Episode #420: Dan Cooper, ROC Investments – ROC: Return on Character – Meb Faber Analysis

Episode #420: Dan Cooper, ROC Investments – ROC: Return on Character – Meb Faber Analysis

Episode #420: Dan Cooper, ROC Investments – ROC: Return on Character

Episode #420: Dan Cooper, ROC Investments – ROC: Return on Character – Meb Faber Analysis


Visitor: Dan Cooper is the founder and CEO of ROC Investments, which allocates capital on the idea of the behaviors of the CEOs and their senior government groups.

Date Recorded: 5/11/2022     |     Run-Time: 50:11

Abstract: Dan shares how he ran a method targeted on investing in corporations with CEO’s that show excessive character earlier in his profession. When he later regarded again on the returns and located conventional components solely defined 30% of the technique’s outperformance, he determined to launch an ETF primarily based on that technique, ticker R-O-C-I.

He shares how he defines character, how he quantifies it, after which how he implements it right into a portfolio. Lastly he shares what CEO’s exemplify this technique with tales of executives of Costco, Southwest & Microsoft.

Feedback or options? Inquisitive about sponsoring an episode? E mail us Suggestions@TheMebFaberShow.com

Hyperlinks from the Episode:

  • 1:11 – Intro
  • 1:54 – Welcome to our visitor, Dan Cooper
  • 4:26 – What led Dan to launch an ETF targeted on character
  • 8:51 – The unique idea of creating a guidelines primarily based character fund
  • 11:00 – How Dan decides who’s a high-character CEO
  • 18:48 – Quantitative research and the way to consider this as an funding technique; Return on Character
  • 22:32 – Overview of how the composite rating works, how typically the technique rebalances, and the way he handles CEO turnover
  • 31:36 – Overview of his newly launched ROCI ETF
  • 33:33 – The preliminary reception and views on a personality index fund
  • 37:26 – What else is on Dan’s thoughts?
  • 38:56 – Would publishing their checklist incentivize higher habits from CEOs?
  • 42:42 – Episode #323: John Montgomery, Bridgeway Capital Administration
  • 43:31 – Different ideas and insights about Dan’s technique and the ROCI ETF
  • 44:58 – Dan’s most memorable funding
  • 46:43 – Be taught extra about Dan Cooper; rocinvestments.com; LinkedIn


Transcript of Episode 420:

Welcome Message: Welcome to the “Meb Faber Present,” the place the main target is on serving to you develop and protect your wealth. Be a part of us as we focus on the craft of investing and uncover new and worthwhile concepts, all that can assist you develop wealthier and wiser. Higher investing begins right here.

Disclaimer: Meb Faber is the co-founder and chief funding officer at Cambria Funding Administration. Resulting from business laws, he is not going to focus on any of Cambria’s funds on this podcast. All opinions expressed by podcast individuals are solely their very own opinions and don’t mirror the opinion of Cambria Funding Administration or its associates. For extra info, go to cambriainvestments.com.

Sponsor Message: At this time’s podcast is sponsored by the Concept Farm. Would you like entry to a number of the identical funding analysis as the professionals? The Concept Farm provides you a similar advertising and marketing analysis often reserved for the one the world’s largest establishments, funds, and cash managers. These are experiences from a number of the most revered analysis outlets in investing. A lot of them price hundreds of {dollars} and are solely accessible to establishments or funding professionals. However now they’re yours without spending a dime. Are you prepared for a brand new investing edge? Go to the ideafarm.com to register without spending a dime.

Meb: Welcome podcast listeners, we now have a extremely enjoyable present for you at this time. Our visitor is Dan Cooper, founder and CEO of ROC Investments, which allocates capital on the idea of the behaviors of the CEOs and their senior government groups. Dan shares how he ran a method targeted on investing in corporations with CEO’s that show excessive character earlier in his profession. When he later regarded again on the returns and located conventional components solely defined 30% of the technique’s outperformance, he determined to launch an ETF primarily based on that technique, ticker R-O-C-I. He shares how he defines character, how he quantifies it, after which how he implements it right into a portfolio. Lastly he shares what CEO’s exemplify this technique with tales of executives of Costco, Southwest & Microsoft.   Please get pleasure from this episode with ROC Investments’ Dan Cooper.

Meb: Dan, welcome to the present.

Dan: Nice to be with you.

Meb: Redding, California. What are you doing up in Redding, close to Mount Shasta? I’ve hiked that when upon a time.

Dan: You probably did?

Meb: I did.

Dan: Yeah, I did it too. It’s well worth the hike. It’s acquired an ideal view, offered there’s not smoke within the space. And we’re getting loads of that today up right here in Redding. We’ve been right here since 2012. I moved my household right here, along with my spouse. We’ve got two boys, and we love clear mountain streams, and rivers, and lakes, and mountain climbing, and tenting. We do a ton of tenting.

Meb: The hike up climb up Shasta for me, I did it on my own, and I made the error of doing all of it in someday.

Dan: Oh, wow.

