NYSE’s Post

🎉📈 Reflecting on milestones, it’s fascinating to think about how timing influences our career paths. Twenty-five years ago, Goldman Sachs made a monumental shift by going public on the NYSE, marking a historic day in their 155-year legacy. Interestingly, I joined Goldman Sachs in 2000, just a year after this pivotal event, narrowly missing the chance to be a part of that transformative Goldman IPO. 🕒🏦 🚀🌟 Fast forward to today, I am thrilled to be part of Bunchful Enterprise’s journey as we eye our own IPO within the next five years. We are committed to building something phenomenal, creating significant valuation by leveraging technology with an impressive speed to market. 💼📊 At Bunchful Enterprise, we are inspired by Goldman’s story, adopting a similar ethos of striving for excellence. This mindset permeates through every layer of our organization, from our dedicated employees to our supportive stakeholders and enthusiastic interns. 🌐🤝 🌍💡 As we look ahead, our goal is not just to replicate the success of giants like Goldman Sachs but to innovate and redefine what excellence looks like in our industry. Stay tuned and join us on this exciting journey! 🎊🔗 #BeBunchful #BunchfulSDGs #GivingBack #SocialImpact #BunchfulAtlas #BunchfulEvents #BunchfulNews #NewYork #UNSDGs #Philanthropy #IPO #Innovation #Excellence #BunchfulJourney #Technology

Be "Long Term Greedy". Michael B Kim, dubbed the Godfather of Asian Private Equity, related a lesson he learned from his first day at Goldman Sachs. One of the partners went on stage and told the newbies to be "long term greedy". According to Kim, it is one of the most profound things he has ever heard. Kim understood that the partner was saying NOT to go for the biggest buck... short term. He wanted them to be profitable over the long term... by building relationships with clients. And the way to build long term relationships is to TREAT the clients RIGHT. If you notice, the partner did not say making money is NOT important. He said we should make money and we should make money for a long time BY... doing things the right way FOR the customers/ clients. #axlplanner #business #relationships #wisdom #lessonsfromreallife

#Diverse #Boards Goldman Sachs, led by @Ilana Wolfe, plays matchmaker to help diverse executives find seats on boards. “What we were seeing was that the supply was there, and demand was increasingly there. It was a market mechanism problem, and the two were not connecting,” Ilana Wolfe, who currently oversees Goldman’s efforts as head of corporate board engagement, recently told Fortune Goldman’s solution was to establish a board diversity and engagement team, led by Wolfe, to help businesses by leveraging its numerous relationships with companies. Doing so helps find candidates that board placement firms may not consider, Wolfe explained, because some placement firms often rotate through the same list of names—plus they don’t have the networking reach of Goldman. The strategy is working for Goldman. Of the more than 100 diverse executives placed at public and private companies, 90% are #women and 38% are racially or ethnically diverse, according to Goldman’s website. Wolfe is also benefiting: In November, she was one of 608 executives promoted to managing director. “Diversity of all forms leads to diversity of thought and perspective,” Wolfe said, “which is strategically important to effective governance.” Goldman Sachs, since launching an initiative more than three years ago to improve the diversity of corporate boards, has helped place over 100 such executives at companies—while another 300 businesses that adhere to the bank’s standards have gone public In July 2020, Goldman, a leading underwriter of IPOs, began telling businesses that it wouldn’t take them public in the U.S. or Europe if they didn’t have at least one diverse board member. In 2021, Goldman boosted the requirement to two members, including at least one woman. The investment bank considers gender and race, as well as sexual orientation, in its DEI metrics for board placements. It often found companies needed help with these mandates. Many of Goldman’s referrals come from CEOs and CFOs with whom they’ve worked, Wolfe added. When a client reaches out for a certain profile, Goldman, often within a day, can produce a subset of its network highlighting individuals who could be a good fit. We are not a search firm,” added Wolfe, explaining that, instead, Goldman will often play matchmaker, likening the firm to “Aunt Sally,” a family member who helps relatives meet someone wonderful, she said. “I am the ‘Aunt Sally’ of the board matchmaking universe.” Goldman’s diversity placement service is free to clients and part of its investment banking offerings. “This is something unique to Goldman. This isn’t a transactional area for service. It’s additive to the long-term relationship,” Wolfe said. While the service started out focused on private companies, public companies also are now using it. Aishetu Fatima Dozie #thanks for #sharing👍🏾 Esosa Aihie

#Diverse #Boards #WomenonBoards Goldman Sachs, led by Ilana Wolfe, plays matchmaker to help diverse executives find seats on boards. “What we were seeing was that the supply was there, and demand was increasingly there. It was a market mechanism problem, and the two were not connecting,” Ilana Wolfe, who currently oversees Goldman’s efforts as head of corporate board engagement, recently told Fortune Goldman’s solution was to establish a board diversity and engagement team, led by Wolfe, to help businesses by leveraging its numerous relationships with companies. Doing so helps find candidates that board placement firms may not consider, Wolfe explained, because some placement firms often rotate through the same list of names—plus they don’t have the networking reach of Goldman. The strategy is working for Goldman. Of the more than 100 diverse executives placed at public and private companies, 90% are #women and 38% are #racially or #ethnically diverse, according to Goldman’s website. Wolfe is also benefiting: In November, she was one of 608 executives promoted to managing director. “Diversity of all forms leads to diversity of thought and perspective,” Wolfe said, “which is strategically important to effective governance.” Aishetu Fatima Dozie #thanks for #sharing👍🏾 Esosa Aihie

