the essence of Starbucks success through its unique competitive advantages.

I’ve collected some of my favourite extracts below. Once again, you’ll notice many common threads with the other great businesses we’ve covered.

Remove Hierarchy

“Since Starbuck’s earliest days, we have lower-cased all job titles.”

Win-Win

“As a business leader, my quest has never been just about winning or making money; it has also been about building a great, enduring company, which has always meant trying to strike a balance between profit and social conscience.”

No business can do well for its shareholders without first doing well by all the people its business touches. For us, that means doing our best to treat everyone with respect and dignity, from coffee farmers and baristas to customers and neighbours.”

Value Employees

“We were the first US company to offer both comprehensive healthcare coverage as well as equity in the form of stock options to part-time workers, and we were routinely heralded as a great place to work.”

Even as we lost money in the early years, Starbucks established two partner benefits that, at the time, were unique: full health-care benefits and equity in the form of stock options for every employee. This was an anomaly.”

Acting with this level of benevolence helped us build trust with our people and, as a result, long-term value for our shareholders.”

“Owning a piece of the company gave so many of our partners a tremendous sense of pride, demonstrating that we respected our people enough to share our success.”

Work should be personal. For all of us. Not just for the artist and the entrepreneur. Work should have meaning for the accountant, the construction worker, the technologist, the manager and the clerk.”

“Perhaps the most important step in improving the faltering US business was to re-engage our partners, especially those on the front lines: our baristas and store managers. They are the true ambassadors of our brand, the real merchants of romance and theatre, and as such the primary catalysts for delighting customers.”

Our turnover rates in stores were too high, and a new generation of baristas had not been effectively trained or inspired by Starbucks’ mission.”

Our compensation and benefits plans, while generous compared to almost any other retailer, no longer rang revolutionary.”

“Many baristas pen personal notes - ‘Christina rocks!’ - on cups of morning coffee. Our partners’ attitude and actions have such great potential to make our customers feel something. Delighted maybe. Or tickled. Special. Grateful. Connected. Yet the only reason our partners can make our customers feel good is because of how our partners feel about the company. Proud. Inspired. Appreciated. Cared for. Respected. Connected.”

“Franchising would have given us a war chest of cash and significantly increased our return on capital. But if Starbucks ceded ownership of stores to hundreds of individuals, it would be harder for us to maintain the fundamental trust our store partners had in the company, which, in turn, fueled the trust and connection they established with customers. Franchising worked well for other organisations, but would, I believe, create a very different organisation by diluting our unique culture.”

People will always be our most important asset and Starbucks’ competitive advantage.”

Value Customers

“One of the most important pieces of advice I’d heard upon my return came from a dear Seattle friend and one of the country’s best retail executives, Jim Sinegal, the co founder and CEO of Costco Wholesale Corporation. ‘Protect and preserve your core customers’ he told our marketing team when I invited him to speak to us. ‘The cost of losing your core customers and trying to get them back during a down economy will be much greater than the cost of investing in them and trying to keep them.’”

Owner Mentality

“Part of the problem was that we did not have the proper incentives or the right in-store technology to help store managers operate like owners, taking more control of their stores’ destiny.”

“Knowledge can breed passion. Our company had to do a much better job sharing our coffee knowledge and communicating our mission. Pride in purpose would help give our partners a sense of ownership.”

“Starbucks’ best store managers are coaches, bosses, marketers, entrepreneurs, accountants, community ambassadors, and merchants all at once. The best managers take their jobs personally, treating the store as if it is their very own.”

Misguided Focus on Growth

By 2007 Starbucks had begun to fail itself. Obsessed with growth, we took our eye off operations and became distracted from the core of our business. The damage was slow and quiet, incremental, like a single loose thread that unravels a sweater inch by inch.”

We continued to set high bars for ourselves that Wall Street held us to, and every quarter, our people felt more intense pressure to maintain annual revenue and profit increases of at least 20 percent. It was an ambitious, some said unattainable goal that I was admittedly complicit in actively promoting.”

“We had trapped ourselves in a vicious cycle, one that celebrated the velocity of sales instead of what we were selling. We were opening as many as six stores each day, and every quarter our people were under intense pressure from Wall Street - and from within the company - to exceed past performance by showing increased comparative store sales, or comps.”

“We were so intent on building more stores fast to meet each quarter’s projected sales growth that, too often, we picked bad locations or didn’t adequately train newly hired baristas.”

“I liked to say that a partner’s job at Starbucks was to ‘deliver on the unexpected’ for customers. Now, many partners energies seemed to be focused on trying to deliver the expected, mostly for Wall Street.”

“[We needed to] refocus the company on customers instead of breakneck growth.”

"As I saw it, Starbucks had three primary constituencies: partners, customers, and shareholders, in that order, which is not to say that investors are third in order of importance. But to achieve long-term value for shareholders, a company must, in my view, first create value for its employees as well as its customers. Unfortunately, Wall Street does not always see it the same way and too often treats long-term investments as short-term dilution, bringing down the company’s value. Adopting this mentality was, in large part, how Starbucks had become complicit with the Street… We chased the pace of growth by building stores as fast as we could rather than investing in sustainable growth opportunities. The top line grew fast, but in a way that, for a variety of reasons was impossible to sustain.”

“Starbucks had been acting out of fear, mainly a fear of failure. So much of what the company had done was defensive, done to protect itself. Our primary goal had been to avoid missing our earnings projections rather to actively engage our customers.”

“Starbucks, I said, would no longer report its same store sales. Our comps would no longer be made public.”

“There was an even more important reason that I chose to eliminate comps from our quarterly reporting. They were a dangerous enemy in the battle to transform the company. We’d had almost 200 straight months of positive comps, unheard of momentum in retail. And as we grew faster and faster clip during 2006 and 2007 maintaining that positive comp growth history drove poor business decisions that veered us away from our core.”

The fruits of this ‘comp effect’ could be seen in seemingly small details. Once, I walked into a store and was appalled by a proliferation of stuffed animals for sale. ‘What is this?’ I asked the store manager in frustration, pointing to a pile of wide-eyed cuddly toys that had absolutely nothing to do with coffee. The manager didn’t blink. ‘They’re great for incremental sales and have a big gross margin.’ This was the type of mentality that had become pervasive. And dangerous.'"

“Eliminating comps from the radar was my attempt to send a message to Starbucks partners; We will transform the company internally by being true to our coffee core and by doing what will be best for customers, not what will boost comps.”

Starbucks Vs S&P500 (normalised) 2000-2020 [source:Bloomberg]

Starbucks Vs S&P500 (normalised) 2000-2020 [source:Bloomberg]

“It is difficult to overstate the seductive power that comps had come to have over the organisation, quite literally becoming the reason to exist and overshadowing everything else.”

“We [had] predicated future success on how many stores we opened during a quarter instead of taking the time to determine whether each of those stores would, in fact, be profitable. We thought in terms of millions of customers and thousands of stores instead of one customer, one partner, and one cup of coffee at a time.”

We had to replace our comps-at-any-cost mind-set with a customer-centric one.”

“From where I sat as ceo, the pieces of our rapid decline were coming together in my mind. Growth had become a carcinogen. When it became our primary operating principle it diverted attention from revenue and cost-saving opportunities, and we did not effectively manage expenses such as rising construction costs and additional monies spent on new equipment, such as warming ovens. Then as customers cut their spending, we faced a lethal combination - rising costs and sinking sales - which meant that Starbucks’ economic model was no longer viable.”

Success is not sustainable if it’s defined by how big you become. Large numbers that once captivated me - 40,000 stores! - are not what matter. The only number that matters is ‘one’. One cup. One customer. One partner. One experience at a time. We had to get back to what mattered most.”

“As Starbucks now knew all too well, growth for growth’s sake is a losing proposition.”

Growth, we now know all too well, is not a strategy. It is a tactic. And when undisciplined growth became a strategy for Starbucks, we lost our way.”

Losing Focus

“We also extended our brand beyond our coffee core and into areas like entertainment. Where once we sold a couple of CD’s - artful compilations we played in stores - soon we were displaying kiosks packed with the music of an array of musicians… The business deals looked great on our profit and loss statements. It would be a while before I recognised that Starbucks’ amplified foray into entertainment, while it had its upside, was another sign of hubris born of a sense of invincibility.”

“We were venturing into unrelated businesses like entertainment. And we were pushing products that deviated too far from the core coffee experience.”

Maintain Smallness

“It was all too easy to assume that an almost $10 billion company could not operate with the perspective of a single merchant fighting for its survival. But wasn’t every Starbucks store a single merchant? Yes, was my position, and I was adamant that we should think of ourselves as such.”

Simple Model

“Starbucks’ ability to build and operate profitable stores had succeeded for years because we had adhered to a simple yet ambitious economic model; a sales-to-investment ratio of two to one. During a Starbucks store’s first year in business, it needed to bring in $2 for every $1 invested to build it. If the company spent $400,000 to lease and design a store, for example, we expected and always got at least $800,000 in revenue in the first 12 months of operation. Historically, the average store in the US had bought in about $1m annually. These so-called unit, or store, economics were widely known to be best in class because few, if any, retailers could achieve what Starbucks had accomplished year after year. But in 2008, Starbucks was, for the first time in history, missing that ratio at hundreds of stores... Many of our under performing stores had been opened in the last two years, revealing a lack of discipline in real estate decisions that was, in my opinion, an example of the hubris that had taken hold.”

Love

“There is a word that comes to mind when I think about our company and our people. That word is ‘love.’”

Mistakes

Celebrate, learn from, and do not hide from mistakes.”

“We have made many mistakes over the years, and we will continue to make them.”

Product

We are in the people business and always have been.”

“People come to Starbucks for coffee and human connection.”

“Starbucks coffee is exceptional, yes, but emotional connection is our true value proposition. This is a subtle concept, often too subtle for many business-people to replicate or cynics to appreciate. Where is emotion’s return on investment? they want to know. To me, the answer has always been clear. When partners like Sandie feel proud of our company - because of their trust in the company, because of our values, because of how they are treated, because of how they treat others, because of our ethical practices - they willingly elevate the experience for each other and customers, one cup at a time. I could not believe any more passionately than I already do in the power of emotional connection in the Starbucks Experience. It is the ethos of our culture. Our most original and irreplaceable asset.”

“The Starbucks Experience - personal connection - is an affordable necessity. We are all hungry for community.”

CVLMt_yXIAEPrnD.jpg

“I always say that Starbuck is at its best when we are creating relationships and personal connections. It’s the essence of our brand, but not simple to achieve. Many layers go into eliciting such an emotional response.”

