StrategyDriven Editorial Perspective – Panic of 1907 vs Great Recession of 2008

Panic of 1907 vs Great Recession of 2008This year, 2013, marks the 100th anniversary of the Federal Reserve System, and central bankers are taking a historical perspective. That is “good advice in general,” Fed Chairman Ben Bernanke told attendees at the Fourteenth Jacques Polak Annual Research Conference, in Washington, D.C earlier this month.

“An appreciation of the parallels between recent and historical events greatly influenced how I and many of my colleagues around the world responded to the crisis,” Mr. Bernanke said.

He went on to describe the similarities between the banking crisis of 1907 – the one that inspired the formation of the Federal Reserve – and the more recent 2008 financial crisis.

Both fit the archetype of a classic financial panic, Bernanke said. Both crises started in an economy in recession and both suffered from a sudden lack of liquidity.

In 1907, money was tight in part due to the rebuilding of San Francisco. After the Bank of England raised its discount rate, causing more gold to flow out of the US, New York was left with unusually low monetary reserves just as it entered the cash-intensive harvest season, explained Ellis Tallman and Jon Moen in a 1990 article about the Panic in the Atlanta Fed’s Economic Review.

In the more recent crises, Bernanke explained, liquidity started to dry up when housing prices declined, and subprime mortgage defaults rose in 2007. As the underwriting weaknesses of subprime portfolios became known, banks stopped lending to each other, paralyzing credit markets. By 2008, losses from these portfolios were causing banks to fail.

In both crises, a tinder-dry credit environment made them vulnerable to sparks. In 1907, the fire started when F. Augustus Heinze and C.F. Morse tried and failed to corner the stock of the United Copper Company. The investigation into the scam revealed an intricate web of corrupt bankers and brokers. (Heinze was president of Mercantile National Bank, and Morse served on seven New York City bank boards.) When the president of the second largest trust in the country was implicated in the copper cornering con, depositors started a run on Knickerbocker Trust.

Without a central bank, the availability of liquidity depended on the discretion of firms and private individuals, Bernanke explained. The Lehman Brothers moment of 1907 came when New York’s financiers, led by J.P. Morgan, were unable to value the trusts, and refused to ‘bail out’ Knickerbocker. (Unregulated and a relatively new innovation, trusts were the ‘toxic assets‘ of the 1907 crises. Trusts, however, were financed by consumer deposits, while the toxic asset of 2008 were securities contracts held by investment banks.)

Their refusal prevented other institutions from offering aid, and depositors started a massive run on banks and trusts, exacerbating the liquidity crises. (In 2008 a loss of confidence in the banking system did not turn into a consumer run on banks primarily because of FDIC deposit insurance.)

Morgan et al realized that a failure of the trusts could spread to the entire financial system, and they ultimately convinced John D. Rockefeller and others to pony up enough cash to stabilize the markets.

Similarly, American lawmakers eventually agreed that failure of the nation’s largest financial institutions was not an option, and passed the $700 billion Trouble Asset Relief Program in October 2008 (reduced to $475 billion by the Dodd-Frank Act). This program was designed “to strengthen market stability, improve the strength of financial institutions, and enhance market liquidity,” according to the Federal Reserve.

A major difference between the two crises, that I can see, is the popular perception of these liquidity liberators. In 1907, Senator Nelson Aldrich called the actions of JP Morgan and crew heroic. In his arguments for centralized banking reprinted in the New York Tribune, he warned that without it “men may not be found in another emergency with the patriotism, courage and capacity of those who in this crisis rendered such inconspicuous and invaluable service to the financial interests of this country.”

But in the 2008 crisis, when taxpayers rendered this very same “invaluable service,” people stormed the streets in protest. From the tea party conservative to the Wall Street occupier, hatred of the bailouts was met with bipartisan vehemence.

So why is it that when a handful of wealthy individuals restore liquidity to a broken system they are courageous patriots, but when it’s taxpayer’s, lawmakers are voted out of office? Perhaps the vehemence comes from how the money was used. In 1907, it was to save consumer’s retail deposits, in 2008 corporate wholesale funds.

