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Mark to Market Your Own Life : Inthon

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.

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Comments

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.

    brilliant

    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.

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