Meb: It was truly very difficult. However I had a second the place you begin at no matter time is the morning, it was 3:00 within the morning or one thing. So, I went to a movie show in Redding, or wherever it was. It was too low-cost to pay for a resort room as a result of I knew I used to be going to be leaving at 2:00 within the morning and whatnot. So, I went to the films, slept in my automobile, awoke, and began strolling in the midst of the evening. And listeners, in case you’ve by no means been climbing at evening, it’s a really discomforting feeling for the primary quarter-hour and even the longer, proper? Like, that is bear territory, maybe. But it surely was like a full moon. And one of the religious, simply memorable moments of my life was strolling. I simply ultimately turned off my headlamp, so that you’re simply strolling at nighttime and this path. And ultimately, you come out of the forest and also you see Shasta with simply stars behind it. And I used to be similar to, “Wow, okay, that is tremendous particular.” Anyway, superior journey. I bear in mind sliding down with my axe, my ice axe, and sitting on my backpack to go down manner quicker as a result of I used to be exhausted at that time. I bear in mind very particularly attending to a velocity the place I believed, you already know what? There’s no turning again, however I’m going manner too quick. And in case you’ve ever seen these movies on TV the place folks’s just like the ice axe by way of their leg, like, I used to be having flashes that I’m like, “I’m going to finish up at this…”

Dan: It’s going to occur. They’re going to have a begin. My favourite second on Mount Shasta was we awoke early similar to you guys, otherwise you did if you’re by your self. We acquired about halfway up the mountain and the solar began arising and the shadow of the mountain fell on the clouds under. It was a particular epic second. It’s a particular journey. It’s value doing. And it’s very approachable right here for Californians. It’s not arduous to get to.

Meb: I’ve so many enjoyable tales. All proper, so, we’re going to speak about all issues ETFs, character. I need to hear somewhat bit about your background. You bought a enjoyable origin story. You spend a while on another nations and continents. Give us the timeline origin story for Dan.

Dan: Yeah, man. I began off fairly humble, nonetheless am fairly humble, labored my manner by way of school operating my poison ivy killing enterprise in Boston the place my dad and mom stay. I used to be often called Dan, the poison ivy man. Everyone had it, no one needed it, and I used to be the one one silly sufficient to go do away with it. So, once I graduated from school, that’s all I actually knew the right way to do. However a man named Joe Ritchie grabbed me out of school. Joe Ritchie based a fairly well-known buying and selling firm, which was referred to as Chicago Analysis and Buying and selling, CRT. And so they have been the most important choices and futures agency on the planet again then. And so they traded I believe one thing like ridiculous quantities within the quantity of complete market. I joined him after he had bought to Financial institution of America. We have been managing his personal cash. We all the time had quant fashions going that Joe was creating. We’re allocating capital by way of personal fairness and venture-type methods all around the world.

However we additionally did these loopy overseas diplomacy prompts. Joe would take his affect and attempt to make a distinction in Washington on areas of the a part of the world that he thought we’re lacking from a coverage standpoint. So, we labored on making an attempt to assist Iraq after the primary invasion with the financial sanctions, working with the three non secular leaders there. After which we’re in the midst of Afghanistan pre 9/11. Two years earlier than 9/11, Joe and I have been working in Washington to attempt to discover a technique to overthrow the Taliban. And all these jobs sort of opened the world to me in a manner that was simply unbelievable. The opposite factor I did with Joe’s after 9/11, I used to be bored with overseas diplomacy and politics. I launched the primary character fund. That’s primarily based on what I’m doing at this time.

Meb: What’s the yr within the timeline?

Dan: That was early 2000s, within the early 2000s. It got here from a dialog the place Joe and I used to be sitting round and he goes, “Man, I simply want I knew who the nice ones have been, who the CEOs that really have character as a result of I believe that’d be an unimaginable long-term predictor of a efficiency of an organization.” And he was all the time coming at it from the standpoint of a coach. He stated, “It’s going to be tough to investigate Wall Road and each side of taking the identified information swimming pools and reduce them in numerous methods.” However I believe we might be higher than the market at understanding this one phase of the market, which is character. And on the time, I used to be studying Collins’ e-book, “Good to Nice.” After which, I used to be additionally making an attempt to convey an organization to Japan referred to as Tal Plus [SP] out in Nebraska. And so they develop behavior-based interview methods to quantify the diploma during which an individual suits a job utilizing an interview course of. And so, I put two and two collectively and used Collins’ findings round degree 5 leaders as the standards. And so they constructed a behavior-based interview round that and began speaking to everyone on the road, analysts. We scored the CEO purely on the idea of this one standards after which allotted capital.

Initially, we went brief. We additionally sort of surveyed for the dangerous guys. And we had a foul man checklist and a superb particular person checklist. And we went brief. The dangerous CEOs, alongside the nice ones rapidly discovered that the shorts sort of have been consuming our shorts, actually killing us, as a result of they have been one of the best at manipulating fact.

Meb: They exist within the pump and dump world. And it’s humorous, by the way in which, you comply with a number of the actual dangerous, which, surprisingly, typically, for some cause, appeared to be situated in Salt Lake Metropolis, Vancouver, another locales. However they proceed to have 9 lives, which is sort of loopy to me. It’s like usually, you see the CEO then you definitely’re like, “Okay, that was completely atrocious. I’d by no means spend money on that particular person once more.” However then they simply kind of, like, resurface, like, a yr or two later some place else.

Dan: Identical factor in politics. I imply, it’s superb how the market forgives. So, we acquired out of a brief enterprise. It turned a market timing recreation, and we weren’t available in the market timing. We simply sort of ran longs. So, that’s how the technique first acquired began. It was fairly attention-grabbing.

Meb: That’s a enjoyable inspiration. How early within the course of was this one thing that was quantified? And possibly it was from the get-go. And my notion, it’s like, you’re sitting across the early days, like, “All proper, this man’s complete wanker. This man is clearly a liar. This man is operating this for his personal private profit,” no matter, on and on and on, or the place you, like, you already know what? That is truly going to be a framework. We’re going to attempt to be rules-based and goal. What was the unique idea and the way has it advanced over the previous decade plus?

