Why Equity Can Fail Without Systemic Changes

We are proud to announce the launch of Bernstein’s Global Culture Committee, and the introduction of our culture pillars.   We strongly believe that our business performs better when our teams collaborate. Building on our core values – Client Focus, Intellectual Curiosity, Collaboration, Integrity, Entrepreneurial Spirit, and Analytical Rigor – we are excited to introduce three key pillars that will shape our culture going forward. #BeWell #BeCause #BeLong

Does true success extend beyond profit margins and quarterly reports? Considering the long-term impact of decisions is paramount. Focusing on cultivating integrity, generosity, and ethical treatment of employees creates a legacy that transcends short-term gains. It was noted that, ultimately, one gives an account not to shareholders alone, but to a higher standard. Adopting this mindset fosters a culture of trust, loyalty, and purpose, impacting not only the bottom line but also the broader community. Curious if anyone else has found that prioritizing values enhances overall performance and long-term sustainability? #EthicalLeadership #ValuesBasedLeadership #CorporateResponsibility #Integrity #BusinessEthics

Nestlé did everything right in their recent CEO crisis response, so why did their stock still drop 3.6%? Here's why 👇 They moved fast. Investigation completed, decision made, replacement named. All handled quickly after discovering an undisclosed workplace relationship that violated company policy. But... speed isn't the same as trust rebuilding. When leadership violations make headlines, three key audiences are watching: → Employees (wondering about company culture) → Investors (questioning governance oversight) → Customers (evaluating brand values alignment) Each group needs different messages. Each has different trust thresholds. Sonja Wind's latest Bloomberg article notes this extends "management turmoil" at a company "known for its conservative corporate culture." That phrase, "extends turmoil," is doing a lot of work. It suggests this isn't just about one leader's choices, but about organizational patterns. We should all know by now that code of conduct violations aren't just HR issues. They're brand equity issues that ripple through stock prices and stakeholder confidence. So for leaders and PR teams, the question isn't just "Did we handle this properly?" It's "How do we rebuild trust with the audiences that matter most?"

💬 Week 4: Is Business About Profits Alone or Do Companies Owe More? 🍀 In Week 4, we examined shareholder theory, prominently advocated by Milton Friedman, who contended that a company's main duty is to optimise profits for its shareholders. This concept has influenced corporate strategy for many years; however, it raised a significant question in class: Does an exclusive focus on profit foster long-term value, or does it jeopardise sustainability? ➡️ To explore this, we analysed a case study of a multinational company that executed significant cost-reduction measures, which included decreasing its workforce by 10%, outsourcing its manufacturing operations, minimizing training efforts, and cutting back on CSR initiatives. These actions appeared favourable for shareholders by enhancing short-term financial results. But as our discussions showed, the trade-offs were significant. Layoffs and reduced investment in employees risked damaging morale and innovation. Cutting CSR undermined community trust. And reputational damage could eventually harm competitiveness. ❓ If a company sacrifices its people and principles for quarterly profits, can it call itself successful? I found it striking how decisions aimed at protecting shareholder value can sometimes threaten the very foundation of that value in the long run. 🚀 Our conclusion was evident: while shareholder theory emphasises efficiency and accountability, it cannot stand alone. In today’s business landscape, companies must also consider the perspectives of stakeholders, employees, communities, and the environment. Ignoring these may produce short-term results but jeopardise long-term sustainability and trust. #BEW3001 #Ethicsandsustainability #BusinessEthics #Leadership #BusinessShareholderTheories #SustainableDevelopment #MonashUniversityMalaysia

“Equity routines” are intentional, repeatable practices that keep equity from being a one-time initiative and instead make it part of an organization’s culture, operations, and decision-making. Attached are practical examples of equity routines organizations can adopt. Contact @Eulynn Consulting LLC to collaborate on strategies that could improve how your organization embeds equity into your organization. The key is consistency! Equity routines work best when they’re built into existing workflows (budget cycles, performance reviews, hiring processes, strategic planning) rather than added as “extra work.” #eulynnconsultingllc #eulynnconsulting #equityroutines #equity #belonging #psychologicalsafety #equityembedded #notanaddon

“Equity routines” are intentional, repeatable practices that keep equity from being a one-time initiative and instead make it part of an organization’s culture, operations, and decision-making. Practical examples of equity routines organizations can be adopted. And they should be. Remember, the key to this work is consistency. Equity routines work best when they’re built into existing workflows (budget cycles, performance reviews, hiring processes, strategic planning) rather than added as “extra work.” Contact @Eulynn Consulting LLC to discuss how we can create equity routines and other equity - based practices collaboratively for your organization. #equityroutines #EquityForAll #equitytrainer#equitytraining#EquityConsulting #eulynnconsultingllc#eulynnconsulting #equityfororganizations