“I strongly believe that if we protect, preserve, and enhance the experience to the point where we really demonstrate that the relationship we have with our customers is not based on a transaction, that we’re not in the fast-food business, and then let the coffee speak for itself, we’re going to win.”

“We would reignite the emotional attachment with customers. Unlike other retailers that sold coffee, the equity of Starbuck’s brand was steeped in the unique experience customers have from the moment they walk into a store.”

Every little act matters: A store manager’s job is not to oversee millions of customers transactions a week, but one transaction millions of times a week.”

“Our intent to create a unique community inside the company as well as in our stores has, I think, separated us from most other retailers.”

Values

In business, as in life, people have to stay true to their guiding principles. To their cores. Whatever they may be. Pursuing short-term rewards is always short-sighted.”

Source: Starbucks.com

Source: Starbucks.com

Tone from the Top

How leaders embody the values they espouse sets a tone, an expectation, that guides their employees’ behaviour.”

Innovation

Innovation is in our DNA.”

Going against conventional wisdom is the foundation of innovation, the basis for Starbucks’ own existence.”

“The best innovations sense and fulfil a need before others realise the need even exists, creating a new mind-set.”

“I remember investors whom I had approached to fund Il Giornale bluntly saying they thought I was selling a crazy idea. That I was out of my mind. Insane! ‘Why on earth do you think this is going to work? Americans are never going to spend a dollar and a half on coffee.”

“Any market [eg instant coffee] that had not seen innovation for decades was ripe for renewal.”

Innovation, as I had often said, is not only about rethinking products, but also rethinking the nature of relationships. When it came to our customers, connecting them in a store and online did not have to be mutually exclusive.”

Every company must push for self-renewal and reinvention, constantly challenging the status quo.

Culture

“The very foundation of Starbucks, our true competitive advantage, is our culture and guiding principles.”

“Creating an engaging, respectful, trusting workplace culture is not the result of any one thing. It’s a combination of intent, process, and heart, a trio that must constantly be fine-tuned.”

Every small gesture mattered, and so much of what Starbucks achieved was because of partners and the culture they fostered.

Starbucks is not a coffee company that serves people. It is a people company that serves coffee, and human behaviour is much more challenging to change than any muffin recipe or marketing strategy. Many of the decisions I was making confounded others because they did not grasp the intangible value of preserving the company’s culture.”

Brand

A well-built brand is the culmination of intangibles that do not directly flow to the revenue or profitability of the company, but contribute to its texture. Forsaking them can take a subtle, collective toll.”

Every brand has inherent nuances that, if compromised, will eat away at its equity regardless of short-term returns.”

“Each store’s ambiance is the manifestation of a larger purpose, and at Starbucks each shop’s multidimensional sensory experience has always defined our brand. Our stores and partners are at their best when they collaborate to provide an oasis, an uplifting feeling of comfort, connection, as well as a deep respect for the coffee and communities we serve. Starbucks Coffee Company’s challenge has always been to authentically replicate this experience hundreds upon thousands of times.”

Marketing

“Unlike other brands, Starbucks was not built through marketing and traditional advertising. We succeeded by creating an experience that comes to life, in large part, because of how we treat our people, how we treat our farmers, our customers, and how we give back to communities.”

“I have never embraced traditional advertising for Starbucks. Unlike most consumer brands that are built with hundreds of millions of dollars spent on marketing, our success had been won with millions of daily interactions. Starbucks is the quintessential experiential brand - what happens between our customers and partners inside our stores - and that has defined us for three decades.”

Reinvigorating the Brand

“The only filter to our thinking should be: Will it make our people proud? Will this make the customer experience better? And will this enhance Starbucks in the minds and hearts of our customers?

No Silver Bullet

“Yes, opportunities to transform Starbucks for profitable, sustainable growth existed everywhere, but no single move, no product, no promotion, and no individual would save the company. Our success would only be won by many. Transforming Starbucks was a complex puzzle we were trying to piece together, where everything we did contributed to the whole. We just had to focus on the right, relevant things for our partners, our customers, for our shareholders, and for our brand.”

Hubris

“Perhaps because we viewed the company as too good to fail, we did not work or operate the business as wisely as we should have. Rarely did we make the effort or take the time to step back and question whether we made the most of our resources.”

Visit Stores

I prefer to visit stores in person rather than read spreadsheets.”

“I also visited our stores and our roasting plants, and almost daily I made a point of walking the floors of our home office, up and down the stairs multiple times, saying hello to people working at their desks, often stopping to chat.”

Seek Feedback

“Our open forums are brief and unscripted, and anyone can ask any question with no fear of retribution.

Change

“I had written hundreds of memos during my 26 years at the company, and all had shared a common thread. They were about self-examination in the pursuit of excellence, and a willingness not to embrace the status quo. This is a cornerstone of my leadership philosophy.”

Difficult Choices

“I wasn’t returning to the chief executive post intent on being liked. In fact, I anticipated that many of my decisions would be unpopular with various constituents.”

Know the Customer

“Starbucks was building a rich database that we could use to better understand our customers behaviour and reward them accordingly. The card program was a truly, sustainable, competitive advantage for us in the marketplace.”

Humility

“There is never a finish line.”

Competitive Advantage

“There are companies that operate huge global networks of retail stores, like us. Others distribute their products on grocery shelves all over the world, like us. And a few do an extraordinary job of building emotional connections with their customers, as we have learned to do. But only Starbucks does all three at scale, and we increasingly see a future where each complements the other, forming a virtuous cycle that allows us to go to market and grow the company in a unique way.”

Source: ‘Onward’ by Howard Schultz

Source: ‘Onward’ by Howard Schultz

Costs

“The work to keep costs in check will never end, and the challenge ahead is to sustain what we have achieved and strive for more while continuing to wisely invest in our people, in growth, and in innovation.”

Summary

A decade of solid growth and share price performance set the stage for Starbucks’ undoing. Past success meant Wall Street demanded more growth, more stores and more comp sales. Starbucks’ management obsessed over meeting the market’s demands and in the process neglected the deep reality of the business.

Jim Collins opined on Wall Street’s obsession with growth in his book, ‘How The Mighty Fall’:

“Public corporations face incessant pressure from the capital markets to grow as fast as possible. But even so, we’ve found in all our research that those who resisted the pressures to succumb to unsustainable short-term growth delivered better long term results by Wall Street’s own definition of success, namely cumulative returns to investors.”

Howard Schultz’s return as ceo refocused the company on the central engine of its success: customer relationships and innovation. Both qualitative factors. To Wall Street’s dismay, he stopped reporting comp sales. He set about re-engaging and re-invigorating the partner/customer relationships. Often such relationships are the key to a company’s success. Nick Sleep of Nomad Partners expressed this concept in his investor letters:

As time goes by, the performance that you receive, as Partners in Nomad, is the capitalisation of the success of the firms in which we invested. To be precise, the wealth you receive as partners came from the relationship our companies’ employees (using the company as a conduit) have with their customers. It is this relationship that is the source of aggregate wealth created in capitalism.’

Sleep recognised human attributes often are what lead to success, attributes which have ‘hardly changed in a millennia’.

When we study truly great businesses we find that very often it has been simple human attributes that have led to their success.

It’s the reason Sleep focused on the bond between businesses and their customers.

There are so many distractions… It is all too easy to make things more complicated than they need to be or, to invert, it is not easy to maintain discipline. One trick we use when sieving the data that passes over our desks is to ask the question: does any of this make a meaningful difference to the relationship our businesses have with their customers? This bond (or not?) between customers and companies is one of the most important factors in determining long term business success. Recognising this can be very helpful to the long-term investor.

It will be this bond that determines the fate of Starbucks.


Further Reading
Learning from Howard Schultz’ - Investment Masters Class. 2017
Onward - How Starbucks Fought for Its Life without Losing Its Soul’. Howard Schultz. 2011. Rodale.


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Ethical Capitalist - Julian Richer

Retailing is hard. Staying on top of the industry for decades is even harder. Particularly when the products you sell are technology based and always changing. Which begs the question, how did a small UK retailer selling Hi-Fi components come to hold the World Record for sales per square foot of any retailer in the world for over twenty five years?

The answer to that question is anything but conventional. Most things about Richer Sounds, the business that holds the record, are unconventional too. In 1978, a nineteen year old hi-fi enthusiast named Julian Richer, opened his first shop on London Bridge Walk. Today that business, Richer Sounds, comprises a successful chain of 52 retail hi-fi stores.

I came across Richer Sounds in a recent article in the Economist titled ‘From Rags to Richer - A Business Success Story Built on Treating People Well.’ Treating people well is a touchstone of Mr Richer’s philosophy. So much so, in May 2019, Mr. Richer handed control of the business over to an Employee Owned Trust, which resulted in Richer Sounds now being controlled and majority owned by the employees.

Mr Richer is an atypical entrepreneur who shared his business philosophy in a book titled ‘The Ethical Capitalist’.

Mr Richer’s approach to business was largely influenced by another book, ‘In Search of Excellence - Lessons from America’s Best Run Companies’ published in 1982 by two McKinsey alumni. The book has been accredited by Warren Buffett as “A landmark book, without question the most important and useful book on what makes organisations effective ever written.” [n.b. an excellent book, which will feature in an upcoming post].

“What really transformed my thinking was reading Tom Peters’ and Robert Waterman’s classic business text ‘In Search of Excellence’, which I first encountered over thirty years ago. The authors identified various factors that they believed made companies successful. Key among them were how they treated their employees and customers. I began to apply ‘In Search of Excellence’ ideas to my own business and found they really produced results.” Julian Richer

Not surprisingly, many of the unconventional attributes of Julian Richer’s business unify many of the other great businesses we have previously covered.

I’ve included some of my favourite extracts from Mr Richer’s book below.

Ethical Capitalism

“My own experiences in the business world suggest that an ethical approach, far from being a potential barrier to profits, is actually the secret to success.”

Good companies survive. Unethical companies go to the wall.”

Ethical capitalism is about doing our best to ensure that everybody we work with, from staff to customers to the wider community, feels their lives, and their happiness, are improved by what we offer - both materially and emotionally.”

What do I mean by ethical? I mean treating staff, customers and suppliers honestly, open and respectfully. I mean taking responsibility for our actions, owning up when things go wrong and setting out to put them right. Seeing ourselves as an integral part of society and paying our dues - and taxes - accordingly. By following this approach I believe we can create a virtuous circle for ourselves: not only can we sleep better at night, but a fair and honest approach to customers and staff leads to a huge competitive advantage that in turn reinforces the need to be fair and honest.”

“The ethical approach must be built into the way the business operates every day.