Dan: The unique idea was very rules-based. It wasn’t sitting round saying, “Hey, Bob over there’s a actually good man.” And one of many issues we discovered actually fast, Meb, was that folks that knew CEOs on the golf membership or church pews didn’t know CEOs. I imply, one of the best ways to get to this understanding, the holy grail of this method is knowing folks which might be within the trenches with the CEOs. And so, I’d converse with Wall Road analysts again then and ask them questions like, “Of the businesses you comply with, who do you suppose may put the corporate earlier than their very own pursuits? Who tends to be extra humble than they’re boastful?” And so they couldn’t simply say… They’d truly say, “Okay, give me a narrative. Give me a cause.” That information and that info relayed would then sort of be markers that we’d have the ability to use in our grading scorecard for every dialog and every bit of knowledge that we discovered that was related to the data we’re on the lookout for. Every CEO had a distinct rating, and it was all pushed by this evaluation. And so, we’re sort of making an attempt to create a steadiness sheet nearly on character and apply it and actually attempt to power a self-discipline round it. And I believe that’s actually necessary as a result of this isn’t opinion-based. You might be on the market looking for markers of character. I imply, loads of the issues that the road sort of throws out on the ground doesn’t know the right way to worth. And we predict it’s worthwhile after we know a CEO may put the corporate earlier than their very own curiosity. And we predict it makes an enormous distinction. These are the sorts of items of knowledge that we’re always on the market making an attempt to reap and arrange, to your level.

Meb: I think about loads of the listeners are listening to this and making an attempt to conceptualize of their heads and saying, “Okay, effectively, it appears difficult to have the ability to bucket folks into good, dangerous, or a spectrum.” So, inform us somewhat bit about…and this might be the historic information versus thought, however the idea, let’s get somewhat extra concrete on, like, what’s truly going into how the sausage will get made about, is that this a character-driven CEO or not?

Dan: What we’re utilizing at this time… I got here again to this final two years. And one of many attention-grabbing issues that motivated me have been the next. One, it felt like character wanted to be firmed on the planet, which means that it mattered. And there wasn’t loads of locations the place you might sort of specific your worth for it. Two, I went and did some again exams on our earlier funding method. It seems that that mannequin that Joe and I developed collectively 20 years in the past carried out very, very effectively over the 20-year interval, which was one other working example and proof that we’re on to one thing. The opposite factor we tried to do is we attempt to analyze it from an element’s perspective as to why, and solely 30% of the outperformance was explainable by conventional components, 70% was unexplainable, which means it didn’t have a correlation to conventional components. So, we predict we now have stumbled onto a brand new, if you’ll, issue because it pertains to driver for efficiency. Then, throughout these 20 years, once I wasn’t engaged on the technique, and quick ahead to at this time, I Googled, “Does anybody care about character as soon as?” And up popped this e-book referred to as “Return on Character,” which is what we named our fund after. And it was a e-book written by Fred Kiel printed by “Harvard Enterprise Overview.”

Fred carried out a seven-year research on the influence of excessive character CEOs versus low character CEOs, and do they outperform? And his outcomes present that top character CEOs outperform low character CEOs by 5X, as measured by return on belongings. And that was one other information level that simply, once more, affirmed the technique as a worthwhile factor to attempt to work on. And so, what we did is I reached out to KRW, which is Fred’s firm. And so they lead our analysis in making an attempt to grasp the right way to analyze CEOs at this time for this attribute. Certainly one of their companions, analysis collaborators, they’re working with these college professors that have been utilizing behavioral integrity, pure language processing to measure integrity. Now, to interrupt down character, we outline it in 4 other ways, or having 4 elements, integrity, accountability, forgiveness, and compassion. And so, we’re always on the lookout for markers in a type of 4 areas to have the ability to create and construct the composite character rating.

However our first display was utilizing behavioral integrity evaluation with the professors that KRW introduced from College of Virginia, Duke, and Yale to run our first display. And we ran a display on I believe 700 corporations, the most important 700 corporations within the Russell. And that introduced our checklist all the way down to a smaller composite. Then, our subsequent step was publicly accessible information and scrubbing all these sources for markers of accountability, forgiveness, and compassion, three different elements of character. And that was performed by three completely different folks independently, after which the composite character rating was added to the integrity rating. After which, we additionally conduct behavior-based interviews, the place we requested the road and requested folks conversant in the sector, “Inform me in regards to the CEOs within the sector that you simply’re conversant in.” and we run them by way of the identical course of as I did earlier than. All these three inputs find yourself giving us a composite character rating, which we used to weigh the businesses that we ended up placing within the portfolio.

Meb: Perhaps this can be useful for listeners, you don’t have to provide away the golden components or something proprietary, but it surely appears simple simply to say, “Okay, like, integrity, forgiveness, accountability.” Like, what does that really imply if you’re saying sort of on a quantitative degree? Like, how does that really display…? Most individuals, it in all probability sounds subjective. You’re doing an goal lens to this.

Dan: We use CEO shareholder letters and convention name communications. And so, we now have over 30 years of shareholder letter evaluation on a lot of the Russell 1000 that we use to do our first display utilizing behavioral integrity like pure language processing.

Meb: Cool. So, give me some extra examples. Okay, so the integrity, that’s like a language display. On the others, are they related…? Is it language-based? Like, how do you establish for the others? What are they once more, compassion, forgiveness?