I often see organizations chasing fancy certifications, polished strategies, or the most complicated, complex systems in hopes of solving their operational challenges. When in reality, the solution is so much simpler: a system rooted in the very core values they once jotted down for their organization.. and then forgot to look back on along the way. This has felt even more true in organizations that call themselves “𝘴𝘰𝘤𝘪𝘢𝘭 𝘪𝘮𝘱𝘢𝘤𝘵–𝘥𝘳𝘪𝘷𝘦𝘯.” When a value-based system is in place, it acts as a moral compass - grounding decisions, culture, and everyday practices in principles like integrity, responsibility, and equity etc etc - where people, more often than not, come first. But when it’s NOT, organizations fall into an endless cycle of misaligned teams, mistrust, constant firefighting, and quick fixes that never last. It drains people, and it drains purpose. Why force people to stay out of fear or need, when you can enable them to stay and contribute by choice? And if I’m being honest, our work cultures in general still reek of a 𝘴𝘦𝘵𝘩𝘪𝘢 attitude - where the person at the top always comes before the organization, decisions are guided by personal agendas, and everyone else is left to deal with the consequences. It creates unproductive, stifling environments (𝘢 𝘤𝘰𝘯𝘷𝘦𝘳𝘴𝘢𝘵𝘪𝘰𝘯 𝘩𝘰𝘸𝘦𝘷𝘦𝘳 𝘧𝘰𝘳 𝘢𝘯𝘰𝘵𝘩𝘦𝘳 𝘵𝘪𝘮𝘦). But imagine if that weren’t the case? We probably wouldn’t see our feeds overflowing with posts about toxic workplaces or bosses calling employees to the office during potential urban floods.. And life would be all rainbows and unicorns again! Just an idle, wishful thought.✨

Scaling Should Strengthen Culture, Not Dilute It Growth should be additive, not compromising. We’ve seen what happens when scale outpaces structure: • Communication starts to feel top-down • Advisors lose visibility into decision-making • Infrastructure adds layers instead of removing friction At Great Point Capital LLC we believe scaling should reinforce what made your culture strong in the first place. Because growth without alignment isn’t really growth. It’s drift. What healthy scaling looks like: • More support, not more micromanagement • Systems that keep advisor voices central, not buried in bureaucracy • Growth metrics that include advisor retention, not just AUM What dilution looks like: • “Independence” in name only • Operational bloat that slows responsiveness • Culture replaced by process A 2025 EY Wealth Management Research report made this point clear: “Firms that scale effectively do so by preserving the trust, values, and culture that made them attractive in the first place.” Read the research: https://lnkd.in/gygSwsjB That’s why we built our platform differently: • The Advisor Visibility Program reinforces advisor voice, not firm marketing • The 1776ing Marketplace brings clarity and planning alignment to alternatives access • Our infrastructure is measured by how well it supports advisors, not how loudly it scales Because if culture erodes while you grow, you haven’t scaled. You’ve just gotten bigger. #AdvisorFirst #PlatformLeadership #ScalingWithPurpose #AdvisorTrust #1776ing #GreatPointCapital #WealthManagement #ScalingCulture #AdvisorSupport #FinancialAdvisors #GrowthStrategy #AdvisorVisibility #FirmCulture #InvestmentAdvisors #ClientCentric #BusinessGrowth — Disclosure: For informational purposes only. Not an offer to buy or sell any security. Investments involve risk, including loss of principal. Securities offered through Great Point Capital, LLC, Member FINRA/SIPC. Advisory services through Great Point Advisors, LLC. Mentions of third-party websites or platforms are for illustrative purposes only and do not imply endorsement.

Values misalignment kills deals fast. Why do top private equity firms still lose on culture? Private equity success depends on more than just numbers. It’s about investing in people who share your core values. Without this, operational improvements stall and exits underperform. • Culture clashes increase turnover and reduce growth • Misaligned incentives create friction at every level • Due diligence often misses the “soft” but critical signals Focus on values alignment as rigorously as financial metrics. • Embed value assessment into every stage of deal evaluation • Use behavioral interviews and scenario testing, not just resumes • Prioritize founders and teams whose vision matches yours This approach reduces risk and accelerates value creation. Ignoring values is the silent deal killer nobody talks about. The best returns come from partnerships, not just portfolios. Discover More! — https://lnkd.in/gcVXrKBi

It’s easy to focus on quarterly results. They’re clear, immediate, and measurable. But some of the most meaningful returns take a little longer to grow. A culture shaped by compassion, a team that sees purpose in their work, a business that serves people, not just margins. Some of the best returns are seen in our people, not our reports.