When the Seattle Seahawks won Super Bowl LX, Aden Durde became the first British coach to achieve the feat. As Defensive Coordinator he shared responsibility for marshalling the fearsome defense that was the central pillar of the Seahawks’ accomplishment. Following the game Durde was asked to account for the team’s success and he said: “we keep each other accountable and we have a common goal.”
While this is a very simple explanation that belies a huge amount of work, it does get to the heart of what a team needs to be successful – and is certainly a necessary but not sufficient condition for a high calibre investment team.
Held to Account
In simple terms we can think of accountability as about an individual being responsible for their actions, but from a team perspective it is more about shared trust.
Think of the NFL Defensive Coordinator, alongside the Head Coach, they define a philosophy, design a scheme and call plays. They expect and trust players to operate within that framework.
Players have to trust both the guidance of their coordinator and coaches, but also their teammates. The success of any individual is heavily reliant on other people doing their job well.
Everyone in the team is accountable for outcomes, but also their individual success is incredibly dependent on everyone else within that team. If you trust the other people in the team then you are happy being accountable; if you don’t then accountability feels like an unfair burden.
Cultures within teams are typically defined by the level of trust. If people don’t trust each other, you can forget having a productive culture.
A Trust Deficit
A recent article written by Adam Butler, which I would recommend reading, argues that trust is an incredibly valuable (and largely invisible) common good that tends to be destroyed by market forces – as it is replaced with systems, controls and metrics, which both serve to erode trust and monetise its absence.
The removal of trust and its replacement with measurement is an undoubted problem. Butler tells the story of a nurse whose care and compassion looks like inefficiency and non-compliance on her hospital’s productivity dashboard.
The inviolable pattern is that information becomes a metric which becomes a control which becomes a behaviour. This always happens.
We see this dynamic in all domains of life – when a footballer (soccer player) is tracked on the distance they run during a game, they will run about a lot – whether or not it is the right thing to do in the context of winning the game.
Controls also always grow and never contract – the system becomes defined by an absence of trust and builds on itself – each breach needing a new control. This can be maddening but is also extremely rational – trust is ephemeral, and controls and metrics are tangible. If something goes wrong, you need to show where the control is.
Atul Gawande’s compelling ‘Checklist Manifesto’ quickly degrades into reams and reams of checks and constraints – more than defeating his noble initial purpose.
This problem matters a lot for investment teams. Both because trust is integral to a high functioning team, and because financial markets are so incredibly noisy – some metrics and measures are required and useful, but vastly more are wildly ineffective. Not only does that mean that behaviour is driven by flawed measures, but the most valuable aspects of an investment approach are lost because they are unquantifiable in any reasonable way.
If you want to understand how an investment team behaves, you really want to know what it measures, how and why.
Of course, nothing is binary. There is a balance to strike – people can be incredibly vulnerable if they rely entirely on trust without appropriate controls in place, but the extension of that is not removing trust from the equation entirely. Without trust, you don’t have much.
Shared Goals
Alongside trust and accountability, perhaps the defining feature of any effective team is that each member of it is attempting to achieve the same thing. The ideal team structure is one which combines distinctive expertise and skills with a shared goal. Too often teams achieve the first part and fail at the second.
If people in a team do not have the same objectives then it becomes virtually impossible to create an environment of trust and accountability. How can I trust the other individuals in my team, if they are attempting to achieve something different to me? This is not a malign or malevolent mistrust, simply one borne from people following different incentives in an entirely rational fashion.
If you are disagreeing with something I say, is it because of your expertise or your incentives? Without shared goals, there is no real way of telling. (Although it is almost always about incentives.)
Imagine an extreme example where an investment team has portfolio managers incentivised only by outperformance, and a risk team incentivised to limit losses. This would be a crazy arrangement, which entirely ignores the trade-offs involved in any risk/reward decision. Although this might seem extreme, it is probably not far off where many end up.
When we are assessing the strength of an investment team, it is easy to assume that the goals are the same – they all want to generate strong returns, surely? Yet it is so easy, and common, for team members to have skin in different games – someone will live and die by performance, someone who needs to sell, someone who needs to avoid anything blowing up. All rational choices for individuals, but a mess for a coherent team.
One of the key challenges for larger investment teams (and an advantage for boutique firms) is that it is far easier to have goal alignment when there are fewer people involved.
Of course, shared goals are not necessarily a good thing in themselves. They are the best way to encourage aligned and complementary behaviour, but that behaviour can be good or bad depending on what the objective is.
When assessing an investment team it is critical to ask – what are the goals of the team (including anyone who has influence on how it makes decisions) and how are team members aligned with achieving this?
Teams need to pull together and in the right direction.
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There is a lot that goes into building a defence capable of winning a Super Bowl; Aden Durde’s comment on accountability and common goals speak to the foundation that any effective team needs. We should think about these before anything else.
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My first book has been published. The Intelligent Fund Investor explores the beliefs and behaviours that lead investors astray, and shows how we can make better decisions. You can get a copy here (UK) or here (US).
All opinions are my own, not that of my employer or anybody else. I am often wrong, and my future self will disagree with my present self at some point. Not investment advice.