Dan: Integrity, accountability, takes accountability for private selections, issues like proudly owning errors once they screw up, embrace this accountability, making an attempt to go away the world a greater place. Forgiveness, letting go of 1’s errors, letting go of others’ errors, specializing in what’s proper versus what’s fallacious. After which compassion is empathy for others, you already know, asking for assist, empowering others, actively caring for others. And so, we run screens on Glassdoor for lots of those markers as proof rated by varied completely different workers. We go after language movies carried out with the CEOs and search for markers or examples of those three different traits. We additionally learn articles on all these varied completely different CEOs and, once more, making an attempt to search for these markers sort of popping up and discovering proof that, “Okay, we see this right here. We see him letting go of errors or making a mistake and proudly owning it,” or a sure degree of empathy and the way in which during which they responded to COVID, for instance. All these issues start to offer factors and get factors to have the ability to give us a degree of confidence for these different three standards’s that we’re utilizing. After which the identical factor with behavior-based interviews, if you’re sitting and speaking to folks, you’re listening for these markers. After which, when these markers are hit, they get documented and added to the composite rating.

Meb: Is it extra that the optimistic alerts…and it may be either side, the optimistic alerts actually bubble up one of the best, or is it extra just like the detrimental ones kick folks out? So, like, I’m simply making an attempt to think about, like, the megalomaniac CEO that possibly, okay, on a few these, but it surely simply completely has no self-awareness with accountability and blames different… How does the composite kind of work?

Dan: We don’t are likely to concentrate on the negatives. I’ll inform you that the habits integrity display that we use, the Wirecard occasion, an instance of an enormous blowup in Germany, and this course of flagged the detrimental there. Our orientation isn’t across the detrimental. Usually, we simply attempt to concentrate on what we name as a hyperlink rating. The decrease the hyperlink rating, the higher the outcomes because it pertains to behavioral integrity. And we aren’t screening for negatives. We’re simply making an attempt to spend our time in specializing in who tends to lean this course greater than others. And the opposite factor too is, like, we’re not going to get it proper 100% of the time, however we’re diversified over 106 completely different corporations and all sectors, mark cap-weighted. And we simply suppose that this may outperform over time greater than it received’t.

Meb: There’s two components of this that I’d like to the touch on. One is that you simply truly did superb, and you may converse to it, like what the unfold was. As a result of, like, loads of the dialogue about…to not lump you in ESG, however ESG kind of umbrella, “Look, hey, we could or could not outperform.” However this can be a higher manner simply to get you S&P publicity. Your situation, you’re not solely saying, “Hey, look, let’s make investments with these people who find themselves higher stewards,” but in addition, this may increasingly truly outperform. Is that kind of a part of the argument? And if that’s the case, speak to us somewhat bit in regards to the quantitative research or analysis, how to consider that.

Dan: No, our competition is that even in case you don’t imagine in character, we predict this can be a good funding technique as a result of the analysis actually factors to it. You take a look at Fred Kiel’s e-book, “Return on Character,” I imply, “Harvard Enterprise Overview,” you take a look at that and all of the proof is there. You take a look at Collins’ e-book and he cites the extent 5 leaders. There’s all these completely different analysis markers. I imply, there’s quite a few research on humility that’s come out that has an enormous impact on management and its consequence in the way in which corporations carry out. After which, I’ve my very own expertise, the place I truly ran this technique earlier than, through the time we have been invested for 4 years and we persistently outperformed the market. After which, we went again into the analysis on what it will have performed if we saved it going. And that very same outperformance continued for 20 years.

And so, you already know higher than anyone, previous efficiency isn’t a prediction of future efficiency. However we predict that there’s actually one thing there on simply the efficiency facet. One other factor too, research have proven that 70% of an organization’s efficiency is a mixture of market situations and enterprise mannequin. Enterprise fashions for giant corporations just like the Russell 1000, they’re all fairly related as you go sector to sector. The largest alternative for change in an organization good and dangerous actually turns into the 30%, and that’s administration and management. And management is one thing that we predict is immediately correlated to habits. And it issues particularly… Have you ever ever labored for somebody that was a foul boss?

Meb: Yeah, effectively, let’s not name out any on the podcast particularly by identify. I’m saying I’ve been my very own boss for many of my profession. So, technically, sure, I’ve labored for myself. However, look, I’ve definitely labored with accomplice who had tough work experiences. Sure. And I’m positive everybody listening can say sure.

Dan: , the distinction and the way it makes you are feeling. You’re both leaving the day feeling optimistic about life and hopeful figuring out someone’s acquired your again, or somebody’s making an attempt to go after you and also you don’t belief them. And that has an enormous impact on the way in which you work together together with your colleagues at work. It has an impact on the way in which you drive your automobile dwelling and if you greet your youngsters if you get dwelling. And we simply suppose that there’s loads of argument for why that is an economically rational method. However we additionally suppose its consequential influence is equally worthwhile within the sense that if we’re, as a market, as traders, making an attempt to allocate our capital into corporations which might be champion or a minimum of working in direction of this type of habits, that makes one other huge distinction too. And if we may one way or the other begin to sway the way in which folks take into account how they rent CEOs and leaders, as a result of we’ve been capable of present that this truly issues after which truly outperforms over time, that may be an ideal byproduct of the outperformance that we hope to have the ability to present.

Meb: The composite rating, how does this truly work? So, do you guys have like a 0 to 100 composite rating and also you’re actually on the lookout for the highest quintile, or quartile, or one thing?

Dan: The tails of the bell curve, on the finish of the day, we solely have 106 corporations. It’s not like we now have 500.

Meb: And what’s the universe?