Ethically run businesses are better businesses - there are huge competitive advantages to be gained from creating an honest and open culture, from paying a fair wage to ensuring customers are well treated, and so on.”

“The ruthless pursuit of shareholder value, however, is not actually a company’s legal obligation. What’s more, it is downright dangerous. If managers believe that their duty is only to their shareholders - and not at all to society more generally - they will be prepared to make socially harmful decisions in pursuit of immediate gain.”

Conscienceless capitalism doesn’t work even for shareholders.”

Source: Richer Sounds [https://www.richersounds.com/information/the_richer_way]

Short Termism

“If you’re directing all your attention to the bottom line for the next quarter, you’re not going to make decisions that serve the long-term interest of your company. Sadly, ‘short-termism’ is now built into the mindset of managers.”

Culture

Organisations that create cultures based on fairness, honesty and respect reap the rewards. They acquire motivated, hard-working staff who are there for the long haul. It’s no coincidence that many of the world’s most successful companies are those that are also rated as the best to work for (Which is, essentially, the message of ‘In Search of Excellence’.)”

“All the evidence suggests that a bad culture leads to bad behaviour regardless of the business sector in which it is to be found.”

Fraud and theft are hallmarks of a poor company culture, but they’re not the only ones. Staff turnover and absenteeism are also crucial indicators. Some staff churn is inevitable as people move away or are offered a better or preferable job elsewhere. But high levels of staff turnover are always a sign that something is fundamentally wrong.”

“Businesses may think high staff turnover is not a problem, as long as there is a ready supply of new applicants. But in reality, a constantly changing workforce is a big drag on productivity. Moreover it eats into profits.”

People

It’s all about people. The key to a successful business lies in managing and motivating the workforce so they give their best to the job.”

“Our focus on treating our staff fairly has given us staying power.”

Share the Success

“To make sure that it’s not just those on the shop floor who benefit from success, we give all our central departments a profit share at the end of the financial year.”

Reciprocation

“I have found that by treating people well, they appreciate it and will almost always reciprocate and treat my business well.”

What goes around comes around. I always try to deal with people, not only with honestly and fairness, but with generosity too.”

“All the evidence suggests that if employees are badly treated, the company as a whole will suffer: it will attract poor-quality, often unmotivated employees, who may well defraud it or take extended leaves of absence. Yet some companies are prepared to risk all this for short-term gain and profit, not recognising that in the process they are racking up costs and running the risk of forfeiting future success.”

Disaffected staff offer bad service, and bad service drives away customers. Contented staff, by contrast, encourage repeat business. I’ve invariably found that when people are treated well, the tendency is for them to reciprocate - by working hard, and contributing their enthusiasm and ideas. They feel motivated, morale rises, and productivity and profitability improves as a result.”

Win-Win

“Every transaction should be a reciprocal arrangement that benefits both the seller and the purchaser.”

“In a well run-organisation, the enablers [ie. supply chain drivers, cleaners, lawyers, bankers, external auditors, suppliers etc] are regarded as an integral part of the whole. It is recognised they are essential to the enterprises success as the other two sides of the business triangle [staff & customers]. In badly run concerns, they’re often the people who are most neglected and worst treated.”

“While we negotiate hard, we always make sure we end meetings on good terms with our manufacturers. We make sure we pay on time; sometimes we offer early payment, particularly if we know they’re having a problem with cash flow.”

“At Richer Sounds we’ve actually ended up paying our cleaning agency extra in order to ensure that on our premises their employees earn the Living Wage.”

The Customer

“If a customer can’t find what they want in one of our shops, or aren’t completely sure about the suitability of what is on offer, I don’t want to make a sale. Our trading philosophy as well as our incentive scheme is based on that principle.”

“We should be aiming to keep a customer for life, not for one transaction.”

“Ultimately, I do believe that companies that fail to serve their customers well do not last.”

Empower Staff

Sales colleagues have the authority to make a decision then and there, rather than having to refer to the manager or head office and so risk a dissatisfied customer feeling they are being fobbed off.”

Incentives

When incentives are badly constructed, the outcomes will be bad, too.”

Rewarding people simply for carrying out a transaction, regardless of the wisdom of that transaction, is a recipe for disaster.”

More Than Wages

In a good company, what motivates people to turn up for work each day is much more than the amount in their wage packet. Their job satisfaction is much more likely to derive from getting on well with their colleagues, feeling part of a team and seeing customers happy.”

“The notion that how you treat people is central to how you conduct your business stayed with me as I built my company and learnt from my mistakes.”

“Of course businesses need to be profitable, or else they will go bust and jobs will be lost. But the pursuit of profit before everything is not the key to business success. If profits are only gained by paying employees and suppliers the bare minimum and giving customers a bad deal, in the long run the business won’t survive.

Ethics

“The recent global financial crisis - at bottom, this was not about a failure of a particular economic doctrine or approach but of ethics.”

Hard Work & Constant Attention

“Creating an ethically minded company is not something that’s achieved the moment a list of company values has been put together. It’s a process that involves very hard work and requires constant attention. It also has to permeate every action that a company takes, which is why for me this process of creating an ethical company begins right at the very beginning of the job cycle - with the recruitment ad - and not only continues through recruitment, the setting of pay and conditions, ongoing staff welfare, and so on, but also requires regular maintenance and improvement. If one link of this complex chain is weak, or is allowed to become weak, ultimately the chain will break.”

Business Ecosystem

A business is like a very delicate ecosystem. Every component part of it counts and every part has an impact on everything else. People often ask me whether ultimately it’s the employee or the customer who is more important to commercial success. To my mind it’s not a valid question. In the business ecosystem each element has a vital role and each element is connected to all the others. That’s why creating the right overarching culture is so crucial. Without it, things fall apart.”

Staffing

“If we were simply box-ticking, the logical thing for us to do as retailers would be to seek out red-hot salespeople. But we don’t. The most important quality we look for in a recruit is friendliness: we need staff who can not only talk to customers, but who can listen to what they say. Passion and enthusiasm are important too. We like applicants who are enthusiastic about the products we sell, about dealing with customers, and about life in general. Overall, our policy is to hire for personality and train for skill.”

“No-one is ever hired without having had a trial day.”

We want to recruit for the long term. We want people who want to be with us. We seek people who are career orientated and who are keen to work their way up. Indeed we do our damnedest to recruit from within. It’s no coincidence that seven out of nine of our directors started working in the shops.

Wages

Low wages have bad economic effects. They create a self-perpetuating system in which poor pay leads to low skills, low morale, low productivity, lack of training and high labour turnover, leading back to poor pay.”

“If the people at the top are rewarding themselves while holding pay rises for others at bay, morale suffers.

“The bonus culture can lead to poor decisions, as senior executives agree on business strategies or company mergers that flatter the share price but damage the long term health of the company.”

Community, Society and Government

“Even the supposedly narrow world of business, with its focus on profitability and the bottom line, relies heavily on the community. It may look to individuals for its customers, but it needs society to provide its employees and to create and maintain the infrastructure without which it cannot possibly survive.”

Essential commercial activity is possible thanks only to government spending. Roads and railways are the arteries of business. When someone tells me they’re a ‘self-made' millionaire, I’m tempted to ask how they got into work that morning.”

“From maintaining the money supply and issuing banknotes, right through to creating the legal basis for contracts and private property, the state is in the background of every business transaction.”

No business is an island. However much successful people like to think they are self-made, they would be nowhere without the society that surrounds them, and the support, security and economic stability that society provides.”

“There’s one very obvious way in which businesses can give back to the community. The problem is, they usually put a lot of effort into finding ways to avoid it. I’m talking of course, about tax.”

“Many business leaders have it fixed in their minds that taxation is somehow bad for business (let alone themselves), that they not only fight to have it reduced but believe it’s perfectly legitimate to aggressively avoid it.”

I would urge businesses to allocate a percentage of their profits to charity - and if they do that, a larger percentage. I give 15% of my company profits to charity, along with a lot of my time.”

Seek Feedback

We include a short feedback card with every receipt (the incentive to fill it in being entry into a monthly prize draw)”

“[Feedback cards are studied at our quarterly Customer Service Group meetings, helping] us trouble-shoot, plan and refine. They also provide us with an invaluable window into the future, since they often give the first indication that customers’ tastes might be changing and that they might be looking for something new or different.”

“If there’s a complaint, I deal with it personally.”

Repeat Customers

“According to a US study carried out by SumAll in 2013, somewhere between 25% and 40% of the total revenues of the most stable businesses they examined came from returning customers. These customers were also most likely to be the ones who helped sustain the companies they supported in difficult economic times: ‘Businesses with 40% repeat customers generated nearly 50% more revenue than similar businesses with only 10% repeat customers’, the study suggested. It therefore seems totally bizarre to me that some companies would think it clever practice to go out of their way to alienate existing customers. Why would an insurance company offer cover at special price to attract a new customer and yet increase premiums for the same package to an existing one? Why would a bank or phone company offer preferential rates only to the people they don’t already serve? It’s baffling. I know they’re relying on customer inertia, but I suspect that as people become more savvy and it becomes ever easier to find out what rival deals there are out there, customers will defect from such concerns in steadily increasing numbers.”

Capitalism

I am an absolute believer in capitalism. I think it is the only economic system humans have so far come up with that offers the real promise of personal prosperity and well-being.”

In societies where free enterprise is stifled, where the system is controlled by the state, or where markets are dominated by corrupt monopolies or oligopolies, the consumer has tended to suffer. Choice dwindles. The quality of products and services sinks lower and lower.”

Social inequality is actually bad for capitalism. For businesses to thrive, we need people to be in secure jobs and decent homes, able to spend confidently. They should not be condemned to a low wage economy.”

Summary

Julian Richer’s business is a long term success story. He understands business is about people and the practices he implemented share many commonalities with the other great businesses we’ve studied. Many are the familiar mental models covered in previous posts; the power of reciprocation, the importance of culture, the need for a long-term view, the adoption of a win-win mindset. They tend to be qualitative in nature, you won’t necessarily find them in a spreadsheet.

Julian Richer learnt from other great businesses that had come before. He applied those lessons to his own business and turned it into a phenomenal success. He did it without compromising on staff, suppliers or the community.

Studying, understanding and identifying the factors that contributed to the success of Julian Richer’s business can help us identify other potential success stories. And that seems a pretty good recipe for getting Richer.

Source:

The Ethical Capitalist’ - Julian Richer. 2018. Penguin Random House.