I recently came across a sentence from an experienced M&A leader that both worried me 🤯 and reassured me at the same time 😬. The sentence: "CEOs and boards do not need to have a very clear picture of what the future will look like, but they do need some stability”. This quote comes from the Co-Head of Global M&A at Goldman Sachs and was published in the Goldman Sachs M&A Outlook for 2024. He is essentially suggesting that there is no need to have an overly clear vision of the future. 🤯 This notion is troubling because it implies that it is nearly impossible to make predictions with a high degree of confidence. 😬 On the other hand, it's reassuring because even the co-head of global M&A at Goldman Sachs acknowledges the difficulty of making accurate predictions, especially after the challenges of 2023. How do you interpret his quote? ************************************* Source: https://buff.ly/48AjTV2 Digitalize your M&A process now: https://buff.ly/3MABeE0 #mergersandacquisitions #duediligence #carveout #digitalsmart

Can you imagine sitting down with the #CEO or #CFO of a multi-billion dollar business... as a 22-year-old recent college graduate? 🤯 MoneyLion co-founder & CEO Dee Choubey began his career at Goldman Sachs and tells Managing Partner Christopher Sugden that Wall Street boasts the best access, opportunity, and education post-graduation. Have you tuned in to Episode 23 of #ElectrifyingGrowth? https://lnkd.in/g9B4DDDf #investmentbanking #collegegraduateadvice #leadershippodcast

𝐅𝐫𝐨𝐦 𝐣𝐚𝐧𝐢𝐭𝐨𝐫 𝐭𝐨 𝐒𝐞𝐧𝐢𝐨𝐫 𝐏𝐚𝐫𝐭𝐧𝐞𝐫 𝐚𝐭 𝐆𝐨𝐥𝐝𝐦𝐚𝐧 𝐒𝐚𝐜𝐡𝐬 – 𝐒𝐢𝐝𝐧𝐞𝐲 𝐖𝐞𝐢𝐧𝐛𝐞𝐫𝐠. One of my favourite Investment Bankers. 🛠️ Juggling Challenges: Born in 1891 in a large family, Sidney dropped out of school to support his family. Working three jobs simultaneously as a mail boy until he was let go from all three. His resilience in the face of adversity was nothing short of inspiring. 🔍 Crisis as Opportunity: Even as a young boy, Sidney recognized that the biggest opportunities often arise during financial crises. He ingeniously capitalized on panic during a bank run by selling his spot in line to those desperate to withdraw their money faster. ⛰ Early Determination: Starting his career in the most humble place: the Goldman Sachs mailroom. Sidney quickly demonstrated a keen sense of business and an unmatched work ethic. From sorting mail to meticulously managing administrative tasks, he seized every opportunity to learn about finance and investment banking. 🧗♂️ Climbing the Ranks: His exceptional dedication and sharp business acumen did not go unnoticed. Sidney’s ability to connect with clients and his innovative ideas for navigating financial challenges paved the way for his rapid ascent within the firm. 📈 Breaking Barriers: With unwavering determination, he broke through numerous barriers, becoming a partner by the age of 33 and eventually the Senior Partner of Goldman Sachs. 🔄 Strategic Transformation: As Senior Partner during the Great Depression, Sidney boldly shifted Goldman Sachs from speculative trading to a focus on underwriting and investment banking. This strategic pivot was exemplified by orchestrating the landmark IPO for Ford in 1956, redefining Goldman’s role in the financial markets. One aspect of Sidney Weinberg's story that resonates with me is how he refused to compromise his ethics and principles. It's sad to see these days how many people are surprised when they witness me choose Integrity > winning. 📖 Check out: "Sidney Weinberg: Wall Street's Mr. Anonymous" by Malcolm Johnson. #SidneyWeinberg #WallStreetLegend #FinanceIcon #GoldmanSachsHistory #LeadershipLessons #BankingInnovator #FinancialWisdom #MrWallStreet #BusinessStrategy #EthicalLeadership

T. Rowe Price states, “As the Dynamic Global Bond Strategy celebrates its 10‑year anniversary in February since launch, we analyze the key drivers for performance, whether the strategy has kept up with the changing times, and if it is still relevant in a market environment that is a mirror image of the time when it was launched.” To read, “A Decade-Long Adventure Navigating Treacherous Markets Successfully”, visit: https://lnkd.in/g6XGxpeQ

How Morgan Stanley Makes Money

Succession planning (again).... Morgan Stanley's Chairman and ex-CEO received an enhanced bonus in his final year for managing his succession process and transition to new CEO, Ted Pick. The 'race' is on at both JPMorgan Chase & Co. and Goldman Sachs. Jamie Dimon's current retention bonus scheme ends in 2026, when he will be 69. He's just re-shuffled his leadership team again....perhaps with a view to someone taking over from him in a couple of years - if he wants to leave! Goldman Sachs's CEO David Solomon may not have that luxury. The bank's performance has stuttered over the past couple of years after mis-steps with Marcus by Goldman Sachs. However, yesterday, one of Solomon's potential successors, Jim Esposito left the bank. He's 56...so may have decided that Solomon may be around for longer after all. Both Gorman and Dimon led their banks to incredible success. Will Dimon reap the same plaudits as his peer for facilitating a smooth succession. Time will tell - and it will be fascinating to watch. #successionplanning #succession #successionplan #investmentbanking #ceo #ceos #financialservices