Dan: Russell 1000. We solely acquired information on roughly 700 corporations. And we’re staying sort of within the bigger universe as a result of we actually need this to be a solution to get market publicity. We’ve got a barely decrease beta than the market. What’s attention-grabbing too is that Fred’s analysis, “Return on Character,” confirmed that high-character CEOs’ corporations tended to have the next return on fairness and decrease debt ratios. We went and carried out our evaluation on our present portfolio. Our corporations have the identical sort of leaning as effectively, decrease debt, larger return on fairness. We haven’t been capable of unnecessarily monitor our worker engagement but by way of our evaluation. However that’s one other indicator that Kiel recognized as a constant side of CEOs that are usually on the upper finish of the character curve.

Meb: And so, you guys don’t simply do CEO. Do you do the entire C-suite? Do I recall that?

Dan: That will be the purpose. Generally, we are able to achieve some understanding of the C-suite, generally we are able to’t. However we now have to start out with the CEO. Usually, you probably have a high-character CEO, your odds of them having a really high-leaning character of C-suite is way higher. And one of many issues that we’ve launched, we’re actually assured in our course of however our hope is to be one of the best within the area at understanding this one sliver of the market over the course of our existence. And so, we’re simply always on the lookout for methods to be higher. And entering into the C-suite at a deep degree could be a long-term goal, for positive.

Meb: Discuss to me about how typically are you this? Is it continuous? Is it every year? How does it get examined?

Dan: We steadiness, if wanted, each quarter. After which we’re always watching our CEOs and our corporations. One of many issues that it’s necessary to make a distinction right here is that we don’t see character as one thing which means errors received’t be made. In actual fact, we regularly see when folks screw up, like once I screw up or anyone, it’s like the final word check to take a look at character. Once we’re reviewing all our CEOs, we’re always on the lookout for how they react to the challenges, what’s it that they do once they do screw up? Do they personal it or not? A fantastic instance of that, once I first did this fund, I acquired to know Jim Sinegal of Costco as a result of he popped up on the checklist. He was one in every of our early CEOs. And he since final day turned it over to Craig, the present CEO, and Jim was telling me a narrative about Craig and the way quickly after Jim had left, they’d a situation the place they’d these little indicators of their jewellery bins at Costco. Have you ever ever been to Costco?

Meb: Yeah, but it surely’s been some time, so I don’t… What’s a jewellery field?

Dan: A jewellery field is the place they promote their diamond rings and the whole lot else, and watches, and issues like that. And so they had an indication that stated, “Diamonds reduce like Tiffany diamonds.” And Jim had expressed some fear about it. However ultimately, someone forgot to place reduce like and simply put Tiffany diamonds within the case. And positive sufficient, Tiffany is available in. It’s sort of upset. And so they lawyer up and Costco lawyer stated to lawyer up. And Craig sort of steps in and says, “Wait a minute, we screwed up. We have to personal this. We don’t must deny it. We have to personal our mistake and make it proper.” To me, that’s a tremendous instance of character that bleeds into, not solely his however the firm’s repute. And I believe you see it performed out in that firm even at this time. These sorts of issues matter.

Meb: So, a few questions. You talked about CEO transition. So, what do you do? Do you simply must, like, restart the rankings throughout? What occurs in that situation the place you’ve acquired is it a subjective transition? Had been you want, “Okay, this gal appears fairly respectable too?” How do you deal with that, which I assume occurs not too occasionally?

Dan: Yeah, no, we exit the place anytime a CEO leaves. We’ve got to run a brand new evaluation on that, which takes a while, a part of one in every of our situations.

Meb: How do you deal with one thing factor like, “Okay, we acquired a highly-rated CEO,” after which they do one thing that may knock their rating down. So, I don’t know, simply 2022, they get cancelled for doing X, which was a foul habits, no matter it will that may journey your sign. Is it like a right away, or do you then must, like, apply a lens and say, “Okay, we have to look at this as a result of possibly it’s not what we predict?” How does that play into the portfolio from that time?

Dan: We’d positively have to look at the scenario to essentially perceive precisely what the journey up was. However that may be performed fairly rapidly. And it wouldn’t be performed essentially utilizing analytics. We’d use our personal private judgment on the scenario, and whether or not or not we would have liked to drag that CEO from the portfolio.

Meb: What is likely to be useful is to possibly undergo both some good ones and provides some examples and/or some who’s lacking and provides some examples. I believe which may give us somewhat extra concrete, real-world feels about what these guys and gals are doing. Warren and Charlie in there? They acquired to be good behaviors, proper? The place do they rank?

Dan: Yeah, they’ve made it. Perhaps, yeah.

Meb: Okay, as you say, you already know, possibly they’re peddling an excessive amount of sugary drinks, and that…

Dan: That’s proper.

Meb: …takes them down on the…

Dan: Sees sweet, yeah, it’s simply an excessive amount of. Yeah, we don’t have loads of corporations which might be very controversial, paradoxically. I imply, I believe our most controversial firm is a taser firm.

Meb: That’s a superb query is how typically…? As a result of I think about folks listening, like, you’re not truly making use of the 4 standards to the precise working enterprise, or is there some kind of spillover impact?