From Rags to Richer - A Business Success Story Built on Treating People Well.’ -The Economist

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Learning From Costco's Jim Sinegal

If there is one stock in America you could buy outside Berkshire Hathaway, Charlie Munger’s advice is to choose Costco. He sits on the board. Not surprising Charlie Munger keeps his portfolio concentrated, he owns just three major investments, Berkshire, Li Lu’s fund and Costco. If you’ve read our recent piece on Sol Price, you’ll be well aware that Costco was founded by Jim Sinegal, who adopted the lessons of his mentor and long-time employer, Sol Price, when he opened a retail warehouse in Seattle in 1983.

Screen Shot 2019-10-06 at 10.35.52 pm.png

Like many of the other great businesses we’ve studied - Home Depot, Aldi, Southwest Airlines and Walmart to name a few - Costco is Unconventional.

Costco is a different kind of place. It's one of the most admirable capitalistic institutions in the world. And its CEO, Jim Sinegal, is one of the most admirable retailers to ever live on this planet.” Charlie Munger

Jim Sinegal is a fabulous business operator - like a Carnegie, Rockefeller, or James J Hill. I consider him to be one of the top five retailers of the past century. He’s that good.” Charlie Munger

Costco doesn’t advertise, they carry a very limited selection, they have low margins and standard mark-ups, they charge customers to shop, and their employees payslips are almost double their competitors. For this, Costco has been a runaway success. One hundred dollars invested in Costco in 1986 would be worth $11,800 today, a veritable 100-bagger!

Costco vs S&P500 - Normalised [Source: Bloomberg]

Costco vs S&P500 - Normalised [Source: Bloomberg]

Studying successful companies can give us insights into effective business models to help us identify profitable future investments. The best analysis of Costco’s business model I’ve come across is from Nick Sleep of Nomad Investment Partnership who recognised Costco’s virtues almost two decades ago. He saw Costco as a ‘Perpetual Motion Machine’ utilising a business model he termed ‘Scale Economics Shared’. His 2002 Investor Letter articulated the retail concept:

“The retail concept is as follows: customers pay an annual membership fee which provides entry to the stores for a year, and in exchange Costco operates an every-day-low-pricing strategy by marking up 14% on branded goods and 15% on private label with the result that prices are very, very low. This is a very simple and honest consumer proposition in the sense that the membership fee buys the customer’s loyalty (and is almost all profit). and Costco in exchange sells goods while just covering operating costs. In addition by sticking to a standard mark up, savings achieved through purchasing or scale are returned to the customer in the form of lower prices, which in turn encourages growth and extends scale advantages. This is retail’s version of perpetual motion and has been widely adopted by Walmart among others.” Nick Sleep, 2002

In his 2004 investor letter, he expanded on the business model:

“In the office we have a white board on which we have listed the (very few) investment models that work and that we can understand. Costco is the best example we can find of one of them: Scale Efficiencies Shared. Most companies pursue scale efficiencies, but few share them. It’s the sharing that makes the model so powerful. But in the centre of the model is a paradox: the company grows through giving more back. We often ask companies what they would do with windfall profits, and most spend it on something or other, or return the cash to shareholders. Almost no-one replies ‘give it back to customers’ - how would that go down with Wall Street? That is why competing with Costco is so hard to do. The firm is not interested in today’s static assessment of performance. It is managing the business as if to raise the probability of long term success.” Nick Sleep, 2004

And in 2008 he discussed the power of reciprocation:

Scale Economics Shared operations are quite different. As the firm grows in size, scale savings are given back to the customer in the form of lower prices. The customer then reciprocates by purchasing more goods., which provides greater scale for the retailer who passes on the new savings as well. Yippee. This is why firms such as Costco enjoy sales per foot of retailing space four times greater than run-of-the-mill supermarkets. ‘Scale economics shared’ incentivises customer reciprocation, and customer reciprocation is a super-factor in business performance.” Nick Sleep, 2008

Charlie Munger makes a similar observation:

Costco will continue making huge contributions to society. It has a frantic desire to serve customers a little better every year. When other companies find ways to save money, they turn it into profit. Sinegal passes it on to customers. It's almost a religious duty. He's sacrificing short-term profits for long-term success. More of you should look at Costco.” Charlie Munger

Many of the inputs that define Costco’s success won’t be found in a spreadsheet or formula, they are qualitative. They have to do with the mental models that Charlie Munger always talks about; reciprocation, scarcity, scale, leverage, feedback loops, culture, incentives, flywheels, win-win, deferred gratification, simplicity, social proof, pricing power (on member fees) and sunk costs. These factors combine to reinforce each other and amplify results in a non-linear fashion; what Charlie Munger coined 'lollapalooza' effects.

costcoa.JPG

I can’t give you a formulaic approach, because I don’t use one. And I just mix all the factors and if the gap between value and price is not attractive, I go on to something else. And sometimes it’s just quantitative. For instance, when Costco was selling for 12 or 13 times earnings, I thought that was a ridiculously low value just because the competitive strength of the business was so great and it was so likely to keep doing better and better. But I can’t reduce that to a formula for you. I liked the cheap real estate, I liked the competitive position, I liked the personnel system—I liked everything about it. And I thought even though its three times book or whatever it was then, that it’s worth more. But that’s not a formula. If you want a formula, you should go back to graduate school. They’ll give you lots of formulas that won’t work.” Charlie Munger

It’s often these qualitative factors and their combined impact that the market overlooks. When Nick Sleep was praising the virtues of Costco in 2004, Wall Street analysts were criticizing the company for their low margins and generosity to employees above shareholders. Needless to say they were focusing on the short term at the expense of the long term.

At the time, Jim Sinegal stated:

"The last thing I want people to believe is that I don't care about the shareholder. But I happen to believe that in order to reward the shareholder in the long term, you have to please your customers and workers."

And Nick Sleep opined:

“The consensus has it that Costco is a low-margin retailer with an expensive stock and a cost problem. That is certainly one description. But in our judgment it is a cost-disciplined, intellectually honest, high-product-integrity, perpetual motion machine trading at a discount to value.”

Prescient indeed!

[nb. Nick Sleep’s fund went on to compound at almost 21% per annum over it’s thirteen year life versus the benchmark’s return of 6.5% per annum. The fund closed in 2014.]

Costco vs Walmart vs S&P500 - 2004 - 2019 [Source Bloomberg]

Costco vs Walmart vs S&P500 - 2004 - 2019 [Source Bloomberg]

I’ve collected some of my favorite quotes on Costco’s business model from Jim Sinegal’s interviews and public speeches [see sources below]. Once again you’ll find an abundance of common threads with the other Masters CEOs we’ve studied.

Love

I love it. I’ve been doing it all my life, and it’s my style. That doesn’t mean it’s the right style or the style that works for everybody, but it’s my style.”

Find something you are really passionate about and you won’t have to work a day in your life. I’m 80 years old and I’m retired and I still go into a Costco every day. Nobody is holding a gun to my head. I do it because I love it. If you can find something you love it will be a great gift for you.”

“If you don't have somebody who is passionate about the business [leading the business], no matter how smart and how creative and how diligent and how much money they have, if they don't have the passion for the business you're not going to see the business driving in the right direction, in my view. I would always look for that.”

Culture

“The three best operating companies I’m aware of are Costco, Kiewit and Glenair.  There is nothing remarkable about the product or field for any of these.  But there is something remarkable about the culture of all three.” Charlie Munger

“There are very few businesses like Costco that have a very extreme culture where everybody’s bought into. And where they stay in one basic business all the way. I love a business like Costco because of the strong culture and how much can be achieved if the culture is right.” Charlie Munger

“Our attitude at Costco is that culture is not the most important thing in a company, it’s the only thing. It dictates every action that you take. We feel we have to work continuously not to lose our culture. The way our employees describe it is ‘do the right thing’.” Jim Sinegal

Keep it Simple

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Our operating mission is very simple, ‘constantly strive to bring goods and services to market at the lowest possible price’. We look at every item and we judge it on that basis. When you have less than 4,000 items you can spend a lot of time doing that. Where a typical retailer might look at an item selling at $29 and say ‘I wonder if I can get $31 for it’, we look at and say, ‘I’m selling it at $20, how do we get it to $18 and then $16’. We really focus on that constantly, everybody works on that.”

Great Value on Great Products

“We look at the history and the evolutionary process of business and we say, "Boy, you'd better recognize why it is that customers shop with you." They don't shop with us because we have a Santa Claus at the front door, or fancy window displays or escalators or piano players. They shop with us because we have great value on great products, and you'd better not forget that.”

Win-Win

“Our code of ethics became a very simple thing and that’s the way it stayed.. We think we have four things we have to do. We have to obey the law, take care of our customers, take care of our employees and respect our suppliers. Pretty much in that order. We think it’s possible to succeed short term by not paying attention to those things, but long term you’ll stub your toe pretty badly. We think if you do those things, what you have to do as a public company will happen, you’ll reward your shareholders.”

Screen Shot 2019-10-06 at 9.48.47 pm.png

“Our view is that you can reward the shareholders in the short term by not paying attention to one of those aspects (law, customers, employees, suppliers), but you can’t do it in a long term. You are either going to have labor problems, or you are going to break the law, or your customers are going to be turned off, or the suppliers are not going to want to do any business with you. Sooner or later you are going to stumble very badly.”

Long Term Mindset

We never had an exit strategy. We never built this business to sell it. We had lots of opportunities to sell the business dozens of times. We wanted to build an institution that would be here 40 and 50 years from now. We thought we owed that to all the stakeholders.”

Wall Street is in the business of making money between now and next Thursday. We are in the business of building an organisation that we hope to be here in fifty years from now.”

“We have always loved and viewed our businesses as something that we wanted to build for the long term. We are the company that wants to be here 50 years from now. We want to still be thriving. We want our employees to know that they can build their careers here, that they can count on us being here and that we are not going out of business. For the suppliers likewise, we want them to know they can count on our business into the future. We want the communities where we are doing business to know that our buildings are still going to be around and we still are going to be employing people in the future and those are all commitments that we have.”

Merchandising Strategy

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“Our merchandising strategy is very simple, but quite unique. we have a very limited selection, we carry something less than 4,000 items. To put that into perspective, Target or Walmart, that has essentially the same categories of merchandise that we do, they have about 140,000 items. We really preselect the products we’re selling and trying to get the best value that we can in every single category. They are generally high quality national brands augmented by our private label.”

Customers Save on Every Item

We have to be able to show a savings on everything we sell. If we can’t show a savings we won’t carry it. We’ve had situations, like in Portland, where for about two years we didn’t carry sugar because every supermarket was selling sugar below cost. We couldn’t save our customers any money. Our attitude was if they came in and see we couldn’t save them any money on the sugar, they have every reason to believe that maybe our pricing isn’t so hot on Michelin Tyres or a television. It’s a chink in the armour and we won’t engage in that.”