As Bernanke explains in his speech, seeking to stem the panic in wholesale funding markets, in 2008 the Fed “extended its lender-of-last-resort facilities to support nonbank institutions such as investment banks.” This had little direct impact on consumers. As Fed governor Daniel Tarullo recently said “the savings of most U.S. households are generally not directly at risk in short-term wholesale funding arrangements.”

In 1907, on the other hand, ending bank runs meant “widows on the corner” could cash their checks, shop-owners could feed their families.

Another problem with the 2008 solution, from the popular perspective, was the moral hazard it created.

Senator Aldrich worried that courageous individuals might be hard to find in a financial emergency, and it appears he was right to worry. Senior executives in 2008 were not interested in rendering an inconspicuous service to the financial interests of the country. They didn’t even want to forego their bonuses. But in trying to account for the rarity of courage, lawmakers in 1913 may have created a system that prevents it from emerging.

A July 2013 Congressional research report articulates a challenge for today’s central bankers. “Although ‘too big to fail’ (TBTF) has been a perennial policy issue, it was highlighted by the near-collapse of several large financial firms in 2008… If a TBTF firm believes that the government will protect them from losses, they have less incentive to monitor the firm’s riskiness because they are shielded from the negative consequences of those risks.”

In 1907, the wealthy elite pooled their resources to prevent the failure of banks and trusts, saving millions in consumer deposits. In so doing they bore the brunt of the consequences of their risks, and Americans considered them heroes for it.


About the Author

Cara WickCara Wick writes about American financial and political history at www.bankersnotes.com. She holds a BA from Williams College and an MBA from the University of Iowa. Cara can be reached at [email protected].

The Advisor’s Corner – Am I an At-Risk Leader?

At-risk leaderQuestion:

Is there a way to tell if I’m an ‘at-risk’ leader?

StrategyDriven Response: (by Roxi Hewertson, StrategyDriven Principal Contributor)

Sure. You can ask yourself the questions below to get a good start and then you can and should regularly ask for direct or anonymous constructive feedback from your direct reports, peers, leader and others. You attitudes and behaviors are the biggest differentiators for leadership success. The four well researched core emotional intelligence metrics of: Self-Awareness, Self-Management, Social Awareness and Relationship Management are directly correlated with successful or failing leadership.

Here are some key attitudes and behaviors to pay attention to because just being proficient in your technical area of expertise ignores the fact that a leader’s success is highly dependent on others’ contributions.

Ask yourself, do I…?

Read/understand emotions and recognize the impact of them on self and others. By developing an accurate view of, and aptly managing, one’s own emotional responses to situations, the rest of you skills and talents are magnified and leveraged. You regularly seek feedback and acknowledge when your impact and intent are out of synch. ?

Know your strengths and limitations. The best leaders understand they can never know and do everything… and don’t pretend to. Instead, they recognize what they are good at and leverage those skills. You surround themselves with people who are smarter and more experienced in areas where you have gaps, and you listen to them.

Know and have a good sense of your own self-worth and capability. There is a big divide between confidence and arrogance. Confidence comes from a strong sense of self-worth and self-awareness. Arrogance comes from fear in many cases, and a sense of entitlement in others. You are confident based on an objective, not assumed point of view.

Think and act with optimism – see the ‘upside.’ There are two kinds of world view attitudes people project in the world—those who think and act through the lens of abundance, and those who think and act through a lens of scarcity. You go for solutions, new ideas, and silver linings, even in the worst of times. You may change course, but you never give up. You thoughtfully navigate your staffers to a better place – often to places they didn’t know or believe possible.

See and seize opportunities for contributing to the greater good. Despite conventional thinking, great leaders have low ego needs precisely because of their solid confidence and self-worth. You don’t waste time and energy shining up your image. Your integrity is without question. You are willing to partner with others and you listen with an objective and compassionate for the greater good of the organization.

Or Do I…?

Discount others’ emotions and perspective. Failing leaders don’t pick up on other people’s signals. Or, if they do, they don’t care, demonstrating a fundamental lack of empathy and social awareness. You cannot be a good leader without empathy, period.

Miss key organizational clues, norms, decision networks and politics. ?These ‘leaders’ have very little emotional intelligence in terms of self-awareness and organizational awareness. You are missing clues, haven’t developed a wide network, and operate more like individual contributor than a leader.

