Five Things You Should Read

November 7, 2017

Broadcom targets Qualcomm in largest-ever tech deal, how activist investors slow diversity progress for corporate boards.

A Broadcom-Qualcomm Merger Could Face Intense Regulatory Scrutiny


If Qualcomm rejects Broadcom’s terms, Broadcom would then forge ahead with a direct appeal to Qualcomm shareholders. Buying Qualcomm would remake the chipmaking industry, transforming Broadcom into the third-largest chipmaker, behind Intel Corp. and Samsung Electronics Co. Broadcom's bid for Qualcomm would make it the largest technology takeover in history.

How Activist Investors Slow Diversity Progress for Corporate Boards


When activist investors force companies to add board members, the companies are more far more likely to appoint white men, versus companies adding board members in the normal course of business. Anxiety about becoming a target of activists is also pushing all boards to become more conservative in how they operate, including who they nominate to vacancies.

FP&A is About to Get A Lot More Interesting


Technology is driving changes in financial planning and analysis. That's good news for FP&A professionals, but also for the companies they work for. Automation will provide an opportunity for more companies to move away from old-style, static annual planning and migrated toward continuous planning.

Bill Ackman: Activists Challenge the Status-Quo


Billionaire activist Bill Ackman argues that activists have altered the balance of power between owners of businesses and managers of the business by taking large stakes and getting directors on corporate boards. The Pershing Square CEO is currently seeking three seats on ADP's board and is pushing the company to make changes to improve efficiency and boost returns. It has been reported that Ackman does not have the votes to win the seats.

Give Better Feedback


Many managers don’t know how to give good feedback and worry they'll hurt the other person’s feelings if they do. The provide constructive criticism, pick a time and location the works for both of you, state that you want to understand and help, focus on the issue (not the person), and know when to end the conversation. As a manager, it’s your obligation to give feedback, both for your employees' sake and the organization’s sake.