Marking to market involves assigning an accurate, reliable value to a certain security on a daily basis.  As evidenced below, this is being avoided at all costs by our leaders.

It is disconcerting that this incredibly important and relevant information is disseminated from a blogger, rather than a major “news” outlet, or even a financial news outlet.

Tragic.  There are no free lunches and accounting tricks cannot fix a country that is reliant on cheap energy, endless credit, deficit spending and perpetually rising asset prices.

Takeaway:  Mark to market your own life and confront your weaknesses head-on.  This introspection can yield insights on behavioral changes you need to make to avoid a painful crash.

Hat Tip:  Karl Denninger has done an outstanding job diligently reporting on the financial markets and sharing his knowledge on his blog.  If you want honest reporting, please check out his site.

If you enjoyed this post, make sure you subscribe to my RSS feed!


2 Responses to “Mark to Market Your Own Life”

  1. JohnNo Gravatar on May 14th, 2009 7:42 am

    Mark to market your own life and confront your weaknesses head-on.


    keep up the good fight

  2. SimoneNo Gravatar on November 21st, 2014 2:34 pm

    It is helpful for a board to dnuitigsish between the need for a succession plan and a succession policy. Many nonprofit boards have a governance policy stating who would serve as the interim executive in the absence of the CEO.Some COO or other senior executive position descriptions include a simple phrase such as: “Acts on behalf of the CEO during absences.” This one line states how the organization would ensure continuity of leadership in an emergency.Trustees often assume that a succession plan should indicate who is next in line to become the CEO. It would be a mistake for many boards to conclude that one of the CEO’s subordinates should take over without conducting a dynamic executive search of the current talent pool. Contrary to conventional wisdom, it is not necessary for all nonprofits to have a succession plan but it is essential for all boards to have a succession policy. The specific plan for deciding the search process and time line for the next CEO can be defined by the board when the situation arises.

Leave a Reply