Dan: We’re not likely taking an ethical filter on the precise business enterprise. That’s one other degree. And it will get messy fairly fast, so far as everyone has completely different opinions. And so, we attempt to keep impartial there. Some real-life examples, I imply, there’s some previous ones which might be nice, Herb Kelleher at Southwest, Jim Sinegal of Costco. We had Claiborne Deming at Murphy Oil. To this point, one of many issues that’s a component of our course of is that we don’t essentially dig into loads of particular tales on the CEO after we actually attempt to depend on our course of. The brand new CEO, or it’s not too new, of Microsoft has simply popped up so far as simply remodeling the tradition of that firm. UiPath’s CEO, Dan, was a extremely attention-grabbing man. Their main precept is humility as an organization, which I believed was actually fascinating so far as simply an antidote of a sort of firm that we now have in our portfolio.

However we’re always on the lookout for further inputs and understandings of present corporations on the market within the market. And it’s enjoyable to study. I imply, it’s so enjoyable on the lookout for one thing good versus on the lookout for one thing dangerous. And it truly is thrilling when you’ll be able to begin seeing a development in a particular firm and perceive that, man, these are folks actually working making an attempt to do higher. Effectively, we are able to speak in regards to the dangerous. That’s superb. Man, by the way in which, Kelleher, I used to have a quote of his hanging in my rest room. And I’m going to muck it up. But it surely stated one thing alongside the strains of, “We’ve got a strategic plan. It’s referred to as doing issues,” or one thing like that, proper? Like, it’s such a Kelleher quote. It’s so correct. Let’s discuss a number of names. You can provide me their ranking or in the event that they fall in or out. Elon, the place’s Elon as a CEO?

Dan: I have a tendency to take a look at the Elons of the world as productive narcissists, ones that you simply wouldn’t essentially wager towards as a result of in loads of methods, these guys are the corporate. So, they’d all the time put the corporate earlier than their very own curiosity. He didn’t make our checklist, however we don’t wish to go detrimental however we additionally don’t like to speak about our checklist as being sort of a solution to make different folks look dangerous. We additionally don’t see character as a set factor. We expect it may be developed. Elon could be on the checklist. In a manner, I’m cheering for all 1,000 corporations and the remainder emigrate this course. There are particular CEOs that aren’t on the checklist for apparent causes. However I believe we additionally know why the alternative of what we’re making an attempt to determine is tremendous harmful. We need to affirm the nice facet of the bell curve. We need to discover the few which might be over right here. And the few which might be over right here, we simply need to steer clear of. And I believe most individuals ought to need to steer clear of them. However we’re not within the enterprise actually, Meb, of figuring out them. It’s simply not our area.

Meb: No, it is sensible. By the way in which, you guys, listeners, Dan has launched an ETF, the ROCI ETF, nice ticker, with our excellent associates at Alpha Architect Western crew, proper? When did you guys launch?

Dan: March twenty fourth.

Meb: Current.

Dan: Yeah, so we’re simply out of the gate.

Meb: Simply out of the gate, that’s thrilling. I can keep in mind that similar to yesterday, our first fund.

Dan: When did you launch your first fund, Meb?

Meb: 2013. We sub-advised one in post-financial disaster, sooner than 2013. Perhaps like 2010, if I can bear in mind. So, inform us somewhat bit the way you do that in observe, so, what number of names, how do they get weighted, when do they get rebounds, all that good things.

Dan: We’ve got 106 names. It’s marked midway throughout all sectors. We’re actually taking the top-weighted CEOs from our standards or our evaluation for every sector. We wish the technique to any outperformance that we carry out to be actually attributed to character versus any components that could be driving it. And so, equal-weighted the market cap perspective. We rebalance as wanted each quarter. And we’re always monitoring and reviewing our checklist all year long, and in addition always on the lookout for new CEOs as we go. Analysis is consistently in course of. And it’s designed, Meb, to be sort of a solution to get market publicity, however solely allocate your cash to management and corporations which might be pursuing this type of habits. As a substitute of placing your cash on the broader market, that on character, or spend money on character, we predict you’ll carry out over time. And likewise, it’s affirming one thing that I believe makes the world somewhat higher. And that’s sort of the worth proposition as a result of we’re making an attempt to, in a manner, nearly create a personality market.

Meb: What has been the preliminary reception for the way individuals are sort of receiving it? And what I imply by that’s not essentially are simply folks dumping thousands and thousands of {dollars} into it however loads of instances, after we’ll launch a product or an thought, we’ll get some responses that we didn’t anticipate, or folks say, “Oh, attention-grabbing,” and never essentially in a detrimental but in addition in a optimistic manner. Or possibly they are saying this suits in another way or one thing. Like, what’s sort of been a number of the conversations you’re having and the way are folks excited about this right here in 2022?

Dan: Normally, it’s very uncommon folks don’t prefer it. It’s like this appeals to one thing nearly innate, and those who goes…it’s nearly like a duh. After all, that is sensible. And the common investor will say folks which might be within the business completely adore it. They have a tendency to all the time ask, “How can I purchase?” And you must clarify it to your advisor and allocate parts of your present portfolio to [inaudible 00:32:34.364]. The subtle traders are always it in comparison with the whole lot else that they do. And I believe all of them just like the premise. They need to see a monitor document over time, as most individuals would. However there’s an actual broad and common openness to it I’ve discovered up to now. There are all the time one or two individuals who suppose that character doesn’t matter. They cite different corporations the place our CEOs have outperformed, have performed rather well, and so they don’t have character. And so, that’s all the time simple to do. However, basically, it’s been very effectively obtained. And the primary factor is simply getting the phrase out that there’s now some first time. I bear in mind the primary behavior-based funding product I believe the SEC has ever accredited. And it’s a sort of a brand new various. We don’t fairly know the place we match but within the SG world, however we definitely suppose it’s related, and we’re hoping that folks additionally care about investing in character and see us as a manner to try this.