Efficiencies & Productivity

“If you go into a typical supermarket you would find about 350 SKU’s in the aisle. Various sizes and brands. We go out and we try and find someone who will make the largest box of cereal in the world, put it on a pallet and we simply move it into position with a pallet jack. If you think about the labor involved cutting open cases and hand stacking merchandise on the shelf and ringing through a lower ticket item you start to see the scope of the savings. Costco will have about 12 cereal items compared to 350 at a typical supermarket.”

“We count on very significant productivity. We pay high wages and have a very healthy benefit plan. If you buy into the concept that Costco is the low-cost provider of goods and services and also pay the highest wages in retail and have the richest benefit plan, then we must be getting better productivity, because of every dollar that we spend on our business, $0.70 is on people.”

Membership Model

“We have 87 million people who are running around with a Costco card in their wallet. There are very strong renewals. They are very loyal to us. We have established what’s referred to as ‘absolute pricing authority’. If you see it at a Costco you’ll be pretty sure you are getting the best price you can find.”

No Advertising

“In our business advertising is cost. If you advertise, you have to raise the price of the merchandise—it is that simple. We are working on margins that do not allow us to spend 1 or 2 percent on advertising. Also, advertising becomes like a drug. I use the expression: It’s like heroin, once you start doing it, it is very hard to stop. We feel that the most successful type of advertising is word of mouth. When people are saying good things about you, it is much more important than when you say them about yourself. Word of mouth is the most effective type of advertising.

Scarcity

We have created a Treasure Hunt atmosphere. When customers come in they may find at one time we have a Coach handbag, and they come back and we don’t have the Coach handbag but perhaps we have some Levi’s we are selling at a hot price. We try to create a sense of urgency, that if you see the product you’d better buy it because chances are it won’t be there next time. We purposely run out of merchandise to create that sense of urgency in our customers.”

“About 1,000 of the 4,000 items that we carry are what we refer to as the "treasure hunt" items. Those are the items that are constantly changing. Those are the types of things that continue to bring customers in shopping with us. We try to create an attitude in those kinds of products that if you see it you'd better buy it, because chances are it's not going to be there next time - so create an urgency in the customer.”

“Customers love the fact that we're going to save them $0.50 or $0.60 or $0.75 on a jar of peanut butter, and they would never forgive us if we didn't save them that, but that's not enough to bring them out of the hills. What really gets them in there is when they see something like the Under Armour garment that we're selling for $20 that they know is $40 in a department store. Or the Coach handbag that we're selling for $159 that they know is $300 at a department store. That's what really gets the customers really excited. That's what makes them talk about us at cocktail parties.”

Need Revenue Growth

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Costco is a top line company, we don’t do very well if we’re not doing a lot of volume. That’s the key to our business.”

“The economics of our business is pretty simple. High volume - we do well when we generate high volume and high revenues out of our businesses. We don't do nearly as well when the revenues are low.”

Minimum and Maximum Mark-up

“There is a minimum and maximum mark up. Every good deal we bought the customer is going to get. If we made a good deal customers would be the beneficiary.”

Think Small

“We like to think that we are nimble. We like to think like a small company. That’s not easy with 213,000 employees but it is very important because we think that’s the way we can navigate our way through competitive situations.”

Value Employees

Paying high wages is contrary to conventional wisdom.”

Screen Shot 2019-10-06 at 6.05.57 pm.png

“Someone who works on the floor pushing carts out in the parking lot or stocking the floors is making over $22 per hour compared to our competitors who are paying $11 and $12 an hour. In addition, they have a full benefit package. It’s a very stable workforce. We’ve always felt if you go out and hire good people, and provide good jobs, pay and benefits and career opportunities, then good things will happen in your business.”

“Of all the money we spend on running our business, seventy cents of every dollar we spend is spent on people. It is by far the most significant expense ratio we have. If you are going to spend 70% of everything you spend you better do that well.”

Promote From Within

“We home-grow all of our management. All of the people that are running the Costco’s today are people who have been with us 10 and 12 and 15 years prior to becoming a warehouse manager.”

Lucky Break & Humility

“You have to have a lucky break somewhere along the line. We had a lot of good fortune. If you are in business and successful and don’t recognise that you had some good fortune you are a fool.”

Recognise Change & Innovate

“Everything is changing. We have to be mindful of changes. There is always going to be change. If we are going to be successful in the future we are going to have to be as innovative in the next fifteen years as the last fifteen years. It will be imperative or we won’t survive. The customers vote at the checkout stand. If we aren’t doing our job they won’t be buying the products.”

Controlled Growth and No Grand Plans

“We’re not kamikaze pilots. We want to do things in a sensible fashion. If we can speed up our growth, without outdistancing our management team, and provide a quality product, then we will do so. Aside from the quality issues and wanting to grow the business in a sensible fashion, we don’t have any grand scheme that says, for example, that we have to be in Latin America by the year 2015 or have 1000 Costco’s in ten years.”

Make Mistakes

“You don’t have enough space in your magazine to talk about all the things that we’ve tried that didn’t work out. Some time ago, we tried to get involved in the home-improvement business. We were going to have paint. There are places where you can get thousands of colors of paint. We were going to have four, and three of those were going to be white [laughs]. It’s safe to say we underwhelmed the customer.”

Visit Stores

I try to approach the visits from the standpoint of a customer. Does the building have the right goods out? Is it well-stocked and clean and safe? Nothing is a bigger turnoff than poor housekeeping, most particularly in a place where you have food. Also, when you have a sloppy building, I can guarantee you’re going to have high shrinkage [pilfering and shoplifting].”

Quarterly Earnings & Stock Price

“One of the follies of American business is that we are all so tied into these quarterly results and having to perform that it’s damaged a lot of businesses.”

“The things that we do are basic and intrinsic to our business and our company. Our reputation for pricing is an example. We have sweated over this for years. Why would we sacrifice that just to make a quarterly target? It wouldn’t make sense — sacrificing everything, risking our whole reputation. We believe our strategy will maximize shareholder value over the long term.”

“Driving stock up from one day to the next is not what we are about. We are about building a good company and performing for the long term. I know everyone says that, that sounds trite when I repeat it that way, but that is and has always been our attitude about our business. If we do the right things, the stock price will take care of itself, and our shareholders will be rewarded.”

Sol Price

Sol Price was considered the most creative mind in the retail business in the 20th Century. Even the great Sam Walton said I’ve stolen more ideas from Sol Price than any man I’ve ever known. Guys like Sol are not a dime a dozen, you won’t find them on every street corner. I was like a fly on the wall watching Sol. I watched everything he did and I leaned everything from him.”

“When I was in my twenties, if I really worked hard maybe I could make thirty thousand dollars a year. I didn’t have any great goals just a lot of good luck. Sol Price was my mentor and a reporter asked me one time, ‘Gee you worked for Sol for so many years, you must have learned a lot?’, I said ‘No that’s inaccurate, I learned everything’. He was my mentor. He was the smartest man I ever knew, he was also as tough as shoe leather.”

And a final word from Nick Sleep’s 2010 letter ..

Costco’s advantage is its very low cost base .. from a thousand daily decisions to save money where it need not be spent. This saving is then returned to customers in the form of lower prices, the customer reciprocates and purchases more goods and so begins a virtuous feedback loop. The firm’s advantage starts with 147,000 employees at 566 warehouses making multiple daily decisions regarding US$68b worth of annual costs. Its thousands of people caring about thousands of things a little more, perhaps, than may occur at other retailers. No fig leaf here. When Zak and I met Jim Sinegal, Costco’s CEO, Jim suddenly stopped in mid-sentence, his face lit up, “I must show you this” he said and disappeared into a filing cabinet. He emerged with a memo from 1967 written by Sol Price, Fed-Mart’s founder (the predecessor firm to Costco), “here you can have a copy of this” he said, and that copy is framed on our office wall. The memo says this,

Although we are all interested in margin, it must never be done at the expense of our philosophy. Margin must be obtained by better buying, emphasis on selling the kind of goods we want to sell, operating efficiencies, lower markdowns, greater turnover, etc. Increasing the retail prices and justifying it on the basis that we are still ‘competitive’ could lead to a rude awakening as it has with so many. Let us concentrate on how cheap we can bring things to the people, rather than how much the traffic will bear, and when the race is over Fed-Mart will be there”. [The best summary of the business case for scale economics shared we have come across].

Forty three years later, almost to the day, and Costco is the most valuable retailer of its type in the world.” Nick Sleep, 2010.

Summary

Many of the Investment Masters have recognised the strength of Costco’s model:

Costco is one of our long-term holdings in the “jam tomorrow” camp. It is highly rated, but its perpetually low margins (and low prices) help it to retain and grow its customer base. This approach helps it continue to win market share even in a very tough retail environment that is competitive and changing.” James Seddon, Hosking Partners, 2018

“Some firms have strengthened their cultures by spending more not less. The classic example is Costco, the discount retailer. Bucking the conventional retail model, Costco pays its staff more than the legal minimum wage – and far more than rivals. The average Costco employee makes in excess of $20 an hour, compared to average US national retail pay of less than $12 an hour. Wall Street is constantly pressuring Costco to cut its wage bill, with the cacophony reaching a peak during the crisis of 2009. Instead, the company raised wages over the following three years. The return for this munificence is that Costco employees stay on longer, thus saving on training costs. Turnover for employees who have been with the company for more than one year is a paltry 5 per cent. Loyal employees are more likely to excel. Marathon Asset Management, 2015

“We understood, having followed high quality businesses like Walgreens, Walmart and Home Depot for a lot of years, the embedded unit economics of Costco where lots of stores that have been opened recently and don’t reach maturity for six or seven years. Therefore the 11% return on capital when we first bought the stock in 2004 was very much understated by the relative installed base compared to new stores that had been opened. I paid 20x earnings. I was still a classic value guy and value guys don’t pay 20x for things. Fast forward today and Costco trades for over 30x, so you’ve made over 50% on the multiple expansion, but we’ve made over 10x our money on Costco because they’ve grown the store base profitably. I look at the amount of money we made on Costco and we could have paid 35-40x earnings at the time. Everything they do as a retailer is best in class. You just can’t get anchored to classic valuation pricing methods even if you call yourself a value investor. This is probably the most valuable thing I’ve learned.” Chris Bloomstran, 2019

At last year’s Berkshire AGM, Warren Buffett joked that Charlie Munger continues to find things he likes about Costco.