Blame others for outcomes. Failing leaders don’t ask; they tell. You need to make someone wrong to be right. The difference between accountability and blame is the way the issue or problem is approached. You go for blame not solution.

Avoid dealing with and resolving conflicts. ?Failing leaders avoid dealing with conflicts and don’t provide constructive feedback to others. They duck key relationship issues. You often think, “If I ignore it, it will go away.”

Isolate myself and/or my team from others in the organization. You think you and/or your immediate team are better/smarter/righter than everyone else. These leaders are happiest in their ‘silo,’ rarely sharing resources or knowledge. You believe no one understands you or your work.


About the Author

Leadership authority Roxana (Roxi) Hewertson is a no-nonsense business veteran revered for her nuts-and-bolts, tell-it-like-it-is approach and practical, out-of-the-box insights that help both emerging and expert managers, executives and owners boost quantifiable job performance in various mission critical facets of business. Through AskRoxi.com, Roxi — “the Dear Abby of Leadership” — imparts invaluable free advice to managers and leaders at all levels, from the bullpen to the boardroom, to help them solve problems, become more effective and realize a higher measure of business and career success.


The StrategyDriven website was created to provide members of our community with insights to the actions that help create the shared vision, focus, and commitment needed to improve organizational alignment and accountability for the achievement of superior results. We look forward to answering your strategic planning and tactical business execution questions. Please email your questions to [email protected].

Performance Measures and Thresholds Aligned with Regulatory Standards

StrategyDriven Organizational Performance Measures Best Practice ArticleFederal, state, and local governments regulate almost every aspect of the business environment. While many requirements necessitate one-time actions, others govern ongoing business operations. Performance measures dedicated to monitoring compliance with regulatory requirements and possessing thresholds tailored to ensuring timely, preemptive corrective actions prevent noncompliance, provide regulatory margin, and minimize management distraction.


Hi there! Gain access to this article with a StrategyDriven Insights Library – Total Access subscription or buy access to the article itself.

Subscribe to the StrategyDriven Insights Library

Sign-up now for your StrategyDriven Insights Library – Total Access subscription for as low as $15 / month (paid annually).

Not sure? Click here to learn more.

Buy the Article

Don’t need a subscription? Buy access to Organizational Performance Measures Best Practice 27 – Performance Measures and Thresholds Aligned with Regulatory Standards for just $2!

Access the Article Now!

 


About the Author

Nathan Ives, StrategyDriven Principal is a StrategyDriven Principal and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.

Salespeople have questions. Jeffrey has answers.

I get a ton of emails from people seeking insight or asking me to solve their sales dilemmas. Here are a few that may relate to your job, your life, and (most important) your sales thought process right now.

Jeffrey, A company that installs gutter guards recently lost my business. I was solicited by their sales team twice. The second time I was in the market to buy. But their technique is different. They require both the husband and wife be home during their estimate. I do understand why they want both to be there (so they can eliminate any obstacles). However, my wife doesn’t care, nor does she want any involvement in these type of decisions. I told them if they require this, I will take my business elsewhere. They simply stated, “Thank you,” and hung up. They lost the sale, but I now have new gutter guards that were installed by another company. What is your take on this? Mike

Mike, Old-world salespeople are gonna die. In sales, it’s called a one-legged sale when only one of the two deciders is in the room. Companies don’t want to “waste their time” on someone who “can’t decide without talking to their spouse” because the objection they use is, “I’m going to talk this over with my…” The bottom line is that company is rude, stupid, and will lose people (just like they lost you).

First of all, men don’t decide anything, anyway! Only women decide. The woman will approve all decisions in any household. Don’t take my word for it, ask any husband.