Meb: You’ve gotten a pleasant web site that you simply’re constructing out, and I used to be smiling as a result of it talks in regards to the issues that do matter, the issues that don’t matter, age, tenure, business, schooling, profession path, political stance, beliefs, faith, and household historical past, which I believed was nice.

Dan: It’s all research-based evaluation. The opposite attention-grabbing factor is that the 4 traits discovered that we outline this character, integrity, accountability, forgiveness, and compassion are additionally the traits in different cultures which might be attributed to the definition of character. And so, this isn’t simply, say, an American factor. Most societies would acknowledge that these 4 areas introduced collectively Is sort of a illustration of character. So, we’d like to sometime take this past America and go to Europe and Asian markets.

Meb: Presumably, it ought to apply, no?

Dan: Sure.

Meb: I ponder how a lot cultural distinction you see in a few of these nations. I imply, not solely may you globally, however you’ll basically find yourself with some nation cultural ranks, I’d assume, the place some nations, simply by the way in which that individuals are wired socially, that they could have decrease weights on a few of these.

Dan: See, that’s the factor that’s attention-grabbing is the analysis exhibits that telling the reality is linked to integrity, taking duties for if you screw up is linked to accountability, forgiveness, forgiving different folks once they screw up, compassion, empathy for others. Anytime these 4 traits sort of mix does typically outline, effectively, that particular person’s acquired character. I’ve talked to Fred Kiel about this. And he says, “Yeah, it’s nearly like this common rule that sort of runs by way of us all.” These issues matter because it pertains to the way you outline character. Like I stated, the opposite issues the place you stated doesn’t have something to do together with your habits sort, your character sort, for instance, you’re introvert otherwise you’re extrovert, it doesn’t matter. It may well come up in any sort of human being.

Meb: It’s attention-grabbing as a result of there are loads of further avenues this might go along with completely different subsets of the globe. As you consider experiencing and refining the analysis within the coming horizon as you look out, what are some areas the place you’re sort of like scratching your head or pondering within the Redding woods, the place you’re like, “I ponder if we may incorporate X?” or, “I’m curious if these measures could correlate to Y?” like, what are y’all excited about as you look out to the longer term?

Dan: After I look out to the longer term, I actually return to analysis and the way we could be higher at understanding this side of the market. I can’t assist however suppose in case you go on Amazon and also you take a look at this pen, for instance, they’ll have like 20 opinions on this pen. Individuals take the time to put in writing their opinions. A dream of mine could be to have the ability to present a solution to begin to present a voice to folks which might be working within the trenches and to have the ability to begin offering perspective on the way in which management behaves and culminating that information and utilizing it as an informative solution to allocate investments. That’s one thing that I take into consideration so much and the way finest to try this as a result of I believe there’s lots of people which have so much to say about how they’re handled or their experiences at work. And it’s so private and related that it’d be nice to determine the right way to sort of unlock that in a extra deep and sustainable method.

Meb: Yeah, how does the Glassdoor impact, something like that ever play into it? The place you, like, “Look, the CEO says all the appropriate issues however behind the scenes, this man is a complete tyrant.” Is that one thing that ever surfaces otherwise you ever, like, take into consideration, you already know, on the identical time, the Glassdoor is completely unreliable as a result of it might be a bunch of workers that simply acquired fired?

Dan: Proper. I had one situation the place I simply referred to as Christian leaders and stated, “Hey, this CEO is simply unimaginable. He’s acquired an unimaginable character.” However then all my evaluation on the CEO exhibits that he was extra like the final and some good males that put the concern of God in all subordinates. And so, you rapidly discovered that the way in which these folks behave, CEOs behave on the golf membership will not be indicative of how they behave within the trenches. And so, the extra that we are able to refine our evaluation utilizing quite a lot of completely different instruments, Glassdoor opinions are nice as some extent of consideration, not the purpose of consideration, the higher we’ll be at understanding. There’s loads of instruments which might be accessible at this time that haven’t been prior to now that may assist us achieve each an understanding of this side of corporations, not simply from the standpoint of, say, pure language processing, synthetic intelligence of habits, of language, but in addition simply folks’s capacity to freely specific info. And people are all issues that I believe and hope that we are able to develop over time and actually enhance upon and make us smarter. And likewise, it’ll be sort of enjoyable is that it begins to point out in impact. CEOs truly suppose twice earlier than they behave poorly as a result of habits begins to matter. That will be a neat byproduct.

Meb: Yeah, you simply begin publishing your checklist. That’s like the actual get the CEOs to start out behaving, publicly shaming them and saying, “Look, man, you’re backside quartile proper now. You bought to choose it up.” There’s a facet enterprise for you, promoting entry to the checklist of all the general public boards across the nation and being like, “Yo, you guys, your CEO is pondering up the joint. Perhaps you need to take into consideration one thing else.” That will be an attention-grabbing, activist marketing campaign scenario. You’re going to get… Elliott, in case you’re listening to this podcast, Carl Icahn, in case you’re listening, right here’s your targets proper right here.