All the time [Charlie Munger] is finding new virtues in Costco, you know, and he’s right, incidentally. I mean, Costco has an enormous appeal to its constituency. They delight — they surprise and delight their customers. And there is nothing like that in business. If you have delighted customers, you’re a long way home.” Warren Buffett

Understanding and investing in businesses which share their scale economics can be hugely profitable. You’ll find them across industries as diverse as airlines, retail and insurance. Many of these businesses have been around for a long time and we’re likely to see new businesses develop which adopt this ‘Scale Economics Shared’ approach. Being mindful of this powerful business model can also help identify competitive threats to businesses that might already be in your portfolio.

The business model that built the Ford empire a hundred years ago is the same that built Sam Walton’s (Walmart) in the 1970’s, Herb Kelleher’s (Southwest Airlines) in the 1990s or Jeff Bezos’ (Amazon.com) today. And it will build empires in the future too.” Nick Sleep, 2012

And when you do identify such businesses, it’s imperative you hold onto them. These rare businesses are compounding machines. Provided the competitive outlook hasn’t changed and the valuation isn’t extreme, stay focused on the destination not the short term market noise.

“Keep your eyes on the horizon.. The trick to being a good investor, over the long term, is to maintain your long-term orientated discipline.” Nick Sleep

It’s likely to be a pleasurable experience. Time to go find some Costco’s!

“I’m no good at exits. I don’t like even looking for exits. I’m looking for holds. Think of the pleasure I’ve got from watching Costco march ahead. Such an utter meritocracy and it does so well, why would I trade that experience for a series of transactions? I’d be less rich not more after taxes. The second place is a much less satisfactory life than rooting for people I like and admire. So I say find Costco’s, not good exits.Charlie Munger



Sources:
Provost Lecture Series Spring 2017 - Jim Sinegal Lecture
LMU's College of Business Administration - Jim Sinegal Lecture
Costco - Perpetual Growth Machine - Value Investor Insight - Nicholas Sleep - Nomad Investment Partnership 2005.
Sacred Heart University - Integrity and Values: Interview with Dr. Jim Sinegal, Costco Wholesale Corporation
Fast Company - CEO Interview: Costco’s Jim Sinegal
Motley Fool - An Interview With Jim Sinegal, Co-Founder of Costco
Ethix - James D. Sinegal: A Long-Term Business Perspective in a Short-Term World - 2003
WSJ - Costco's Dilemma: Be Kind To Its Workers, or Wall Street? 2004
The Resilience of Costco - @minesafety


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Learning From Chris Bloomstran

Whilst I’m a long-time avid follower of all of the Investment Masters, and I have to say a veritable devourer of their collected wisdom, there is nothing more valuable to me as an investor than actually speaking with these amazing people. Whether it’s a meeting at Berkshire, the odd telephone dialogue or even an interview, all of these interactions deepen my understanding of their unique views on financial and business matters and for that matter, the investment world.

Recently I had a wonderful opportunity to Interview Chris Bloomstran of Semper Augustus. Chris is a veteran of the Investment Fraternity and a recognised Master; The stocks in his portfolio have compounded at 4.7% above the S&P 500 since launching Semper Augustus more than 20 years ago. I’ve always valued what he has to say and our interview was no exception.

We covered many topics in the few hours in which we spoke, and I am incredibly grateful to Chris for being so open in sharing his knowledge and experience. I have collected the gems from our interview below.

Eclectic Value Investor

“For lack of a better nomenclature you’d put us into the value camp. Value is such a broad brush definition. We simply think of growth as part of the value equation. Growth is important. We are pretty eclectic in our process. We own compounders and we also own some out of favor, high-quality cyclicals; we’ll do the long side of merger-arb here and there. You can’t put us in a style box and I think that’s a big advantage.”

Dual Margin of Safety

“We are trying to find outstanding businesses at low prices to give us a dual margin of safety.”

Investment Time Horizon

“Having invested for 20 years at Semper Augustus and run money for thirty years, our process is very eclectic. We have businesses, such as Berkshire Hathaway, that we’ve owned since early 2000. For the duration of our owning it its been undervalued and it’s become an outsized position in a lot of our accounts. We’ve only sold it when mandate or need for diversification compels a sale. We’ve owned Mercury General and Washington Federal even longer, for the better part of twenty years, and have a history trimming companies like this when they’re rich and adding to the positions when they are cheap. We’ve owned things cyclically where we don’t have a long term horizon such as deep water drilling businesses. Today we own Subsea 7. It’s an engineering and construction company in Norway. We’ve also done things very opportunistically.”

Arbitrage Opportunity

“In 2008 we built a big position in the electrical utility Constellation Energy when it was to be acquired by Berkshire Hathaway. Although we ordinarily don’t like electrical utilities because of mediocre regulated returns, no pricing power and limited growth, we know how to price them. Generally they trade rich because investors are attracted to the dividend yield, which usually consists of most of profits. To us, Constellation was an attractive arbitrage opportunity and we traded the position actively as news broke again and again.

Berkshire offered to buy the business for $26.50 to keep Constellation out of bankruptcy. To effect the deal, Berkshire had to put in a billion dollars to shore up the derivative book of a merchant business Constellation owned in Texas. We had a bit of cash and the market volatility meant an attractive deal spread. EDF, who had a JV with Constellation to develop nuclear plants, ultimately made a counteroffer at $37 and Constellation accepted. As EDF was more of an unknown in the middle of the financial crisis, Constellation’s stock price tanked when Berkshire announced they were out. The stock dropped from $24 to $21 to $19 to $17 then $15 and we bought it at every one of those points except the last, when our final limit didn’t fill. It all happened fast. By the end of 2008 it was our second largest holding. We stayed in it until near the close, actually EDF bought the nuclear assets and the utility was ultimately sold to Exelon in Chicago. We exited in the mid $30’s.”

Position Size

The businesses at the top of my portfolio are not necessarily going to be the ones that perform the best over the long term but are the ones I know will perform. Generally we’ll start with a 1% or 2% position size. Then as we continue doing our homework, absent some underlying business deterioration, we prefer stock prices to decline which gives us a chance to add to the position size.”

Dealing With Market Turmoil

Being in the investment business for thirty years and knowing the businesses we own so well, is the best edge to deal with market turmoil. Because we have an anchor in the appraisals of the businesses we own and follow and we’ve done our homework - made accounting adjustments, drilled down to economic earning power and management quality - we don’t have to do a lot of work when price gives us an opportunity. For that reason, we are very non-emotional in times of stress.”

High Quality Companies

Sustainable returns on equity aligned with very high quality management teams running the businesses is how we define high quality companies. It’s taken a very long time for us to get to that. Leverage is anathema to our thinking. We are running a very unlevered portfolio in terms of the collective balance sheets of the assets we own. Cash largely offsets debt now. Our returns on capital are not far off the underlying returns on equity of the businesses.”

No DCF’s

We don’t run DCF’s. We think long and hard about the inputs [of a DCF] but we think the model lends itself to assumptions where you can get some crazy results.”

Owning Berkshire

“We’ve bought and still buy Berkshire at 15-20% position size, and it’s grown to 35% in some of our taxable accounts. BRK is unique to us and it’s the only business we would concentrate in that kind of size. We almost use BRK as a bond surrogate, really as our opportunity cost of capital, given a very predictable 10% ROE, which in a worst case could be an 8% ROE. To us, it’s a highly predictable, highly knowable business so for that we are willing to own BRK as a lower return business relative to the balance of the portfolio. It’s the most knowable thing we own. At a 10% unlevered ROE its undervalued by a lot, and if it trades closer to intrinsic we’ll earn something north of 10. If it earns 8 (ROE) for the next 10 or 15 years it’s fairly valued and we’ll likely earn 8.”

Company Issues Provide Opportunity

Investment Master - Chris Bloomstran

Investment Master - Chris Bloomstran

Usually company specific issues provide opportunities. My experience has been that when the whole market sells off and everything gets cheap, it’s hard to want to make changes because we already like what we own. We’ve also proven unwilling to trade down the quality spectrum during a rout like ‘08, even though you’re going to make way more during the recovery. That won’t change.”

Portfolio Turnover

“We’ve had on average about 15% turnover for the last 20 years. Our turnover in 2008 was probably 70%. We had about half of our capital in financials at the end of 2007 which included insurers. None of our holdings failed. In fact, some were rewarded for their conservatism with failed assets more or less given to them at fire sale prices.”

Thinking About Management

We have learned to think a lot more and spend a lot more time assessing management quality. We are spending a lot more time in the proxy statement than we used to. In our portfolio we only have about 20% of our businesses profits coming back to us in dividends which means management teams are retaining 80% of the profits. It is incumbent on us to work out how those people allocate capital. There are so many levers management can pull and we are very deliberate in assessing how well capital gets invested in the businesses we own.”

The Proxy Statement

We are spending more time with proxy statements. We try and tie in year to year changes. What we’ve learned by looking at the evolution of proxies over a period of ten or more years, by observing how compensation committees award and incentivise management, is that you can really ferret out underlying changes in the business.

As an example, General Mills’ bonus structure is tied to two yardsticks, none of which are capital related. One is organic sales growth and the other is free cash flow growth. Ten years ago they were using 3-4% organic sales growth as the hurdle for paying half the bonus. Over time that became 3%, then 2%, then 1.4% and in the last couple of years the hurdle has become negative. Think about that! Rev up the acquisition machine. Buy Blue Buffalo. You don’t count a deal in year one but if its a growing business you sure get your organic growth in the out years, regardless of profitability.

Many consumer packaged goods businesses are under-investing in their business and it’s evident in the free cash flow. It’s pretty easy to dial up free cash flow growth by cutting advertising and growth initiatives. I guarantee these people lay awake at night thinking about how to get supremely wealthy in the next five years and not how they are going to grow or protect the business over the next thirty years. If you don’t have a motivation to make decisions based on returns on assets or capital or equity you can get all kinds of nutso behavior. You might as well take a giant pile of money and light it on fire.”

The Macro

I wish we didn’t have to think about macro. We spend almost all of our time turning over rocks and looking at businesses, but, in my investing lifetime, we’ve seen aggregate debt levels systemically rise to levels we think are unsustainable. And that does enter our thinking. With on-balance sheet debt alone now at 350% of US GDP and 320% of global GDP, we don’t have room for a term structure of interest rates even remotely similar to where it was prior to the financial crisis. The days of 5-7% interest rates don’t work when debt is 350% of GDP.

The notion that debt levels are unsustainable and we are unlikely to grow our way out of what we think is excess leverage, lends to our thinking that interest rates will probably stay far lower for far longer than would be the case in a more normal, unlevered society. For that, you do allow for higher multiples somewhat than would have been the case historically. By contrast, we also think because the debt numbers are unsustainable we very much worry about long term stability in the financial system. The flip side of low rates driving higher multiples is that low rates are reflective of too much debt which goes hand in hand with disallowing growth. Therefore you can’t justify multiples that purely reflect low rates. Paying high prices for no growth won’t work out. Look at Japan for the past 30 years. We have small positions in two gold companies which are really just hedges against central banks doing bad things. Combined they are a mid to high single digit exposure.”