HERE’S THE SECRET: If you’re in the business of sales, you’re also in the service business, you’re also in the people business, and you’re also in the friendly business. Anyone says, “I’m not going to give my sales presentation unless both decision makers are in the room,” doesn’t fully understand that concept. But that’s the bad news for them. The good news is you can call their competition and coach them on what to do correctly. Somebody obviously did. Best regards, Jeffrey

Dear Jeffrey, My company delivers mobile dictation and transcription service to field workers in IT and health care, saving these people time in reporting. Lately I have been promoting the service to sales professionals. I have written several 30-second commercials for this but keep running into all sorts of objections. Salespeople are difficult prospects and I’m constantly trying to find the right pitch. How would you approach the market of sales professionals and sales management? Do I need two different approaches? Gerhard

Gerhard, No. You need one approach. Every salesperson who has a CRM – SalesForce.com, Microsoft Dynamics, whatever it is – is required to put stuff into their computer on an everyday basis for every sales call they make and there’s one universal truth about it: they all can’t stand it.

But if you could get them to record something on their laptop immediately, like a two minute, this goes here, this goes here, and you could actually do their CRM entering for them… Oh baby! Their boss would buy it, they would buy it, their CEO would buy it, and their spouse would buy it. Everybody would buy it and they would pay double.

The problem is you’re trying to sell your service instead of giving them an answer that they’re looking for. Big mistake. Don’t tell me what you’ve got. Sell me what I perceive that I need and then I will buy. Best regards, Jeffrey

Jeffrey, I’m an independent commercial real estate lender and commercial real estate mortgage broker. I’m trying to link up with referral sources such as CPAs, commercial realtors, financial planners, etc. Do you have suggestions for a thought provoking question or line of conversation to help me connect with these folks and open the door to more meaningful dialogue? Dennis

Dennis, Dude, you’re providing them with money. You’re helping them get deals done. Why don’t you ask them questions like, “What do you think about when your deal doesn’t go through? Do you think that there’s another alternative way?” and then follow with, “My name’s Jeffrey, and I would love to be your secondary source for the deals that don’t make it. If I can prove myself on a couple of them, maybe I can earn my way to becoming your primary source. Fair enough?”

All the people you’re talking to in the real estate business only want to get a deal done. That is their primary objective. It doesn’t matter what the interest rate is. It doesn’t matter where they get the funding from. They only want to get the deal done. If you can be a person who can help them get the deal done, they will use you. Best regards, Jeffrey

Jeffrey, I am a devoted reader of your weekly email magazine and a fellow Phillies fan. I’m not a salesperson by title, but as GM turned entrepreneur, selling is a vital skill, and your insightful information is greatly appreciated, not to mention it just makes sense. My strengths are more on the production and supply side, so I was wondering if you had any advice on how to find qualified salespeople in specific industries. I have several products that I’d like to develop sales channels for, but I’m not sure where to begin effectively. Rob, Chief Cook and Bottle Washer

Rob, Qualified salespeople are already working someplace else. You must attract them with reputation, range of salary and incentives, and social proof that you’re great. Look for people in related industries or directly at your competition. Ask your vendors. Ask your customers who they love to buy from. Search LinkedIn by keyword to see who may be “looking for career offers.” Go Phillies! Jeffrey

Jeffrey, My boss and I have drafted emails to different types of industries specifying how they can make money and profit from our service. The plan is to send out these brief descriptions through email and see who gets back to us. After reading almost all of your material, I know you don’t believe in cold calling, but in this case is it better to email the companies or call them on the phone? Ryan

Ryan, The answer is neither. What you need to be doing is blogging information about these companies that they would consider valuable. You have an email magazine. You post something on Twitter. And with their search for keywords about their own stuff, they will find you. If you only send out information about yourself… “We have this great service and it’s the greatest thing in the whole wide world” …delete, delete, delete! But if you put value messages out that they might be able to find, it will be delight, delight, delight! Best regards, Jeffrey

Reprinted with permission from Jeffrey H. Gitomer and Buy Gitomer.


About the Author

Jeffrey Gitomer is the author of The Sales Bible, Customer Satisfaction is Worthless Customer Loyalty is Priceless, The Little Red Book of Selling, The Little Red Book of Sales Answers, The Little Black Book of Connections, The Little Gold Book of YES! Attitude, The Little Green Book of Getting Your Way, The Little Platinum Book of Cha-Ching, The Little Teal Book of Trust, The Little Book of Leadership, and Social BOOM! His website, www.gitomer.com, will lead you to more information about training and seminars, or email him personally at [email protected].