Dan: It will be an actual consciousness if the boards are asking the query, “Why isn’t my CEO on the checklist?” And if we are able to get that a lot traction, and we are able to reveal… Most individuals have a core a part of their funding technique that sits within the markets on a broad degree, just like the Russell 1000 or the S&P 500, our price proposition, our request available in the market is transfer proportion of that over to the character fund, VOC ETF, and get sort of the identical relative danger returns with the upside of character over time. The extra we are able to get folks investing in character and exhibiting that that issues, that they do care about habits, and that, in a manner, it’s sort of a vote that they imagine it can outperform, the extra consideration we’ll get, I believe, with these corporations, with these board of administrators. That’s the long-term purpose. We’re orienting ourselves in direction of making an attempt to construct a method that can be right here for 100 years. We don’t need to promote it. I’ve acquired an unimaginable investor in Bridgeway Capital Administration, which is out of Houston, John Montgomery, and Tamra, the CEO there, our principal traders. And we’re targeted on making an attempt to create a product that’s accessible for so long as folks care about character available in the market, there’s the place to affirm it. That’s our focus. And we’re actually excited. I imply, we’re simply getting began, Meb. And certainly, I actually do recognize you having us on.

Meb: Oh, it’s enjoyable. John is a former podcast alum, listeners, episode 323, if you wish to take a look at a enjoyable chat. He’s one of many OGs of quantitative investing, as I discussed to him within the present, even owned his fund at one level many moons in the past.

Dan: John was the one which did our backtest evaluation of our earlier portfolio and his head sort of fell off his shoulders once they noticed and found this type of what we name the character issue. That unique efficiency will not be associated to our fund at this time, however my unique technique, solely 30% of the outperformance was associated to components, 70% John couldn’t clarify. And so, he acquired fairly excited.

Meb: If anyone is aware of extra about components in testing, John is likely one of the few. As we begin to wind down, Dan, what else? Something we missed within the common dialog about character-based investing, or like, “Yo, Meb, we must always have talked about X, Y, Z,” or we’d coated all? What else is in there?

Dan: Effectively, I imply, you already know, from my standpoint, I’m actually targeted on making an attempt to persuade folks to place 20%, 30% of their market publicity in ROC ETF. It’s an enormous piece however we’re simply getting going. We’re trying to construct a group of those who suppose character issues. We’re calling it ROC Ambassadors. The fund is connecting with different traders that suppose it issues and need to affirm it. So, we’re all the time on the lookout for folks,

Meb: How are you going to attach these? You guys are going to construct out a Slack channel, or is there going to be a manner you’re going to carry the ROC convention in some unspecified time in the future? What’s a great way for these guys to attach ultimately? You’re nonetheless brainstorming.

Dan: We’re nonetheless brainstorming. We’re a month out. We’d like to have a ROC convention, a Slack connection level. We’re on the lookout for ambassadors. Meb, would you be a ROC ambassador for us?

Meb: You bought to ship me some swag, and a minimum of one free fishing lesson in Northern California.

Dan: Completely, and a waterfall go to. Yeah, I believe you’d like that one too.

Meb: Cool. I’m going to hit you for the [inaudible 00:42:45.234] stuff. Effectively, yeah, I imply, it’s attention-grabbing. I like the thought and the idea. It’s one of many ideas that additionally, like, you need to imagine in, the place you’re, like, hopeful that that is the way in which it really works and never the alternative. The great guys win, guys and gals. So, that’s fairly cool. What’s been your most memorable funding, trying again through the years? You’ve performed so much, been in loads of locations. Something that seared into your mind?

Dan: Effectively, I believe my most memorable funding has been my unique funding character fund that was capable of outperform for 20 years by investing in CEOs that had tendency to behave with character and honor. I had the privilege of attending to know a variety of these CEOs. And the neat factor about that’s that all of them are likely to make you higher as an individual. And it’s not too typically that you would be able to be within the funding world and really turn out to be higher as a consequence of your focus. On this case, that was in all probability my biggest wager. And the best final result is with the ability to sort of show that it does matter, you already know, and it really works. That’s what I’d maintain up for instance.

Meb: All proper, effectively, listeners, all my public firm CEOs, in case you’re not on their holdings checklist, you bought to succeed in out to Dan and say, “What’s occurring, man? There’s one other line of enterprise… I must amp up my quantity. The place am I going fallacious right here?”

Dan: Meb, I believe it’s necessary to say, and this can be a actually cool side of this, is that Fred, he launched a consulting firm that really goes in… It’s referred to as KRW Worldwide. And so they go into large corporations and assist corporations develop this side. And their competition is it’s not that folks have or don’t have character, it’s the way you develop it over time. And so KRW, in case you’re not on the checklist, truly is the answer to this facet of the coin. We’re solely trying to attempt to determine KRW Worldwide after which those I labored with on the analysis entrance can present an answer to get corporations sort of trying and orienting on this course. It’s actually thrilling.

Meb: Superior. Effectively, look, man, the place do folks discover out in the event that they need to take a look at the fund, what you guys are as much as? What’s one of the best place?

Dan: Rocinvestments.com, www.rocinvestments.com is the place we stay. And you can even discover me on LinkedIn. I welcome folks reaching out, giving me their opinion on completely different corporations or concepts. The extra we are able to rally collectively… If ever there was a group method to investing, it’s this as a result of all of us and many people stay with these CEOs or stay and work in these corporations are conversant in them from an expert standpoint, we welcome the dialogue. I stay up for listening to from folks.

Meb: Superior, man. Dan, it’s been a blast. Thanks a lot for becoming a member of us at this time.

Dan: Yeah, it was an honor. I actually recognize it.

Meb: Podcast listeners, we’ll publish present notes to at this time’s dialog at mebfaber.com/podcast. In case you love the present, in case you hate it, shoot us suggestions at suggestions@themebfabershow.com. We like to learn the opinions. Please evaluation us on iTunes and subscribe to the present, anyplace good podcasts are discovered. Thanks for listening, associates, and good investing.

Supply hyperlink


Please enter your comment!
Please enter your name here