Anchoring - Mistakes of Commission

“Our single biggest error of commission was Ross Stores. We bought the position when small caps were cheap in 2000 for less than 10x earnings and 50% of sales. We loved the business and we loved the unit economics. We bought it as such a discount that during the 2000-2002 downturn which saw the S&P fall 50% we made about two and a half times our money over that period. When it traded for something like 20x we thought we could sell it at what looked like a full valuation and ease back into the shares at some point when valuations were a lot more attractive. I was probably anchored to having bought the stock at 10x earnings. It never traded at 10x again. It traded in the mid teens. After we sold the stock, it went on to be another twenty bagger. A gravely expensive mistake.”

Costco & Growth

“I learnt a lot about the growth component of the value equation by watching Ross Stores. A couple of years after we sold Ross we bought Costco, which has provided an invaluable education about how capital really works. Costco is the same deal as Ross Stores. We love the unit economics, we love the management. Costco had a similar number of stores to Ross when we first bought it. They’d just started paying a dividend. We bought Costco when their gross margin was about 14% and they were earning 11% on capital. We understood, having followed high quality businesses like Walgreens, Walmart and Home Depot for a lot of years, the embedded unit economics of Costco where lots of stores that have been opened recently and don’t reach maturity for six or seven years. Therefore the 11% return on capital was very much understated by the relative installed base compared to new stores that had been opened.

I paid 20x earnings. I was still a classic value guy and value guys don’t pay 20x for things. Fast forward today and Costco trades for over 30x, so you’ve made over 50% on the multiple expansion, but we’ve made over 10x our money on Costco because they’ve grown the store base profitably.

The gross margin has been driven down from 14% to 11%. Wall Street typically kills a company for shaving gross margin, however Costco has taken the scale and purchasing power of the business and they’ve passed their cost savings through to their customers. Returns on capital have gravitated upward towards to the high teens or higher if you account for the cut in tax rates [Costco will likely be one of the first companies to compete away the tax cuts]. Our returns over owning the business for a long time have gravitated toward the underlying return on capital of the business.”

Most Valuable Lesson

I look at the amount of money we made on Costco and we could have paid 35-40x earnings at the time. Everything they do as a retailer is best in class. You just can’t get anchored to classic valuation pricing methods even if you call yourself a value investor. This is probably the most valuable thing I’ve learned. The extension of that is, if you own a business that really is a true genuine compounder where you have a ramp to grow and particularly for re-investment at high rates of return, don’t sell it, and definitely don’t sell it all. I get cute with a lot of other things that aren’t your classic compounders but any time I’ve sold shares in one of the handful of businesses that I think we can own forever it has proven to be a mistake. ”

When Compounders Mature

The durability of compounders is really only obvious in arrears. There are very few that are knowable. The risk is when you own a compounder and it matures and starts to face its own competition. Walmart for example, having killed retailers in small towns started facing competition. First from Costco and the like and then internet retailing. Look at Coke for the last 20 years. The core business weakened at the same time it traded for a nosebleed valuation that was awarded because of a glorious past.”

Price Matters

A great business at the wrong price can be a disaster.

Long Term Focus

We have stocks that have some common threads. They have all suffered in one form or another. We’ve been able to look through the short term suffering which is just that, it’s short term. Richemont is a great example. We’ve owned it for a handful of years. Richemont owns Cartier and Van Cleef & Arpels in jewelry. They have ten or so very high end watch brands including Vacheron Constantin, IWC and Jaeger-LeCoultre. Then they own some one-off brands like Peter Millar and Purdey shotguns. The Ruperts, the family that founded the firm had South African tobacco holdings which they sold to BAT probably 30 years ago. Within a holding company structure, they started buying up luxury brands. They’ve done a marvellous job preserving the brands and building them out and growing them intelligently.

Richemont’s watch business, when you count watches sold by Cartier, comprise about half the revenue, experienced a huge growth curve on the back of Asian demand. Richemont grew their distribution by using the store inside a store concept. Retail outlets were located in the best zip codes in Hong Kong, Macau and the rest of the high end world. A few years ago two things happened - the Chinese cracked down on graft and travel visas which really put a dent in high-end watch sales. It gave us the opportunity to buy the stock.

We watched how the CEO, Mr Johann Rupert and the management thought about the long-term viability of the brands they own. Mr Rupert talks about being a temporary steward of Vacheron which was founded in 1855. When sales declined, management recognised an excess of inventory in the retail partner channel. The first thing retailers do when sales slow and they have excess inventory is mark it down. The last thing you want to see happen if your customer just paid $20,000 for a watch is to see it sell six months later on on the grey market for $15,000. Richemont approached their retail partners and bought back a whole bunch of inventory and in some cases physically melted down the precious metal content of the watches.

Richemont is a 65% gross margin manufacturer. Initially I presumed the value of a $20,000 or $200,000 watch was largely in the precious metal or jewel content. Far from it. The higher up the price point, the higher the gross margin. On a $200,000 watch the gross margin can be ninety percent plus. It’s the brand. So to preserve brand they destroyed watches.

They also didn’t want to be in a situation where retail partners could kill the brands so they built out more of their own distribution. They spent a lot of money building out their own bricks and mortar. They sacrificed operating margins for the durability of the brand. The watch business is a good business but will likely only grow 4-6% organically, above nominal GDP, but it’s the fashion jewellery business where the upside lies. Fashion jewellery is very early, it’s maybe 10% of all the jewellery sold and there is a long curve to teach wealthy families about the appeal of high end jewellery lines. Once you’re into a line you’re kind of hooked on it. They’ve now fully bought into the internet. Control of distribution is a common theme across several names in our portfolio.”

Disruption & Change

Disruption is happening at a much faster pace which makes investing that much harder. What looked to be a durable brand or franchise can get dislocated in a hurry. Things like cutting out wholesalers and middlemen and going direct to consumers, I think we are in the early innings of it.”

“If you get fundamental change on a compounder and you bought it at a high price, the combination of the fundamentals deteriorating and then the multiple revaluation downward can be lethal.”

Understand

There are reasons we will stop the investment process. We start with either unknowability of industries or industries we don’t like because the economics don’t work for us. They would be the easiest decisions (e.g. Electric utilities without growth and the complexity of pharmaceuticals).

When I think back to the branded pharma companies we’ve owned, despite making a bunch of money, we really didn’t know what we were doing. It’s the unknowability. We’re not scientists and I’m not sure the scientists inside those companies know what’s going to go through the FDA or the EMEA. We don’t have an edge. Being lucky is not a replacement for understanding.”

Business Fundamentals

“Once we get past knowability, it’s onto the blocking and tackling which is the business fundamentals, management quality and how they’re compensated, price & volume, the durability of product lines and all the myriad accounting adjustments we make.

If we have an edge it’s adjusting every business’ GAAP numbers. Most businesses overstate what they earn. We are very good at getting to economic earnings from GAAP or IFRS which is just the starting point.”

Waiting for Price

“We’ve built a working list over the years of c450 companies that we track peripherally. We try and update our thinking on them through the course of the year. We maintain a rough intrinsic value target. When we get a stock trading south of that number we might get interested. It’s a function of sitting around and waiting for price. In the meantime thinking about where you are wrong on the valuation or the fundamentals. Price is then kind of the last thing we look at. When we have done work for 20 years on a business and the price now makes sense it’s very easy for us to put 1-2% to work. To the extent we’ll have to do more work we’ll do it. If we get comfortable we’ll make the position size even larger.”

Circle of Competence

“I would tell my younger self, ‘your circle of competence is way more narrow than you think it is.’”

Independence of Thought

From a psychological perspective, you need independence of thought, but not to a fault. You need an understanding that the crowd at the extremes is wrong, but for a long time they can be right.”

Client Alignment

Client expectations are never aligned. Clients expect results and if you’re not racing ahead when markets are, nobody likes to get richer slower. We spend a fair amount of time with process over the years, and telling the same story. It still doesn’t make it any easier. Human nature doesn’t make it any easier. Most people wrongly view the stock market as a casino, and it’s not. It’s a joy and refreshing to find clients who get it, who think about the long term, that are realistic about expected returns and think about what can go wrong and right. It makes way more sense to focus on long-term business performance and not short-term stock price performance, but that’s really hard for most people. It’s easy to see the stock price. You have to work to understand the business.”

Free Cash Flow

We’re looking for businesses that have an opportunity to invest and build out capacity. We are looking for retail concepts that can grow units over time on an accretive basis and expand returns on capital. Can I build a plant or distribution facility and earn high returns on the investment? Free cash flow in that setting is a terrible concept. It’s a great yardstick if you are in a business that is mature and isn’t going to grow. There are all kinds of flaws with various pricing metrics. It would be easier if maintenance capex was a disclosed number. It’s not. So you’ve got to talk to management and get a sense of what it really takes to replace your capital stock.”

Listen to Transcripts

“We read the transcripts but we might also listen to the transcript to see the nuances, to hear how something is said. The value might be in the Q&A and listening to what was asked and how management has answered the questions.”

Value Line vs Broker Research

We read and see very little sell side research. We do read Value Line, both the large cap and the small and mid cap editions every week. It allows me to cover the gamut of a lot of companies and industries very efficiently. Thirteen editions. It’s not in-depth but you see each company and industry four times per year.”

Questioning Management

We don’t want to talk to management about quarterly earnings. We are trying to get to the durability of the business franchise. I want to understand why an insurance company can raise prices by 6.9% but not 7%. That answer is meaningful for me. It’s not something discussed in a SEC filing. But there’s value in knowing that stuff.”

Summary

Chris also suggested some book titles he has read and recommended to others. These include: Sol Price, Merger Masters by Kate Welling, Economics in One Lesson, Freedom’s Forge, The Forgotten Man, Shoe Dog, Railroader, and The Bare Essentials. He gives copies of The Richest Man in Babylon and The Intelligent Investor to lots of students. All of these tomes include fascinating and valuable insights into both business and investment worlds.

Chris is a Master. Even with more than twenty years of my own in investing, Chris still manages to teach me things that add value to my own thinking. He is humble and was very generous with his time, and I am grateful for the opportunity to have spoken with him.





Further Reading:
Chris Bloomstran: The New Super Investors - Investment Masters Class
Chris Bloomstran - Annual Letter [Part II] - Investment Masters Class
Chris Bloomstran – What Makes a Quality Company – Invest Like the Best - Podcast

Semper Augustus - Investor Letters



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Learning From Chuck Akre

One of the traits that sets the Great Investors apart is the ability to be grounded - to remain calm under pressure and sensible when things get hairy. All the Masters have it but none more so than Chuck Akre.

Grounded: Mentally and emotionally stable, admirably sensible, realistic, and unpretentious.

And ‘Grounded’ quite possibly is the perfect word to describe Chuck. If you’ve been an active reader of our blog over the last few years, I’m sure you’ll remember our post on Chuck Akre and his Three Legged Stool. Like Buffett, he prefers to work away from the noise of Wall Street. His office is based in a small Virginian town that boasts a single traffic light. His humility and expertise are synonymous with those we call Master Investors and Chuck has been kind enough to give of his time to us on a number of occasions. He is someone we follow avidly.

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Chuck was recently interviewed on one of our favourite Podcast series: ‘Invest Like the Best’ with Patrick O’Shaughnessy. O’Shaughnessy typically has a great line up and as usual, he delivered big time on his recent talk with Chuck. Chuck’s explanations and investment approach are refreshing in their simplicity. Over more than fifty years of investing experience, Chuck has distilled the essence of great investing into three key criteria which he refers to as his ‘Three Legged Stool.’ And while Chuck might be reluctant to disclose insights into his favourite stock positions, he does share a key insight in the Podcast which took him decades to appreciate. The podcast gets to the core of what great investing is all about. The Podcast is replete with pearls of wisdom and anecdotes, all straight from the legend’s mouth. It’s the perfect mental detox to remove the daily noise we get caught up in as investors.

Following are some of our favourite quotes from the Podcast:

Read

I spend a lot of time reading. That’s how ideas bubble up in my universe. Mostly it is a serendipitous, non-quantitative approach.

Imagination & Curiosity

“In my career I’ve literally run across thousands of people who were very very bright, but not necessarily good investors. Pure knowledge, in and of itself, is not a ticket to being a good investor. Imagination and curiosity are what’s hugely important. We’ve discovered things over the years purely by being curious and continuing to keep involved in the search process to find these exceptional businesses.”

“I find that curiosity has been useful to me in searching for investments. Relating real life experiences allows me to pursue lines of thought to find a stock that might be interesting.”

Curiosity and imagination go hand in hand in being creative and identifying businesses.”

Education & Smarts

“I had no background whatsoever in the business world; I was an English major and I’d been a pre-med student and had no courses in business whatsoever. So I had a clean canvas and a willingness and a desire to learn and so my voyage was: ‘What makes a good investor, what makes a good investment?’”

Stocks Outperform Long Term

“I examined early on, and continue to do so, rates of return in all asset categories and made the observation that rates of return in common stocks over a long period of time was higher than anything else on an unlevered basis.”

Compound Returns

“Thomas Phelps, wrote the book, ‘100 to 1 in the stock market’ in 1972, and to this day it remains inspirational to me and fundamental to me in terms of thinking about the issue of compound returns.”

Return on Equity

A return in an asset will approximate the ROE [FCF return on owners capital] given a constant valuation and given the absence of any distributions. You get that from your quantitative background. There are no constant valuations so you work hard to have a modest starting valuation.

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If our goal is to have above average outcomes we need businesses to have above average returns."

“We try to identify businesses that have had high returns on the owner’s capital for a long time and we spend a lot of time trying to figure out why that’s so and what caused that. What’s does the runway ahead of them look like? Is it broad and long? Do they still have the opportunity to earn above average returns on capital?”

“Rate of return is what drives us. Did I understand that implicitly thirty years ago or fifty years ago? No! Stuff that is right in front of your face sometimes doesn’t reveal itself in terms of its importance for a long time. I carry a coin in my pocket that says, ‘I am a chartered member of the slow learners.’ And that’s in fact the case.”

‘Three Legged Stool’

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“Leg one [of the three-legged stool approach to investing] is the quality of the business enterprise. Leg two is the quality and integrity of the people who run the business and the third leg is, what is their record of reinvestment and what is their opportunity for re-investment? Once we have those in place, we say we’re just not willing to pay very much for these businesses. Those are the three legs of the stool.”

Disclosing Positions

We try not to talk very much about the companies in our portfolio and we certainly never talk about ones that are coming in and going out.”

In March of 2010, Chuck added their first position to MasterCard. Due to regulatory concerns, MasterCard and Visa were selling at 10 or 11 times. In regards to return on capital, Chuck noted “there isn’t a word in the English language superlative enough to talk about them. You could cut the margins in half twice and you’d still be above average for an American business. So clearly something extraordinary is going on there. It also tells you there is a big target on their back; everybody wants some of that. It tells you they are probably jamming everything they can in the income statement to try to reduce how good the margin is they are showing. We think we know what causes that and we’ve quit talking about it. If you read any research from Wall Street, and we read very little, there is no-one who talks about rates of return they are earning on their capital. Because Wall Street, in general has a completely different business model than we have. Our business model is to compound our capital. Wall Street’s business model, generically, is to create transactions. What is the best way to create transactions? Create false expectations, they are earnings estimates. We call it ‘beat by a penny and miss by a penny.’ That gives us opportunities periodically.”

Keep it Simple

Everything should be made as simple as possible. Lots of very bright people can build really intriguing complicated ways to find out why something is cheap or expensive. We try to keep things as simple as possible.”

Management

“[The managers we have owned] don’t have a screen in their office showing them the price of their stock. And lots of them do. Sometimes you find it in the lobby of a company and sometimes you find it on the CEO’s desk. That doesn’t interest us. Their focus is on the wrong thing, in our judgement.”

“We have an expression, ‘Our experience is that once a guy sticks his hand in your pocket, he’ll do it again.’ So we just have no reason to go there. We constantly find people’s behaviour which is antithetical to our interests.”

Post-Mortems

“We explore, we learn and we observe; we think a lot about the businesses we have sold. Was that the right decision? We’ve concluded in a number of cases is was not. But who does it perfectly?”

Right Once or Twice + Long Runway

“Here’s an important notion: You only need to be right in your investment decisions once or twice in a career. The challenge is how do you identify that? Typically you want something that’s small.”

Collect Data, Form Judgements

“A pre-med major, an English major, someone involved in the investment business - they’re all the same. They are about collecting data points and forming judgements around them. It’s all the same.”

Not Selling Exceptional Businesses

If we own exceptional businesses, one of the hardest things in the world is to not sell them. All businesses have hiccups in their business operations and all businesses have things occur that are unplanned for. Nothing is perfect. Not selling maybe is one of the hardest things to do. Maybe one of our greatest assets is our ability to not sell.”

Read Biographies

Reading business biographies you learn about people’s behaviour. Sometimes you see it through the eyes of a biographer who has a rose tint to the glasses, sometimes you see it through pure actions.”

Career Advice

Follow your passion. That’s the most important thing. And read like crazy and be curious about everything. It’s relating real life experiences.”

Pricing Power

I’m always looking for ways to understand pricing power because pricing power is key. What is the source of their pricing power? Think about MasterCard and Visa; we have our notions and we don’t talk about it anymore. And you’ll notice the company never talks about it.”

It’s Not all Quantitative

If this business was susceptible to purely quantitative approach, they wouldn’t need me and you would just a punch a button and it would solve for all your problems. That hasn’t happened.”

A Question for CEO’s

“One of the questions we like to ask [the CEO particularly] is, how do you measure if you’ve been a success managing this business? As you might expect some say the price of the stocks goes up, or we hit our earnings target, or we delivered on all the things the board asked of us. It’s a rare occasion that the CEO articulates an idea that shows he understands the idea of compounding the economic value per share. Why is that so? Because they’re trained to run businesses. They’re not trained to think about compounding the intrinsic value per share, which is really the single most important thing.”

Learning

Whilst Chuck has continued to out perform the Index for many years, it is interesting to note that his recent above average performance has been done entirely without any of the FAANGS. Many of the Masters cannot say the same; the likes of Google and Apple and Amazon feature in many of their portfolios. Chuck says it was simply because he ‘wasn’t smart enough or quick enough to figure them out.’ Humility indeed. But that said, it doesn’t say he’s not open to considering them.

Everyday is a learning day and we have to figure out which of those businesses [FAANGS], if any of them are truly attractive, and not subject to rapid changes in technology or governmental intervention or retaliatory issues relating to different countries in different parts of the world.”

Curiosity and Reciprocation

Chuck tells the story of how curiosity, observation and imagination led him to a tyre company with a history of very high returns on capital, a company called ‘Bandag’, which had done well for a long period of time. Chuck arranged a meeting with the company and when he walked into the CEO’s office, the CEO had his feet up on the desk and was eating an apple … “we got a different feel right off the bat,” Chuck noted.

Bandag’s returns were three or four times the competitors. Chuck’s goal was to go meet them and figure out what business they were actually in. Bandag was a tyre company that dealt with independent tyre dealers who retreaded Bus and Truck tyres. Bandag had taken the savings generated when key input costs fell and distributed the windfall to their dealers on the basis the dealers had to use the money in their business, ‘They couldn’t buy new Cadillacs, but they could buy a new store.’

As all the Bandag stores were franchised, each was an independent dealer who worked long hours compared to the competition. In contrast, employee dealers had no share in the profits and worked shorter hours. Bandag very wisely shared the wealth with their dealers instead of passing it all onto their shareholders. As a result they built a huge loyalty network of independent dealers, who continued to use the Bandag products instead of the national tyre companies. This resulted in much higher returns on capital than other tyre companies.

Summary

Just like successful athletes develop strategies to mentally prepare for the emotional rigour of a race or big game, investors can do the same. I find setting aside some time early in the day to re-visit insights from the great investors, be it Akre, Munger, Buffett, Lynch or others, keeps me grounded and mentally prepared for when volatility strikes.

Chuck’s ‘Three Legged Stool’ criteria for identifying great investments is beautiful in its simplicity. His lessons and mental models on other aspects of business and finance are incredibly handy to have at your disposal.

You don’t have to have a major in business to succeed, nor it seems do you need to be the quickest of the mark. It’s Chuck’s innate curiosity and imagination that have allowed him to spot great companies that quite often others have missed. We’re glad to have him in our community of Master Investors and we look forward to many more inspiring lessons.





Berkshire Meeting: Omaha 2019

Berkshire Meeting: Omaha 2019

Source: Invest Like the Best’ Podcast. Chuck Akre interview with Patrick O’Shaugnessy. 2019. Apple Podcasts.

Further Reading: Chuck’s Three Legged Stool’, Investment Masters Class.


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@mastersinvest

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